Analyzing Meg And Marissa s Corporate Climate - 1366 Words

Analyzing Meg and Marissa’s corporate climate, we can infer that Meg is very close to the ideal leader profile - Hockey stick. She has been in the industry for quite long and sessioned her skills to become a great and successful leader. Whereas, Marissa is still learning and her profile explains her corporate actions and press sentiments towards decisions. Meg is more mature and clear on her long-term goals whereas Marissa focuses on short-term goals driven by reward. However, both understand and encourage openness within their organizations. Meg is very achievement-oriented; being forward-looking and seeing the company’s strategic opportunities. She is very competitive and challenging. She always shoots for best results and sets high standards. Her successes and achievements were set as an example for future leaders, women in leadership in particular. She inspired many people with her influential story. Meg’s affiliation level is very high. She built good relationships with her employees and had a great influence on them. She encourages her employees to think and act like leaders by finding the good in the organization not the bad. That pattern recognition is gained through experience and intuition. She stimulated an environment where perfection was time consuming and that good enough with iterations was ok. In her corporate life, Whitman was not very power-oriented, as she cared more about achievements and affiliation, but that did not prevent her from being a remarkableShow MoreRelatedFundamentals of Hrm263904 Words   |  1056 Pagesmoney From multiple study paths, to self-assessment, to a wealth of interactive visual and audio resources, WileyPLUS gives you everything you need to personalize the teaching and learning experience.  » F i n d o u t h ow t o M A K E I T YO U R S  » www.wileyplus.com ALL THE HELP, RESOURCES, AND PERSONAL SUPPORT YOU AND YOUR STUDENTS NEED! 2-Minute Tutorials and all of the resources you your students need to get started www.wileyplus.com/firstday Student support from an experienced

The United States Constitution - 2240 Words

The United States Constitution is filled to the brim with ambiguous language that people continue to debate the meaning of. There is one thing, however, the document makes very clear: the legislature legislates and the executive executes. Claims that President Obama has abused his power by passing DACA and DAPA completely ignore this fact. In reality, the president, as head of the executive branch, absolutely has the power to use prosecutorial discretion in how he or she executes the laws. The president has long had the power of prosecutorial discretion. According to Rudalevige, the Supreme Court held in the 1985 case Heckler v. Chaney, ‘an agency’s decision not to prosecute or enforce, whether through civil or criminal process, is a†¦show more content†¦The court also pointed to other cases where courts have been unwilling to review prosecutorial discretion (Oyez). The judicial branch, therefore, says the executive branch can decide how to enforce and execute t he laws. There is also precedent of the executive using prosecutorial discretion when enforcing immigration policy. One article from the New York Times states, in 1990, President Bush allowed â€Å"1.5 million undocumented spouses and children of immigrants who were in the process of becoming legal permanent residents to stay in the country and obtain work permits† (Davis). According to Davis, DACA and DAPA have only a slightly larger impact than Bush’s decision in 1990—Bush’s decision impacted 40 percent of undocumented immigrants, while Obama’s impacts 45 percent. That being said, this would be a different story if Obama flat out refused to enforce immigration law. However, as Rudalevige points out, Obama did not change or stop enforcing immigration law; he â€Å"set forth who was to be prosecuted first, or rather last† (Rudalevige 45). By doing this, Obama simply decided in which order to prosecute people. This type of discretion is not only constitutional, but also necessary for the executive. When it comes to deporting the millions of illegal immigrants residing in the United States, it would be financially

Organisational performance - Free Essay Example

Sample details Pages: 7 Words: 2192 Downloads: 4 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example?   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Employees are considered to be an important source of competitive advantage for firms and it is important that organisations adopt HRM practices to make best use of its employees. This trend leads to increased interest in the impact of HRM on organisational performance and numbers of studies have found a positive relationship between so called High Performance Work Practices (Huselid, 1995). High Commitment Human Resource Management (HCHRM) is a means of stimulating organisational performance by improving employee attitudes, lowering the levels of absenteeism and labour turnover and increasing the levels of productivity, quality and customer service in all types of organisations. Don’t waste time! Our writers will create an original "Organisational performance" essay for you Create order HCHRM is considered as the most effective and efficient method of achieving any objective or goal. What constitutes best practice can be determined through a process of benchmarking. An organisation can move toward achieving best practice, either across the whole organisation or in a specific area, through continuous improvement. In production-based organisations, world class manufacturing is a related concept. More generally, a market or sector leader may be described as best-in-class. HRM researchers always focused on demonstrating that more complex HRM system can create more economic growth. These sophisticated HRM systems are called Best Practice or HR Bundles or High performance systems. Thus, Best Practice is a range of HRM practices, used in such combination or bundles, which can achieve synergetic benefits through interactive and mutually reinforcing impact. In recent years, there is been an increase in the interest of High commitment HRM or Best Practice HRM. We can no t underestimate work done by Pfeffer, who contributed a lot in identifying the idea of Best Practice HRM and along with the contribution of many US and UK researchers. Prefered (1998) gave an account of the components of best practice/HCHRM as an employee security and internal labour markets. Different interpretations have been laid down for employment security. For instance, on one hand, Welsh Water contends that partnerships give employment security whereas on the other hand, the European Commission considers that flexibility and security (flexicurity) in organisations. The organisation should enable employees to master new productive needs, skills, maintain their jobs, progress in working life, find new employment, provide adequate unemployment benefits to facilitate transition and encompass people with training opportunities. Pfeffer (1998) suggested some alternates to compulsory lay-offs with regard to employment security as: reducing working hours to distribute the burden o f high employment costs across the workforce; reduce wages to reduce labour costs; freezing recruitment to prevent over staffing and putting production workers into sales to build up the demand. Selective hiring and sophisticated selection Recruiting and training outstanding people and capturing a stock of exceptional human talent (Boxall and Purcell 2008) can be seen as an effective way to achieve sustained competitive advantage. Wood and de Menezes (1998) describe social and team working skills as selection criteria. Wood, Albanese (1995) and Hoque (1999) sought trainability and commitment as appropriate tools. Some of the proxies used for selective hiring include: number of applicants per position (Delaney and Huselid 1996); proportion administered an employment test prior to hiring (Huselid 1995, Guest et al 2003) and sophistication of the selection process, such as use of psychometric tests in the US (Patterson et al 1997), graphology in France, etc. However, it may be impossible to attract skilled applicants in sectors such as health and education due to skills shortage. According to a case study of Ritz Carlton, the company did not hire its employees, it selected them. The selection process was laid out very clearly, and Ritz Carlton used what could be called benchmarking in selecting ideal employees. The company studied top performers at different positions in its hotel chain and in other comparable organisations to prepare the ideal profile for each position. Based on the profile, the job description and detailed qualification requirements were prepared. This not only ensured that the companies got the people with the best qualifications but was able to match personality traits with jobs to obtain the best fit. This was thought to be one of the reasons for Ritz Carltons low attrition rate (Regani 2007). Extensive training, learning and development Boxall (1996) views this as one element in organisational process advantage, the idea that employers aim to synergise the contribution of talented and exceptional employees. West et al (2002) use multiple measures to access training in the study of NHS hospitals, each related to amount of money spent, whereas Guest et al (2003) focused instead on the amount of training received by workers. However, most of the employees were overqualified for the jobs (Grugulis 2003) and it ignored the quality. Questions have been asked about whether or not longer term budget safeguards are established so as to protect training provision or whether training is tied in to increased promotability within the organisation (Delary and Doty 1996). As per Ritz Carlton, all new recruits had to undergo a 2 day orientation programme before they were assigned to their jobs. Each Ritz Carlton hotel had a full time director of training and organisational effectiveness who was responsible for managing all the training activities at the hotel (other hotel chains typically had one vice president of training for 15-20 hotels). The fact that the initial orientation was conducted by the members of the top management was meant to indicate to the employees the importance that Ritz Carlton attached to the activity. Although, some people felt that it was not necessary for the general manager to spend so much time orienting their junior employees, Ritz Carlton believed that it was time well spent as it allowed the new recruits to be introduced to the companys culture by a reliable person. After the initial orientation, each new recruit was assigned to a departmental trainer, who was usually an experienced employee from the recruits own department, for 3 weeks of on the job training. The trainers were expected to help the recruits familiarise themselves with the job duties to observe how the job was carried out (Regani 2007). According to a case study of Starbucks, when a partner was hired to w ork in one of Starbucks North American retail stores, he or she had to undergo two types of training. The first type focussed on hard skills such as learning how to use the cash register and learning how to mix drinks. Most Starbucks beverages were hand-crafted, and to ensure product quality, there was a pre-specified process associated with each drink. Making an espresso beverage, for example required 7 specific steps. The other type of training focussed on soft skills. Allying contends, In our training manual, we explicitly teach partners to connect with customers to enthusiastically welcome them to the stores, to establish eye contact, to smile, and to try to remember their names and orders if they are regulars. We also encourage partners to create conversations with customers using question which require more than a yes or no answer. (Lovelock and Wirtz 2007; p. 502.) Employee involvement and participation (EIP): worker voice There are a number of reasons why EIP is an essential component of the high commitment paradigm (Marchington and Wilkinson 2005). Firstly, it promotes open communication with regard to financial matters, strategy and operational matters. Secondly, it equips the workers with sufficient information to offer suggestions to improve organisational performance. Thirdly, it ensures the legitimacy for actions by inculcating worker participation. Finally, it is important to have EIP to voice grievances, both to give workers an opportunity to express their opinion and also as this may allow discontent to be channelled through formal procedures (Marchington 2007). As per Ritz Carlton, employees were required to take personal responsibilities for cleanliness throughout the hotel. In addition, they were encouraged to play an active role in designing their jobs and participating in decision making in their departments. We believed that to create pride and joy in the workplace, you must involv e the employees. And to create that pride and joy by making employees feel like they are a part of Ritz Carlton. We are here to provide service, but we are not servants. We are professionals in our field. Everything happens because the employees are so committed, said Theo Gilbert-Jamison, Vice president of leadership development at the Ritz Carlton (Regani 2007). Such empowerment meant that employees were motivated to take personal responsibility for all that was happening at the hotel. Any complaint from any guest had to be dealt with immediately, regardless of the position or department that an employee belonged to. According to Starbucks case study, all Starbucks employees were called as partners. Allying remarked, From day one, Howard has made clear his belief that partner satisfaction leads to customer satisfaction. This belief is part of Howards (Chairman) DNA, and because it has been pounded into each and every one of us, it has become part of our DNA too.(Lovelock and Wi rtz 2007 p. 503-504) There are numerous measures to assess team working namely: proportion of workers in teams (MacDuffie 1995, West et al 2002); use of formal teams (Patterson et al 1997) or the deliberate design of jobs to make use of workers abilities (Hoque 1999). But, these measures do not indicate if the teams are self managed or act as autonomous groups. (Frobel and Marchington 2005). e.g. many US companies allow their teams and group members to participate in decision making and working with other teams. Like Lawson Mardon Packaging, what they have tried, is to have teams themselves define the team competencies, job requirements, decision making and how team members would be measured. High compensation contingent on performance helps organisations to attract and retain high quality labour. There are two main elements to this practice which were outlined by Pfeffer higher-than-average compensation and performance-related reward. The UK study focuses on merit and perfor mance-related structure. According to the WERS survey, forms of performance-related scheme operated in 40 % of workplace in 2004 and it is been applied to both management and non-managerial stuff. Huselid (1995) includes two measures for its evaluation: the proportion of workers with access to company incentive schemes and the proportion of employees whose performance appraisals are used to determine their compensation. Implementing individual HR practice is nothing more than a short-term practice and it can easily be dismissed. And it is argued that there is a contradiction between HR practices while forming bundles and the reason is the difference between firms, sectors and different countries. It is been hard to find out the perfect bundle which can be table and implemented in organisations without any difficulty. Researchers assumed that synergies are achievable with the implementation of all practices and if, there is one factor missing it can affect and destroy the whole sy stem. And this approach is called as multiplicative or synergistic. For instance, employment security is conditional on agreement that pay rates can be reduced. Many authors argued that there are issues concerning employment security. Pfeffer (1998:183) tends to view compulsory lay-offs and downsizing as undermining employment security. Security is offered if it is convenient to employer. It is been argued that self-managed teams are difficult to implement in practice because there is lack of interest to take advantage of the opportunities for greater involvement. According to Pfeffer, (1998a, p. 74) Organizing people into self-managed teams is a critical component of virtually all high performance management systems. Self-managed teams substitute peer-based control for hierarchical control of work. This facilitates the removal of layers of the hierarchy and permits employees to pool their ideas in order to produce better or more creative solutions to work problems. Similarly, if we talk about team working, it is complex to determine whether the teams would be able to manage themselves and it relies upon decisions concerning responsibility for organizing work schedules and control over quality. Arguments are made regarding training and development. It is crucial to know what type of training should be given and who will take benefits from it. Regarding high compensation contingent on performance it is been found that many researchers have criticized performance-related pay system in the US. In the UK, they are much more critical about the value of incentive pay and which is better to include the whole reward package. Employees involvement and participation is also one of the main targets of criticism for management has more power than workers and due to which there is a big gap between employees and the management within one organisation. Many authors have suggested proxies for different practices and it is been proved that these HR practices and i ts proxies can not work in any organisation according to its different organisational context, environment and cultural differences. The study of best practice HRM brings about few methodological issues which are associated to the components of HRM. It is been found that there were difficulties in adopting appropriate measures of performance due to the reason of variants in organisations, like some firms implement incentive schemes and some use performance appraisals to determine the turnover, satisfaction, profits, etc. The main problem is that there are various components and it is hard to choose the right one, apart from that, proxies are used to measure those components. There are different ways of collecting data and using self-report is one of the main issues. Besides that, most of research done by the WERS and CIPD which is limited only around the US and the UK.

The Effect Of Personality Tests On Employment Selection

Article Summary Scroggins, Thomas, and Morris (2009) is a meta-analysis of the validity and practicality of using personality tests in employment selection. According to Scroggins, Thomas, and Morris (2009), personality tests using the Big Five can predict job performance; identify specific traits associated with a particular profession; job and training proficiency; performance motivation; career success; and organizational commitment. Additionally, personality tests combined with cognitive ability test reduce adverse impact; thereby, enhancing the validity of employment selection process (Scroggins, Thomas, Morris, 2009). Specifically, the variety of items within the NEO PI scales allows organization to match job candidates with a particular job based on personality traits, for example, a salesman (Scroggins, Thomas, Morris, 2009). Wille, De Fruyt, and De Clercq (2013) used the NEO PI-R to identify aberrant personality, such as antisocial, narcissistic, borderline personalit y disorder, schizotypal (social isolation), avoidant, and obsessive-compulsive behaviors that affect career outcomes. The study followed 247 Flemish students from 1994- 2009 using the Dutch authorized version of the NEO PI-R. The study found that borderline, schizotypal, and avoidant behaviors negatively impact extrinsic and intrinsic career goals; obsessive-compulsive traits were unrelated to career outcomes, and antisocial and narcissistic traits lead to higher financial attainment andShow MoreRelatedPersonality Theories And Internet Testing1061 Words   |  5 PagesPersonality Theories Why has personality theories and internet testing created so much interest in the hiring process? Can you judge a person s ability to perform the work just by giving them a personality assessment? Not always, but in the process of hiring many organizations can rely on personality theories and testing, which helps the process of pre-selection. Personality theories help measure, cognitive ability, knowledge, and personality of potential candidates. Employers today use pre–assessmentRead MoreThe Importance and Impact of Following Uniform Guidelines on Employee Selection Procedures652 Words   |  3 PagesUniform Guidelines on Employee Selection Procedures: The criteria that employers in the U.S has all along been using in employment has been a very efficient one in terms of determining which applicants or employees are fit or have met the necessary credentials for a particular profession. The selection that employers have been using includes cognitive tests- what experience does the applicant has, personality tests, medical tests, appraisal checks, and any scandalous background. On the otherRead MoreReliability and Validity in Personality Testing Essay1684 Words   |  7 PagesReliability and Validity in Personality Testing 02-16-2015 Introduction Psychological tests are often used in the selection of projective personnel (Anastasia Urbina, 1997). The idea is that by using the scientific approach to personality and emotional intelligence testing in hiring, the employers will be able to increase the number of successful employees (Beaz lll, 2013). â€Å"Personality refers to an individual’s unique constellation of consistent behavioral traits†, whichRead MoreWhat Makes Us Unique And Helps Us Develop All Of Our Preferences?1741 Words   |  7 Pagesand an ultimate goal that they will yield as well. Our personality dictates the kind of job that we want, the way that we would like to do the job and our perspective as to the objectives that the job will fulfill, this ultimately means that employee performance can in fact be predicted if one is to study well the personality of the employee. It is favorably significant for organizations these days to recruit accomplished workers. Personality shows a very dynamic character in our day-to-day life especiallyRead MoreThe Role Of Recruitment And Selection For Employee Performance And Positive Organizational Outcomes1642 Words   |  7 PagesRecruitment and selection can play a very important role in shaping an organization’s effectiveness and performance, by thus organizations are able to hire workers who already possess relevant knowledge, skills and aptitude and are able to make an accurate visibility about their future abilities. Recruitment and selection also has an important role to play in increasing worker performance and positive organizational outcomes. It is often claimed that selection of workers occur not just to replaceRead MorePersonality Tests Are An Appropriate Measure Of A Candidate s Potential For Success1431 Words   |  6 Pagesbelieve personality tests are an appropriate measure of a candidate s potential for success in a position? Why or why not? How would you advise your friend? Should she misrepresent herself on a personality test to get the job? Why or why not? What are the potential long-term consequences to the employee and the employer if an applicant misrepresents his or her true personality? While many different business use some form of assessments before considering a potential employee for employment, areRead MoreThe Different Forms of Psychometric Tests Essay1365 Words   |  6 PagesPsychometric Tests Describe the different forms of Psychometric tests commonly used by employers to assist in employee selection and comment on the advantages and disadvantages of their use. Since the beginning of civilization, employers have testing prospective workers in order to select suitable candidates. Original tests would have been a rigidly controlled standardized system of examinations. However in 1883 Galton produced the first psychometric tests to measureRead MoreThe Internet Testing ( Uit )831 Words   |  4 Pages Unproctored internet testing (UIT) is a test administration medium that involves the administration of pre-employment tests online, without a proctor, outside of a traditional testing environment (Tippins et al., 2006). Applicants are free to complete the test at their own convenience anywhere they have internet access. UIT most commonly involves the use of biodata, situational judgment items, and/or personality items to screen out applicants who are unlikely to be hired (Gibby, Ispas, McCloy, BigaRead MoreHuman Resource Management Summary Paper1632 Words   |  7 PagesAnother function of human resource management is effective employee selection. This is an in-depth process that must be treated with attention to detail and care. In order to be successful in the selection of employees, the organization must have a thorough understanding of what characteristics are essential for the position to perfo rm at a high level. This is where job analysis and design play a key role in the employee selection process. Once the job description is defined, the organization canRead MoreA Summary of Modern Practices in Employee Recruitment and Selection Methods1451 Words   |  6 Pagesrecruitment and selection methods Business revolves around people. It’s the people in the business that run it so therefore it’s always important to have the best employee to do it. That is why selection is such an important aspect of any organisation, small time or bigger. It is fundamental to the performance of any business or establishment that the personnel that it employs are competent to fill the role, and enhance the companies overall performance. Because of the importance of selection, many different

Chimerism in Humans Free Essays

Chimera according to the genome glossary is an organism which possesses cells or tissues with a different genotype. This can be caused due to mutated cells of the host organism or cells from a different organism or species. According to Greek mythology, the original â€Å"Chimera† (pronounced as kih-MEE-ra, and the adjective form â€Å"chimerical† pronounced as kih-MER-ih-cal) was a fire-breathing female monster with the head of a lion, the body of a goat and the hindquarters of a dragon. We will write a custom essay sample on Chimerism in Humans or any similar topic only for you Order Now The terrifying Chimera may have merely been a product of a substandard family environment — her father was the giant Typhon, her mother the half-serpent Echidna. Her siblings were the Cerebrus (the three-headed hound who eventually found work guarding the gates of Hell), Hydra (a nine-headed aquatic monster) and Orthrus (the runt of the litter, a prosaic two-headed dog). As per the mythology, Chimera pounced around making everyone wretched until one day a man named Bellerophon, riding on the winged horse Pegasus slays her. [Author unknown, Chimera, 2004] Though believed to be a mythological epic, it was found that cases of Chimera were actually prevalent in humans when certain intriguing criminal cases erupted. One such case was when a woman has been raped by a man and the women claimed a particular person to be the culprit. However, the crime justice authorities had found it difficult to convict the suspect. It so happened that the DNA taken from his blood sample did not match the DNA of the suspect. However, extensive investigation and the victim’s statements revealed it to be same person being responsible for the crime. When another series of DNA tests were taken from the suspect, this time from his hair sample it was found that the DNA sample perfectly matched. This revealed a breathtaking phenomenon among human genome which has resulted in various problems in the criminal justice system. Those people who have two types of DNA in their body are called chimeras after the mythological creature with a head of lion, body of a goat and a tail of a serpent. These people are sometimes also referred to as mosaics. It has found that these people have two different types of DNA in various parts of their body. Though a rare occurrence, this could have been due to various reasons. [Vladar, 2004] One of the common reasons is that chimeras are formed if developing fraternal twin embryos join together to become one embryo. This is something which is completely opposite of identical twins who are formed when a single embryo splits into two. This occurrence takes place in the very early stages of the embryo development i.e. when it is still in the form of unspecialized cells, so when it develops the baby that is born is healthy but with two types of DNAs. It is also found that fraternal twins don’t have same set of DNA, however, they the two fraternal twin embryos fuse together it results in chimera. Another reason for chimeras to form is when developing fraternal twin share the same blood supply. This usually happens when the twins with different DNA share a placenta in the mother’s womb and cells from their blood mix together. This results in the twins being chimeras based on only their blood as other cells are not affected by the blood supply. Chimeras are also formed through some mistakes or mutations taking place in the division of the cells in the development embryo. This mainly takes place when the cells split into two so that they are able to be formed into more of themselves for the growth of the embryo. It also results in the the doubling up of the DNA by the cells which gets divided between the two new halves. During this process, if something goes wrong, then some new cells result in having different DNA. If this happens in the early stages of the development, then the tissues which are developed from the cells will have different genotype. It is difficult to gauge the exact number of chimeras in the world. We are able to find out whether a person is a chimera or not only when his / her DNA is analysed. This causes varied problems with regards to solving of crime cases and also results in complication with regards to donation of organs. In recent years, exciting results have been found out that a section of genetically incompatible cells may contribute to conditions like infertility, autism and Alzheimer’s disease. [Migliore, L et al, 1999] Human chimeraism came into being with advent of blood typing and it was found that some people had more than two types of blood group. Most of the cases of chimeraism are the blood chimeraism i.e. non-identical twins sharing a blood supply in the womb. Twin embryos often share a blood supply in the placenta, allowing blood stem cells to pass from one embryo and settle in the bone marrow of the other, seeding a lasting source of blood. As a result, almost 8% of non-identical twin pairs have chimeric blood. [van Dijk, B A; Boomsma, D I and de Man, A J M, 1996] Apart from those who have chimera due to different blood types, there are even larger numbers of people who have this phenomenon due to carrying smaller numbers of different blood cells that may have passed through the mother and the fetus across the placenta or persist from a blood transfusion. It has also been analysed that the presence of some foreign white blood cells might be the cause for autoimmune diseases wherein the immune system affects the body’s own tissues. [Nelson, J L, 2002] True chimeras are usually identified when they possess male and female cells resulting in the formation of hermaphrodites or any related problem in the person’s sexual organs and their chromosomal sex is identified by their blood test. So the real number of chimeras and mosaics are much more than those that have been identified till date. Unless and until a chimera comes forward to get his blood sampled or has been convicted for a crime, it wouldn’t be possible to know whether he actually is a chimera. This has resulted in further complication in solving some crime justice cases. It has been also analyzed that with the increase in in-vitro fertilization (IVF), there has an increase in the cases of chimeras. To avoid infertility among women, IVF has been quite common in the present day scenario. In this process, two or more embryos are placed in a woman’s uterus so there is an increased success rate. This results in 25% more cases of twin pregnancies than expected. With the increased number of twins, there is likelihood of more cases of chimeras. This was proved by Bonthron who found out that the British hermaphrodite boy who was a chimera was formed by IVF. Strain, L; Dean, J C S; Hamilton, M P R and Bonthron, D T – 1998] According to various tests undertaken along with ultrasound examinations performed on the mother who was carrying the single fetus, the baby that was born had a normal right testis and a semi-developed left testis. An operation was conducted when the child was 15 months old and the surgeons removed â€Å"an abnormal gonad and vas deferens.† Pathology studies later exposed that these were actually an ovary with a fallopian tube attached. Studies revealed that the child’s chromosomes had both female (XX) and male (XY) cell lines. This was explained to be that the child was an exceptional case of a true chimera which was a mixture of two embryos from separately fertilized eggs. The other likelihood was that two different sperm had unusually developed into a single mature egg before cell division had taken place. To distinguish between these possibilities, the researchers analyzed DNA near the centromeres of the child’s chromosomes, which are involved in cell division. [Author unknown, DNA puzzle of mother ‘made of two women’, 2004] Apart from this, the study conducted also revealed that chimerism can occur naturally, resulting in children with vague genitalia, however published data on the phenomenon is very restricted and many XX/XY children may go unnoticed. Even so, the fact that chimerism occurred in a child born following in vitro fertilization should be taken seriously. [Author unknown, 2004 In Vitro Fertilization Results In Chimera, 2004] Considering these above points, it is becoming more and more difficult for the crime justice system to analyze the crime due to the increase in the cases of chimeraism and mosaicism which in turn is increasing with the increase in in-vitro fertilization. The criminals are able to move about freely as their blood samples usually differ from their other DNA samples taken from different parts of the body. It is also becoming difficult for the crime justice system as well as the medical system to analyze the exact number of chimeras as it is very difficult with the increase in mutations. How to cite Chimerism in Humans, Essay examples

Information Technologies In Organizational-Myassignmenthelp.Com

Question: Discuss About The Information Technologies In Organizational? Answer: Introduction In recent times, Information Technology has emerged as a critical organizational function. Today, IT is not only a support function that enables the organizations. The large and small-scale organizations have started to use Information Technology as a core business function. There are various cases of successful and failed examples of IT implementation. The large organizations have realized that the complete benefits of Information Technology could be achieved with the large scale IT systems like ERP. This is the reason that the adaptation of ERP has particularly increased in last decade. It is expected that the use of ERP system would increase exponentially (Alrashid Alshawi, 2012). At the same time, it is important that organizations should be careful while implementing the ERP systems. One of the objectives of IT systems or ERP systems is quality management and continuous quality improvement. Also, if the customers lay stresses on adopting the quality policy of their organisation , then management has to accommodate that request also but project must ensure that customer quality policy can be adopted in a given time and cost otherwise project manger could request for a change request document to revise the cost of the contract (Dezdar Ainin, 2011). There are various cases of successful and failed implementation of IT projects. The objective of this paper is to discuss one such case. The paper would discuss the case study of McDonald. A brief background of the case can be highlighted as: Case Background McDonald is a known organization in different parts of the world. The company operates in a franchise model and it has large number of branches in Australia and other parts of the world. The management of McDonald realized that Information Technology is a powerful asset that can help the organization to bring efficiency and effectiveness in the system. This is the reason that McDonald started to IT project of establishing ERP system across its stores. The direct benefit of this approach was the fact that all of the stores would be connected and different stakeholders would be able to share the information on real time basis. Typically, there are two approaches of ERP implementation. The first approach of the big bang implementation and the second approach is the phased implementation approach. McDonald started the project with Big Bang approach as the company wanted to implement ERP across its stores in one go (Ravasan Rouhani, 2014). However, this was a failed project for the compa ny as it was not able to implement ERP across all its stores. This paper would discuss the key reasons for the failure and the paper would also discuss the key recommendations that should be used by organizations to avoid these kinds of mistakes in future. Analysis Drivers of implementation It is interesting to study and analyze the key reasons of failure for McDonald. However, before that, it would be interesting to analyze the key drivers of ERP implementation. The analysis of key drivers of ERP implementation would help to understand the reasons of failure in better way. The key drivers of ERP implementation for McDonald can be discussed as: Key drivers of ERP implementation There were four ley reasons or drivers of ERP implementation of McDonald. These drivers can be discussed as: 2.1.1 Real time information sharing The company wanted to have a system in place where different stakeholders can interact on real time basis. Efficiency improvement: The management of McDonald realized that there is scope of efficiency improvement in the coming system and it can be done with the implementation of ERP system. 2.1.2 Quality improvement: In this era of competition, it becomes important for all the organization to deliver quality ERP projects to their customers due to increased competition. For instance, quality control will increase the customer satisfaction and building reputation and thus increases the changes of company getting more business from the clients (HassabElnaby Hwang, 2012). Also, quality management is also about preparing for quality, planning for quality and implementing quality control. Also, there are numerous considerations while providing quality. 2.1.3 Reducing operational cost in long term It is correct that the implementation of ERP is costly affair in short term. However the management of McDonald realized that it would be able to save the operational cost in long term. Reasons of failure: It is a common saying that technology should work for human and not the other way round. In similar way a companys Enterprise Resource Planning (ERP) system is like its central nervous system of the body. If it is healthy, it provides the sensory input to management so they can understand what is happening with customers, suppliers, and employees.There were various reasons for the failure of this IT project. The key reasons can be discussed under following heads: Lack of clear destination It can be said that the success of ERP project would be successful only when the end state or vision is clear. In the case of McDonald, the company started with the Big-Bang implementation. However, the company did not have a vision in mind. Clear reasons of doing it in the first phase Ravasan Rouhani (2014) argued that the stakeholders are often confused if they want to implement the ERP in the first place. The decision to implementation the ERP across McDonald was the result of an analysis happened across the organization. However, there were certain apprehensions within the leadership team. The management realized that ERP implementation is the thing for the future. However, leaders and managers were not very sure about the success of the project. Often large ERP implementation projects fail before they even start. Companies unhappy with their current system become convinced their reporting, integration, or efficiency problems lie in the software they are using. Part time project management One of the mistakes for McDonald was that it considered ERP implementation like any other IT project implementation. It can be said that the implementation of ERP is a transformational project for organizations that bring fundamental changes in the existing business processes. However, McDonald was not able to analyze this. The company considered it as a normal IT project management and the required focus was not given with respect to project management (Ahmad Cuenca, 2013). Under estimation of resource requirement Oghazi (2014) argued that the implementation of ERP project requires a large number of resources. In fact, it is never easy to anticipate the resource requirements for ERP implementation. McDonald was not able to do the correct resource planning and as a result the project failed. For the successful implementation of ERP projects, the companies should take help from external consultants also. McDonald also took help from external consultants. However, it appears that the support of external consultants were not adequate (Parr Shanks, 2013). Over customization One of the reasons for ERP failure is the customization that the organizations would want to have. In fact, customizations, along with interfaces and data conversion, are the main areas of technical risk in ERP implementations (Turban Sharda, 2011).McDonald wanted a customized ERP for its stores. However, the organization was not able to get the desired customization in place. Lack of training requirements The implementation of ERP across any organization required proper training to different internal and external stakeholders. However, McDonald was not able to provide a training platform to its stakeholders. Moreover, the organization arranged for the training sessions after the implementation phase was over (Wixom Ariyachandra, 2014). The true benefits of ERP implementation is realized when the management conducts the training sessions along the ERP implementation phase. Lack of quality expectation with ERP project McDonald was keen to implement the ERP project. However, the company did not establish the quality objectives with the project. Quality is providing the right product to the customer aligned to their requirements and also fit for their use (Corona-Suarez AbouRizk, 2014). During such times, no organization can afford to miss the quality in delivering their projects as clients have very high bargaining power due to increased competition. While in earlier days, Quality was all about inspecting the results and recommending rework if the expectations were not met, today the concept of quality management also has transformed with the evolution of numerous tools for controlling and ensuring the quality. Today, the focus is on preventing the issues before hand and thus building the quality in the project or the product. Ineffective change management Authors argued that most of the ERP projects fail due to ineffective change management. The implementation of ERP is a big change for any organization that brings a massive amount of change. It is important that the organizations should be willing to handle the change. McDonald faced certain resistance from its employees, as it was not able to manage the change. Lack of user training The implementation of any large IT project requires investment in user training. It is important that the employees should be educated and trained about the new system and processes. The provision of training and development activities is an investment from the side of company. However, McDonald was not able to invest a lot on training and development of people. Therefore, its employees were not clear about the ways to use ERP system. Wrong approach selection: Big Bang vs. Phased approach McDonald decided to go ahead with the ERP implementation with a big bang approach. Under this approach the implementation happens at a same time. The benefit of this approach is the timesaving. However, in this approach there is no fall back option. There was no way for McDonald to learn from its mistakes. Key Recommendations to avoid failure in future It can be said that the organizations have a lot to learn from the case study of McDonald. In addition to the ten reasons listed above, the organizations must also focus to manage the threats from malware and ransomware. In recent times, there has been an increase in the number of malware attacks that happens in the world on ERP systems (Isik Jones, 2013). It is important that different stakeholders must join hands so that the ransom ware attacks can be managed. It can be said that one of the major threat to the large IT systems is the threat from malware. The large IT systems like ERP systems should be protected from any external attack. This paper would discuss the background of ransomware and the strategies that should be used to manage the attack of ransomware. It would be correct to say that the proactive ways of protection is better than the reactive way of protection in case of ransomware. Another key recommendation for organizations is to have basic checklist in place for ERP implementation. Checklists are another important to approach to ensure that team members must follow the basic things as part of their task. For example, there can be checklist for developers about the guidelines they have to follow while check in their code. Checklist can have components like if all the comments and documentation correct, if code is easy to understand by another person and so on. Checklist should be customized for various roles like testing team, development team and also for various phases like requirement gathering and also on regular basis what are the checks that team has to ensure like switching off their monitor while leaving for the day, switching off lights etc. It is also recommended that management should use a strong change management model. The implementation of ERP system is a radical and drastic change for any organization. Under any circumstances, the management should not take this change lightly. Therefore, it is important that management should have a strong change management strategy in place. The first thing for organizations would be picks the change agents that would be responsible to bring the change in the organization (Chang, 2014). Conclusion If ERP systems are the nervous system of a company, then doing an ERP implementation is like brain surgery: only to be attempted if there is a really good reason and not to soon be repeated. The above paper discusses the failed project of ERP implementation for McDonald. With the above discussion it can be said that ERP projects should be implemented with high quality standards. At the same time, the organization should also focus on effective change management within the organization. In addition to the implementation, organizations have to ensure that the business can get the real value from ERP implementation. It can happen when Information Technology is not considered as the support function in the organization. It can also be said that the early focus on Information Technology and ERP would also help the organizations to overcome the problems and challenges that could occur in the implementation of ERP and IT project management. References Ahmad, M. M., Cuenca, R. P. (2013). Critical success factors for ERP implementation in SMEs.Robotics and Computer-Integrated Manufacturing,29(3), 104-111. Alrashid, W., Alshawi, M., Al-Mashari, M. (2012). Exploring enterprise resource planning (erp) implementation from stake-holder perspective. In5th International Conference on Communications, Computers and Applications (MIC-CCA 2012)(Vol. 5, No. 1, pp. 125-124). Mosharaka for Research and Studies. Chang, V. (2014). The business intelligence as a service in the cloud.Future Generation Computer Systems,37, 512-534. Corona-Suarez, G. A., AbouRizk, S. M., Karapetrovic, S. (2014). Simulation-Based Fuzzy Logic Approach to Assessing the Effect of Project Quality Management on Construction Performance.Journal of Quality and Reliability Engineering,2014. Dezdar, S., Ainin, S. (2011). The influence of organizational factors on successful ERP implementation.Management Decision,49(6), 911-926. HassabElnaby, H. R., Hwang, W., Vonderembse, M. A. (2012). The impact of ERP implementation on organizational capabilities and firm performance.Benchmarking: An International Journal,19(4/5), 618-633. Isik, O., Jones, M. C., Sidorova, A. (2013). Business intelligence success: The roles of BI capabilities and decision environments.Information Management,50(1), 13-23. Oghazi, P., 2014. Antecedents of ERP in service firms.Journal of Promotion Management,20(2), pp.148-163. Parr, A. N., Shanks, G., Darke, P. (2013). 8 IDENTIFICATION OF NECESSARY FACTORS FOR SUCCESSFUL IMPLEMENTATION OF ERP SYSTEMS.New Information Technologies in Organizational Processes: Field Studies and Theoretical Reflections on the Future of Work,20, 99. Ravasan, A.Z. and Rouhani, S., 2014. An Expert System for Predicting ERP Post-Implementation Benefits Using Artificial Neural Network.International Journal of Enterprise Information Systems (IJEIS),10(3), pp.24-45. Turban, E., Sharda, R., Delen, D. (2011).Decision support and business intelligence systems. Pearson Education India. Wixom, B., Ariyachandra, T., Douglas, D. E., Goul, M., Gupta, B., Iyer, L. S., ... Turetken, O. (2014). The current state of business intelligence in academia: The arrival of big data.CAIS,34, 1.

Fundamentals of Marketing Management

Question: Discuss about the Fundamentals of Marketing Management. Answer: Introduction: The learning outcomes have helped me to obtain a clear conception about the marketing and its different components. Lecture notes from 1to12 have provided information on the influential factors like segmentation-target and positioning of the products, marketing mix for a brand or its products, buyer behaviors etc. I have understood the importance of the different variables of the marketing mix such as the product value, price of the products, appropriate placing of the products and promotion of the products to achieve a successful marketing strategy for an organization and the products. I am now aware of the factors of the STP model that is one of the major attribute required for the marketing. To get the positive response from the market segmentation of the product is necessary. If the organization divides their product according to the different class of people the product will be more approachable for the large extent of the consumers. Not only this, lecture notes have helped me t o understand that if the organization takes strategic planning and target the appropriate consumers, it will be beneficial for the market value of the organization. Another important perspective of the STP model is the positioning of the products. The lectures have enlightened this fact that if an organization positions its products in apposite location it will draw more attraction from the audience. Foe an instance, I can say, an organization will get more responses if their product store is located in a place that is easily accessible and crowded rather a store located in a remote area. Conclusion: The lecture notes have improved my knowledge on the marketing strategy that can in turn help me in my professional career. It is necessary to have a comprehensive understanding on the marketing to make the most of the available resources. The most preferred part of the lecture notes is the branding of the products. Branding is an unavoidable element of the marketing strategy. I found branding interesting because it involves different approaches and strategies to obtain effective marketing. Branding of a particular product or an organization can be done by using social media, print media, electronic media etc. As per my understanding, branding of a product should be made in such a way that the theme of the branding can relate with the cultural, social and emotional aspect of the consumers. Branding of a product requires presenting all the positive aspects of the product to the clients. Moreover, branding helps to make decisions easily and reduce the risk factors for the clients. I hav e also understood that the branding also provide wider place for the competitive advantages. My lecturer has said that branding of a product should incorporate different human traits so that people can connect with the objective of the branding or the theme of the branding on an intense personal level. I have assimilated the extraction of the learning outcomes and will definitely apply these understandings on practical requirements.