Observation Paper Essay

On Wednesday July second, 2014 I visited Wiley Mildred Family Day care focus to watch a gathering of kids that I have never met at a house I have never been to. During my time that I spent at Wiley Mildred I watched a gathering of youngsters associating with one another just as the parental figures as they were having their outside benefits. As I directed my perception I contemplated children’s activities and saw the rehearsing of the Sociocultural Theory, the Social Learning Theory, the Cognitive Theory, and the Psychoanalytic Theory. Every one of these hypotheses had the option to be seen through activities this is because of their condition around them and the exercises they were occupied with. The perception showed me how critical an activity can be for a creating youngster and how significant it is for a kid in a consideration community to be intellectually and genuinely animated. Wiley Mildred is a normal family home in a calm local location in Victorville, CA. After showing up at the house I saw the foundation had doors isolating the front-yard and patio that were safely bolted and infant evidence. As I rang the entryway ringer I was welcomed into the house with grins and warm welcome. The chief of the offices name is Gloria, a Latina lady with a thick highlight; she had an associate whose name was not given. Immediately I was taken to the back-yard as it was â€Å"recess time.† Gloria’s patio was exceptionally open and huge it contained a green region, a woodchip territory and a solid zone too, in every region diverse toys and materials were being used. In the green zone there were two littler slides, little seats, and many toys that youngsters must utilize their fine engine abilities to work. In the woodchip territory there were bigger structures; my most loved was the seesaw looking like a plane that fit an aggregate of six youngsters. There were three distinctive play structures of moderate sizes, some with slides and some with stages to climb and remain on; all requiring a child’s net engine abilities to work. The solid region had numerous little seesaws, alongside two carousels, a girl’s play house, and three tricycles. The kids at the day care were shockingly of allâ different ages, going from age one and an a large portion of right to age eight; the most well-known age of the youngsters was age four. I saw that on a little table all the youngsters had their own particular cup and were totally given a lot of water all through play time and they drank it energetically. Gloria disclosed to me that she just let’s them drink water, particularly during outside time when it’s so hot and they have to remain hydrated. Gloria had an open lawn, no zone being to isolated from each other, this made it easy for all the youngsters to play together, all being animated at the same time; regardless of what their age, sex, or race were they all associated with recess. As all the kids were playing Gloria and the collaborator continually were conversing with every one of them, playing learning games, for example, speculating hues and shapes; they additionally utilized both English and Spanish when conversing with all the kids, not simply the ones that definitely knew Spanish. During my perception, I traveled to the washroom so I could get a check out the house and to perceive what the sanitation and wellbeing of the office resembled. As I strolled through the house I saw how amazingly clean the house was, and the restroom was similarly as perfect too. Every potty preparing youngster carried their own latrine coach seat with them consistently to guarantee neatness, and the infants in diapers were constantly changed in a particular room. On my stroll back to the terrace I inspected that each door handle, bureau, cabinet and power plug were totally child verification. Subsequent to finishing my perception, my own decision on Wiley Mildred Family Day care focus was more than positive; it was a very sustaining condition for the offspring of any age to handles that a youngster should consistently be sheltered, clean, and invigorated when being taken care of by others. I started my perception with seven children and during the time it arrived at finished with a sum of twelve children. Every kid was one of a kind in their own particular manner yet totally had likenesses also. A couple of the youngsters could be assembled with an a lot bigger class since they had the angles for a specific hypothesis. The primary hypothesis I notice could be applied was the Psychoanalytic hypothesis; the possibility that an individual’s activities and activities get from oblivious tendencies. I watched a young man around the age of two taking a gander at a feathered creature that had arrived at the highest point of the entryway, from the start he appeared to be brave however as the winged animal took off it scared him and he naturally clung to the guardians leg. This identifies with the psychoanalytic hypothesis on the grounds that whenâ frightened he rashly took hold of a grown-up he is alright with, this can imply that discovers security in grown-ups or was terrified a lot as a newborn child making him more bashful and apprehensive than other youngsters. Next, I watched the Social Learning Theory being put to utilize; the idea that conduct is found out by the conduct of others. For this hypothesis I viewed the most youthful kid which was about 18 months old. At the point when she was advised to go down the slide she was bashful and reluctant in any case, resulting to viewing a more established kid go down the slide with delight, she went on the slide and continued to go on the slide more than once. This grips the idea of the Social Learning Theory for the explanation that without seeing the young man go down the slide to realize that it was secure and pleasant the young lady would of in no way, shape or form went, she took in the idea of going down the slide from another individual and aced the ability by and by. The Sociocultural Theory manages the development and sustaining of kids through societies and social orders. The parental figure as clarified had a substantial emphasize and was more OK with Spanish than English; Gloria looked out for Latin-American kids just as African-American kids, and she communicated in Spanish to the them two. This is a case of the Sociocultural hypothesis in light of the fact that in spite of the fact that the African-American kids were clearly not familiar with Spanish they were being occupied with dialects and societies of another nation, and the most established of the African-American kids even needed to learn increasingly Spanish. The last hypothesis I watched was the Cognitive Theory, the recommendation that idea methodology are compelling loads on an individual’s demeanor. As the winged animals were roosted wavering in the back yard another little youngster around the age of three was gazing seriously, not certain precisely what it was she was taking a gander at. With the guide of the guardian utilizing absorption and consoling her that is was a fledgling, the youngster was building â€Å"schemas† in her mind so balance can happen. As the winged animal left and returned instantly the kid was overjoyed and rehashing, â€Å"Bird!† A part of the subjective hypothesis is the child’s procedure of gaining some new useful knowledge and acing another ability with the assistance of absorption. Every kid all through their improvement can be a piece of any of these hypotheses; watching youngsters genuinely shows what amount can be watched and learned in such brief period. Because of the way that I watched the offspring of Wiley Mildred Family Day Care Center during their outside time I had the option to watch different formative proper exercises for the explanation that recess is the point at which the kids apply their creating aptitudes the most. The youngsters charmed themselves in different creating exercises, some managed their fine engine aptitudes, some included their gross engine abilities, and different exercises managed coordination and intellectual turn of events. The gross engine aptitudes required exercises were the most straightforward to watch and record, for example, utilizing the seesaw, going down the slide, hustling, moving up the play structures, playing ball, turning each other on the carousel, and riding the tricycle. Exercises identifying with net engine abilities were the biggest to be watched mostly in light of the fact that during dynamic play kids connect with themselves in progressively overwhelming doings, which for the m ost part manages bigger, entire body muscle commitment as opposed to minor muscle usage. I at that point searched for fine engine expertise related exercises; despite the fact that they were less to see contrasted with net engine aptitudes I observed them. I saw a young man getting little shakes about the size of a ping pong ball, and moving them to the opposite side of the yard, young ladies played patty cake with the executives right hand; appreciating when they needed to draw in their grasp during the time spent â€Å"baking a cake.† The most entertaining utilization of fine engine aptitudes I watched, was a young man attempting to blow bubbles, he was unable to hold the stick and continued dropping it and getting it persistently until with osmosis from the chief he figured out how to hold the handle and not the end you blow rises with. The last perceptions I made managed coordination and psychological development, the more youthful kids played a game that necessary them to coordinate a creature sound with the specific creature this managed their coordination as they are figuring out how to coordinate one article with its comparing sound. Pretending is an indication of intellectual development; it shows the kid turning out to be mindful as well as gives them understanding that not every person thinks and acts precisely as they do themselves. Outside play time engages kids as well as is a prime second in an ideal opportunity for the achieving of important abilities kids will keep on utilizing for an amazing remainder. In the wake of directing my perception and setting aside some effort to think about and research what I saw I can obviously say that I have learned direct that aâ child is a delicate and awesome making of their own and in the event that they isn't given the important upgrade, consolation and essential safeguards a

Community Engagement Support for Millennial - myassignmenthelp

Question: Talk about theCommunity Engagement Support for Millennial. Answer: Potential for Sustainability As this year closes, the objectives of maintainable improvement for Northside are getting increasingly settled. As indicated by the rules of the association, the volunteers are required to be in a place of molding their volunteerism jobs. Such is to guarantee that the association accomplishes its definitive objective of making a world that is smarter to live in. Northside, lead by its volunteers, happens to be taking a shot at accomplishing the Millennial Development Goal angles for in excess of two or three years now. The association has, in this manner, showed the significance of the support of people and the organization to guarantee that maintainable changes inside the general public are accomplished. For this situation, the necessary volunteers will participate in helping the older in various levels and conditions (Bercovici 2017). The DARTS Program, as another advancement structure, ought to have the option to guarantee that the association accomplishes maintainability. In any case, the part of volunteerism ought to guarantee that every single old individual is served similarly. The program receives a rights-based and a correspondence centered methodology in every single degree of activity. Such is expected to be supported by a solid structure for responsibility (Dictus 2017). As indicated by the prerequisites of the DARTS Program, volunteerism should be an inexhaustible asset which would guarantee that the objectives for supportable improvement are accomplished over the whole section of activity. Notwithstanding accomplishing explicit objectives like those related with sexual orientation, wellbeing, supportable utilization, training or natural insurance, the whole program should cut over the commitment of people to assist them with countering the issues they face (Dictus 2017). Volunteerism, in this way, assumes an essential job in this structure in a few different ways. Such ways include: Supplementing fundamental administrations to the old people at whatever point they need such administrations or they need such administrations. Assembling each part of advancement just as imparting a feeling of mindfulness and proprietorship. As indicated by the DARTS Program the volunteers help in tending to and overseeing difficulties looked by the old individuals. Improving the endeavors of improvement and harmony viability by means of participatory structures like responsibility and observing. Trust building and spanning of social capital. Such is accomplished through cooperating with the old to accomplish a typical hierarchical objective, guarantee that boundaries are survived and reproduce solidarities in assorted and urban social orders Building readiness and flexibility by means of network activities that are concrete, upgrading duty and information for the old. Guaranteeing that the older create uncommon abilities in various regions through volunteers. Through aptitudes of employability such encounters and information are achieved. It is significant that volunteerism, however an old methodology is another idea received by Northside. Be that as it may, it will rely upon the interest of people. For our situation, guaranteeing that volunteer commitment is reinforced would imply that the conveyance objective for feasible improvement just as volunteer assembly would be accomplished. Through the assistance of chances realized by volunteerism, Northside has an extraordinary chance of accomplishing a plan for genuine cultural transformational (Dictus 2017). In actuality, as much as volunteers give their abilities and work steadily, volunteerism requires a speculation so people would have the option to transmit their commitment. Such can likewise result to significant chances of commitment related with expansive endeavors of advancement. One examination acted in Australia shows that volunteer commitments are totally disparaged. Because of such, the arrival on venture is esteemed at 4:1. Each contributed dollar means a b udgetary estimation of $4. The commitments of volunteer are, for this situation, likened to the expense of substitution and the offered support rather than the general impacts esteem (Bercovici 2017). Requirement for Volunteers The significance and possibility of volunteerism has gotten across the board acknowledgment in strategy making territories. Angles like improved states of wellbeing just as drawn out life span of more seasoned people have come about to expanded requests for care (Tang, Choi, and Morrow-Howell 2017). Because of such, volunteerism is an alternative that would guarantee that such people that are old are kept in gainful commitment. There are a few wellsprings of writing that expresses the advantages of electing to support the old. Such incorporate support of good wellbeing. Great wellbeing incorporates better emotional wellness, legitimate physical working, great self-evaluated wellbeing and mortality being deferred. Despite what might be expected, there are barely any systems recorded through which knowledge on how volunteerism benefits the general strength of the members and the patients. Nonetheless, there are recorded routes through which associations, through the arrangement of help , can advance the advantages of volunteerism. Such advantages can collect patients advantages, for example, socio-enthusiastic control. Levels of socio-enthusiastic control incorporate friendliness, fulfillment, and self-approval. Different advantages, nonetheless, incorporate mental and physical prosperity. All the referenced beneficial outcomes are related with a feeling of achievement for the old just as reason by chipping in. The gathered advantages of volunteerism are totally founded on hypothetical models of with respect to the points of view of Northside. One significant model is the selectivity socio-passionate hypothesis. As per a few research exercises on the topic, the hypothetical model looks at if authoritative help partners with expanded duties on socio-passionate advantages and volunteerism. It likewise tests whether the advantages of socio-feelings are related with physical and psychological wellness among the older people (Tang, Choi, and Morrow-Howell 2017). Treatment of Volunteers Time is an essential factor. The administration of the program ought to guarantee that the volunteers time is very much overseen. Such time ought to be placed in legitimate use too. Every single part of gift that the volunteers give to the association ought to be esteemed. On a similar note, there are sure parts of volunteer administration that should be consolidated in the program. One such viewpoint is the utilization of instant message to encourage correspondence between the volunteers and the projects the board body (Balbach 2017). Such would revive the correspondence and increment certainty. Most associations have an issue of keeping volunteers. For this situation, to guarantee that the enlisted volunteers are kept glad and fulfilled, Northside must guarantee that it keeps its volunteers feeling increased in value. The association should likewise guarantee that its volunteers include a voice inside the association. Be that as it may, since there may be such huge numbers of membe rs turning up, meeting the desires for each would now and again demonstrate frenzied (Bercovici 2017). To guarantee that such issues are mitigated, the association needs to use innovation in order to have volunteers connected with and turnover decreased. The administration of the task ought to likewise guarantee that it requires some investment to listen whatever volunteers have as a primary concern. Thusly, it is anything but difficult to learn things that may persuade them. Such volunteers ought to likewise be prepared. Another significant note to the administration is to guarantee that it customizes the communication of the volunteer to make dedication during interests (Balbach 2017). Purposes of separation inside the network One factor that impacts volunteer commitment is culture. Understanding the social elements of the volunteers is extremely crucial in building great representative rela). As referenced previously, benefits that volunteers ought to appreciate ought to be corresponding to their own commitments. tionships. Such will likewise help in guaranteeing that trust, regard and joint effort is worked inside the association. Note that networks arent worked as homogeneous substances (Assignment Center 2017). They are established by differing gatherings. Such gatherings are made of various social structures, chronicles, social understandings and worth frameworks. It is, hence, significant that building up the said DARTS venture would require the administration of the association to have the option to connect social limits. Such is on the grounds that each volunteer accompanies their social personality. The elements and unpredictability of the social parts of the volunteers ought to be recognized. Note that social skill isn't just about having the option to distinguish the way in which gathering of individuals vary yet in addition incorporates the standards or guidelines of conduct. Since this methodology is importance focused, it has the capability of uncovering the way wherein network c onditions get controlled by financial, social, or political powers rather than individual decisions (Atsdr 2017). So as to guarantee that the association accomplishes effective operational cooperation with the network, it needs to guarantee that each individual included endeavor to help in progress accomplishment. As referenced previously, the main key that would prompt the improvement of the necessary comprehension is acknowledgment of every single volunteers culture just as how such societies shape their convictions. For our situation, this network drew in program will include the first class not many; for the most part those from wellbeing establishments or colleges and have had the option to work in territories with low pay or have been at dangers such is on the grounds that they are very much familiar with hardships (Assignment Center 2017). All things considered, the volunteers ought to recognize foundation assorted variety, culture, understanding, training, pay and furthermore ready to look at the way in which imbalances are analyzed in the general public (Atsdr 2017). Negative or Positive Issues Regarding Organizational Sust

Reservation System Free Essays

Presentation Many frameworks utilized a mechanization procedure like utilizing PC framework, because of effiency and exactness. Inn Reservation is an exchange preparing system,In this framework there are more points of interest rather tha a manual Hotel Reservation. The Cattleya Garden Villas began with no arrangement by any means. We will compose a custom paper test on Reservation System or on the other hand any comparative subject just for you Request Now The proprietor, Ms. Imelda S. Torres has just a free empty parcel and shejust need to make it gainful. She got the thought from her companions and family members in United States where they are coming here in the Philippines for a get-away, yet they’re house is unreasonably little for them so they chose to construct an estate to have security, take a rest and feel the solace like they’re in the other nation. Another explanation is that it is considerably more of the availability wherein the spot is found distinctly in Guagua, so guests around or the balikbayans can go in this spot immediately. The strategic the Cattleya Garden Villas is to have the option to give a spot to the Balikbayans where they can remain longer and feel unwind with the atmosphere of the nursery manor that isn't offered with different lodgings. The vision of Cattleya Garden Villas is to give a quality and solace of the rooms, polite administrations, and well disposed air and extraordinary support of the clients where they can be glad for. They have a Standard Room for 2 people in particular and a 4 rooms, a Villa has 2 spaces for 4 people and they are building a barkada room 8 people they have likewise a Function Hall for any occasions like wedding, debut, submersion, birthday and so on and on the off chance that they need to have food cooking they will accommodate it. The rooms are totally outfitted and it is incorporated, they have feasting table, comfort room, kitchen where you clients can without a doubt rest and it has a free breakfast and it has a Wi-Fi zone. The methodology of the present arran gement of Cattleya Garden Villas is physically getting the data from the customers or clients; they engage reservations through calls, the installment is half store and the other half is paid upon the arrival of the occasion through money or Visa. Explanation of the Problem The proposed Website and Online Reservation System for Cattleya Garden Villas intends to answer the accompanying issues. General Problem The examination intends to build up a â€Å"Website and Online Reservation System for Cattleya Garden Villas † that will give more focal points and unwavering quality to the client and make it progressively proficient and secure. Explicit Problem How will the specialists oversee and secure the visitors data, deals report, and clients installments? In what manner will the advocates scan and recover documents for reservation like room data and different civilities? By what means will the advocates improve the current charging framework to make it progressively receptive to customer’s need? In what capacity will the defenders handle the inconviences realized by the manual procedure of tolerating clients reservation? Goal of the Study This investigation expects to take care of the issues experienced and to improve the present reservation framework. General Objective The investigation means to build up a â€Å"Website and Online Reservation System for Cattleya Garden Villas † that will give quicker, proficient and responsive for the client. Explicit Objective To restrain the quantity of the clients that can work the proposed framework with username and secret phrase. To give a Quick Summary Reports shows the insights concerning absolute marketing projection of the month. To give a framework that will consequently register for the reservations records of the visitors. To build up a framework that will effectively look and recover records like room data and civilities. To give a charging explanation that can print the customer’s exchanges. The most effective method to refer to Reservation System, Essay models Reservation System Free Essays Modernized RESERVATION SYSTEM (RACE TO 3 BILLIARD BAR AND RESTAURANT) II. Goal OF THE STUDY The goal of the examination is to build up the current framework to mechanized reservation framework. And furthermore to realize what is increasingly compelling framework for saving administrations in the organization, for example, Food saving, Tables and seats saving, and Function room saving, between proposed electronic reservation framework and exist manual framework. We will compose a custom article test on Reservation System or on the other hand any comparable point just for you Request Now The goal of the examination is the declaration explanation of the issue with the general destinations and explicit targets wanted result of the exploration procedure. General Objective The general goal of the investigation is to build up the current framework to proposed modernize reservation framework in ready to help clients of saving nourishments, tables, and capacity to the organization. Just as to assist the producer with managing all the records of the organization. Explicit Objective These are the accompanying targets that the analyst might want to accomplish. * To examine the proposed mechanized reservation framework and exist manual framework. * To recognize the shortcoming of the two framework. To recognize the employments of the proposed framework. * To have the option to cause the way toward saving administrations to get simpler. * To have the option to diminish time expended in manual framework. III. Articulation OF THE PROBLEM The current arrangement of the eatery has not all that create to utilize, that’s why we proposed mechanized framework for the various reservations of café bar, RACE TO 3 BILLIARD BAR AND RESTAURANT, to have the option to develop the capacity of the café among all the clients. However, the motivation behind the roposed framework is to address the accompanying inquiries: 1. What will be the advantages of the proposed framework contrast with the current framework? 2. What are the motivations behind the proposed framework for the organization? 3. The most effective method to utilize the proposed framework in ready to build up the current framework. 4. Would it influence the speculation or the assets of the eatery if the proposed framework is actualized? 5. What are the upsides of the proposed framework? 6. What are the inconveniences of the proposed framework? 7. How the proposed framework streams? The most effective method to refer to Reservation System, Essay models

The Heinz Case Study - 3300 Words

The Heinz Case Study (Essay Sample) Content: Henz Case study[Name][Course/Code][Date]Executive SummaryChange management has received considerable focus as internal and external factors step up their pace and challenge companies to respond accordingly. Heinz is among many multinational corporations that have managed to successfully introduce and manage change through strategic restructuring and influencing of employee workplace behaviors and attitudes. The decision to take employee issues seriously won them over, increasing motivation and morale, a move that has seen the companyà ¢Ã¢â€š ¬s product success rate rise over the years. The company has also managed to change its culture into one that stresses on employee work-life balance and wellbeing. John Kotterà ¢Ã¢â€š ¬s 8-step process for leading and managing change is the best option for Heinzà ¢Ã¢â€š ¬s strategic change management to ensure its success. The theory is applicable to Heinzà ¢Ã¢â€š ¬s case since it builds on the principle that it is possible to influence change, but not direct, control it, manage it, or impose it in the absolute sense. This is clear from the companyà ¢Ã¢â€š ¬s leadership practices that are not meant to coerce or force employees into changing, but using different tactics to get the bets out of them, including improved working conditions, flexibility in work, and cultural change.[Kavanagh, Marie H. "The Impact of Leadership and Change Management Strategy on Organizational Culture and Individual Acceptance of Change during a Merger." British Journal of Management, 17(S1), (2006): 17] IntroductionA change management process describes an instrument that can be used to identify reasons for change, desired goals, and how to influence it within organizations (Blokdijk 2008, 48). There are countless theories regarding change, but not many explain the specific ways of achieving this desired change. Most originate from transformational leadersà ¢Ã¢â€š ¬ activities of helping organizations transit from their presen t states to specific desired future states. Change management represents a very extensive field and has many approaches towards managing it, dependent on the particular organization. According to Grant (2005, 17), successful change management requires organizational leaders to identify areas for change, desired objectives, and institute strategies to achieve those objectives. The focus is usually on the wider impacts of the change, especially on people and how they can, as individuals and teams, transit from the present situation to the desired one. Kotter, a renowned change management and leadership guru, has offered a model that best outlines how organizations can influence change through its employees.[Cameron, Esther, and Mike Green. 2012. Making Sense of Change Management: A Complete Guide to the Models Tools and Techniques of Organizational Change. (New York: Kogan Page Publishers), 15.] [Kotter, John P. 2008. Force For Change: How Leadership Differs from Management. (New York : Simon and Schuster), 113.] Proposed Model for Change Management ProcessUnder Kotterà ¢Ã¢â€š ¬s 8-step model, organizational leaders "lead" change through the following steps: 1) create urgency; 2) form powerful coalitions; 3) create vision for change; 4) communicate this vision; 5) eliminate obstacles; 6) establish short-term wins; 7) build on the change; and, 8) anchor changes in the organizationà ¢Ã¢â€š ¬s corporate culture. Heinz should follow these steps. In the first step, creating a sense of urgency, Kotter states that it is imperative to recognize that the entire organization really desires the change, which is then followed by developing a sense of urgency regarding this need for change (Kotter, Leading Change 196, 16). This can assist in sparking the initial motivation to start changes. At Heinz, Peter Widdows, the Managing Director, admitted that the organization was not at a standstill, but was "going backwards." He also identified that the organization lacked an empl oyee nurturing program, little encouragement of fresh ideas, and an intricate organizational structure that caused conflict and tension over role and functional responsibilities. The high turnover rates also demonstrated that employees desired change if they were to remain at the company (over seventy-five percent of the organizationà ¢Ã¢â€š ¬s members have to buy into the proposed change). Creating a sense of urgency would, for instance, involve floating around the idea of change and soliciting output from all staff members.[Kotter, Force For Change: How Leadership Differs from Management (2008, 18)] [Graetz, Fiona, and Aaron C. T. Smith. 2010. "Managing Organizational Change: A Philosophies of Change Approach." Journal of Change Management, 10(2), (2010): 139 DOI: 10.1080/14697011003795602.] In the second step, forming a powerful coalition, Kotter, Leading Change (1996, 19) states that it is necessary to persuade people to recognize that change is necessary. This implies forming a "change coalition." Change management implies a manager must lead it, as opposed to merely influencing it. Widdows must move swiftly to restructure the Board and hire competenet board members who see the change as positive. In addition, he, alongside his senior management team, should consistently engage all staff, encouraging them to offer their input and ideas. Widdows and his senior team ought to lead by example or as models for employees to emulate. Together, they form a strong change coalition. The third step, creating a vision for change, involves linking changes to concepts an encompassing vision that individuals car adopt quickly and recall. Widdows establishes values and attitudes that employees need to follow to enable transition. Specifically, Widdows should articulates the companyà ¢Ã¢â€š ¬s vision as "a great place to work,à ¢Ã¢â€š ¬ with all employees expected to "walk the talk." A simple vision would be "to make Heinz the best employer." This vision ought to be re peated constantly using speeches or memos.[Kotter, Leading Change (1996, 20)] The fourth step, communicating the vision, involves elucidating it to the staff. For instance, in Heinzà ¢Ã¢â€š ¬s case, the companyà ¢Ã¢â€š ¬s vision is centered round making it the best place to work in through ensuring a committed workforce. Widdows and his management team have to communicate this reputedly, using special meetings and constantly talking about ways to achieve the goal. The management ought to model the required behavior, including addressing employees anxieties and concerns honestly and openly. The fifth step, eliminating obstacles, involves establishing a structure for the change and consistently checking barriers to it. This will help the organization empower its employees who are critical to executing the vision. Heinz should replace punishment with recognition and reward for employees pushing forward the change, identify change leaders with capability to perform certain roles, iden tify personnel resisting change and assist them to recognize what is required, and act swiftly to dismiss those who resist change.[Kotter, Leading Change (1996, 22)] [Ibid] The sixth step, establishing short-term wins, involves offering the organization tastes of victory in the initial change process. Quick wins that employees can see, typically in short (months), is critical in motivating them. If an organization does not succeed with an early goal, this could harm the entire change process. Widdows should consider communicating success to employees, for instance, improvement in product performance and profits, and rewarding people who help towards achieving the success. It is critical to note though, that early targets should be achievable, with little room given for failure. The seventh step involves building on the change. Here, Kotter, Leading Change (59) states that often, projects fail because they declare victory too early. Real change has to run deep; every success should b e exploited to improve it. After posting positive changes in employee attitudes and morale, Heinz ought to build on the momentum by analyzing achievements, as well as areas for improvement. Here, Widdows ought to enlighten employees o the kaizen concept, which calls for continuous improvement.[Kotter, Force For Change: How Leadership Differs from Management (2008, 58)] [Alukal, George, and Anthony Manos. 2006. Lean Kaizen: A Simplified Approach to Process Improvements. (New York: ASQ Quality Press), 13.] [Charron, Rich, H. James Harrington, and Frank Voehl. 2014, The Lean Management Systems Handbook. (New York: CRC Press), 280.] The final step involves anchoring the changes in a robust corporate culture. Here, the intention is to make the change stick, making it the core of the organization. Heinz should establish a corporate culture whose values and standards are clear to all. For existing and new staff, it should be communicated that complacency is not an option, hard work gets re warded, and that ideas are welcomed. This should be communicated publicly and should include communicating the values and ideals when hiring or training new employees.[Kotter, Force For Change: How Leadership Differs from Management (2008, 28)] Strengths and Weakness of Proposed Model With Respect to HeinzKotterà ¢Ã¢â€š ¬s 8-step model offers many strengths from Heinzà ¢Ã¢â€š ¬s perspective. First, the process is logical; it is a systematic process that managers can easily pursue to achieve changes at the organization. (Gabarro and Kotter 2008, 108) By correctly following the steps and communicating them to change "partners" on a regular basis, Heinz can successfully achieve its change goals. Secondly, the model focuses on buying-in employees as the core to success of the change process. Employees represent the most critical resource for any organization, which implies that any successful venture in organizations has to involve the goodwill of emp... The Heinz Case Study - 3300 Words The Heinz Case Study (Essay Sample) Content: Henz Case study[Name][Course/Code][Date]Executive SummaryChange management has received considerable focus as internal and external factors step up their pace and challenge companies to respond accordingly. Heinz is among many multinational corporations that have managed to successfully introduce and manage change through strategic restructuring and influencing of employee workplace behaviors and attitudes. The decision to take employee issues seriously won them over, increasing motivation and morale, a move that has seen the companyà ¢Ã¢â€š ¬s product success rate rise over the years. The company has also managed to change its culture into one that stresses on employee work-life balance and wellbeing. John Kotterà ¢Ã¢â€š ¬s 8-step process for leading and managing change is the best option for Heinzà ¢Ã¢â€š ¬s strategic change management to ensure its success. The theory is applicable to Heinzà ¢Ã¢â€š ¬s case since it builds on the principle that it is possible to influence change, but not direct, control it, manage it, or impose it in the absolute sense. This is clear from the companyà ¢Ã¢â€š ¬s leadership practices that are not meant to coerce or force employees into changing, but using different tactics to get the bets out of them, including improved working conditions, flexibility in work, and cultural change.[Kavanagh, Marie H. "The Impact of Leadership and Change Management Strategy on Organizational Culture and Individual Acceptance of Change during a Merger." British Journal of Management, 17(S1), (2006): 17] IntroductionA change management process describes an instrument that can be used to identify reasons for change, desired goals, and how to influence it within organizations (Blokdijk 2008, 48). There are countless theories regarding change, but not many explain the specific ways of achieving this desired change. Most originate from transformational leadersà ¢Ã¢â€š ¬ activities of helping organizations transit from their presen t states to specific desired future states. Change management represents a very extensive field and has many approaches towards managing it, dependent on the particular organization. According to Grant (2005, 17), successful change management requires organizational leaders to identify areas for change, desired objectives, and institute strategies to achieve those objectives. The focus is usually on the wider impacts of the change, especially on people and how they can, as individuals and teams, transit from the present situation to the desired one. Kotter, a renowned change management and leadership guru, has offered a model that best outlines how organizations can influence change through its employees.[Cameron, Esther, and Mike Green. 2012. Making Sense of Change Management: A Complete Guide to the Models Tools and Techniques of Organizational Change. (New York: Kogan Page Publishers), 15.] [Kotter, John P. 2008. Force For Change: How Leadership Differs from Management. (New York : Simon and Schuster), 113.] Proposed Model for Change Management ProcessUnder Kotterà ¢Ã¢â€š ¬s 8-step model, organizational leaders "lead" change through the following steps: 1) create urgency; 2) form powerful coalitions; 3) create vision for change; 4) communicate this vision; 5) eliminate obstacles; 6) establish short-term wins; 7) build on the change; and, 8) anchor changes in the organizationà ¢Ã¢â€š ¬s corporate culture. Heinz should follow these steps. In the first step, creating a sense of urgency, Kotter states that it is imperative to recognize that the entire organization really desires the change, which is then followed by developing a sense of urgency regarding this need for change (Kotter, Leading Change 196, 16). This can assist in sparking the initial motivation to start changes. At Heinz, Peter Widdows, the Managing Director, admitted that the organization was not at a standstill, but was "going backwards." He also identified that the organization lacked an empl oyee nurturing program, little encouragement of fresh ideas, and an intricate organizational structure that caused conflict and tension over role and functional responsibilities. The high turnover rates also demonstrated that employees desired change if they were to remain at the company (over seventy-five percent of the organizationà ¢Ã¢â€š ¬s members have to buy into the proposed change). Creating a sense of urgency would, for instance, involve floating around the idea of change and soliciting output from all staff members.[Kotter, Force For Change: How Leadership Differs from Management (2008, 18)] [Graetz, Fiona, and Aaron C. T. Smith. 2010. "Managing Organizational Change: A Philosophies of Change Approach." Journal of Change Management, 10(2), (2010): 139 DOI: 10.1080/14697011003795602.] In the second step, forming a powerful coalition, Kotter, Leading Change (1996, 19) states that it is necessary to persuade people to recognize that change is necessary. This implies forming a "change coalition." Change management implies a manager must lead it, as opposed to merely influencing it. Widdows must move swiftly to restructure the Board and hire competenet board members who see the change as positive. In addition, he, alongside his senior management team, should consistently engage all staff, encouraging them to offer their input and ideas. Widdows and his senior team ought to lead by example or as models for employees to emulate. Together, they form a strong change coalition. The third step, creating a vision for change, involves linking changes to concepts an encompassing vision that individuals car adopt quickly and recall. Widdows establishes values and attitudes that employees need to follow to enable transition. Specifically, Widdows should articulates the companyà ¢Ã¢â€š ¬s vision as "a great place to work,à ¢Ã¢â€š ¬ with all employees expected to "walk the talk." A simple vision would be "to make Heinz the best employer." This vision ought to be re peated constantly using speeches or memos.[Kotter, Leading Change (1996, 20)] The fourth step, communicating the vision, involves elucidating it to the staff. For instance, in Heinzà ¢Ã¢â€š ¬s case, the companyà ¢Ã¢â€š ¬s vision is centered round making it the best place to work in through ensuring a committed workforce. Widdows and his management team have to communicate this reputedly, using special meetings and constantly talking about ways to achieve the goal. The management ought to model the required behavior, including addressing employees anxieties and concerns honestly and openly. The fifth step, eliminating obstacles, involves establishing a structure for the change and consistently checking barriers to it. This will help the organization empower its employees who are critical to executing the vision. Heinz should replace punishment with recognition and reward for employees pushing forward the change, identify change leaders with capability to perform certain roles, iden tify personnel resisting change and assist them to recognize what is required, and act swiftly to dismiss those who resist change.[Kotter, Leading Change (1996, 22)] [Ibid] The sixth step, establishing short-term wins, involves offering the organization tastes of victory in the initial change process. Quick wins that employees can see, typically in short (months), is critical in motivating them. If an organization does not succeed with an early goal, this could harm the entire change process. Widdows should consider communicating success to employees, for instance, improvement in product performance and profits, and rewarding people who help towards achieving the success. It is critical to note though, that early targets should be achievable, with little room given for failure. The seventh step involves building on the change. Here, Kotter, Leading Change (59) states that often, projects fail because they declare victory too early. Real change has to run deep; every success should b e exploited to improve it. After posting positive changes in employee attitudes and morale, Heinz ought to build on the momentum by analyzing achievements, as well as areas for improvement. Here, Widdows ought to enlighten employees o the kaizen concept, which calls for continuous improvement.[Kotter, Force For Change: How Leadership Differs from Management (2008, 58)] [Alukal, George, and Anthony Manos. 2006. Lean Kaizen: A Simplified Approach to Process Improvements. (New York: ASQ Quality Press), 13.] [Charron, Rich, H. James Harrington, and Frank Voehl. 2014, The Lean Management Systems Handbook. (New York: CRC Press), 280.] The final step involves anchoring the changes in a robust corporate culture. Here, the intention is to make the change stick, making it the core of the organization. Heinz should establish a corporate culture whose values and standards are clear to all. For existing and new staff, it should be communicated that complacency is not an option, hard work gets re warded, and that ideas are welcomed. This should be communicated publicly and should include communicating the values and ideals when hiring or training new employees.[Kotter, Force For Change: How Leadership Differs from Management (2008, 28)] Strengths and Weakness of Proposed Model With Respect to HeinzKotterà ¢Ã¢â€š ¬s 8-step model offers many strengths from Heinzà ¢Ã¢â€š ¬s perspective. First, the process is logical; it is a systematic process that managers can easily pursue to achieve changes at the organization. (Gabarro and Kotter 2008, 108) By correctly following the steps and communicating them to change "partners" on a regular basis, Heinz can successfully achieve its change goals. Secondly, the model focuses on buying-in employees as the core to success of the change process. Employees represent the most critical resource for any organization, which implies that any successful venture in organizations has to involve the goodwill of emp...

The Danger Of Faith By Nathanial Hawthorne - 861 Words

The Danger of Faith Many remember â€Å"Young Goodman Brown† as the classic tale of a young idealistic Puritan and his brush with the devil. This classic allegory by Nathanial Hawthorne, led him to be â€Å"considered the founder of the modern short story.† (Kellan) This story explores the relationship between faith, destiny and the evilness of mankind. It also exposes the hypocrisy of those who are considered the most righteous, and what can happen when a person’s ideals are shattered. There is a lot of symbolism found in this short story. The symbolism between his wife â€Å"Faith† and his spiritual faith is very obvious and it does not take a great leap of imagination to connect the two. Brown has only been married for three months which could signify that he has only recently thought of his place in heaven as secure. (Connolly) Brown also believes that faith is his way to heaven; this is shown when he bargains with himself that once he finishes this o ne evil errand he will â€Å"follow her to heaven.† The relationship between Brown and the forest is one of a curious Human exploring the world of sin. His errand is never specified in the text, but he essentially goes looking for the devil. He even states that â€Å"Faith kept me back a while.† This shows some reluctance, but faith is still not enough to keep him from his task. Often in fiction the forest is regarded as a dark evil place full of terror and mystery. It makes sense that Brown would go to such a place for his mysterious walkShow MoreRelatedThe Sin Within Us All. Sin Is Everywhere Yet Nowhere At1400 Words   |  6 Pages Sin is everywhere yet nowhere at the same exact time. Sin is inevitable yet many people believe they can combat it through their faith. Without faith, sin would consume anyone in its path. Even people of strong religious beliefs will continue to sin throughout their life. As stated in Romans 3:23, â€Å"for all have sinned and fall short of the glory of God.† Nathanial Hawthorne’s two literary pieces Young Goodman Brown and The Minister s Black Veil highlight the struggle of human inclinationRead MoreSin. Sin Is Everywhere Yet Nowhere At The Same Exact Time.1779 Words   |  8 Pages Sin is everywhere yet nowhere at the same exact time. Sin is inevitable yet many people believe they can combat it through their faith. Without faith, sin would consume anyone in its path. Even people of strong religious beliefs will continue to sin throughout their life. As stated in Romans 3:23, â€Å"for all have sinned and fall short of the glory of God.† Nathanial Hawthorne’s two literary pieces Young Goodman Brown and The Minister s Black Veil highlight the struggle of human inclinationRead MorePuritanism in the Scarlet Letter6423 Words   |  26 Pagesthesis also presents Hawthorne’s attitude towards Puritanism. On one hand, he appreciates the Puritan thought and value; on the other hand, he condemns the negative impact of Puritan society on people’s spirit. Key Words: Puritanism, Nathaniel Hawthorne, The Scarlet Letter, Bostonï ¼Å'Hester Chapter1 â…  .Introduction A. Puritans Nathaniel Hawthorne’s The Scarlet Letter was written in 18th century. The setting of The Scarlet Letter is in the 17th century in Boston, America. Before proceedingRead MorePuritanism in the Scarlet Letter6430 Words   |  26 Pagesthesis also presents Hawthorne’s attitude towards Puritanism. On one hand, he appreciates the Puritan thought and value; on the other hand, he condemns the negative impact of Puritan society on people’s spirit. Key Words: Puritanism, Nathaniel Hawthorne, The Scarlet Letter, Bostonï ¼Å'Hester Chapter1 â…  .Introduction A. Puritans Nathaniel Hawthorne’s The Scarlet Letter was written in 18th century. The setting of The Scarlet Letter is in the 17th century in Boston, America. Before proceeding to

Essay on Evolution Embedded in Symbols - 2727 Words

Evolution Embedded in Symbols Two billion years ago two prokaryotes bumped into each other and formed the first multi-cellular organism. 65 million years ago an asteroid hit the earth and dinosaurs became extinct. Three days ago, in your notebook you drew a mess of squiggles which to you represented Jackson Pollocks painting, Number 1, 1948. You wrote the word entropy on the upper left hand corner of the page. On the bottom right hand side you wrote, Creativity is based on randomness and chance. This paper is, in part, an exploration of the pictures and words that we place in notebooks; it is an investigation of the human fixation with the creation of symbols via art and writing. But is also about how the symbols drawn in ones†¦show more content†¦In her book, On Beauty and Being Just, Elaine Scarry states that beauty incites replication (4). Like a history of evolution, a history of human symbolic representation is heavily dependent on the act of reproduction. This reproduction has manifested itself quite literally. For example, when a painter finds something in nature to be beautiful, she can reproduce it on the canvas and when a writer finds a moment to be inspiring, she can transcribe the moment into a set of instructions [i.e. words] about how [a reader] can imagine or construct [that moment] (Dreaming by the Book, Scarry, 6). Like sexual reproduction which allows organisms to share their genetic material in order to continue species and to create new organisms , pictures and words help with a lateral transfer of cultural information, its continuance and recombination. To create a symbol of something with a string of words or with an art material is to perpetuate that which is beautiful for future generations. According to Dennett, before there were words, there were no word meanings, even if there were other sorts of meanings. (402) Dennetts hypothesis reminds us, at the most basic level that symbols mean something. 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International Business Strategy Analysis Of Samsung Electronics - Samp

Question: Analyse the International Business Strategy of Samsung Electronics. Answer: Introduction The most important objective of pursuing this study is to critically evaluate the international business strategy of as adopted by Samsung Electronics. The company which originates from Korea has today emerged as one of the largest companies which have capabilities of outshining corporate giants like Apple Inc.(Worstall, 2012). This makes the choice of Samsung to be very apt as the company has not only expanded beyond its national frontiers but also has been successful to manage a large product / service portfolio to a greater extent. The study reviews Samsung Electronics on multiple aspects especially those related to its organizational design and culture, global market entry strategies, global operations, production and supply chain management and global human resource management. The study also determines varied management issues and opportunities to which Samsung is exposed to thus developing recommendations to overcome the same. Samsung: Company Overview and Current Operating Position Samsung, the Korean company which made a humble beginning as a small trading company in 1938 has today evolved as a world-class modern corporation. By the end of 2014, Samsung operated in more than 84 countries through over 213 offices across the globe and employed some 320, 000 people(Samsung Electronics , 2015). The companys portfolio spans electronics, heavy industries, financial services, chemicals, services and others. Its businesses are wide-ranging that extend over semiconductors, advance technology, skyscraper and plant construction, fashion, petrochemical, medicine, hotels and much more(Samsung Electronics, 2014). At Samsung, talent and technology are directed beyond accomplishing the economic goals to also contribute towards creating a better global society(Samsung Electronics , 2015). Excellence is among the core values of the company which is evident from the fact that in 2015 Samsung Electronics occupied 13th position in Fortune Global 500(Samsung, 2016; Fortune Global, 2016). Under the leadership of Mr. Oh-Hyun Kwon, Vice Chairman and CEO, the company has topped the charts in the overall mobile phone and smart-phones segments during Q3 2015 holding market shares of 19.0% and 23.2% respectively as per rankings of the research firm Counterpoint(Guha, 2015).Despite getting a tough competition from its rival Apple, the company has still managed to be the worlds largest mobile vendor(Mathew, 2015). As a brand, Samsung has recently been ranked at 7th place in Interbrands Best Global Brands 2015. The progress of the brand is evident from that it stood at 17th place during 2011(Samsung Electronics, 2015). Samsungs current market position can be attributed to its core values, planned business moves, tight control over supply chain activities, and its strategy to reap advantages of experience curve economies (Simonin, 2014). Organizational Design and Control Issues At Samsung, the organizational design was primarily influenced by the typical Korean culture, often represented by disciplined, authoritarian and bureaucratic management styles. Such an organizational design facilitates top managements imposition of vision on the rest of the company thereby easing control over activities (Stachowicz-Stanusch, 2010). But such an organizational design not only negatively affected the economic goals of the company; it also drew lot of external criticism to the company declaring it to be non-innovative and laggard(Stachowicz-Stanusch, 2010; Chun, 2015). The company therefore took a revolutionary decision to modify its organizational design from being an efficiency-focused to a more innovation oriented organization. The once risk aversion philosophy has been replaced by an organizational design which promotes continuous experimentation and innovation. Over the years, it has inculcated an organizational culture of developing in-house expertise (Glowik, 2016). The company operates on a non-union philosophy which was actually the idea of its founder, Mr. Lee ByungChul(Yoo Kim, 2015). Since 2013, Samsung has been reorganized into three key divisions: IT Mobile Communications, Consumer Electronics, and Device Solutions as depicted in the figure below. Figure 1Organizational Design of Samsung Source: (Samsung Electronics , 2015) These three major divisions of the company operate independent of each other. The company asserts that this not only aids in achieving operational synergies but also strengthens the individual capabilities of these divisions. But, in reality the company still has an organizational design which is vertically structured and too hierarchical. The commands in the company flow from top to bottom which not only delays decision-making but also acts as a source of discontentment among the workforce. Its autocratic organizational design is probably the reason that company took too long to understand the value of innovation(Worstall, 2012).However it cannot be denied that vertical integration strategy of the company enables cost-efficiency which helps the company in winning competitive advantage. On the basis of literature contributed by Burns and Stalker (1961) cited in Chun(2015)Samsung is a mechanistic organization which is characterized by high horizontal and vertical differentiation, strict hierarchical structure, centralized decision-making and high formalization of roles and responsibilities. Entry Strategies and International Competitive Strategies Samsung has a diverse global portfolio and therefore enjoys an extensive global coverage. While choosing a new marketplace, Samsung basically aims at achieving economies of scale. A thorough market research is conducted and those markets are selected where the company can get cheaper factors of production and sell mostly standardized products with limited localization (Levine, 2015). Samsung prefers cost-leadership over differentiation strategy while operating internationally. In fact the company has been widely criticized for its strategy to copy rivals. Out of the four common foreign market entry strategies: licensing, joint venture, exporting and sole venture, the company mostly employs joint venture approach (Glowik, 2016). Samsung believes in forming strategic relationships which has aided the firm in emerging as a world-class leading technological firm (Levine, 2015). Its diversified portfolio helps in risk aversion at many times when there are adverse situations in any of the partner nations (Levine, 2015). Operational Control, Production and SCM The entire operational control and manufacturing system in Samsung is vertically integrated which assists the company is excelling in its supply chain (Degun, 2014). The operations management and control in Samsung Electronics is governed by the basic Japanese approach wherein innovation was concentrated upon(Jung, 2014). Though quality compromise was strictly prohibited but organization was encouraged to be more cost effective. The operations revolved around low-cost manufacturing systems along with being customer centric (Jung, 2014).The overall value chain of Samsung is depicted in figure below: Figure 2 Operational Value Chain in Samsung Electronics Source: (Jung, 2014) For ensuring sustained operational control over its activities, Samsung Electronics has a continually reviews it business against the disclosure control policy annually and thus takes corrective actions in cases of deviations (Samsung Electronics Co., Ltd, 2009). Another way of monitoring operations in Samsung Electronics is managing the overall value chain thus generating significance for organizational stakeholders. A culture of continuous improvement of process was also entrusted through operational control (Jung, 2014). The production in Samsung electronics is supported by six sigma approach that was adopted in 1993 by overhauling the overall management approach towards production(Mo Yang et al, 2007). Though initially Six Sigma was adopted only to manage the quality of final products but in due course of time it became one of the most significant business principles for Samsung Electronics. Later based on quality movement within the organization and its subsidiaries across the world, quality enhancements were ensured even in business processes too. The eventual outcome was provision of quality outputs to the consumers, supporting innovations through new product developments, escalated profits and rising customer loyalty(Sabri, 2015). Supply chain management (SCM) in Samsung Electronics has been one of the major pillars that have supported organizational growth beyond leaps and bounds. Multiple technologies related to SCM plays a dominant role in managing its supply chain thereby integrating its international activities along with supporting innovations. The most significant SCM technology deployed by Samsung electronics is the advanced planning and scheduling (APS) systems which was adopted in 1990s but yet is considered to be highly successful(Mo Yang et al, 2007). Continuous innovations have been made within the system to support external and internal environmental changes. The supply chain of Samsung Electronics is depicted in figure below: Figure 3Layers in Samsung Electronics supply chain and their importance Source: (Han et al, 2013) The supply chain of Samsung is developed in a manner that most of its production are absorbed within the Samsung groups and by its affiliate inustries. It is evident from the fact that production by Samsung Thailand is sold to Samsung in European countries as well as that in Brazil and Korea (Christiansen, 2015). Thus it operates as a highly integrated system wherein it acts as a producer as well as consumer in many circumstances. One of the major issues within this supply chain is that, Samsung Electronics lays more emphasis on domestic companies rather than on international or transnational organizations associated with the same. Though quality is given due importance but discrimination is also practiced which affects the supply chain ethically thus having negative implications of supply chain partners of Samsung(Han et al, 2013). Another major issue identified with the supply chain of Samsung is that its non-adherence to social and environmental standards. Though a larger extent the company has resorted to environmental conservation but it fails to integrate the same with supplier management programs thus resulting in ineffective implementation of such approaches. Further it also forbids the company from taking maximum advantage of environmental certifications like ISO 14001 which results in increased risks of being subjected to social issues(Lee Kim, 2009). In Samsung electronics to optimize benefits from Six Sigma and SCM both were amalgamated to drive organizational sustainability and support innovations. Recommendations Irrespective of having highly effective and efficient supply chain and production systems it is important for Samsung to improve the same to retain its leadership position in international markets. It is thus recommended that Samsung needs to deploy a more obedient approach that would streamline issues present within existing supply chain as well as incessantly monitor the activities within the chain. Another major issue that is discrimination needs to be curbed which is possible only when the company resorts to a fair trade policy(Wilkinson, 2007). It is also significant for Samsung Electronics to have a codified regulatory system that will be equivalent for all the firms and supply chain associates based on their position and dealings with the company. Such a system would enhance the trust of supply chain partners in Samsung and thus motivate to them to conduct fair business along with being loyal to the company. It is also recommended to Samsung to resort to reverse logistic that will help the company in overcoming environmental sustainability issues as well as minimize wastages(Sarkis et al, 2010). Through reverse logistics, Samsung will be able to support recycling, reuse and recovery of its used products thus helping in environmental conservation. Considering the fact that HR management has been a significant issue for Samsung not within its company but within supplier companies it is critically essential for Samsung to design stringent measures to curb such practices. This is possible when the integrity management policy as determined by Samsung is also enforced upon the varied organizational suppliers. Further it is also important for Samsung to conduct HR audits at supplier firms on a regular basis with the help of a special team created solely for this purpose(Farndale et al, 2010). The team would operate as an external individual group and conduct audit thus certifying suppliers in accordance to Samsungs norms. This will help Samsung to overcome blind belief on suppliers and their audit reports thus safeguarding its employees as well as goodwill. Conclusion Samsung has been operating with excellence in international markets which is clearly visible through its growth graph which it has achieved within a very short span of time. With an expansive geographically diversified portfolio, it is intricate for Samsung to manage its international business. But through proactive approaches amalgamated with an incessant urge to achieve leadership position has been the driving force of Samsungs success. By defying traditional approaches and developing innovative management system Samsung has been able to outshine its competitors. However to manage dynamics of international business and gain long run sustainability it is critically significant for Samsung to be proactive in its approach and thus manage hindrances effectively. References Samsung Electronics . (2012). Samsung Electronics Sustainability Report 2012 . Seoul: Samsung Electronics . Adnan. (2016). Mergers and acquisitions helping Samsung boost business oversea. Retrieved June 7, 2016, Bloomberg. (2011). Samsung Electronics Co. buys out Sony's stake in LCD joint venture. Retrieved June 7, 2016, Cheng, J., Lee, M. (2015). Samsung Shareholders Back $8 Billion Merger, in Blow to U.S. Hedge Fund. Retrieved June 7, 2016, Christiansen, B. (2015). Handbook of Research on Global Supply Chain Management. Hershey: IGI Global. . Chun, J. (2015). How Samsung Electronics Organizational Structure and Culture Affect Its Innovation. Denmark: Ibp Union. Farndale, E., Paauwe, J., Boselie, P. (2010). An exploratory study of governance in the intra firm human resources supply chain. Fortune Global. (2016). Fortune Global 500. Retrieved June 6, 2016, Glowik, M. (2016). Market Entry Strategies: Internationalization Theories, Guha, R. (2015). Samsung leads the Indian mobile market share in Q3, 2015: Study. Retrieved June 6, 2016.