Business Organizations and Their Environments Free Essay Example, 1250 words

The socio-cultural environment is also important in business operations as it determines how well the organizations goods or services will be accepted in a certain region. Understanding the business environment is important for organizations to know the opportunities that are available to them. Understanding the environment will also enable business organizations know the threats that they must deal with as they enhance their presence in the market place. Personal and Professional Goals One of my personal goals was to become a better business person after my course. To achieve this goal, I was to ensure that I got everything from my lectures. Mi was to find out as much as I could about business organizations and their environments so that I would know how to manage my own business when the time comes. One of my professional goals is to use my skills and knowledge to ensure that business is profitable. My personal and professional goals are in line with each other, that is, they compliment each other. From what I learn in class, I will be able to gain skills and knowledge about how to make an organizational business successful. We will write a custom essay sample on Business Organizations and Their Environments or any topic specifically for you Only $17.96 $11.86/pageorder now The study of business organizations and their environments will go along way in enabling me to understand the various forces in the business environment that will affect the personal and professional goals I have for my business. Theoretical knowledge of how these environment factors may influence business operations is very important. In planning for business strategies through which I will realize my personal and professional goals, I will need to consider all these environments; otherwise, I am likely to not achieve whatever it is I set out to achieve. Since my ultimate goal is to make profits for my business and become a major competitor in the market, I will need to study and analyze the situation as it is. I will need to understand the economics, socio-cultural factors, technology, environmental and any other business environment factors that may have an influence in my operations. Once I consider all the business organization environments that have a role to play in the business processes of my organization, I will be able to map out a clear pathway for the business so that I will be able to apply my skills and knowledge as I try to build a profitable company. I believe that the theory I learn in class will go a long way in helping me make practical decisions in adapting my organization to the changing business environments.

Biographies about Ozzy Osborne - Whats This Its Music to Get a Brain Seizure By

Ozzy Osborne†¦he’s called the Godfather of Heavy Metal and he isn’t dead yet; he is the founder of Black Sabbath, the darkest, evilest, most random band ever. He is many more things and three minutes isn’t enough to scratch the makeup on his face, let alone his entire personality and life story. Then again, ‘exception’ is the rule with Ozzy. So let me try. He bit a bat’s head off while performing on stage. Yeah, that ought to do it â€Å"Sometimes I think my whole career and life has only been about a bloody Bat!† he sums up. And it’s because, there was no known reason for why he did what he did, even to him. He thought it was rubber! Now that’s too lame and is an obvious lie. I’ll come back to why. As a child Ozzy was dyslexic and it was the 1950s England. He quit school and started working in odd jobs at 15, burgled a store, got arrested and couldn’t make bail because there wasn’t enough money. â€Å"My mother was an amateur singer, my father was an amateur drunk,† he sums up his childhood (Ozzy Osborne Quotes, n.d.). But that doesn’t explain the bat. He watched a gory movie, named his band after it, came to the U.S. and found success without too much struggle. His eerie voice paved the way for him. People liked being frightened, shaken up and as a side-effect, inspired. In his career, Ozzy won every kind of music award there is under the sun, including a Grammy and an NME ‘Godlike Genius’ and he has his space in all kinds of halls of fames as well. People were all-heart for the prince of darkness. Always. Then President Bush was floored by Ozzy’s mere presence at the White House. â€Å"The thing about Ozzy is, hes made a lot of big hit recordings – Party with the Animals, Sabbath, Bloody Sabbath, Facing Hell, Black Skies and Bloodbath in Paradise. Ozzy, Mom  loves your stuff,† he praised (Kennedy, Burger, 2002). And Queen Elisabeth had the same pleasure as President Bush’s mom. A step ahead, she even managed to have him perform for her. â€Å"I cannot turn down this incredible honour tw ice!† Ozzy sums up. Obviously, there is nothing in his career to warrant bat craving! But craving Ozzy did, for all things god-made and man-made, all through his life. He had abused drugs and alcohol for so long in his life that he had to be fired from his own band. Twice. But he squared that out by shooting all of his first wife Thelma’s kitties, fifteen of them. With a gun though, not venom spit. After he formed his own band, his guitarist was in a plane and Ozzy was in a tour bus and they were playing touch-me-not. The plane crashed. The guitarist died. But five years later Ozzy wrote â€Å"Suicide Solution† as a tribute to him. A kid committed suicide listening to that. Fair and square. Ozzy has six children from two wives, one of them adopted and there is a seventh one who is still not legally adopted. All he ever wanted for them was to not be addicts like him. Two of them are already out of rehab. It’s literally a celebration! What’s more? Scientists are now trying to figure out the genome sequence in Ozzy’s DNA that helped him live so long despite never being sober in front of another soul (Kreps, 2010). Never. Who knows? Ozzy might as well hold the key to all kinds of medical problems of today. â€Å"The lifestyle I`ve been living for the last 30 years, I could have been dead a thousand times,† he sums up. Why the hell would he chew a bat’s head off for that? So, no, after carefully analysis, I refuse to believe that Ozzy ate the bat’s head because he was drunk or stupid or crazy or complete psycho. Neither did he think it was rubber. Ozzy or some part of Ozzy deliberately did what he did. Because people took offense when a year before that, he bit the head off a freaking dove! He just wanted to make them happy. â€Å"The bat thought I was giving him a kiss of life,† he sums up. References Ozzy Osborne quotes (n.d.). LucyWho.com. Retrieved October 9th, 2011 from http://quotes.lucywho.com/ozzy-osbourne-quotes-t3652.html Kennedy, H., Burger. T.J. (2002). W rocked by Ozzy at dinner. Daily News. Retrieved October 9th, 2011 from http://www.nydailynews.com/archives/news/2002/05/05/2002-05-05_w_rocked_by_ozzy_at_dinner.html Kreps, D. (2010). Scientists probe Ozzys body for medical miracles. Rolling Stone music. Retrieved from http://www.rollingstone.com/music/news/scientists-probe-ozzys-body-for-medical-miracles-20100615

Supporting Career Women Free Essays

string(79) " management of mothers work time versus the amount of time they spend at work\." Salvaging Sisterhood: Supporting Career Women Women and the Labor Market: the link grows stronger, by Susan Shank examines women and the emergence of their attachment to the labor market. This article takes a look at the labor market changes of women between the ages 25 and 54. Changes with these ages began throughout the post-World War II period and the rate of increase accelerated in the mid-1960’s (Shank, 1988). We will write a custom essay sample on Supporting Career Women or any similar topic only for you Order Now The author links the rapid changes to various social and economic changes that have occurred in the United States. Historically women stayed home for the large part of their childbearing years, owever during the first world war women entered the workforce after the GI’s returns women focused more on traditional family duties. After the Second World War far more women entered the workforce and even upon the return of the soldiers continued to stay in the workforce and those that did leave soon returned to work a few years later. According to age women in the 45 to 54 lead the return to work postwar period. Rates for the 34 to 44 age group increased as well while 25 to 34 age group hardly changed at all. These were the postwar baby-boom years and most married women orking outside the labor force because of their child and family responsibilities (Shank, 1988). In 1960 women of childbearing in large number numbers began to enter the labor market. The spike in women workforce participants showed a very sharp decline in birth rate during this time period as well. Women began to show greater interest in education and work as time progress and delayed traditional familial norms. Black women had a much higher rate of activity in the workforce postwar than that of white women. The gap has since then narrowed by 1987 the rates for both whites and black women were similar. Hispanic women however were much less likely than black or white women to be apart of the workforce due to high birth rate, generally low educational attainment, and cultural roles that emphasize women’s home and family roles. Women who where married stayed outside the workforce much longer than those that were single especially with the emergence of divorce and single women pregnancies. In 1987, 79 percent of women under the age of 18 were in the labor force compared to 67 percent for women with children (Shank, 1988). Working women generally were working full time hours 35 hours or more per week, to support heir families voluntarily while only 17 percent worked part time. Sixty-eight percent of women 25 to 54 worked for a full year and an additional 10 percent worked 40 to 49 weeks (Shank, 1988). The article written in 1988 states that there will be a future spike in women’s participation in the workforce over the next decade is expected to increase 10 percentage points. I feel this article is an accurate picture of how I see the work force nas changed and the picture ot women today. Women nave become more involved in the workforce, bill paying, as well as family management. This article interests me in terms of career and women because my significant other is the single working woman. From a personal perspective women planning a wedding and participate in pre marriage counseling, may try to examine and resolve some of their feelings about work and â€Å"women’s work†. Their partner may have some more traditional views about work while she love it and find herself consumed with the high of a fast-paced extremely full life. I recognize the strain of stretching oneself too thin and figuring out how to manage married life, the balance of spousal needs and her routine eelings of her independent self. Controversies have held back improvements for training new counselors and development of treatment systematic treatment procedures. In order to explore treatment protocols, the debate must be addressed to help validate the suggestions of the impact of mothers’ employment on family relationships. These consist of exploring the criteria development of the designation, and effectively learning how to implement accountability for working career mothers’. The literature-based debate indicates how stresses in family relationships dynamics an be stabilized between home and work time, for full-time or part-time working mothers. Today, working mothers symptoms of normality are constructed in a wide variety of ways as viewed by other counseling colleagues, legislators, and the media. These criteria serve to indicate what can be considered the channel of communication for mother’s expression of her genuine identity in the American culture. The Journal article read for this assignment related to career mothers, is entitled, â€Å"The impact of mothers’ employment on family relationships† and was centered on my personal life style. The study was conducted by South Bank University as a qualitative case study of mothers working in an accountancy firm in both in the hospital and in the accountancy firm setting, in the London area. The interviews for the case study were completed in 2001 utilizing 37 mothers and 30 fathers in couples who had at least one pre-school age child. The information collected from the study revealed surprising results from the mothers, as well as, the fathers perspective. The case study focused on certain highlighted areas such as, how stresses in family relationships could arise as much from the quality of time pent at work by mothers as well as the amount of time they spent at work (emphasis added). During the interview process mothers and fathers were interviewed separately, in order to gain ‘her’ and ‘his’ perspective on the relationships, (Callender, Edward, Reynolds, 2003). The sample contained a spread of mothers working full- time or part-time in both the workplaces, and across higher, intermediate and lower status Jobs in the two organizations. The majority of the fathers were employed full- time. The study revealed interesting facts in reference to the dynamics of home and work time for mothers. The case study focused mainly on the management of mothers work time versus the amount of time they spend at work. You read "Supporting Career Women" in category "Papers" Family-friendly policies and flexible working practices were the key components, as they have an impact on family life. More focus was given to the extent of autonomy and control that mothers experience in the workplace. The article stated that hospital mothers in higher status Jobs were perceived as having low â€Å"time sovereignty’ because of an increased emphasis on managerial roles (Callender, Edward, Reynolds, 2003). It also states, by contrast, that in a devolved organizational structure, mothers in lower tatus Jobs in the accountancy firm tended to see themselves as having high levels of time sovereignty (Callender, Edward, Reynolds, 2003). These are key concerns from the case study that employers may consider addressing in the future (Callender, Edward, Reynolds, 2003). The most interesting facts, revealed from the case study, were the fathers perspective of the impact mothers working and family relationship. A large portion of fathers established that it was beneficial and enhancing to their relationship. Other qualities that enhanced some relationships were the appreciation nd recognition that enabled their partners to express different aspects of her identity. This finding was impressive because the positive response acknowledged the fact that mothers are appreciated and respected for helping their partners financially as well as with raising a family. The fathers also gave an excellent confirmation that mothers are good partners as well as being ‘good’ mothers. Fathers also expressed and recognized that the quality of the mother-child relationship enhances the child’s ability to develop useful skills, and to provide them with a ositive role model (Callender, Edward, Reynolds, 2003). In contrast, some fathers were not proud or supportive of their partner’s Job. A few fathers had mixed feelings or expressed a negative reaction because enough time was not being devoted to the family (Callender, Edward, Reynolds, 2003). The fathers expressed that the demands of the mother’s work load, and not being able to meet the children’s needs completely, caused extreme tension in the household (Callender, Edward, Reynolds, 2003). Personally, the choice of a qualitative study to do the research was very informative. Utilizing 37 mothers and 30 fathers, with at least one pre-school child, was a well-balanced statistical advantage in the research of the case study. Women’s contribution in the workforce has conduct to the study of career aspirations of women. Career aspirations are impacted by dynamics such as gender, socioeconomic status, race, parent occupation and education level, and parental expectations. Women have become progressively more engaged in the workforce, and salaried employment of women has shifted from partly traditional female-oriented Jobs to more non-traditional, more formerly male-oriented careers. This analysis of literature presents an impression of women’s contribution in the workforce and the evolution of women’s career development and career aspirations in the latter half of the 20th century. Despite their increasing numbers, women have tended to enter the workforce in lower-status, lower-paying Jobs, and remain clustered in a limited number of conventional careers (Tinklin, Croxford, Ducklin, Frame, 2005). Because women’s career choices were restricted, their earnings lagged behind their male counterparts with comparable education and experience (Farmer, 1985; Stephenson Surge). Income earnings have been found to increase with educational level and years employed (Day ; Newburger, 2002). However, women earned roughly two- thirds the income of their male counterparts. This discrepancy in income was partially attributed to the disparity between traditionally male and traditionally female occupations. For example, women are less likely to be employed in science or engineering Jobs, as these are considered traditionally male occupations. However, females who are employed in these Jobs earn roughly 20% less their male counterparts (Graham ; Smith, 2005). A barrier is any obstacle that prevents forward movement or any event or condition that makes career progress d tticult (Brown ; Barbosa, 2001). Barriers are considerable factors in the career development process, and the start of such barriers often begins when women are children. Such barriers are reinforced throughout women’s schooling, college, and work, and they become more complex over time (Brown Barbosa; Stephenson Burge, 1997). In contrast, career aspirations characterize an individual’s direction toward a desired career goal under epitome circumstances. Career aspirations are influenced by factors such as gender, socioeconomic status, race, parent’s occupation and education level, and parental expectations (Khallad, 2000; Watson et al. , 2002). The literature review provided an overview of the research evidence in examining such factors as the parent’s role in career behavior and how they affect individual’s career decisions. In recent years, studies such as these indicate the increased awareness of the impact of socioeconomic status, race, gender, and on the career decision-making process and career development of women. Results of studies examining the effects of race on career aspirations have been mixed (Mau Bikos, 2000; and Hellenga et al. ,2002) noted that previous research typically found African Americans to possess lower career aspirations than their European American counterparts. (Osipow and Fitzgerald, 1996) supported this notion, stating African Americans, Hispanics, and Native Americans exhibit considerably lower educational and occupational outcomes than Caucasians. Additional studies asserted people from minority groups, particularly those from lower class backgrounds, had more restrictive factors nfluencing their career aspirations compared with Caucasian persons from higher class backgrounds. In contrast, a study conducted by Arbona and Now (1991) determined there were no ethnic differences with regard to their career aspirations and socioeconomic status. Although few studies exist regarding effects of socioeconomic status on career choice, researchers agree socioeconomic status influences career choice (Gottfredson, 1981; Sellers et al. , 1999). Mau and Bikos (2000) cited previous findings showing a positive association between a familys socioeconomic status and aspirations. Youth from upper socioeconomic statuses were more likely to be well informed of and decide on professional career occupations. In contrast, Brown and Barbosa (2001) found career aspirations of young females who came from low-income families were confined to experiences of their relatives and friends. Influential siblings are thought to play a key role in the career development of adolescents from lower socioeconomic backgrounds (All, McWhirter, Chronister, 2005). The differences in findings relative to this literature review indicate more information is necessary and that the target population must be tudied relative to key components such as the focus on successes, achievements, strengths, weaknesses, resources, and the abilities and acquired skills of the children, youth and working mothers. In conclusion, it appears that it is imperative that all of these areas be further studied for working mothers to have effective and successful career development outcomes. How to cite Supporting Career Women, Papers

Human Resource Plan for Tobago Motors Ltd

Question: Discuss about theHuman Resource Plan for Tobago Motors Ltd. Answer: Introduction To obtain increased understanding on the relevance and effectiveness of human resource plan, Tobago Motors Limited has been selected in this paper. This company is observed to be the renowned company in the automotive sale industry within Tobago. The objective of the paper is to prepare a human resource management plan in Tobago Motors Ltd with the intention to understand the relevance of HRM plan in attaining organizational objectives. Background Information Human resource planning serves as a process that recognizes recent and future requirements of human resources for organizations to attain organizational objectives (Bamberger et al., 2014). The training plan prepared in this paper indicates the overall structure of training by means of which the human resource development requirements of the company. The preparation of the human resource management plan will encompass training plan, compensation plan, and the orientation plan of the selected company. Background of Tobago Motors Limited Tobago Motors Limited is one of the oldest automobile companies that have established its business through separate subsidiaries in order to represent a major brand. The company is intended to maintain superior quality of its products along with its experienced team of specialists and trained technicians (Akingbola, 2013). Scope of HRM Plan The human resource planning will indicate an evaluation of the human resources within an organization. The HRM plan will make sure regarding the presence of employees with specific skills and knowledge in the organization. The HRM plan has selected Tobago Motors Limited in preparing such plan. The compensation plan that will be prepared in the HRM plan will have the motive of evaluating purpose and components because of which employees gain salaries, bonuses and incentives (Bratton Gold, 2012). Strategic/HR Analysis The strategic HR analysis mainly states the overall Tobago Motors Limited, which might be used in developing an effective plan. In addition, the use of effective interview and questionnaires helped in gathering the required data for the action plan. Delahaye, (2015) stated that gathering information from employees mainly help in detecting the main issues, which might be hindering the overall productivity of the workforce. The use of the following question could help in detecting the viable issues hindering operation of Tobago Motors Limited. Are you satisfied with the compensation plan adopted by Tobago Motors Limited? Does the training system help the new employees attain the required knowledge, which might be used in the on job process? Does the orientation plan help the new employee provide the required data for improving their efficiency? Does the termination of employees have the valued reason? The overall question mainly helped in identifying the grievance of the employee regarding the inappropriate compensation, training and orientation system. In addition, the employee mainly stated that there are problems, which mainly hamper the overall productivity and is reducing the morale of the employee. Furthermore, the termination process of the company is not valid as stated by the employee, which does not weigh the overall efficiency provided by an employee, instead counts the listed measures (Mello, 2014). In addition, around 50 employees are interviewed and are asked the questions presented in the above paragraph. Furthermore, the finance, Administration, and labor department of the company has been interviewed for collecting the relevant data for the research. Jackson, Schuler Jiang, (2014) argued that manipulation of data and intervention of personal grudge might invalidate the overall research outcome and reduce the overall viability of the study. Mission, Vision and Values for the Organization The mission of the Tobago Motors Limited is to bring out improvement in the human resource management process such as training and development, termination, recruitment and orientation. The vision of the organization is to position of its business as the most profitable and responsible company in the region (Mitchell, Obeidat Bray, 2013). The company has a culture of shared values along with accountability. The company has values of integrity and honesty, growth, responsibility and regular improvement for delivering the brand promise. Based on such considerations, the HRM plan is prepared for the company in order to invest more on database process for bringing improvement in the companys human resource practices. Major Identified Strategic and HR Issues After interviewing the managers and the staff of Tobago Motors Company, several issues faced by the employees in the company were identified. The survey revealed that the employees faced issues regarding compensation plan, orientation plan, training plan and termination plan developed by the company (Mollahajlou et al., 2015). Actions to Deal with the Identified Issues In order to deal with the HR based identified issues several effective actions have been taken to resolve the HR concerns of Tobago Motors Ltd. The human resource management issues and the associated actions to deal with those are described in details: Inappropriate compensation plan- This issue is hampering the motivation of the employees considering which actions have been undertaken to improve the monetary benefit policies and allowances for employees in the company (Mollahajlou et al., 2015). Inefficient termination plan- This issue is resulting in high employee turnover and low morale of staff considering which beneficial pension plan and retirement benefits is to be developed (Mello, 2014). Faulty training programs- This issue is resulting in decreasing employee productivity in the company considering which programs to improve communication, trainers knowledge and expert knowledge must be developed (Mello, 2014). Inappropriate orientation plan- This issue is resulting in decreased productivity of employees as they are less familiarized with their work considering which establishing better quality management system and developing effective induction process is deemed necessary (Mello, 2014). Table 1: The Human Resource Management Plan of Tobago Motors Limited Human Resource Management Program Strategic Importance of the Program Program Objectives Program Recommendations Compensation Plan The compensation program will help in introduction of new health policy, education allowances, accident benefits, and offering monetary benefits based on employees superior performance within the company (Mollahajlou et al., 2015). Implementation of suitable compensation plan will facilitate Tobago Motors Ltd in attracting quality employees along with encouraging employee retention. Under the compensation program, Tobago Motors Ltd is recommended to draft such policy and pay quarterly bonus to all skilled employees at the month end. Training Plan The training program has increased importance as it can improve communication, improvement in the databases, increased in trainers knowledge, and can offer expert knowledge. All the activities in the training program have the objective of increasing employee job satisfaction, decreasing supervision, decreasing turnover, and enhancing employee motivation level (Schippmann, 2013). Under the program, the company is recommended to conduct seminars, conferences, technical sessions along with the meeting and training sessions within the area of work. Orientation Plan The importance of orientation plan includes its intention in improving Tobago Motors induction program along with communication and quality management system The objectives of the orientation plan are to facilitate employees to be familiarized with work, with increased productivity and retaining employees. The company is recommended to develop an efficient induction process, increase interaction among employees, and develop quality standards (Snell et al., 2015). Termination Plan Termination pan of Tobago Motors is deemed important as it can develop effective termination plan that will lead to reducing employee turnover within the company (Stone, 2013). The objective of the termination plan is to provide desired pension, conducting effective exit interview and offering effective notice period. The company is recommended to evaluate the retirement procedure and make effective pension and notice period procedures. Conclusion The objective of the paper was to prepare a human resource management plan in Tobago Motors Ltd with the intention to understand the relevance of HRM plan in attaining organizational objectives. From the completion of the paper, it can be gathered that HRM plan has selected Tobago Motors Limited in preparing such plan. In addition, the employee mainly stated that there are problems, which mainly hamper the overall productivity and is reducing the morale of the employee. The human resource planning indicated an evaluation of the human resources within an organization. The HRM plan made sure regarding the presence of employees with specific skills and knowledge in the organization. References Akingbola, K. (2013). A model of strategic nonprofit human resource management.Voluntas: International Journal of Voluntary and Nonprofit Organizations,24(1), 214-240. Bamberger, P. A., Biron, M., Meshoulam, I. (2014).Human resource strategy: Formulation, implementation, and impact. Routledge. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Delahaye, B. (2015).Human resource development. Tilde Publishing. Jackson, S. E., Schuler, R. S., Jiang, K. (2014). An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), 1-56. Mello, J. A. (2014).Strategic human resource management. Nelson Education. Mitchell, R., Obeidat, S., Bray, M. (2013). The Effect of Strategic Human Resource Management on Organizational Performance: The Mediating Role of High?Performance Human Resource Practices.Human Resource Management,52(6), 899-921. Mollahajlou, J. S., Rostami, A. R., Parvar, H. R. (2015). Identifying the Driving Affecting Factors on Success in Human Resource Strategic Planning.Jurnal UMP Social Sciences and Technology Management Vol,3(1). Schippmann, J. S. (2013).Strategic job modeling: Working at the core of integrated human resources. Psychology Press. Snell, S. A., Morris, S. S., Bohlander, G. W. (2015).Managing human resources. Nelson Education. Stone, R. J. (2013).Managing human resources. John Wiley and Sons.