Cross Culture Managment Essay Example | Topics and Well Written Essays - 2250 words

Cross Culture Managment - Essay Example However, this company is subsidiary of the Japanese parent company present in Malaysia and this subsidiary company does not follow any of these four principles. Japanese work culture is supposed to be growth oriented, and hence, when ABC MNC entered in Malaysia, large number of people wished to join this organisation as an employee. The above stated four principles of Japanese organisations are the major reason for higher job demand in Japanese organisation. During 2003, due to the closedown of its R&D department Malaysia, employees perceived that their jobs had become less secured. This was the first instance that affects ABC MNC’s job satisfaction level. However, followed by this incident, there were also other factors that increased the number of unsatisfied employees in ABC MNC. ABC MNC was highly dependent on local Malaysian people for recruiting its labour forces. However, most of the top level management were the Japanese expatriate managers and there were significant g aps between the thorough process of Japanese top level managements and local Malaysian employees. Basically, the Japanese and Malaysian culture differs from each other due to their basic orientations that influence their basic traits. The Malaysian local employees used to perceive their Japanese top level management as people with a serious working attitude. Moreover, ABC MNC had a tendency to change its CEO in every three years, and every time, the new CEO restructured the entire organisation including strategies that also increases the dissatisfaction level among Malaysian employees. On the other hand, the top management always emphasised that their employees should gain skills like leadership, better communication etc. However, the company never provided any... This paper approves that the management also has to take care of the fact that management practices do not remain the same across all nations. It is important to analyse the nature and characteristics of human resources at the place where the company is set up before employing the local employees. As apparent from the above case, candidates were moving out of the company on account of low salaries and other benefits. This is the reason why the management had introduced benefits like transport allowances, car parking allowances and sell phone allowances for retaining the employees. It was also seen that the top management positions in the company were dominated by the Japanese personnel. This paper has presented crucial areas of job satisfaction and commitments focusing on a case study of a Japan-based company called ABC MNC present in Malaysia. The company suffered from lower job satisfaction level and lower commitment level that led to increase the employee turnover ratio of the organisation. In the present world of competition, managing a growth oriented organisation culture is a necessary but difficult task. As ABC MNC is a multinational organisation, it has to deal with number of issues. Therefore, it must make an effort to understand the culture and psychology of its local Malaysian employees who are crucial factor for the success of ABC MNC of Malaysia. However, in spite of being a Japan-based company, ABC MNC has not able to develop motivational work culture for creating higher job satisfaction and better commitment level.

Job Analysis Master Essay Example | Topics and Well Written Essays - 2500 words

Job Analysis Master - Essay Example It is stated, that job analysis is 'a process used to identify the important tasks of a job and the essential competencies an individual should possess to satisfactorily perform the job'. (Clifford, 1994) The purposes of job analysis are multiple, as well as there are multiple methods for conducting it. The aim of the work is to distinguish the main strengths and weaknesses of the job analysis methods existing at present, with trying to identify the most effective among them, if it appears to be possible; it is also necessary to try defining, which methods are mostly applicable in various instances, and should there be made any amendments to the job analysis methods, which are not most often used. The reasons for conducting the present research are the following: 2. It is not yet understood, whether there is the need for the creation of any new methods, with the aim of which it is necessary first to evaluate the strengths and weaknesses of the existing methods. The arguments to follow in the work will be based first of all, on the literary sources used in the present work, which are four and are represented by the peer reviewed journal articles and books on the topic. The arguments will also be based on the discussion of the existing advantages and disadvantages of the methods. The main aims of the answer are to be specified as follows: The conclusion to be reached will be based on the set aims, a... 2. It will be conclude which of the job analysis methods at present appear to be the most effective and display minimum disadvantages; 3. It will be necessary to conclude, whether the already described in literature job analysis methods need more extensive learning; 4. It will be necessary to conclude, whether there is need in creating any new job analysis methods. The conclusion to be reached will be based on the set aims, and will include the answers on the abovementioned questions. I guess, it will be beneficial to make the core of the conclusion related to the most effective job analysis methods among the already described. Analysis Identification and coverage of the main issues The rationale for the job analysis in general lies in the aim of protecting the public 'by assuring that individuals, who work in an occupation or profession are at least minimally competent'. (Gael, 1993) Thus, one of the key issues in discussing job analysis methods is in identifying, which of them appears to be more effective, and is thus the most reliable for ensuring this individual safety mentioned. Another key issue, is that despite the extensive literature sources on the topic, the importance of researching job analysis methods with distinguishing their strengths and weaknesses is not given due importance, and thus this work will be an additional attempt to provide the employer with the analysis of the key methods, making him understand the essential role which job analysis methods play in hiring qualified workers. The main methods of job analysis can be identified as follows: 1. Observation. Levin and Ash (1999) state, that the core issue of any observation in relation to job analysis is

US History-Westward Expansion Wars & Indians Essay Example for Free

US History-Westward Expansion Wars Indians Essay This paper concentrates upon the historical expansion of the USA over the territory of Native Americans, this process as a series of wars was hard and challenging for both sides. At the beginning of the 19th century, when United States were growing really quickly, expanding the territories to the South, there appeared impediment on their way, namely the territories which used to be the native lands of the Cherokee, Greek, Choctaw, Seminole tribes. For white Americans these people were not defending their own lands, they were causing obstacles for the progressive growth, whereas they needed these lands so much for growing cotton, thus were doing everything possible to make the Federal government to submit the territories of Indians. The main reason of these wars is believed to be the colonial interest of the US. Generally historians describe these events using the term Indian Wars conflicts between the USA and Native Americans or Indians. This term also includes the colonial wars, before the United States were created. During the period starting from the mentioned colonial wars till the American frontier of 1890 Indians had to go thought the process of assimilation, dissimilation and were made to relocate to special places, which were later called Indian reservations. â€Å"One scholar has noted that the more than 40 Indians wars from 1775 till 1890 reportedly claimed the lives of some 45. 000 Indians and 19. 000 of whites†¦Ã¢â‚¬  (J. Tebbel, K. Jennison, 11). Generally talking about Native Indians, we have to underline that actually these were not all the same people, there were some formal unites, that took part in the wars, the main decisions about wars and peace were also taken locally, and there were certain leaders of the alliances. One of the examples can be the Iroquois Confederation. Most scholars nowadays state that it would be too simple and not deep enough to consider these wars as just racial wars between Indian people and American people, the fact was that Indians didn’t struggle only with white people, they also fought with Indians as well. The result of the wars was however rather of single meaning, namely the conquest of the United States of Native Americans. The years from 1622 to 1774 are called colonial era for America. This period of time includes the wars between Native Americans and the USA before the Declaration of independence was issued. Colonial powers in North America had to subdue the resistance of the native people, trying to overcome their hostility. The following 70 years were the wars against the United States that were newly formed. The year 1763 is known for the Pontiac’s Rebellion in the territory of Northwest. The main conflict at that moment with Native Americans was the consequence of not giving up of the tribes from Northwest of the settlement in the Ohio valley. The first couple of attempts of white people was not successful enough to defeat the tribes, but in 1794, during the battle of Fallen Timbers General Anthony Wayne was victorious. In 1830 president Andrew Jackson remade the Indian Removal Act into law. The act itself was not s straight order for relocating Native Americans, but it was pushing them to exchange their lands in the eastern part for those in the west. One of the historians Robert V. Remini stated that the deeds of the president could be explained by his intention to keep national security as the main reason, because at that time Great Britain and Spain started to use the Native Americans for the war with the United States. After the year 1815 the US was pushing the Indians to reservations by Mississippi river, and the result of the mentioned policy was the fact that by 1860 most of the tribes had to relocate. Usually that was not done peacefully; there were fights and strong resistance. For example in order to move the Seminole it was necessary to win several wars for the white Americans. â€Å"The most notable Seminole War involved the celebrated Osceola. Similarly the refusal of the Sac and Fox to be removed led to the Black Hawk War in 1832† (J. Tebbel, K. Jennison, 25). During the years 1823 – 1890 the western part of the Mississippi was the territory of hard resistance from Indian tribes against white settlers, the strongest were the Sioux of the Northern Plains and the Apache of the Southwest. In 1864 the battle called the Sand Greek Massacre took place, as the result around 150 persons were killed or injured. â€Å"The Indians at Sand Greek had been assured, by the US government that they would be safe in the territory they were occupying, but anti-Indian sentiments by white settlers were running high. Later congressional investigations resulted in short-lived U. S. public outcry against the slaughter of the native Americans† (Y. Bill, 137). Later on there was a number of another war conflicts, but as soon as in the year 1887 the Dawes Act was issued the new epoch stared, practically the resistance of the Native Americans was finally broken and the U. S. government succeeded in removing them to reservations. Overall, the epoch of the Indian wars is a huge bloody spot in the history of the USA. One the one hand, being guided by the best aim of progress and development the white Americans did their best in order to remove Indians from their native lands, although the cost for it were thousands of people’s lives. It is not necessary to mention that the interests of Native Americans were not much taken into consideration, and their resistance is practically well founded. Sources: 1. M.Norton. A People A Nation Volume One: to 1877, Seventh Edition, 2004 2. Portrait of America: From the European Discovery of America to the End of Reconstruction by Stephen B. Oates, 2000 3. Taylor, Alan. American Colonies: The Settling of North America (The Penguin History of the United States , Volume I) (History of the USA ), 1999 4. Y. Bill. Indian Wars: The campaign for the American West. Yardley, PA: Westholme, 2005 5. M. Schmitt, D. Brown. Fighting Indians of the West, 1966 6. J. Tebbel, K. Jennison. The American Indian Wars, 1990.

Human Resource Management in the FMCG Industry

Human Resource Management in the FMCG Industry Human resource management (HRM) is that part of management process which makes, enhances, manages and develops the human element of the enterprise measuring their resourcefulness in terms of talents, abilities, total skills, creative, knowledge, and potentialities for effectively contributing to the organizational objectives. Human resources are precious and a source of competitive advantage. Human resources may be tapped most effective by mutually standard policies which promote promise and foster an inclination in employees to act flexibly in the interests of the adaptive organizations pursuit of excellence. Human resource policies can be joined with planned business and used to reinforce appropriate culture. Human resources play a critical role in enabling the organization to effectively deal with the external environment challenges. The human resource management has been accepted as a strategic partner in the formulation of organizations strategies and in the implementation of such strategies through human resource planning, employment, training, appraisal and rewarding the personnel. Strategic management of human resources facilitates creation of competitive advantage for the organization over its rival by building unique human resource based competence. An organizations recruitment, selection, training, performance management process and compensation practices can have a strong influence on employee competence. Company output increase if the management can hire more experience well qualified candidate. Performance appraisal takes in account the past performance of the employees and focuses on their improvement for the future performance of the employees through counseling, coaching or training. The human resource strategy of a business should reflect and support the corporate strategy. An effective human resource strategy includes the way in which the organization pans to develop its employees and provide them with suitable opportunities and better working conditions so that their optional contribution is ensured. This implies selecting the best available personnel, ensuring a fit between the employee and the job and retaining, empowering and motivating employees to perform well in the direction of corporate objectives. Statement of Purpose Consumer packaged goods (CPG) Organization, alternatively called as FMCG industry mainly deals with the production, marketing and selling of consumer packaged goods. The FMCG or Fast Moving Consumer Goods are those goods which are generally consumed at a regular interval by the consumers. FMCG industry has some of the main activities like financing, selling, purchasing, marketing etc. The industry also contributes or also involved in general management supply chain, operations and production. FMCG industry gives a variety of consumables and consequently the amount of money is very high which is circulated against FMCG products. Day by day the competition between the FMCG producers is increasing consequently the investment in FMCG industry is increasing. FMCG Sector in India is estimated to grow at a very high rate by 2012. PRIME FMCG PRODUCTS Some general FMCG product categories include dairy products and food, drinks, coffee, tea, tobacco and cigarettes, glassware, paper products, pharmaceuticals, dry cells, electronics, prepacked food products, plastic goods, watches, greeting cards, soaps, printing and stationery, household products, detergents, photography, drinks etc. In FMCG industry some of the features which made this organization as a strong distribution networks are small operational cost, as a prospective one, presence of renowned FMCG companies. Population growth is also one of the major factors behind the success of this industry. Introduction GOOD FOOD, GOOD LIFE NESTLE is a very popular brand in all over the world. It basically supplies packaged food. It was established and has headquartered in Vevey, Switzerland. Nestle was established in 1905 when the two companies was merged. The first company was established in 1866 by Page Brothers to produce milk products and their company name was Anglo-Swiss Milk Company in Cham, Switzerland and the second one was Farine Lactà ©e Henri Nestlà © Company to supplies an infant food product set up in 1867 by Henri Nestlà ©. Nestlà ©s have a trademark (birds in a nest), derived from Henri Nestlà ©s personal coat of arms, evoke the values upon which he founded his Company. Nestlà ©s have their no. of brands which are well-known worldwide; list of all the products has made the company a international market master. Some of their famous products are coffee, chocolate, ice cream, confectionery, milk, pet food bottled water. FAMILY OF NESTLE Family of NESTLE consists of products related to: Milk Nutrition Beverages Prepared dishes cooking aids Chocolates confectioneries NESTLE is one of the well known FMCG company. In the Every part of the world, the Nestlà © name represents a commitment or promise to the customer that the product is of high standard and safe. NESTLE support the UNGC (United Nations Global Compacts). UNGC guiding principles on human rights, their aim and labour to offer an example of better labour practices and human rights all over his business activities. Nestle people played a major role for his success. Nestle people give the equal respect and dignity to each other and expect from the every employee to share and contribute their opinions and views to improve Company personal development and results and also promote a sense of personal responsibility. Nestle recruit motivated and competent people, who know and respect our values, provide equal opportunities for their advancement, development, protect their privacy and do not tolerate any form of discrimination or harassment. Human resources of an organization can provide it with a reasonable advantage over its competitors in the fast changing environment. This calls for the strategic management of human resources for the accomplishment of corporate objectives. STRATEGIC HUMAN RESOURCE MANAGEMENT is called as the linking of strategic goals with human resources. No. of objectives in order to enhance or to develop an organizational culture, to improve organization performance and that fosters flexibility, innovation, and sustainable competitive advantage is called. HRM practices of an organization give its an edge over its competitors, thereby leading to strategic human resource management. KEY FACTORS OF SHRM PROCESS The outcomes of the Strategic Human Resource Management (SHRM) process which should be evaluated both qualitatively as well as quantitatively. The business strategy it alters and is altered by the SHRM process and which provide the business a good thought of direction. The external environment which is flexible and dynamic in the present global business scenario. The internal environment The general culture and the organizational context which is prevalent in the organization. VISUAL DEPICTION OF THE SHRM PROCESS HUMAN RESOURCE MANAGEMENT WITH BUSINESS OUTCOME STRONG AND FOCUSED VISION HUMAN RESOURCING OPEN COMMUNICATION PERFORMANCE APPRAISAL CHALLENGES AND ADVENTURES SHARING OF INFORMATION SHAPING THE WORKING CULTURE CONTINUOUS DEVELOPMENT STAGES OF STRATEGIC HRM PLANNING PROCESS Strategic human resource management is the process by which managers design the mechanisms of an HRM system to be reliable with each other, with the organizations plans and goals and with other essentials of organizational architecture. The main role of strategic HRM is the improvement of an HRM system that increases an organizations awareness, worth, invention, and productivity to customers. Strategic human resource planning (SHRP) involves four distinct stages: Situational analysis/environmental scanning. Estimating demand for human resources. Analyzing the supply of human resources. Developing action plans to close any gap between human resource demand and supply. The first stage of HR planning is the point at which strategic planning and HRM interact. HR planners anticipate sources of threats and identify and should drive the organizations strategic planning and opportunities with the help of Environmental scanning. The strategic ideas or plan implement to environmental circumstances, and HR planning is the mechanisms that an organization can use to accomplish this adaptation process. The second stage, forecasting demand, requires estimating not only how many but also what kinds of employees will be needed by the organization. The demand for employees should be closely tied to the strategic direction of the organization. Forecasting yields advance estimates of the organizations staffing requirements. This is a difficult task, especially for organizations in rapidly changing environments. Four forecasting techniques include expert estimates, trend projections, statistical modeling, and unit-demand forecasting. Estimate by no of expert, a group of experienced or expert provides the organization with demand estimates based on subjective assessments of available economic, intuition, prior experience, and labor force indicators. Trend projection involves forecasting which is based on a previous relationship between the employment and a factor related to employment (e.g. sales levels). Statistical modeling techniques (e.g. regression analysis or Markov analysis) are mor e quantitative forecasting and sophisticated techniques. Unit-demand forecasting requires the unit managers (e.g. department head, project team leader) to analyze the present and future job-by-job, people-by-people needs. The third phase involves studying the number and types of current employees in terms of the training and skills necessary for the future and also the supply of capable workers in the outside labor market. The skills inventory is a major tool used to assess the internal supply of employees. A skills inventory is a list of names, skills and characteristics of the people currently working for the organization. The list of skills coded into the skills inventory should be tailored to the needs for the organization, but might include such factors as level and field of education, knowledge of a foreign language, professional qualification or certification, or licenses held. The organized inventory provides a way to acquire these data and makes them available as needed in an efficient manner. Also important is the need to maintain the inventory so that information is kept current. With regard to the external labor market, the entire country (or world) may be the relevant labor market for hig hly skilled jobs. For unskilled jobs the relevant labor market is usually the local community. After the HR planning system has analyzed both the supply of and the demand for future workers, the two forecasts are compared to determine what, if any, actions are necessary. If a discrepancy exists between the two estimates, the organization needs to choose an appropriate course of action designed to eliminate the gap. The organization has a number of options available when the demand for workers is greater than the supply of workers. The organization might elect to use overtime work with current employees, increase training and promotions of current employees, or recruit new employees. In tight labor markets, the availability of labor is limited (i.e. demand exceeds supply), driving up the price of those employees who are hired, and limiting the extent to which the organization can be selective in its hiring procedures. In a loose labor market, qualified employees are abundant. When the supply of workers exceeds demand, alternative solutions include attrition, early retirements, demotions, layoffs, and terminations. STRATEGIC HRM AT NESTLE Nestlà © aims to increase the business, list of customers, profits and sales but, at the same time, to improve the Standard of living everywhere it is active and the quality of life for everyone. Nestlà © is also convinced that nestle employees is the strength of the Company and it is impossible to achieved without their energy and their commitment, which makes people its most important asset. Involvement of people and also showing their interest at all levels starts with the basic and appropriate information on the Companys activities and also on the specific aspects of their work. Through shared their views, ideas and communication and focused vision, everyone is invited to share and contribute there opinions and views to improvements enhancing Company personal development and results. Currently human resource is the term which is in demand of every organization. By using the HR policies companies are able to describe the combination of organizational management personnel functions with achievement, Knowledge, relation between employees, employees experience and how to utilize resource at different levels. PURPOSE By using the HR policies an organization can be transparent with their employees on organization environment Employee expectation from the company Company expectation from their employees What are the company policies and how the polices apply. What are the acceptable behavior What is the behavior of the workforce that cant be accepted? The policies are basically used to help an organization to explain that it reach the requirements for training, variety, principles. If an Organization want to fire any employee in this case it may be necessary for the organization to show the reason of the complaint with the employee contract and also all the others legal documents. HR management policies are important for those companies that do not want and personnel issues in future. Complete HR solution which covers human resource policy solutions, evaluation services, professional human resource advice and job description writing given to the customers. Common Sense would seem to dictate the necessity of having written policies and procedures covering all aspects of the employee/organization relationship. Yet, there are organizations with few or no written policies. In fact, there are organizations that have never considered developing policies and procedures-written or otherwise. There are organizations with written policies and procedures that read well but have no relationship to the needs of the organization/company or employees. There are organizations with elaborate sets of policies and procedures that no one seems to read, let alone follow, and there are organizations that appear to use their policies and procedures primarily as rules for identifying and punishing infractions. In actuality, HR policies- Provide clear communication between organization/company and its employees regarding conditions of employment. Form a basis for treating all employees fairly and equally. Are a set of guidelines for supervisors and managers. Create a basis for developing employee handbooks. Establish a basis for regularly reviewing possible changes affecting employees. To fulfill all these purposes and objectives, Policies should: Be clear and specific, but provide adequate flexibility to meet changing conditions. Comply with all appropriate federal and state laws and regulations. STEPS FOR SHRM Job Design Recruitment Selection Training Development Pay structure Benefits Performance Management Rewards and Incentives Maintenance: Welfare JOB DESIGN: Job design refers to the way the tasks are combines to form a complete job. Job design is a process which joins the intrinsic and extrinsic relationship, tasks, and the candidate experiences and educations required like knowledge, qualification, skill and capabilities for every type of task that meet the requirements of organization and employees. The job design under NESTLE is a very detailed and based on strategic process. The company incorporates practices like Job Enrichment and Job Enlargement, to motivate employees and to break the monotony of their job tasks. The correspondent herself works in both sales and brand management departments, which is an example of job enlargement. Nestle HR policy- Nestle group used this policy to covers those rules which create a sound basis for well-organized and active HR Management around the world. 2. RECRUITMENT SELECTION: Recruitment is the process of developing and maintaining adequate manpower resources. Recruitment is basically a process to select the interested candidates and divide the candidates in different- pool of prospective employees, so that the recruiters are able to select the right candidate from this pool. The recruitment process at Nestle is clearly defined. People with qualities like dynamism, realism, loyalty, pragmatism, hard work, honesty and reliable. Match between candidates values companys culture. Recruitment for management levels takes place in the head office and all others at the branch level. The existing employees are promoted to higher posts as per the requirements. There are no lateral recruitments. Another source of recruitment is campus placements and human resource consultancies. Selection-Combination of written test, GD interview (Interviews for top Management posts). 3. TRAINING DEVELOPMENT: Training is a major and also an important part of organized activity for increasing the skills and knowledge of people and also to understand the deep knowledge of task that what they have to perform or for a definite purpose. It involves systematic procedures for imparting technical know-how to the employees so as to increase their knowledge and skills for doing specific jobs with proficiency. From the Company floor to the upper management, training at Nestlà © is continuous. Nestlà © people provide this training and it is constantly appropriate to the professional life. Nestle provides the following- Literacy training-to upgrades essential literacy skills, especially for workers who operate new equipment (Mission-directed Work Team Approach). Employees are also sent abroad to study markets, consumer tastes etc. Nestle Apprenticeship Programmes. Local Training Programmes-on issues ranging from technical, leadership, and communication and business economics. Employees are also sent abroad to study markets, consumer tastes etc. Nestle people development review- this policy throws light on Nestlà ©s culture and core values, different training programs and life of employees after work. Nestle leadership and management principles- it describe the management style and the corporate values of the Nestlà © Group, specifically in the area of interpersonal relations. 4. PAY STRUCTURE: Pay Structure is basically used to set the salary structure of the employees according to the level of job, or group of jobs and also consider basic salary, overtime and bonus. We can also call pay structure as salary structure. Nestle strives to offer fair remuneration. Remuneration level is above the average in industry. The variable component of the salary is comparatively big to reward individual Performance. In case of higher management level, the variable part is linked to individual team target achievements. 5. BENEFITS: Nestle offers no. of benefits to their employees to fulfill their expectation like Health insurance for his and his family members, PF, reimbursements (Car, Phone) etc. Take all the necessary steps for the protection of the employees during work with Nestle. The following benefits are provided to all employees, with no discrimination- Leave-Personal Medical (fixed no. per year) Children Education Assistance Scheme Provident fund Retirement Gratuity Scheme Group Insurance Accidental Insurance Scheme Conveyance Reimbursements Residential Accommodation Monthly health check-ups free consultation for self family etc. 6. PERFORMANCE MANAGEMENT: Performance management includes all standard procedures used to appraise contributions, potentials and personalities of group members in a working organization. It is a process which is important for making accurate and impartial decisions on employees for secure information. At Nestle performance appraisals of Employees are done in order to understand each employees abilities, competencies and relative merit. Formal assessment by Line Managers and HR once a year with feedback. Subordinate can question an unfair evaluation. Specific Key Performance Indicators have been enlisted by the HR department. One of the important key performance indicators is achievement following the Nestle management and leadership principles. Remuneration structure and promotion criteria take into account individual. 7. REWARDS INCENTIVES: it consists of a variety of modules that can be presented to reward employees and identify unique performance. The structure is based on consistent, delivering equitable and fair rewards to a differentiated group to encourage the employees to generate new ideas in improving the workplace productivity and consists of the following non-financial and financial rewards. Passion to Win awards- These quarterly awards have been institutionalized to reward those who over-achieve their targets. Long-service Awards- To recognize employees who have been with the company for more than 30 years. Nestle Idea Award- It was found from the correspondent that the company institutes Nestle Idea Award every quarter to recognize and award employees who come up with relevant and innovative ideas which have the potential of being implemented at Nestle. 8. MAINTENANCE A) EMPLOYEE RELATIONS: Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale. Essentially, Employee Relations is concerned with preventing and resolving problems which arise out of or affect work situations. Nestle provides a very healthy working environment which is one of the reasons why Nestlà ©s employees state their commitment level to be very high. Employee turnover is less than 5%., which is considered to be very low for a Multinational Corporation. Nestle has a open culture upward communication especially in case of grievance redressal. Work/Life balance is given importance, as illustrated in the Nestle Human Resource Policy document. Nestle Family annual events are organized by their HR department whereby employees along with their families are invited. Emphasis is laid on safety of employees (Nestle Policy on Health and Safety at Work). B) SAFETY HEALTH: Risk assessment must be required in an organization to identify any type of miss happening or danger in the workplace and should be able to identify or known the steps to be taken to handle the condition. The Nestle Operational Safety, Health and Risk-Management Strategy document illustrates that: Nestle is dedicated to safe healthy work environment. Regular safety assessments audits take place by internal external bodies. CHANGE MANAGEMENT Nestle has adjusted to the ever-changing external environment for the last 140 years since its inception 1866 without losing its fundamental views and fundamental values. It manages Change and drives sustainable profitable growth by following the policy of making gradual changes instead of making drastic and risky changes. ERP implementation- In June 2000, Nestle SA signed a contract of $200 million with SAP with additional $80 million for maintenance and consulting to install an ERP system for its global enterprise to maintain centralize a multinational that subsidiaries in 80 countries and have owns 200 operating companies. While the ERP system was likely to have long-term benefits, the project touched the corporate structure and culture. The structure was decentralized, and it tried to centralize it. This was initially opposed by employees but with subsequent measures taken by the HR like training etc., this has been successfully implemented. CONCLUSIONS AND RECOMMENDATIONS The Model employed by Nestle is one of High Performance, High involvement and high commitment. Nestle is unique in the sense that it has been able to successfully inculcate its business objective as well as its core values, consistently in its employees day-to-day activities starting from recruitment till continuous performance appraisals. Like, open and flexible culture is ensured by way of providing training programs to employees at all the levels. This kind of culture is also supported by decentralized structure of Nestle. Transparent performance appraisal systems and the freedom given to them to question their seniors benefit not only the employees but even the organization as a whole. Nestles emphasis on individual achievement is evident from the kind of pay structure HR has designed for its employees. Need to develop consultation/awareness program to assist the employees for their better understanding of the policies. More incentives should be offered to the employees who provide continuous services to the organization. Nestlà ©, maintain their essential principles and fundamental value from their past historical experience from village operation to the international leading food company which is important for long-term achievement and success. Nestle used HR policies from the last many years and as the company size is growing, increase the difficulty to a dimension which make the demands of research and development of its organization. Nestle motivation is depend upon the willingness to understand and to put query about what why it is doing it, along with respect to Nestlà © values, will guarantee its victory.

The Greenhouse Gas Protocol Essay -- environment, pollution, global war

Reduction of greenhouse gas (GHG) emission, particularly from industrial production, to combat global climate change is one of the biggest sustainable development challenge for the international community. Countries are adopting Nationally Appropriate Mitigation Actions (NAMAs), low carbon development strategies and climate change policies to tackle issues of climate change and at the same time meet their development goals. At the global level, United Nations Framework Convention on Climate Change (UNFCCC) and Kyoto Protocol, have paved ways for voluntary GHG emission reduction targets. To facilitate the mitigation actions, carbon intensities of production process are tracked and GHG inventories are developed. Such accounting of GHGs is a common practice in developed countries and is increasingly being adopted in developing countries as well. However, need for an internationally acceptable standardized and comparable GHG accounting and reporting was felt necessary that lead to the e stablishment of the Greenhouse Gas Protocol (GHG Protocol), which has developed protocols, standards and guidelines for the objective. What is the GHG Protocol? The GHG Protocol is the most widely used and international accepted accounting tool or methodology to quantify, and manage GHG emissions. It serves as the foundation for nearly every GHG standard and program in the world - from the International Standards Organization (ISO) to The Climate Registry - as well as hundreds of GHG inventories prepared by individual companies. The GHG Protocol also offers developing countries an internationally accepted management tool to help their businesses to compete in the global marketplace and their governments to make informed decisions about climate chang... ...hed in India. More information about GHG Protocol Initiative can be accessed from http://www.ghgprotocol.org/ Works Cited CDP. 2011. CDP India 200 Report 2011: Accelerating Low Carbon Growth. London: Carbon Disclosure Project. Also available at: https://www.cdproject.net/CDPResults/CDP-2011-India-200-Report.pdf accessed on 27 March 2012. CorporateRegister.com Ltd.. 2007. The Corporate Climate Communications Report 2007. London: CorporateRegister.com Ltd. Also available at http://www.corporateregister.com/pdf/CCCReport_07.pdf accessed on 27 March 2012. WRI and WBCSD. 2007. Measuring to Manage: A Guide to Designing GHG Accounting and Reporting Programs. Washington, DC and Geneva: World Resources Institute and World Business Council for Sustainable Development. Also available at: http://www.wri.org/publication/measuring-to-manage accessed on 26 March 2012.

Native American Genocide :: American America History

Native American Genocide b. causing serious bodily or mental harm to members of the group; c. deliberately inflicting on the group conditions of life calculated to bring about its physical destruction in whole or in part; d. imposing measures intended to prevent births within the group; e. forcibly transferring children of the group to another group. (Destexhe). In this paper, I will argue that the act of genocide as here defined, has been committed by the United States of America, upon the tribes and cultures of Native Americans, through mass indoctrination of its youths. Primary support will be drawn from Jorge Noriega's work, "American Indian Education in the United States." The paper will then culminate with my personal views on the subject, with ideas of if and how the United States might make reparations to its victims. In lieu of the well known and brutal "Indian Wars," there is a means of cultural destruction of Native Americans, which began no later than 1611. This method was one of indoctrination. Methods included the forced removal of children from their cultural milieu and enrollment of these children in "educational programs," which were intended to instill more European beliefs. As the United States was not formally a Nation, until 1776, it would not be fair to use evidence, before this year in building a case against it. The most damaging, to the United States, are parcels of evidence that are drawn from events after 1948, the year of the Convention on Genocide. Beginning in 1778, the United States Board of War, a product of the Continental Congress appropriated grants for the purpose of, "the maintenance of Indian students at Dartmouth College and the College of New Jersey..." The young people who had returned from the schools are described by Seneca leader, Cornplanter as, "...ignorant of every means of living in the Woods, unable to bear either Cold or Hunger, [they] knew neither how to build a Cabin, take a Deer, or kill an Enemy, [they] spoke our Language imperfectly, were therefore neither fit for Hunters, Warriors, nor Counselors; they were totally good for nothing" (Noriega, 376). Grants given to other schools was just the beginning. In 1820, the United States made plans for a large scale system of boarding and day schools Noriega, 377). These schools were given the mission to, "instruct its students in 'letters, labor and mechanical arts, and morals and Christianity;' 'training many Indian leaders'" Noriega, 378).

TRW Case Analysis

Case 4 –TRW SYSTEMS (A and B condensed) ThiviyaManikandan sridhar – 54, Devika Srinivas – 11, Prabhudeep Shivakumar-31 1. What kinds of organizational design choices has TRW made about the design Challenges discussed in chapter 4? Due to the complexity of products being produced and the interdependency between the parts, systems, various groups, divisions and companies who assembled the parts forced TRW to adopt the matrix structure, where it covers vertical flow of functional responsibility and horizontal flow of product responsibility. On the vertical side, TRW systems have functional organizations like mechanical division, physical research division, systems divisions, fabrication integration and testing division. On the horizontal side, it has program organization which controls program office. Under these two organizations, sub project managers and assistant project managers are appointed. These managers have to report to two bosses. All these employees and departments are under the control of presidents and vice presidents. This is indicates a flat and decentralized structure, where managers and employees are allowed to take their own decisions. The level of decentralization followed by TRW is appropriate for the fluctuating and complex aerospace industry, as creativity plays important role in research and development which is accomplished by TRW engineers. A program manager maintained all the management responsibility for pulling together the various phases of a particular customer project. Assistant program manager was appointed to coordinate the activities of program manager. Under assistant program manager, sub project managers were also appointed to control the total project activity. Sub project managers are responsible for integrating and coordinating the functional organization and program organization. He also supervises the engineers and manages financial resources procured from program office. Sub project managers are the main integrating mechanism in the structure. There is too much of pressure and authority on the sub project managers, so TRW has to take drastic steps to develop its integrating mechanisms as integration plays an important role in matrix structure. TRW lacks standard operating procedures and standardized rules and norms. This indicates a total domination of mutual adjustment. As a result of this situation, most of the engineers are facing ambiguity problems. So TRW has to bring the balance between standardization and mutual adjustment. TRW makes minimal  use of formal hierarchical reporting relationships to coordinate activities. The informal  network of social relationships developed over time is important in determining how teams perform, and informal status  relationships between scientists are important as a means of coordination. Team values and norms  derive from informal interactions between scientists and are spread as members move between teams. 2. Are the design choices TRW has made appropriate for the organization, why or why not? From the above points, we can clearly say that the matrix structure and organic design followed by TRW systems is appropriate from the contingency perspective, as it matches the uncertain environment. But the managers are not utilizing their full potential and the employees are taking advantage of this structure by coming late to the work. This indicates the need for centralization and standardization. Fluctuations in the aerospace environment need spontaneous decisions which can be achieved by matrix structure. TRW is high in task variability and low in task analyzability. It  uses intensive technology and has  reciprocal interdependence. For all these features matrix structure is the best suitable structure. A matrix would not be suitable in  a simple, stable environment for routine technology and employees with  routine tasks. Here, it  would promote coordination and motivation problems and raise bureaucratic costs. 3. What is TRWs structure and what problems does it cause for TRW? TRW followed a matrix structure. The employees were responsible for two officers. Some of the problems caused by this structure – The relationship between the project officer and the functional division officer is a complex one. Both the roles are mutually dependent and have equal power. Hence authority is undefined. This leads to a lot of confusion about the role of the managers. Many employees are not comfortable with the relationship and this caused the status and authority problems within the organization. Another problem of the structure is the subproject manager is the prime mover of the organization. He is the person who brings the program officer’s requirements and the lab’s resources together to produce a subsystem. He has to cater to the needs of project manager as well as the functional manager. He has to keep in mind the interests of both the bosses; this puts him under a lot of pressure. If he reacts too much to pressure from either side, it hurts his ability to be objective about his subproject and this will in turn affect the employees. Hence the success of the project is majorly controlled by a single person. The matrix structure did not have any formal rules. The informal procedures followed are useful for the higher level management but the employees are given too much freedom. Due to the complexity of the structure, a lot of time is required in setting up a new project teams. This contributed to an increase in the cost incurred by the organization. As the structure is changing all the time there is lack of leadership. Also there exists large gap  between authority and responsibility. The project manager had no authority over people working on his project. He had to work with the functional heads on these problems. This imbalance enabled flexibility and adaptively in the organization, but it was difficult to work with. 4) What problems might TRW have with its present structure as it grows? The present matrix structure problem is that whether this matrix structure is suitable or Not for a large organization. As organization grows, it will be difficult for TRW to maintain Its Organic approach. We know that Divisions of TRW itself refused to share its R&D Information with other division. This attitude of employees will surely lead to Misunderstanding, conflicts and confusion. As the company grows, the company has to adopt For a new technology, some of the employees may not like new technology which is Complicated to understand and work.