...Allison Wright MGMT410 Prof. Webb 12 February 2011 Week 6: Textbook Case Study A Perky Way to Productivity 1. Human resource management is best described as the act of acquiring, developing and maintaining employees “to achieve the goals of the goals of an organization in an effective and efficient manner.” (Sadhuji, 2008). HRM achieves this through several forms of employee appreciation, including compensation, health benefits, and promotions. However, the benefits that a company offers can mean the difference between having a devoted employee and one who will be willing to leave once a better opportunity arrives. A sound compensation package is often more attractive than a high paying salary. HRM needs to apply the needs of the employees and analyze how it will also benefit the organization. Basic benefits such as health, vision and dental benefits, or 401K matching are no longer the only benefits that keep employees content, and this can affect their productivity. By structuring a benefits program that goes beyond basic needs, such as Zappos.com’s on-site healthcare, employees will feel more like assets instead of just workers. This will lead to a more productive workplace and a more profitable bottom line for the organization. The ever-changing trend of employee benefits “requires benefit staff to take a more strategic and consultative approach to their jobs.” (Hackett, 1996) This is especially true for the new aging workforce of baby...
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...The Genentech and Zappos are the best company to work for in America. They offered generous benefit packages to employees; it is can make us imagine jealous and eager to work for them. There are many kinds of generous benefits they offer to their employees such as premium health insurance coverage for employees and their family, retirement plan, tuition assistance, shareholder benefit, child care assistance, daycare and nursing rooms and much more. Their goal and vision is make their company is the happy place to work and grow together. Let’s question and answers how these companies treat their employees by spending much more money on their employee benefit and how they work the same time benefit to company and employees and especially how human resource management work with this coordination successfully. 1. Describe the importance of employee benefits as a strategic component of fulfilling the goals of HRM. Human resource management is best defined as the performance of acquiring, emerging and upholding employees HRM reaches this through numerous methods of worker gratitude, including health benefits, promotions, and compensation. Though, the benefits that a business offers can define the change between having a dedicated worker and also having one who will be willing to relocate as soon as a much higher opportunity arrives. A sound compensation package is frequently extra good-looking than a high paying salary. HRM wishes to apply the requirements of the employees and...
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...Case Study: A Perky Way to Productivity Describe the importance of employee benefits as a strategic component of fulfilling the goals of HRM. Employee benefits are the single most important motivator to maintaining an experienced workforce. Longevity of employees in a company contributes to their financial stability. Depending on the company it can make or break obtaining talented employees. While applicants are being interviewed for a job, so is the company. Reports of high turnovers do contribute to missed opportunities in gaining talented employees. The cost of turnover is very high. Salaries that are given to employees are not in the control of HRM, benefit packages are an achievable goal. In any scenario, it is working with what you can control and not focus on what you cannot control leads to success. A creative benefit package can raise morale and give employees the experience of making more. When I talk about my salary, I will say that I am making $5,000 more than what goes into my paycheck. Having an HRM that is creative is why firms have them. The mission of HRM in all firms is not an easy one and they have to constantly stay in touch with the budget. Smart businesses would budget themselves to give HRM as much flexibility to spend as possible. Good strategic planning can ultimately save the company a lot of money. HRM’s ultimate goal would be to accomplish this. The more extrinsic satisfaction the longer employees will feel committed to the work place...
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...com/product/mgmt-410-all-assignments-week-1-to-7/ Contact us at: SUPPORT@ACTIVITYMODE.COM MGMT 410 ALL ASSIGNMENTS WEEK 1 TO 7 MGMT 410 All Assignments Week 1 To 7 MGMT 410 Week 1 Strategic Linkages Assignment MGMT 410 Week 2 Case Study; Off-the-Job Behaviors MGMT 410 Week 3 Web Exercise; Understanding Job Analysis MGMT 410 Week 5 Simulation; JVA Corporation MGMT 410 Week 6 Case Study; A Perky Way to Productivity MGMT 410 Week 7 Case Study; Collective Bargaining at West University Activity mode aims to provide quality study notes and tutorials to the students of MGMT 410 All Assignments Week 1 To 7 in order to ace their studies. MGMT 410 ALL ASSIGNMENTS WEEK 1 TO 7 To purchase this visit following link: http://www.activitymode.com/product/mgmt-410-all-assignments-week-1-to-7/ Contact us at: SUPPORT@ACTIVITYMODE.COM MGMT 410 ALL ASSIGNMENTS WEEK 1 TO 7 MGMT 410 All Assignments Week 1 To 7 MGMT 410 Week 1 Strategic Linkages Assignment MGMT 410 Week 2 Case Study; Off-the-Job Behaviors MGMT 410 Week 3 Web Exercise; Understanding Job Analysis MGMT 410 Week 5 Simulation; JVA Corporation MGMT 410 Week 6 Case Study; A Perky Way to Productivity MGMT 410 Week 7 Case Study; Collective Bargaining at West University Activity mode aims to provide quality study notes and tutorials to the students of MGMT 410 All Assignments Week 1 To 7 in order to ace their studies. MGMT 410 ALL ASSIGNMENTS WEEK 1 TO 7 To purchase this visit following link: http://www.activitymode.com/product/mgmt-410-all-assignments-week-1-to-7/ ...
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...Case Application More Than A Good Story 1. Case Application More Than a Good Story 1. Jake and Rocket a cartoon guy and his cartoon dog, can be found on most of the apparel and other branded products sold by the Life is Good Company. With his perky beret (or other appropriate head gear), Jake has that contended look of being able to enjoy life as it is and finding reasons to be happy right now, and Rocket? Well he is just happy to be along for the ride. And what a ride it‟s been for the two! They‟ve been part of the company growth to over $100 million in revenues. Company co-founders and brothers, Bert and John Jacobs have a personal and Business philosophy much like Jake; simplicity, humor and humility. However both understand that even this philosophy they need to be good managers throughout the organization in order to stay successful. 2. Bert and John designed their first tee shirts in 1989 and sold them door-to- door in college dorms along the East Coast and in Boston where they‟d set up shop using an old card table in locations on one way streets so they could pick up and move quickly if they needed to. They used this simple approach because like many young entrepreneurs, they couldn‟t afford required business licenses. Although they met a lot of wonderful people and heard a lot of good stories during those early years, sales weren‟t that great. As the company legend goes, the brothers “lived on peanut butter and jelly, slept in their beat-up van, and showered when they...
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...CHAPTER 12 EMPLOYEE BENEFITS CHAPTER OVERVIEW The chapter is introduced with the stories of three loyal, long-term employees whose retirement plans were drastically altered. Due to changes in their employers’ pension plans, each person was forced to adapt to reduce payouts. The stories reflect changes in benefits happening in countless companies. Benefits are generally membership-based rewards which are desirable to employees and which can be designed to meet the diverse needs of today’s workers. The costs and complexities of both legally required benefits and voluntary ones, such as health insurance, retirement plans and time off are presented, as well as current issues, including flexibility of benefits choices and availability of benefits for families, domestic partners and retirees. Effective benefits administration allows companies to attract and retain good workers by creatively and cost-effectively offering employees more than just their paycheck. Additional Features of This Chapter: Exhibit 12-1 is a listing of the major benefits typically offered and the percentage of employees participating. Exhibits 12-2 and 12-3 provide sample Health Maintenance Organization and Preferred Provider Organization coverage plans. Exhibit 12-6 calculations demonstrate the financial impact of flexible spending account plans. “Ethical Issues in HRM” discusses the issue of benefits for domestic partners. “Diversity Issues in...
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...complex set of shared beliefs, guiding values, behavioral norms, and basic assumptions acquired over time that shape our thinking and behavior; they are part of the social fabric of the organization—its genetic code. As such, culture drives the organization and guides the behavior of everyone in that organization—how they think, feel, and act. In other words, the culture forms a behavior template. Davis and Landa succinctly captured the essence of culture when they say, The factors which define culture are in part internal, deriving from the unique character of the organization and, in part external, determined by the background and experiences managers and employees bring to the enterprise. Culture is a major determinant of productivity; it shapes organizational responses to external pressures; and suppresses or enhances the cooperative effort level of the workforce. Culture has a significant bottom-line effect on organizational effectiveness, profitability, and shareholder value. [1] With this in mind, let’s explore together this fascinating case study and look at defining TJ’s culture (both visible and not so visible artifacts, how the culture can be nurtured and sustained, and how this culture...
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...Case 5. Shiseido Company, Ltd.: Facing Global Competition • 667 INTRODUCTION Shiseido was founded by Yushin Fukuhara as Japan’s first Western-style pharmacy in 1872, and has shifted its focus back and forth between cosmetics and pharmaceuticals since 1915. Its strength in both areas has enabled it to weather the Great Earthquake of 1923 and World War II. It leads the cosmetic industry technologically, and has offered Japan many “firsts’’ in products. It introduced Japan to its first toothpaste in 1888. In 1902, Shiseido introduced Japan’s first soda fountain/ drugstore. Three years later, it established the chain store system, which became the backbone of the firm and the standard distribution system for the industry. Shiseido began international expansion in 1957 and is currently represented by 17 subsidiaries and more than 8,700 outlets in 69 countries. Offshore production accounts for about 50 percent of its global sales, which amounted to 64.9 billion yen in fiscal 1997. In 1987, Yoshiharu Fukuhara, grandson of the founder, took over as president. The same year, Shiseido announced a 6 percent decrease in sales and a write-off in inventory worth $239 million; net income fell 34 percent to $72 million.The company also abolished separate sales volume budgeting for sales companies and retail outlets, which had been faulted for the tendency of salesmen to push sales to retailers in order to meet in-house quotas. The 1998 product mix consisted of cosmetics ...
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...Case 5. Shiseido Company, Ltd.: Facing Global Competition • 667 C ASE 5 SHISEIDO COMPANY, LTD.: FACING GLOBAL COMPETITION INTRODUCTION Shiseido was founded by Yushin Fukuhara as Japan’s first Western-style pharmacy in 1872, and has shifted its focus back and forth between cosmetics and pharmaceuticals since 1915. Its strength in both areas has enabled it to weather the Great Earthquake of 1923 and World War II. It leads the cosmetic industry technologically, and has offered Japan many “firsts’’ in products. It introduced Japan to its first toothpaste in 1888. In 1902, Shiseido introduced Japan’s first soda fountain/drugstore. Three years later, it established the chain store system, which became the backbone of the firm and the standard distribution system for the industry. Shiseido began international expansion in 1957 and is currently represented by 17 subsidiaries and more than 8,700 outlets in 69 countries. Offshore production accounts for about 50 percent of its global sales, which amounted to 64.9 billion yen in fiscal 1997. In 1987, Yoshiharu Fukuhara, grandson of the founder, took over as president. The same year, Shiseido announced a 6 percent decrease in sales and a write-off in inventory worth $239 million; net income fell 34 percent to $72 million. The company also abolished separate sales volume budgeting for sales companies and retail outlets, which had been faulted for the tendency of salesmen to push sales to retailers in order to meet in-house...
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...MEMORANDUM/POLICY "THE CMC-HOOTERS MANAGEMENT MANIFESTO" GUIDE TO HOOTERS RESTAURANT OPERATIONS EXCELLENCE By James E. Cornett III, with J. Philip Cornett All Rights Reserved Copyright 1998 Created: December 1996 Last Updated 11-04-10 MANAGER RESPONSIBILITIES This memo will highlight responsibilities for the Hooters Manager position. Many duties are for the position of General Manager. However, any "assistant" manager performing these duties well will progress and perform much better than one just merely going through the motions. This set of philosophies and operating policies was derived from the CMC-HOOTERS GENERAL MANAGER MANIFESTO. OVERVIEW There are many responsibilities that will be defined in terms of mechanical responsibilities.... But more important than that, and therefore things that I will list first, are philosophical and attitudinal responsibilities. Most managers can run a typical restaurant. But Hooters is not a typical concept or restaurant operation. It takes a special person to manage a Hooters and an even more special person to be a excellent manager of a Hooters Restaurant. You have to run the restaurant like it's yours and the GM's to own and run, working as a team, and make yourself only settle for being the BEST in town. Nothing second rate. You must know that settling for mediocrity means death to the restaurant, any potential bonuses, and death to job security and career growth. That means always concerning yourself...
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...Business and owner details: Renowned worldwide designer Coco Chanel was born with the name Gabrielle Bonheur Chanel on August 19, 1883, in Saumur, France. With her trademark suits and minimal dark dresses, Coco Chanel made ageless outlines that are still famous today. She herself turned into an abundantly respected style symbol known for her straightforward yet advanced outfits matched with incredible adornments, for example, a few strands of pearls. As Chanel once said,"luxury must be agreeable, else it is not extravagance." Her initial years, then again, were definitely not as glamorous as it would seem. After her mom's demise, Chanel was placed in a halfway house by her dad who acted as a merchant. She was raised by nuns who taught her the way to sew—an ability that would prompt her labor of love. Her handle originated from an alternate occupation altogether. Amid her concise profession as a vocalist, Chanel performed in clubs in Vichy and Moulins where she was called "Coco." Some say that the name originates from one of the melodies she used to sing, and Chanel herself said that it was an "abbreviated rendition of cocotte, the French word for 'kept lady," as per an article in The Atlantic. Around the age of 20, Chanel got to be included with Etienne Balsan who offered to help her begin a millinery business in Paris. She soon left him for one of his significantly wealthier companions, Arthur "Kid" Capel. Both men were instrumental in Chanel's first manner endeavor. Opening her...
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...Marketing Management, Millenium Edition Philip Kotler Custom Edition for University of Phoenix Excerpts taken from: A Framework for Marketing Management, by Philip Kotler Copyright © 2001by Prentice-Hall, Inc. A Pearson Education Company Upper Saddle River, New Jersey 07458 Marketing Management Millenium Edition, Tenth Edition, by Philip Kotler Copyright © 2000 by Prentice-Hall, Inc. All rights reserved. No part of this book may be reproduced, in any form or by any means, without permission in writing from the publisher. Compilation Copyright © 2002 by Pearson Custom Publishing. This copyright covers material written expressly for this volume by the editor/s as well as the compilation itself. It does not cover the individual selections herein that first appeared elsewhere. Permission to reprint these has been obtained by Pearson Custom Publishing for this edition only. Further reproduction by any means, electronic or mechanical, including photocopying and recording, or by any information storage or retrieval system, must be arranged with the individual copyright holders noted. This special edition published in cooperation with Pearson Custom Publishing Printed in the United States of America 10 9 8 7 6 5 4 3 2 1 Please visit our web site at www.pearsoncustom.com ISBN 0–536–63099-2 BA 993095 PEARSON CUSTOM PUBLISHING 75 Arlington Street, Suite 300, Boston, MA 02116 A Pearson Education Company SECTION ONE Understanding Marketing Management Marketing in...
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... Gene Dye, Phyllis and Dan Elstein, Richard Klein, Irma Pride Home, Sally Helgesen, Sylvie de la Rochefoucauld, Ann Kennerly, David Barclay, John Laupheimer, Yvon Lebihan, Bernard Aubin, Dédé Laqua, Wolfgang Paul, Maria José Desa, Juliette Boisriveaud, Anne Lavaur, and all the others who so dauntlessly stuck by me when I was at my baldest and most afraid. Thanks, of course, to my loving doctors: James Gaston, Richard Cooper, Yves Decroix, Jean-Claude Durand, Michel Soussaline and to all those daring women in the white crepe-soled shoes who change tangled sheets and murmur comfort in the dead of night. This Copyright © 1986 Suzanne White. All Rights Reserved. TheNewAstrology.com 3 Introduction Why me? Some years ago I ran way from Paris, France, to live in the glistening outer reaches of mythical Long island, New York, U.SA. I was 38. Perhaps I thought...
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...The Economist 本 PDF 由人人网《经济学人》翻译组提供翻译、整理 新浪微博请关注 http://weibo.com/tett 原文版权归经济学人集团所有 小组地址 http://xiaozu.renren.com/xiaozu/228064 主宰自己人生的秘诀在于求知与冒险，前者让你预见未来，后者让你掌控你所预见的未来。 鸣 组长：钮成拓 组长：胡伟凡 谢 翻译 A 组（一周时事 The world this week 文艺 Books and Arts） 组员：史心语 李雅婷 罗智 朱田牧 沈鱼 唐宇 熊朋迪 姚欣悦 翻译 B 组（财经 Finance & Economics 科技 Science & Technology） 组员：陈默 汤旭武 熊佳 黄文琦 王紫珊 徐莉钦 袁子葳 陈玉梅 许青 汤永永 翻译 C 组（精粹 Briefing 亚洲 Asia） 组长：贺鹏 组员：董董 王英莲 金婧华 杨婕 郑玮 闵昂 董平 苏秋秋 刘畅 杨畅 翻译 D 组（商业 Business 社论 Leaders） 组长：卢爽 组员：程娟 曹宝平 张力 巩子笠 王同同 谢乙德 赵一蓉 管浩波 翻译 E 组（美国 United States 美洲 The Americas） 组长：程蒙 组员：慧子 孔德威 栾子越 裴静 郑恒 胡文玉 王思思 马绍博 李苏 翻译 F 组（中东与非洲 Middle East and Africa 国际 International） 组长：单李扬 组员：樊睿 沈骜 林冰洁 李小千 黄献禾 蔡丽艳 李骏 刘超 翻译 G 组（英国 Britain 欧洲 Europe） 组长：周薇薇 组员：徐文婕 周开文 郭伟华 战培良 郭爽 芳菲 柳杨 王征 李慧彗 郭心睿 李寅 罗丹 张亚玲 校对组 组长：尹茜 组员：李晓敏 任昊 汪楚航 胡心云 张诗玲 张理中 王晴 刘洋 杨舒雅 费凡 ——组员专访 没有赶上这周的小组会议， 但是也得服从组织安排啊。 这周的题目是政治和金融的结合体， 尽管不长， 也让我大费周章。 虽然嘴上说再也不要碰经济类的文章了，但是心里还是有种想要去正视自己软肋的冲动。每次都是拖拖拉拉直到最后，有时 候还要翻译到一点多，厚着脸皮向刘总、组长和校对组的同学们表示深深的歉意。 因为考研，我加入了这个小组，从当初看不得群里一片喧哗，气愤从网横行的河蟹，然后为分组纠结，再到后来认识了 好多朋友，成长的确是一件值得开心的事情。那么多伙伴祝我生日快乐，我一条一条看过去，留下了一个一边笑一边想哭的 扭曲表情。 今天刘总把人人小组对翻译团的超好评发出来了，今后也请各位继续多多努力，我们的目标还很远大呢！ C 组-苏秋秋 2011.9.10 《经济学人》中英文对照版 2011 年 9 月 10 日刊 免费订阅地址：http://s8.hk/5vqm -1- 本刊旨在提供学习交流之用，请于下载后 24 小时内删除，我们鼓励购买正版！ The Economist 本 周 政 治 要 闻 BY 史 心 语 &罗 智 本 周 商 业 要 闻 BY 唐 宇 &熊 朋 迪 本 PDF 由人人网《经济学人》翻译组提供翻译、整理 财 经 Finance & Economics 红币在国外 新浪微博请关注 http://weibo.com/tett 原文版权归经济学人集团所有 小组地址 http://xiaozu.renren.com/xiaozu/228064 ...
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...62118 0/nm 1/n1 2/nm 3/nm 4/nm 5/nm 6/nm 7/nm 8/nm 9/nm 1990s 0th/pt 1st/p 1th/tc 2nd/p 2th/tc 3rd/p 3th/tc 4th/pt 5th/pt 6th/pt 7th/pt 8th/pt 9th/pt 0s/pt a A AA AAA Aachen/M aardvark/SM Aaren/M Aarhus/M Aarika/M Aaron/M AB aback abacus/SM abaft Abagael/M Abagail/M abalone/SM abandoner/M abandon/LGDRS abandonment/SM abase/LGDSR abasement/S abaser/M abashed/UY abashment/MS abash/SDLG abate/DSRLG abated/U abatement/MS abater/M abattoir/SM Abba/M Abbe/M abbé/S abbess/SM Abbey/M abbey/MS Abbie/M Abbi/M Abbot/M abbot/MS Abbott/M abbr abbrev abbreviated/UA abbreviates/A abbreviate/XDSNG abbreviating/A abbreviation/M Abbye/M Abby/M ABC/M Abdel/M abdicate/NGDSX abdication/M abdomen/SM abdominal/YS abduct/DGS abduction/SM abductor/SM Abdul/M ab/DY abeam Abelard/M Abel/M Abelson/M Abe/M Aberdeen/M Abernathy/M aberrant/YS aberrational aberration/SM abet/S abetted abetting abettor/SM Abeu/M abeyance/MS abeyant Abey/M abhorred abhorrence/MS abhorrent/Y abhorrer/M abhorring abhor/S abidance/MS abide/JGSR abider/M abiding/Y Abidjan/M Abie/M Abigael/M Abigail/M Abigale/M Abilene/M ability/IMES abjection/MS abjectness/SM abject/SGPDY abjuration/SM abjuratory abjurer/M abjure/ZGSRD ablate/VGNSDX ablation/M ablative/SY ablaze abler/E ables/E ablest able/U abloom ablution/MS Ab/M ABM/S abnegate/NGSDX abnegation/M Abner/M abnormality/SM abnormal/SY aboard ...
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