...Core Economic Principles Applied Macroeconomics Rodolfo M. June 2, 2014 Universidad Iberoamericana In today’s modern world, economies are looking for sustained and consistent growth; especially LDC’s who have stayed behind the pack due to specific event and situations. That is the case for the Dominican Republic, a “growing economy” who looks to make the most out of its labor force, natural resources and average market conditions. Since its beginnings, the DR has struggled a lot in possessing politic stability, all the way back to the beginning of the 20th century up until this day we still find the fate of many (citizens) controlled by the few (politicians). In his paper, Rodrik highlights that economic principles and policies are just a base that countries must use and understand, then build around those principles and mold them according to that economy’s needs, wants and characteristics. The DR is the perfect fit for applying Rodrik’s beliefs, it is a country with lots of natural resources (gold, minerals, fresh water, forests, landscapes) and a population willing to move forward and work hard for a good future. The US itself has been built on pure capitalism, letting markets rule themselves, low taxes incentivizing businesses and organizations, and education; so why doesn’t the DR adopt US’s policies and principles in order to create growth? Very simple, it lacks the final component, education. Education is one of the most important pillars of a...
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...Describe the three basic/core economic problems facing all economies. Economic problems emerge because our desire for goods and services to consume is greater than our ability to produce those goods and services. As humans, we have unlimited wants and limited resources. This is referred to as scarcity, which exists because there are insufficient resources to produce the goods and services to fully satisfy all wants. Another part of the problem is the fact that resources are not distributed evenly between countries and societies. As a result we are forced to choose among alternative options. For example, you might go into a shop and see two great-looking pairs of jeans but you only have enough money (resources) to buy one of them. Another example is that, a business might have received a major order for its products and wants to increase production but does not have the staff or the equipment and raw materials to meet the order in full. The above mentioned examples highlight the problem of scarce resources in relation to wants and needs. Because no economy can produce enough goods and services to satisfy all its citizens’ wants, choices must be made. The decision to have one thing over another involves a cost. Not a monetary cost, but what is known in economics as an opportunity cost, that is the next best alternative foregone. In other words, the cost of any choice that you make is the value of the best opportunity that you give up in order to make that choice. In an economy...
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...To start with, when talking about becoming great, there are seven pivotal steps that we must do. Firstly, we need to find the 5 level leadership. Secondly, finding the proper staff is more important than doing the proper things. Thirdly, confronting the brutal reality is also a necessity for being great. Fourthly, we should insisting on hedgehog concept throughout the process. Fifthly, we need to share a culture of discipline in the whole company. Sixthly, using technology as an accelerator when necessary. Seventhly, putting all these disciplines into practical management cyclically then we will make a difference and become great. As to the first step, finding the 5 level leadership, I think this is the key to the whole process. The core of 5 level leadership is to lead the company to gain sustaining development. A 5 level leadership can gain brilliant achievements in his or her duration and also can help construct a system to gain consisting achievements after his or her duration, this is the difference between a 4 level leadership and a 5 level leadership. Therefore, I think putting this discipline to priority is quite reasonable, since the company can do nothing without the prospective leadership. But how can the company find the 5 level leadership. Just as the writer said, the 5 level leadership is a mixture of humble and ambitious. He or she is always very humble in his or her everyday life, but when it comes to work, he or she will become ambitious and full of...
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...Assignment 2: Human Resource Strategy BUS 508 May 16, 2015 Assignment 2: Human Resource Strategy Good Human Resource strategies are imperative for any organization to successfully meet its ultimate goals. This case study will discuss the mission, vision and Human Resource strategies of Burns and McDonnell and Cisco Systems and analyze how both companies can improve their strategies to help them excel in their industries. Compare and contrast the two (2) industries you have identified in terms of size, products, services, customers, economic and regulatory environment. Burns & McDonnell is an engineering design company with more than 5,000 employees (“About Us,” 2015). The company provides engineering, architecture, construction and consulting services for health care, aviation, defense and utilities markets (“About Us,”,2015). Burns & McDonnell is not a product company. It is an engineering company that designs solutions for clients. Some examples include boiler design and installation, building a cellulosic biorefining plant, and design of a microbiology lab. Their customers include healthcare industry companies, power energy companies, aviation companies, IT and construction companies, including clients like Duke Energy, American Airlines and the U.S. Navy (“Burns & McDonnell,” 2015). Burns & McDonnell is part of several governing security regulatory boards. The company's regulatory environment includes Chemical Facility Anti-Terrorism Standards, Emissions...
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...Staffing Strategies for Tanglewood Staffing Quantity and Staffing Quality Yu Gao Yuting Dai Xiaoman Hu Yuzhu Guo Jan, 15, 2013 Yu Gao Yuting Dai Xiaoman Hu Yuzhu Guo Jan, 15, 2013 Memo To: Daryl Perrone, Staffing Services Director Marilyn Gonzalez, Vice President of Human Resource Department From: Yu Gao, Staffing Services Consultant Xiaoman Hu, Staffing Services Consultant Yuting Dai, Staffing Services Consultant Yuzhu Guo, Staffing Services Consultant Date: January 15, 2013 Subject: Staffing Strategies for Tanglewood Tanglewood is facing a big change in staffing strategy, considering the company’s plans for expansion. In this report, we analyze the company’s situation, concentrate on staffing quantity and staffing quality strategies and give a general recommendation on a series of strategic staffing decisions. Staffing Quantity Acquire or Develop Talent Acquire refers to acquire new employees who can “hit the ground running” and be at peak performance the moment they arrive. These employees would bring their talents with them to the job, with little or no need for training or development. A pure development strategy would lead to acquisition of just about anyone who is willing and able to learn the KSAOs (KSAOs is used to describe person’s qualifications that needed to perform the job. It refers to Knowledge, Skill, Ability...
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...What are the core competencies and end products of IKEA? How are they linked with each other? IKEA is capable to design its products in-house; therefore they can reduce their costs because outsourcing their product designing is much cheaper. Despite that they’re designing its product itself, people find it still attractive enough to buy IKEA’s products. Also their furniture and packaging is designed in such a way that it’s easily transportable (‘flat packaging’1) for both customer and IKEA. The assemble-it-yourself furniture, together with the flat packages, reduced space requirements in logistic operations, which lowered the costs either.2 To maintain their low-cost strategy they have to manage an international low-cost supplier network. By 2004, IKEA’s network of international low-cost suppliers had grown to the point where it had 43 trading service offices in 33 countries.3 By well thought allocation of their warehouses and stores they managed to reduce costs even further. So we can conclude IKEA is capable of sustaining its low costs, by managing, establish and designing its supplier network in such a way that IKEA achieves lowest costs in logistics. Even though they’re capable to establish a low-cost supplier network, IKEA is also capable of designing its furniture in such a way that it “fits the IKEA concept of form, function and price”4, “for example the OGLA chair which initially was made of wood but eventually is made out of hollow...
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...Charles & Keith's greatest asset are its people. With this belief, the company requires a passionate team with the following values to govern the company: Unity Integrity, Respect and Openness Passion for Perfection Customer Focus Inspire & Empower People Core values form the foundation of the corporation’s management structure, while aspiring qualities which include an enterprising and a fighting spirit are needed to create a formidable formulae. What is more, we are characterised by our dedication and commitment to our work. Hierarchical barriers are kept to a minimum within the company structure, promoting, among other things, a more direct and respectful interaction between all collaborators. At Charles & Keith, we promote continuous sharing, exchanging and contributing of ideas. This basis forms the daily dosage of management, coupled with leading by example, and creating a unique and harmonious working relationship through a cohesive and family oriented environment. Besides the core values, Charles & Keith team is comprised of a group of specialists who constantly strive to improve in their respective professional fields. At Charles & Keith we want our professional staff to develop within the company and to gain more responsibilities over time. For these reasons, training is available for every position to endorse professionals in all fields within Charles & Keith. In this way, greater personal and professional satisfaction is achievable, added to the increasing...
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...Growth strategies By the end of 2013, Lululemon owned 171 stores in the United States and 54 stores in Canada, which means the North America market was reaching maturity (Natalie, O.R. 2014); but this company has its own strategies to expand their home market of North America. Generally, market penetration strategy involves in additionally advertisements, sales and promotions.（Grewal et al., 2012) However, Lululemon takes organic growth strategy, which is being a part of community, and grow organically. For example, when Lululemon choose a local community as their target market, they will open a showroom to attract customers and stimulate customer’s ideas to open a new store in their local community. If Lululemon ensure the local community is profitable, then they will operate a new store. The process of opening a store seems slow, but the store will bring great benefits and strong customer loyalty(Natalie, O.R. 2014). Market development When the North America market reaching maturity, Lululemon started to seek opportunities to expand market internationally. Lululemon planned its expansion into England. Since London has 8.3 million of yoga enthusiasts, Lululemon has a great opportunity to expand into London(Natalie, O.R. 2014). Lululemon first opened one full-sized store in London, and this store brought huge benefits. In the future, Lululemon plans to open four new stores in London. Additionally, Lululemon already owned 29 full-sized stores in Australia and New Zealand...
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...stage of the application, it is vital that candidates can demonstrate the core competencies needed to be effective in the role to which you are applying to. You need to be able to demonstrate that you have the competencies in order for your application to be proceeded to the next stage. Please answer truthfully, as you may be asked to expand on these examples at assessment. Please pay attention to your spelling, punctuation and grammar, as these will be assessed. 1. British Transport Police Officers often have to work in partnership with other organisations to combat crime on the rail network. Who do you see as the key BTP partners in achieving this and why are they our key partners? (100 words max) 2. Are there any other organisations or people you think BTP do or should work with to combat crime? (50 words max) Please provide an example of an occasion when you have had to really understand what others have wanted, for you to help them solve a problem? 3. Tell us briefly what the problem was and how you became involved? (50 max words) 4. How did you know what was needed? (50 words max) 5. What exactly did you do and say? (200 max words) 6. What was the outcome? (50 max words) 7. What do you think the real cause of the problem was? (50 words max) Competencies - Part 2 At this stage of the application, it is vital that candidates can demonstrate the core competencies needed to be effective in the role to which you are applying...
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...Rubrics for Movie Reflection: Stated Objective of Performance Unacceptable Acceptable Target Summary of Film Provided minimal or inaccurate summary of events that occurred during the film. Provided summary of events that occurred during the film. Provided detailed description of events that occurred in during the film. Reflection Did not include a reflection or provided insufficient reflection of the film. Provided a thorough reflection of events that occurred during the film. Provided extensive reflection about events that occurred during film. Description of how movie will affect future career. Did not include an explanation or provided insufficient explanation of how the information gained from this activity will help you as a future educator. Provided a thorough explanation of how the information gained from this activity will help you as a future educator. Provided an extensive explanation of how the information gained from this activity will help you as a future educator. Quality of writing Unclear, unorganized, with writing errors. Does not exhibit APA format: 12 point font, double-spaced, or fewer than 3 pages in length. Clear, organized, with no writing errors. Exhibits APA format: 12 point font, double-spaced, 3 pages in length. Clear, organized language, with no writing errors. Exhibits APA format: 12 point font, double-spaced, 3 pages in length. Exemplary expression Overall Movie Review Assignment Sheet: Analysis Grading Sheet Introduction: 5 –...
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...via Supermarkets. While they maintain the largest market share, the market (all customers) is becoming more diverse and restrictive. The Market Analysis report put forth by Brannigan’s Analyst in 2012 highlights the United States trends in soup consumption and sales. The analysis provides no real customer feedback however, it does report extensive sales data for Brannigan as well as the industry. Brannigan has core customers and core products (Ready to Eat (RTE) soups both wet and dry) that have supported their research, development and new growth opportunities for many years. These core products are reported to contribute 86% of the current profits to the division. Brannigan reports declines in sales of 1-2% per year. Despite the decrease in the sales of their core products Brannigan was able to maintain the profitability by increasing the cost to the customer. They are now at the point that competitors private label growth is surpassing their sales for the “same” products. Their core business is at risk. Bert Clark, over the years had built a Core Leadership Team of highly competent operators, leaders and lane owners. In an effort to solve the division’s problems he posed questions to his team alongside the data analysis as a means to provoke thought, solicit ideas and solutions. All four of his leaders proposed very thoughtful solutions with specific suggestions that considered their scope of influence. The best solution...
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...one of the world’s largest pharmaceutical companies. It was established two years ago when ValMed and PharmCO merged. PharMed is obligated to keep detailed records of how its drugs perform by relying on sophisticated database such as the Vigilance which will be used by division employees around the globe. The core team responsible for designing and implementing Vigilance has three members in the United States: Frank Lanigan, Carol Reynolds, and Mike Powell; and four members based in France:Didier Amrani, Karine Bareaut, Merline Bucquet and Fabrice Lemaire. In addition to the core team, five subteams were formed. Overall, half of the subteams’ members are located in the United States and half are based in France. Most of the U.S. core and subteam members were previously employees of ValMed. Before the merger, several of them, including all of those on the core team, played key roles in efforts to develop a similar system called Perspective. Several months later, the newly merged organization decided to scrap Perspective in favor of Vigilance. The Perspective team members were disappointed, but understood the rationale for the change in direction. The Vigilance core teams were introduced to each other virtually and had been working with each other via teleconferences. These teleconferences were frequently cancelled by Didier Amrani, the project manager, without notice and without him having sought input from the rest of the team as to whether there were issues they wanted...
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...Strategy Paper Kitodsha Ferguson University of Phoenix Introduction Everyday people’s life has been filling with time and stress problems. The reason why is because that I myself tend to feel like I am always rushing or trying to get things done at a certain time. Overall this can defiantly lead to stress and more of an emotional problem. So far I have learn that not everything is going to be completed during the same day. So I must divide my tasks for the whole week. In order to follow threw I must began writing down what come first. What I mean is certain task may have a day line to follow. Another would not be either it can wait nor have the money to do so until next week. Now depending on the size of my family I would have to start with which days I do laundry and what’s the menu for the week along with squeaking my work schedule. Now I have to children which one is in school while the baby is in daycare. Now I do worry most of the time when it comes to getting off work on time in order to pick up my oldest. But sometimes it doesn’t work that way due to traffic or just something else comes up. I have also learned that my children and I have to be sleep at a certain time in order to wake on time. No matter what comes to mind my family must follow the schedule in order run the day smoothly. In addition I have been in school for the last 6 years and I have started to slack off a little. The reason for that is because cost of living in sky rocket and my children...
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...Business Case for ------------------------------------------------- New Induction Program <By Rudolf Dayao> <S3239566> ------------------------------------------------- Table Of Contents 1. Executive Summary…...…………………………………………………3 2. Activity Objectives………………..………………..…………………….4 3. Recommended Solution……….…………………………………………5 4. Impact if the Activity is not Approved………………………………….6 5. Solution Deployment & Time Scale………..…………………………...7 6. Cost & Resources………….……………………………………………..8 7. Conclusion………………………………………………………………..9 1. Executive Summary This business case has been prepared to analyse the need of an Induction Program at Advantedge Financial Services and to recommend ways of conducting the program. Advantedge Financial Services has been operating for over 10 years, and while it has been a relatively small company in the past, its growth in conjunction with National Australia Bank acquiring the entity this has expanded the company and its business to unprecedented levels. Currently, Advantedge Financial Services does not have any Induction Programs in place, as it has been unnecessary in the past due to its low profile persona. However due to its expansion the company has employed a high number of staff to accommodate the increased volume of work that the business has acquired. This past year alone Advantedge Financial Services has hired over 50 staff including 10 Co-Op students around the company...
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... Each and every reader can relate with each reading in one way or another and both have the same type of core conflict. In this paper we are going to cover the type of core conflicts in these two pomes. After covering the conflicts that are present in each poem we are going to look at the literary techniques that help highlight and defined the conflict in each poem. Finally we will finish up by covering the similarities and the differences in the two poems. Starting with the core conflict in the Poem Ways of Talking, we find ourselves looking at individual verses self. This form of conflict is an internal conflict with one’s self trying to transform a way of thinking or a type of behavior that has been performed in one’s life. In this poem, it tells how two people have been having conversations about grief. The first part of the poem states “we used to like talking about grief our journals and letters were pack with losses, complaints and sorrows” (Jin 1996) indicating the core conflict of individual verses self will be transformed and resolved at the end of the poem. This type of clue given early in literature is called foreshadowing. Foreshadowing is defined in our PDF handout as “A technique a writer uses to hint or suggest what the outcome of an important conflict or situation in a narrative” (Deutsch 2014). In the second poem Bright Copper Kettles The core conflict is as well individual verses self. In this poem the individual his having an internal struggle with...
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