...functions of management can be used by managers to ensure innovative values and practices occur in their organization. TABLE OF CONTENTS Executive Summary …………………………………………………………… iii Introduction …………………………………………………………… 1 Purpose …………………………………………………………… 1 Scope …………………………………………………………… 1 Methodology …………………………………………………………… 1 Assumptions …………………………………………………………… 1 Limitations …………………………………………………………… 1 Background …………………………………………………………… 1 Plan …………………………………………………………… 1 Discussion …………………………………………………………… 2 Planning …………………………………………………………… 2 Organisational Goals ……………………….. 2 Strategic Planning ……………………….. 2 Leading …………………………………………………………… 3 Transformational Leadership .………………………. 4 Conclusion …………………………………………………………… 4 Recommendations …………………………………………………………… 5 References …………………………………………………………… 6 1. Executive Summary The purpose of this report is to advise Company X’s Chief Operating Officer (COO) how the effective use of the planning and leading functions can be utilised to ensure innovative values and practices are occurring within the organisation. The report was commissioned by the COO following the acquisition of a new business that lacked formalised planning and consequently the sales and profitability of the business had been in a decline over the past three years. In Item 3 the report examines innovative values and practices in the context of the planning and leading functions, and specifically, how the effective use of formalised...
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...The Leading Luxury Brands 2008 Creating and managing brand valueTM The top 15 luxury leaders in 2008 Lessons from the leading luxury brands What is the future for luxury brands? The Leading Luxury Brands 2008 Introduction In marketing folklore, luxury brands were said to be immune to economic downturns. Their audience of über-wealthy loyalists meant they remained protected during tough economic times. Furthermore, as the global economy prospered, luxury brands attracted new segments of customers who were Jez Frampton is Interbrand’s Group Chief Executive. Jez leads the Interbrand network, shaping strategy and growth for its 36 worldwide offices and enhancing its brand value generating services to a prestigious roster of clients. its perfume line – proves that cutting back appears unavoidable even for a leading luxury brand. But at what long-term cost? While only twenty years ago, such measures may have slipped by unnoticed, the information age makes such moves too newsworthy, introducing new risks to luxury brands’ long-term value. Despite the difficulties of these times, the Leading Luxury Brands of 2008 must continue to stand strong. They need to remember what has made them endure over the years and they must continue to demonstrate the same degrees of determination, conviction, and creativity. suddenly able to afford a wealthier lifestyle. It should be no surprise then, that we saw so many luxury brands –Tiffany & Co. as an example – rush to make themselves...
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...Marketing Management is the leading marketing text because its content and organization consistently reflect changes in marketing theory and practice. The very first edition of Marketing Management, published in 1967, introduced the concept that companies must be customer-and-market driven. But there was little mention of what have now become funda- mental topics such as segmentation, targeting, and positioning. Concepts such as brand equity, customer value analysis, database marketing, e-commerce, value networks, hybrid channels, supply chain management. Marketing Management is the leading marketing text because its content and organization consistently reflect changes in marketing theory and practice. The very first edition of Marketing Management, published in 1967, introduced the concept that companies must be customer-and-market driven. But there was little mention of what have now become funda- mental topics such as segmentation, targeting, and positioning. Concepts such as brand equity, customer value analysis, database marketing, e-commerce, value networks, hybrid channels, supply chain management. Marketing Management is the leading marketing text because its content and organization consistently reflect changes in marketing theory and practice. The very first edition of Marketing Management, published in 1967, introduced the concept that companies must be customer-and-market driven. But there was little mention of what have now become funda- mental topics such...
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...What Makes Brands Great • Role of the brand: they serve as a route map for purchasing behavior and when managed properly, generally accrue significant value to their owners • For many years, most brand owners relied on marketing-oriented measures such as awareness and esteem. Today they use more innovative and financially driven techniques to better quantify the value that brads represent • Brand leaders appear to perform consistently well against a broad range of factors, including tangible equity, customer purchasing habits and market stature. The reason is that they share certain characteristics and approaches that contribute to their success as a brand and a business WHAT GREAT BRANDS SHARE • There are five notable qualities that leading brands share Three principal attributes: 1. A compelling idea • Behind every brand is a compelling idea, which captures customer’s attention and loyalty by filling an unmet or unsatisfied need 2. A resolute core purpose and supporting values • These remain in place even though the business strategy and tactics have to be regularly revised to address and take advantage of the circumstances of a changing, and in the detail often largely unanticipated, world and business environment. • Example: From the 7 Series to the Mini, the BMW brand stands for “the ultimate driving machine” – the core remains the same: to deliver an outstanding experience though superior car performance • This strategy illustrates an opportunity captured...
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...De Montfort University Design of a rotor blade for axial flow turbomachine ENGD3036 Plant Analysis and Sustainability Student number: P15235891 Student name: Haotian, Wu 10th of January, 2016 Lecturer: Professor Udai Singh Contents Abstract 1.0 Introduction ........................................................................................1 2.0 The plot of the blade ..........................................................................2 2.1 Data ..............................................................................................2 2.2procedure .......................................................................................3 3.0 The leading edge and trailing edge .....................................................5 4.0 Calculation of stagger angle at mid-height .........................................7 5.0 Discussion about calculation errors in design ....................................9 6.0 Realistic representation of the stage ..................................................12 7.0 Discussion about generation and effects of ‘shock’ ..........................14 7.1 The generation of the ‘shock’ ......................................................14 7.2 The effect of the ‘shock’ ..............................................................15 8.0 Stress pattern with a tangential load ..................................................16 8.1 3-D model creating ..........................................................
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...Vision Values Promise Jubliant Our Values * We will carefully select, train and develop our people to be creative and empower them to take decisions, so that they respond to all stakeholders with agility, confidence and teamwork. * We stretch ourselves to be cost effective and efficient in all aspects of our operations and focus on flawless delivery to create and provide the best value to our stakeholders. * By sharing our knowledge and learning from each other and from the markets we serve, we will continue to surprise our stakeholders with innovative solutions. * With utmost care for the environment and safety, we will always strive to excel in the quality of our processes, our products and our services. Reliance ------------------------------------------------- Mission * To attain global best practices and become a leading power generating company. * To achieve excellence in project execution, quality, reliability, safety and operational efficiency. * To relentlessly pursue new opportunities, capitalizing on synergies in the power generation sector. * To consistently enhance our competitiveness and deliver profitable growth. * To practice highest standards of corporate governance and be a financially sound company. * To be a responsible corporate citizen nurturing human values and concern for society. * To improve the lives of local community in all our projects. * To be a partner in nation building...
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...McCarthy on September 24th, 2015 Source: http://smartblogs.com/ It's often discussed that what makes a good leader, and what are the main attributes an effective leader should have. There exist several articles published on this topic "Key Leadership Attributes" which explain the key qualities that every leader should try to follow and manage before leading others. I chose " Leading yourself before you lead others" topic as it encouraged me to survey and understand how can we become an effective leader, as if we are not able to manage our self first than we cannot manage others. I feel that Dan McCarthy article on “Before you can lead others, you need to manage yourself” motivates me to understand basic requirement what a leader should know and learn to manage within himself before leading others.When we talk about a team its development only starts with the development of the team leader. Leader in an organization is responsible to set goals, set priorities and achieve success. Also he/she plays an important role in motivating others and are considered as a role models for others. According to Dan McCarthy, "Leadership is leading yourself before you lead others", which means that leaders must first identify the leadership traits and understand how to develop his/her own skill sets to properly prepare for larger leadership roles and continued success in current role. This matter of thinking is simply, and doesn't allow to become stale. Always looks for ways to better yourself...
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...forthcoming worksite. An effective way to measure the performance of safety on the work site as suggested by OSHA is using a systems performance metrics. In doing this OSHA has solved problems such as how to measure the safety performance and how to determine the necessary indicators. “To effectively manage anything, you must first be able to successfully measure it-safety is no different and indicators are only accurate for safety enhancement when they target the correct area.”(6) The safety metrics will be discussed later but first we must look at the elements that make up the metrics. The metric is designed to act like a formula. In this case the formula is balanced to equal incidents or accidents. On the other side of the equation are the leading indicators. For construction we look at four main indicators:...
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...measures. 16. D. all of the above. 17. D. leadership, strategic planning, customer focus, measurement analysis & knowledge management, workforce focus, operations focus, and business results. 18. D. none of the above. 19. B. customization, customer contact and interaction, and labor intensity. 20. C. inputs, processes, and outputs and the role of consumer and supplier, the interdependency of organizations processes, the usefulness of consumer research. Part two: short response questions: Question 1: What tool is used in statistical process control? Draw a graph/chart/diagram and explain its concepts? Answer: Control chart is an important tool used in Statistical Process Control. Every output measure has a “target value” and a level of “acceptable” variation (upper and lower control limits). The UCL (upper control limit) and LCL (low control limit) are calculated limits used to show when...
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...Article, Journal Article review "LEADERSHIP STARTS WITH YOU" It's often discussed that what makes a good leader, and what are the main attributes an effective leader should have. There exist several articles published on this topic "Key Leadership Attributes" which explain the key qualities that every leader should try to follow and manage before leading others. I chose " Leading yourself before you lead others" topic as it encouraged me to survey and understand how can we become an effective leader, as if we are not able to manage our self first than we cannot manage others. I feel that Dan McCarthy article on “Before you can lead others, you need to manage yourself” motivates me to understand basic requirement what a leader should know and learn to manage within himself before leading others.When we talk about a team its development only starts with the development of the team leader. Leader in an organization is responsible to set goals, set priorities and achieve success. Also he/she plays an important role in motivating others and are considered as a role models for others. According to Dan McCarthy, "Leadership is leading yourself before you lead others", which means that leaders must first identify the leadership traits and understand how to develop his/her own skill sets to properly prepare for larger leadership roles and continued success in current role. This matter of thinking is simply, and doesn't allow to become stale. Always looks for ways to better yourself...
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...problem and work toward finding the solution. Consequently, everyone in this world requires leadership qualities at one point in their lives. Thus, personal leadership philosophy is an important tool that defines peoples’ value, behaviors and what they can do. Articulating personal leadership philosophy helps in telling others what they expect from a person. In this essay, I will develop and articulate my personal leadership philosophy, and integrate it with human resource management theories to bring up a well argued stand point. While I was working on an industrial attachment at Deloitte Company, we contracted an oil and gas company, to create and execute an email migration strategy that involved about 1500 employees at their various branches. In the initial stages, the contracted company introduced Smith, who was the project leader. While, in the workshop, the contracted company explained to everyone that, as part of their culture, leadership opportunity was open to all participants. This was intended to allow everyone to guide in the execution of the project. However, it was Smith opportunity to oversee the implementation process. After Smith lead the project for a short while, it became obvious that he did not possess the natural skills for leading a group of informed and educated individuals. The company decided to...
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...------------------------------------------------- VOL 108 05/2011 ------------------------------------------------- VOL 108 05/2011 MAGAZINE ON BANKING SCIENCE AND TRAINING MAGAZINE ON BANKING SCIENCE AND TRAINING INTERNATIONAL EXPERIENCE AND PRACTICE | REASON AND IMPACT OF INCREASE IN CHINESE YUAN VALUE OF CHINA NGUYEN XUAN HONGBanking Academy | | After much pressure on Chinese Yuan (CNY), China made decision on increase in their currency in 6/2010. How will this increase impact on relevant objects? This article aims to find reason and impacte of increase CNY value of Chine on Chinese economy and other countries, including Vietnam | be carefull on exchange rate policy to avoid impact on export. According to economic researcher , adjustment on CNY value may cause instability in Chinese economy due to encouraging investment, increasing independence of economy on external factor, especially when 50% of export comes from foreign-invested enterprises in current. This is contradiction that shall be considered when selecting exchange rate. | 1. CNY exchage rate development before and after increaseValue from 2005 to the date before 21/06/2010: CNY value increased due to application of margin transaction measure, holding CNY to USD rate at CNY=6.83 from 8/2007 | Besides achievement of economic growth, which partly thanks to current exchange rate policy, China also has to deal with many challenges. Since 1998, China has spent 200 billion USD to refinance and buy doubtful...
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...planning, organizing, leading, and controlling. Using these concepts has helped individuals manage effectively, as times change strategies in management need to change so these concepts need to be revisited into their relevancy in today’s world. Since these four functions have been first introduced these four concepts have been redefined. Planning, organizing, leading, and controlling have been changed to a more definitive manner. We will discuss in this paper how Bateman & Snell (2009) address a more definitive approach, and also how California Carpets used or did not use these functions. Planning Planning can be described by Bateman & Snell (2009) as “The management function of systematically making decisions about the goals and activities that an individual, a group, a work unit, or the overall organization will pursue.” Determining how to use the available resources to achieve a company’s business model, analyzing situations, preparing for what the future might bring, deciding on objectives, deciding what activities need to be performed, are normally the activities of the planning portion of management. There are more activities in planning in today’s world that needs to be considered than the activities that were described. Bateman & Snell (2009) state that planning is now “delivering strategic value” How a company meets the needs of its customers, and employees is what Bateman & Snell (2009) state what entails delivering strategic value. Meeting a company’s...
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...Aligning Employees Leading Strategic Change Robert S. Kaplan Marvin Bower Professor of Leadership Development, Emeritus Copyright © President & Fellows of Harvard College Align employees to the strategy: Four HR processes 1. Create Strategic Awareness Communicate Communicate Communicate 2. Align Personal Goals Personal Scorecard Make Strategy Everyone’s Job 3. Provide Necessary Skills Strategic Job Families Strategic Readiness 4. Align Personal Incentives Variable pay Team based You need a formal process to improve workforce readiness. Strategy should be linked to existing HR programs for performance management. How do we align employees to the strategy? 1. Create Strategic Awareness Communicate Communicate Communicate 2. Align Personal Goals Personal Scorecard Make Strategy Everyone’s Job 3. Provide Necessary Skills Strategic Job Families Strategic Readiness 4. Align Personal Incentives Variable pay Team based Communicate “seven times seven different ways” to make strategy everyone’s job Personal relevance brings the strategy to life Sustained communication uses different channels to get the message across • Leadership meetings • CEO random visits to employees • Dear Colleague Quarterly Letter in Mellon News • Learning lunches & informal discussions • Intranet • Working groups facilitated by HR • Staff briefings Source: Presented by Jack Klinck, Vice Chairman, Mellon Europe at BSCol European...
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...Fredrick Donaldson January 1, 2015 Introduction to Networking Chapter 1 Lab 1:1:1 Reading Binary 1) The mapping of 2931 should contain the values 2, 9, 3, and 1 in the lower-digits places and 2000, 900, 30, and 1 in the bottom boxes. The place values are the same regardless, so the only change is the addition of 103 as the leftmost digit value. 2 | 9 | 3 | 1 | 2,000 | 900 | 30 | 1 | Exercise 1.1.2 The mapping of 1102 will have 1, 1, and 0 in the lower bit values and 4, 2, and 0 in the bottom bits, for a sum of 6. 1 | 1 | 0 | 4 | 2 | 0 | Exercise1.1.3 The mapping of 112 will have a leading 0 to fit the mapping, which does not affect the results. The lower bits will have leading 0s and then 1 and 1 in the rightmost bits. This results in all 0s at the bottom, with 2 and 1 in the rightmost bits, for a sum of 3. 0 | 0 | 1 | 1 | 0 | 0 |...
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