...RFP for a Transportation Management System. Information on Vendor/Bidder Profile A brief history and core competence of bidding company. This section allows buyer to capture detailed information about the prospective vendor and the type of support it is capable of offering to meet buyer needs. This section will cover information like: • General Information: company name, corporate address, telephone number, fax, website, year founded, Company CEO and years with company, senior management team (names, titles, years with company), etc. • Contact Information: Proposal contact name, Title, Contact address, Contact telephone, Contact e-mail address, and Contact mobile phone. • Financial Standing: Private or Public, stock exchange and ticker symbol as applicable, Ownership Symbol, Month in which fiscal year starts and ends, YTD Results- consolidated revenue and profit, current balance sheet information, Litigation is applicable, etc. • Employee Information: Total number, number by function, G&A, other. • Support: Warranty, Maintenance, etc. • User Group Information. • Customer Base Information. • Training Program: virtual/online web training, on-site training, etc. Note: attach supporting documents for any of the above information for additional reference. Bidders to provide response on the below questions in their TMS offer as the following sectional questions comprise ‘Must Have’ features and priorities for shipper’s TMS implementation: Information on Functionality:...
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...Assignment 1 Technology and Management TEC/401 Human Factors of Technology Professor Howard Taylor Esau Leal 06/20/2012 Technology/Management Technology management (TM) for companies is about sustaining and improving a company’s competitiveness in the long-term; being able to think out-side-the-box of what will be the new best thing before its competitor. There are three main aspects that fall underneath the umbrella of TM, leadership, motivation of employees, and last appropriate management technology. A company’s goal of what they have in mind for TM is to create a synergy among all factors (i.e. research, development, planning, engineering, machines, software, productions, and communications) to make them countersink together in the most effected and efficient way to produce revenue for the business in the long term. In the current day, businesses have to express their innovational side, being able to introduce new products and services in the marketplace, and to make process innovation to improve their business performance. There are many and drastic changes that are happening in the business world that companies have to be willing to take risk and find opportunities, in the mind set of achieving their goal of improving the business. Personal Experience Previously I was employed by Office Depot of where I held a position of being a Store Manager. Technology at Office Depot played a vital role year round, from training the employees, services that we provided...
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...Through just my first semester on campus, I have been an active member of multiple clubs and organizations on campus, taken challenging classes for the School of Management, and taken an active role in Student Support Services. For example, I am an active general body member in the Active Minds organization on campus and plan to run for Executive Board for the coming academic year and have planned and executed multiple events for Mountainview College Council. I have also participated in three different case challenges for the School of Management and have done well in each. In addition to this, I have had an excellent relationship with my own TM from SSS, James Wilkinson, and have participated in different events for the mentorship program....
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...DIPLOMA Street City/State/Zip EMPLOYER INFORMATION Employer: Job Title: Employer’s Address Work Phone Number: ( ) ADDITIONAL DIPLOMA OR TRANSCRIPT Additional diploma Yes Additional transcripts Yes Please note that the University will provide you with a courtesy degree posted transcript that will be mailed to your home address separate from your diploma via USPS. Quantity ($30.00 each) Quantity Master of Business Administration (MBA 021) Students Only I have met the requirements and would like to have the following concentration(s) documented on my official transcript. Accounting (ACC) Energy Management (EM) Global Management (GM) Health Care Management (HCM) Human Resource Management (HRM) Marketing (MKT) Project Management (PM) Small Business Management (SBM) Technology Management (TM) I do not want a...
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...Roles and Functions Tm Anderson HCS 325 Stephanie Bryson Roles and Functions Managers in a healthcare organization have many roles and functions. Sound management is important to the survival of any healthcare organization. Keeping team members informed on a daily basis is important; also healthcare managers need to plan meetings, create work schedules, and confirm team members have the appropriate skills to be productive (Johnson, 2005). There are two types of administrator, the generalist and the specialist. The generalist is responsible for managing an entire facility. The specialist is responsible for the operation of a specific department. Healthcare administrators are also responsible for developing, and expanding programs for research, preventative medicine, medical and vocational rehabilitation, and community health and welfare (Brewer, 2002-2004). An important role of a healthcare manager is having the skills to accomplish the goals of the organization and the confidence to see it through. Trust of the other team members is another important part of the healthcare manager. Managers are expected to perform roles that fall into other categories, these include interpersonal, informational, and decisional. The interpersonal role involves connecting with people at the work place as well as outside the workplace. Informational role is giving, receiving, and analyzing information. Decisional involves using information to make decisions to solve problems and address...
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...core elements exist in any operating entity. Some of the common functional areas of business are marketing, finance, and accounting. Although a company’s success greatly depends on the collaboration of different areas of expertise, strategic planning and human resources management are two important functional areas an organization must have to compete and survive in today’s dynamic economy. Strategic planning is the functional area of business that focuses on creating plans to make sure the organization’s goals are accomplished. Managers use strategic planning to bring aspects of the company together (University of Phoenix, n.d). Management from strategic standpoint is crucial in an organization because it provides leaderships and connects business functions together while making sure that they are working efficiently. With the ever-changing global workforce, managers face new challenges from the external and internal environment. One of the growing issues in strategic management is constant change of the external environment. Management not only has to focus on shareholders but also stakeholders and maintain good public relation to be successful. Peter Robinson, chief executive of Team Management Services (TMS) emphasizes “the essence of strategic planning is for successful organizations to ensure that they are internally aligned with key stakeholder groups in the pursuit of clear goals and values”. The uncertainty of the current economy has made strategic planning more...
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...The reason for choosing the mainframes as the branches computer as this computers can act as a terminal for them. The system will be running on the new incorporated Client Management System software where it will function as a terminal for the user. This will help to display the information and assist the employees to store client’s records. The terminal will then be linked to the centralized data center at the headquarters, where it will have the capabilities to update the latest records and to store backups to the...
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...The Great Post-It (TM) MASSACRE* Randolph Manning Description This case deals with the changing of the guards for Bob Scanlan. After 8 years of service, Bob was promoted to small business accounts at the corporate office in Dallas. Bob’s previous work experience were typically in high pressure areas lacking the challenges he desired. However very interested in the travel industry and after several request, Bob accepted the supervisors position vacated by his supervisor whom retired. Bob reported directly to Beverly Sadowsky, then 1st V.P. now C.O.O. of Adventure Plus. Beverly and Bob’s working relationship worked perfectly. Beverly’d hands off management style and delegation of responsibilities, gave Bob the challanges he was looking for at corporate. Bob pride himself on making his Beverly and his department look good. Not to mention how effective his own management style was with his employees. However after Beverly’s promotion to C.O.O., her replacement George Fishman and Bob routinely bumped heads on task once handled by Bob along. George was from auditing with a successful professional track record at work and in the community. George was the complete opposite of Beverly which drove Bob to his boiling point. Diagnosis Failure to appropriately transition from Beverly’s hands off management style to George’s deeply involved hands on style provide to be a negative and stressful experience for Bob. Not having the autonomy to supervise his department as he saw fit was...
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...following approaches to service marketing management – namely, process improvement, human aspects and managing resource capacity can potentially contribute to the success of a service organisation. Your evaluation of processes, human aspects and resource capacity should be critiqued with specific reference to purpose, application and limitations AND with regard to how the effective management of these areas might contribute to the success of the selected service organisation. Word count: 2726 (excluding appendix) Introduction This paper aims to evaluate the marketing management theories of process, human aspects and resource capacity, critiqued with specific reference to purpose, application and limitations, and with regard to how the effective management of these areas might contribute to the success of EasyJet. Then it will conclude with their contribution to the success and development of the organisation. Outline of EasyJet EasyJet is one of the most successful low cost airlines in Europe, and the UK’s largest airline, carrying over 55m passengers a year. Sir Stelios Haji-Ioannou founded it in 1995, with the vision of creating a customer focused brand that would revolutionise the concept of air travel. More than fifteen years on, EasyJet is Europe’s leading airline. (EasyJet plc. 2015) Process Improvement Purpose The purpose of process improvement is to apply theories such as process mapping, capacity management and the four V’s, which are volume, variety...
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...ORGANISATION CHANGE AND LEADERSHIP 1 Fullstream Transformation Model UPSTREAM CHANGE (Setting the Foundations for Success) DOWNSTREAM MIDSTREAM CHANGE CHANGE (Implementation) (Design) 2 The Change Leader’s Roadmap Hear the Wake-up Call TM I. Prepare to Lead the Change IX. Learn and Course Correct II. Create Organizational Vision, Commitment, and Capability VIII. Celebrate and Integrate the New State III. Assess the Situation to Determine Design Requirements VII. Implement the Change IV. Design the Desired State VI. Plan and Organize for Implementation V. Analyze the Impacts 3 The Change Leader’s Roadmap as a Fullstream Process TM 4 The Change Leader’s Roadmap Hear the Wake-up Call I. Prepare to Lead the Change TM IX. Learn and Course Correct II. Create Organizational Vision, Commitment, and Capability VIII. Celebrate and Integrate the New State III. Assess the Situation to Determine Design Requirements VII. Implement the Change IV. Design the Desired State VI. Plan and Organize for Implementation V. Analyze the Impacts 5 UPSTREAM CHANGE Phase I: Prepare to Lead the Change Phase II: Create Organizational Vision, Commitment, and Capability Phase III: Assess the Situation to Determine Design Requirements 6 PHASE I: PREPARE TO LEAD THE CHANGE CHAPTER 1 START UP, STAFF, AND CREATE YOUR CASE FOR CHANGE 7 Organisation Change • It happens when a group of people recognizes...
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...The Role of the Engineer in the Value Chain Executive Summary In the recent past, value chain management has undergone radical transformation through various stages of automation, optimization and integration. This is based on a variety of reasons such as shortened technology and product development lifecycles, globalization, and pressures of competitive forces. This has forced organizations to review their value chain systems in order to survive and grow in such dynamic economic environments. In the field of engineering, value chains have become vital aspects of operations management when it comes to the application of engineering systems to the industrial and commercial processes. The main purpose of this paper is to disentangle the role of the engineer in the value chain. In this context, it will go further in analyzing the key elements of value chain and any accrued benefits that come with use of engineers in the value chain management. Value Chain Analysis The inception of Value Chain is associated with Michael Porter. He gives his understanding to this concept using a model he referred to as; “Porter’s value chain model” (Sekhar, 2009: 115). This model evaluates the strategically vital activities in a firm that boost its competitive advantage. Such competitive advantage is usually achieved through the core competencies of the firm. According to Porter, a firm is defined by a set of processes and functions which he classified into five main activities; the inbound...
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...The Devil’s Den MGT 602 The Devil’s Den After reading the case, The Devil’s Den, which is a snack bar Susan works part time at while attending Mr. Eagle College it is obvious that management has failed at being able to execute a successful strategy. CFS lacks knowledge of what is going on at the snack bar and is unable to execute basic tasks. For competency building, CFS hired students who were freshman and sophomores looking for extra spending money. Their hiring process wasn’t based on hiring the right people for the job but hiring students who were willing to work part time and inconvenient hours. Since the job was low skilled, it was difficult to recruit from a better pool of candidates. According to an article in The Wall Street Journal (2011), employees are unable to get candidates not because the employees are not skilled but it is difficult to find candidates who are willing to accept jobs at the low wages offered. Good employees were hard to come by and there was a high turnover rate. Employees were not given formal training for the job so there were no guidelines to follow. Another problem is a company not taking the time to train employees (Cappelli, 2011) this is something CFS is guilty of. Not even student managers were given proper training as to what responsibilities they had to uphold or guidelines. Students were allowed to eat for free just as long as they were on the clock but CFS was not specific on the policy so students ate for free even...
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...of which is automobiles or cars. A company that sells cars and its parts in the US is Toyota Motor Sales USA. Inc. (TMS) The paper takes a look at the company and its background. The paper will also evaluate TMS's system of measuring, evaluating, and rewarding performances of the regional and general managers and whether or not TMS implement the proposal for change. Case History TMS and its managers have been discussing a change in organization that will give more responsibility to the company’s regional managers. For those who wanted to pursue the change, they believe that the change would force the regional managers to decide on the success or failure of their region. They believe that the change would reduce the bureaucracy at TMS. For those who disapprove the change, they believe that the change would force regional managers to focus on short term profits and sacrifice long term commitment to clients. Regional managers have outmost importance to the firm since they are the ones responsible for dealer related activities; they are also responsible for supervising, training and evaluating their personnel; moreover the regional managers are responsible for achieving sales penetration, customer satisfaction and other activities on operating budget objectives. The implementation or refusal to undergo change would be vital to the operations and future of TMS and its local branches. 1. Measuring, evaluating, and rewarding performances Measuring Performance Developmental...
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...The Impact of HR Focused TQM Practices on Employee Satisfaction & Loyalty in the Financial Sector of Pakistan Burhan Nawaz Butt, Aamir Daraz, Nauman Imtiaz, Junaid Jameel, Ali Raza, Zunair Akram, Tauqeer Ahmad, Farhat Abbas, Israr Khan Niazi, Javeria Mehmood, Irum Naz Department of Management Sciences, Mohammad Ali Jinnah University, Islamabad, Pakistan Abstract: Introduction: * Research Objectives: * Financial Sector of Pakistan: Literature Review: * TQM and its Importance: It has been argued that the use of TQM practices has a synergistic impact on organizational performance (Schonberger, 1986; Cobb, 1993). Some studies have found that the use of TQM practices reduces manufacturing process variance, eliminates reworks and scraps, and improves quality performance (see Daniel and Reitsperger (1991), Flynn et al. (1995) and Schmenner and Cook (1985). In addition, there is considerable anecdotal evidence (Crosby, 1984; Hayes and Wheelwright, 1984; Gerwin, 1987; Harmon and Peterson, 1990) on the extent to which TQM initiatives enhance the potential for firms to improve their performance. More recently, empirical evidence suggests that there are direct and indirect relationships between the adoption of TQM practices and firms’ performance levels (Hendricks and Singhal, 2001; Kaynak, 2003). Fortune 1000 companies surveyed indicated that firms achieved greatest success when they pursued both TQM and employment involvement simultaneously. Kevin...
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...Regional Medical Center (MRMC) and Richmond Community Hospital (RCH) merged and became Richmond Community Health System (RCHS). The new administration has initiated a significant reduction in force and tasked management to redesign patient care delivery; this includes the introduction of universal workers. A committee developed to assist in this process recommends transforming RCHS into a learning organization to encourage workers to adapt and excel despite the changes. After presenting past studies where this model failed when implemented in other organizations, administration charged management with making redesign and universal workers a success at RCHS. This task brings about many challenges: how does management begin the process of redesign? What work processes and performance expectations must be considered once the design is completed? What structures will management put into place to turn RCHS into a true learning organization? Additionally, what plans will be necessary to control the intra-organizational and inter-organizational communications that must occur to implement the job redesign changes? Finally, how can management ensure individual job satisfaction for the universal worker position? Implementation of Job Redesign The RCHS senior management team decided to redesign the job of nurses and implement a universal worker to assist in support services needed for patient care delivery. Nursing positions were redesigned to “that of a care manager who...
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