Processes of Change Leadership Samples †MyAssignmenthelp.com

Question: Discussions of organizational change focus upon the procedures and problems of change management' when the focus should be on the skills and processes of change leadership Discuss? Answer: Introduction Organizational change deals with the review and modification ofmanagement structure and processes of business. Change is driven by competition, new technology, consumer needs, economic factors and new government policies (Hayes 2014). Companies who do not embrace change may go into obsolesce. Change faces many challenges as the behavior of people has to be affected, and this often leads to resistance. This can only be tackled by great leadership. Many times, organizations focus on the issues that arise from changemanagement processes rather than emphasizing on change leadership (Goetsch Davis 2014). When change direction is efficient, the changemanagement processes occur smoothly. Organizational change takes place in three processes, need establishment, implementation, and monitoring. The need for change can come about due to different issues. Implementation happens when structures or processes are modified to enable the organization to achieve its goals and monitoring involves looking at the results from the changes that have been made and making necessary adjustments (Worley Mohrman 2014). Change efforts sometimes fail due to different reasons. The main reason, however, is the lack of focus and inefficient communication. Leadership is therefore essential in ensuring that change processes succeed. Change Leadership is the ability of a leader to influence others through advocacy, personal drive, and vision. Theories of Leadership Organizational changemanagement processes can only occur through great leadership. Researchers have proposed several theories that explain to us how successful leaders are made (Miner 2015). Some leadership principles are the trait, behavioral, contingency, and full-range. The Trait Theory of Leadership This research assumes that leadership capabilities are rooted in an individuals characteristics. There is a positive relationship between effective leadership and ones personality traits (Lussia Achua 2015). People also come out as leaders when given a particular situation or task. This theory was one of the earliest investigations into factors that lead to effective leadership. It is tied to the great man theory of leadership which was founded by Thomas Carlyle in the 1800s.Carlyle explains that history is shaped by extraordinary leaders. This only means that organizational change can also be influenced by exceptional leadership (Nahavandi 2016). Carlyles ideas inspired other researchers to carry out studies on the direction and came up with the conclusion that some traits lead to certain behavior types, patterns are consistent in various situations, and human beings are born with leadership traits. Early studies focused on the dissimilarities between leaders and their followers and assumed that leaders would automatically display more leadership qualities than their direct reports would. Studies, however, found that very few traits could be used to differentiate between a leader and a direct report (Daft 2014). In the 1980s, Kouzes and Posner did a survey of more than 1500 managers and concluded that the four traits associated with good leadership are being honest, forward-looking, inspiring and competent (DuBrin 2015). They refer to these characteristics as being credible. The theory was, however, criticized as not everyone who exhibited certain traits was a great leader and not all leaders possessed features that had been linked to leadership. The Contingency Theory of Leadership Stodgill and Mann did a study and realized that as much as some traits were shared across many studies; overall evidence suggested that someone who is a leader in one situation might not be a leader in another situation (Miner 2015). This approach is called contingency theory, and there is no set of specific traits that are directly linked to effective leadership. The interaction between an individual's characteristics and prevailing circumstances leads to effective leadership. This theory predicts that effective leaders have personal traits, which match the needs of the situations in which they find themselves. Gill (2011) elaborates that contingency theory suggests that there is no single best style of leadership and successful leaders use different styles depending on the situation at hand and employee behavior. Fielder's Contingency theory explains that leaders are either task-oriented or people-oriented. The effectiveness of a manager is determined by how well defined a task is, how much authority the person possesses and the relationship between leader and direct reports. The path-goal contingency theory of leadership was proposed by Martin Evans in the 1970s and gives a focus on how a leaders behavior can assist direct reports to achieve their objectives. It identifies directive, supportive, achievement-oriented and participative practices, which should be applied depending on the situation or task (Van Wart 2014). Paul Hershey and Kenneth Blanchard also suggested a situational theory ofleadershipwith four leadership styles that are used depending on the maturity level of the direct reports. Gill (2011) explains that the key criticisms of contingency theories are that they do not account for the leaders position and how the leadership styles change depending on different situations. This method can be applied to the daily situations that leaders face when dealing with organizational change. Change Leadership and Change Management Change management is a combination of tools and structures, which keep an organizations change efforts under control. They are intended to keep change efforts under control by minimizing distractions (Tam 2014). Change leadership dealt with driving forces, visions and processed that lead to transformation, through an organization's leaders. Change leadership emphasizes on putting a monitor to the whole change process hence enabling it to happen faster and in a more efficient manner. Change management focuses on keeping things under control so that the organization stays within budget (Dinwoodie et al. 2015). Change leadership empowers employees to ensure that change management processes happen. There is an increasing need for change leadership as there are very many changes that are occurring in todays organizations. Change leadership empowers action that enables the change process to happen. Through leadership, employees are guided on how to use the tools and structures that have been set up for change management, and they can seek advice if not anything goes well (Beck Cowan 2014). Employees are allowed to give feedback, and they are given authority to steer some change processes hence leading to motivation that enables high productivity. Change management focuses solely on efficiency while change leadership is more collaborative and aims to inspire (Goodwin 2016). Change management is considered successful when processes become efficient. Change leadership will, however, lead to this efficiency by ensuring that employees are inspired and that there is teamwork, which leads to processes being carried out efficiently. Change management focuses on controlling change efforts and ensuring that everything is done carefully so that change processes take place. Change leadership is, however, bolder and requires risk toleration. Through change leadership, organizations are willing to take higher risks that will lead to effective change management. Change management implements change in small steps until the bigger picture is achieved. The aim is to ensure that there is control over the change process. Change leadership will initiate organizational change on a large scale (Komives Wagner 2016). Leaders have a vision, and they inspire the whole organization to believe that they can implement change on a large scale without having to fear. Change management mostly focuses on customer orders, timelines, and set budgets. The aim is to ensure that orders are delivered on time and that the organization does not exceed its resources. Change leadership responds to urgent needs for change and ensures that everything is done promptly but under the great leadership (Kotter Cohen 2014). This leads to change being implemented in a fast manner. Change management includes a shift in the conventional organizational process that everyone is used to. Change leadership brings innovation to these processes and sets a vision that leads to new processes and products for an organization. Change management is about encouraging staff to embrace the change processes that an organization is implementing. Change Leadership empowers staff to create change by bringing in new ideas that can make the team succeed even more (Carter 2014). Due to change leadership, feel that they are free to share their thoughts and can innovate on behalf of the organization (McVinel-Viney 2013). Overall, change leadership takes the time to develop, and it involves knowing the business deeply, building trust among employees, communicating freely, having an inspiring vision and establishing an innovation culture. Change Leader Characteristics Change leadership is essential for effective change implementation. Leaders need to play certain roles to make sure that change is a success. Leaders should act as the sponsor. This is a person who will not let any change initiative die due to lack of attention and will do anything to make sure change takes place (Noha Michaelis 2016). Leaders should therefore always act as advocates for change in their organization and should influence their peers and direct reports accordingly. Leaders should also act as the role models in change processes. They must be willing to demonstrate all the behaviors and attitudes that are expected of all the organizations staff. Employees will only believe in change efforts if they do not see consistency in their leaders. Leaders should be decision-makers (Herrmann Nadkami 2014). They have the control over people, budgets, and machinery and can make decisions, which will affect change initiatives in a positive manner. During the change, a leader must influence their authority on decision-making and make a choice of options, which will support the change processes. The leader also has to set priorities for change, and these have to be followed by all employees. Leaders should be the voice of change. They have to communicate as often as possible to the employees and share the necessary information and offer encouragement to the whole organization. They also have to ensure that everyone is updated on progress (Ferraro 2014). During change processes, employees are likely to get multiple messages from different sources, but the leader should act as the ultimate voice of change by interpreting the relevant messages. Leaders have to be transparent and consistent with the whole organization. Leaders are also motivators. They give the motivation to change by creating a sense of urgency and importance to all employees about the change process. Leaders must show passion and commitment to change processes and recognize employees who are doing well. They are empathetic and understand that change processes may not be easy for employees hence should offer constant support (Baker et al. 2014). Leaders are also enforcers who hold their people accountable for change. They uphold their responsibilities and ensure that the employees do the same and they make an effort to remove any obstacles hindering the change process. Leaders also enforce the necessary disciplinary measures when employees do not do their part. They are firm but fair. Applying Change Leadership to organizations Change Leadership can be applied to groups if the leaders lead with culture. Culture is everything and is critical to the success of change management efforts. The existing culture must be taken into consideration when designing transformation packages. Leaders should not try to change the culture but should tap into it (Aarons et al. 2015). They should draw emotional energy from the way employees think, behave and work to provide a boost to the change process. Leaders must look for the elements of culture that are aligned to the change process. By looking at underlying company culture, leaders can focus on strengths to energize change. Leaders must start at the top by ensuring that all executives are committed to the change efforts. Work must be done earlier on so that everyone agrees on the case for change and how it will be implemented. Leadership team effectiveness surveys can be carried out to ensure that leaders agree on the details of the change process. This will lead to a collaborative and committed team, and employees will be motivated if they see that leaders are working as one team. Change leadership must also involve every department in the organization. Frontline people are of particular importance as they interact directly with customers hence can give critical feedback that is needed for the change process (Rothaermel 2015). Frontline employees also tend to have information on where bottlenecks occur and the technical issues that need to be addressed. Employees are more involved in change efforts where they feel that they have been given a chance to air their views or contribute in one way or another . Change leadership will be a success if leaders engage the rational and emotional side of employees. The manager must ensure that employees have a strong emotional connection with the company. This will make a big difference, as the environment will be full of positivity for a change. Leaders have a mandate to communicate to employees about change strategy clearly. They should not make assumptions that employees will just shift behavior once directives and incentives are put in place or that they will work together because chart lines show that they should. Leaders should, therefore, communicate the king of behaviors, which they would like to see from employees. They should be the first to demonstrate these behaviors. The leaders can make clear decisions concerning change strategy every day (Daft 2014). They should also spend time with employees and engage them in discussions concerning the modification initiatives and should also ensure that there is interaction with customers so as to get feedback. The right kinds of behaviors lead to accelerated and fruitful change initiatives. Change Leadership becomes successful when leaders focus on engaging their employees. Communication must continually be done throughout the shift implementation process. Different kinds of communication should be used to emphasize the change processes and requirements (Klenke 2016). Meetings should be frequent, and this will assist the whole organization to get integrated into change efforts. Change leadership efforts should use natural leaders to influence the change process. These can be employees who have been with the firm for long or those viewed as role models by other employees. These people should be used as change champions. Pride builders are employees who are good at motivating others and inspiring them. Trusted nodes are employees who are rich of organizational culture and have a lot of information about what goes on in the company; therefore, all other employees look up to them. Change ambassadors live by example and quickly embrace the change (Ferraro 2014). They communi cate the importance of change to fellow colleagues. Change leaders should use these types of employees to implement change processes successfully. Change leaders should use formal elements like rewards, training and documented ways of working to ensure change is successful. Employees will feel supported and secure with such systems in place and will, therefore, be comfortable to proceed with the roles and responsibilities expected of them in the change process (Rothaermel 2015). Employees at all levels should also be asked to take responsibility for their roles. Change leaders must also measure success. They need to find out what is working and what is not to adjust accordingly. Following through results helps organizations to apply the necessary changes that will lead to better success. Conclusion Change leadership is an important aspect that must be taken into consideration by organizations who want to implement change. Change management is no longer just about processes but positivity and engagement of employees. This can only be achieved by having strong leadership as the head of change processes. Change leadership will lead to organizations accelerating change processes and ensuring a smooth process. Reflective Statement It is when the last organization that I worked for almost went under is when I realized the importance of leadership in a change management process. The company dealt with mobile telephony services and therefore heavily relied on excellent customer service to ensure the bottom-line grew. As the years drifted by, technology changed and the company was to upgrade to a more efficient system. I was a departmental head in administration then. The change process was abruptly announced to us, and no one took us through the process well. We were expected to act as per set rules and regulations. Due to this, employees were not happy, and many resisted change, failing to come for training sessions that would enable them to use the new system. As a departmental head, my leadership style was based on the trait theory, and I tried to force my team to follow the rules, which had been set. The company eventually launched the system, and it was a total failure as employees had not received adequate training and policy loopholes had not been paid attention to. We lost a large percentage of customers, and it took a new strategy and leader to put the company back on the competitive map. The incidents in my former company have led me to reflect on my leadership skills and on how change processes should be implemented in organizations. I have learned that I should try to change my leadership according to circumstances. Some situations call for authoritative leadership, others for democratic leadership. During a change process, I should ensure that there is clear communication to my team and that they embrace the process through my leadership. I should also apply the necessary disciplinary measures if employees are disobedient. Another fundamental issue is that I should give feedback to my leaders. If I feel that things are not working, it is important to provide feedback. If all of us as departmental heads had worked as a team and given feedback to the leadership, the change would have been implemented in a better manner, and the company would not have deteriorated into a sorry state. At my current workplace, I have changed my view on leadership, especially during change implementation. I lead by example to my employees and display the behaviors that I would want them to emulate. I know the importance of change leadership, and as a Human Resource Manager, I have engaged my fellow leaders and executives into understanding the importance of change leadership and why we should not only look at processes. I have assisted into instilling an organizational culture of communication, openness, and teamwork and this has gone a long way whenever we want to change anything in the organization. I strive to be an inspirational and visionary leader of change and to impart this to my direct-reports. This has led to motivation, and it makes me happy to know that I have influenced someone positively and in turn, they will one day lead in a positive manner. I feel that change leadership should be taken much more seriously by organizations and that if done as required; companies will have an easier time of implementing their strategies. My current leadership style is due to the experiences I have had, and I am glad, as it has assisted me to grow in many aspects. References Aarons, GA Ehrhart, MG Farahnak, LR and Hurlburt, MS 2015, Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of leadership and organization development intervention for evidence-based practice implementation.Implementation Science,10(1), p.11. Baker, SD Stites-Doe, SA Mathis, CJ and Rosenbach, WE 2014, The Fluid Nature of Follower and Leader Roles.Followership: What is it and why do people follow?, p.73. Beck, DE. and Cowan, C 2014,Spiral Dynamics: Mastering Values, leadership, and change. John Wiley Sons. Daft, RL 2014,The leadership experience. Cengage Learning. Dinwoodie, D Pasmore, W Quinn, L and Rabin, R 2015, Navigating Change: A Leaders Role.Center for Creative Leadership. white paper, p.1. DuBrin, AJ 2015,Leadership: Research findings, practice, and skills. Nelson Education. Ferraro, J 2014,Strategic Project Leader. CRC Press. Gill, S ed. 2011,Global crises and the crisis of global leadership. Cambridge University Press. Goetsch, DL and Davis, SB 2014,Quality management for organizational excellence. Upper Saddle River, NJ: Pearson. Goodwin, M 2016, Change Management and Leadership. InWCOM (World Class Operations Management)(pp. 185-196). Springer International Publishing. Hayes, J 2014,The theory and practice of change management. Palgrave Macmillan. Herrmann, P and Nadkarni, S 2014, Managing strategic change: The duality of CEO personality.Strategic Management Journal,35(9), pp.1318-1342. Klenke, K ed. 2016,Qualitative research in the study of leadership. Emerald Group Publishing Limited. Komives, SR and Wagner, W eds. 2016,Leadership for a better world: Understanding the social change model of leadership development. John Wiley Sons. Kotter, JP and Cohen, D 2014,Change Leadership: The Kotter Collection (5 Books). Harvard Business Review Press. Lussier, RN and Achua, CF 2015,Leadership: Theory, application, skill development. Nelson Education. Carter, T 2014, Assessment and change leadership in an academic library department: a case study.Reference Services Review,42(1), pp.148-164. McVanel?Viney, S 2013, Change Leadership: Developing a Change?adept Organization.Leadership Organization Development Journal. Miner, JB 2015,Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Nahavandi, A 2016,The Art and Science of Leadership -Global Edition. Pearson. Nohe, C and Michaelis, B 2016, Team OCB, leader charisma, and organizational change: A multilevel study.The Leadership Quarterly,27(6), pp.883-895. Rothaermel, FT 2015,Strategic management. New York, NY: McGraw-Hill. Team, EL 2014, Library. Leading and Choreographing Change. Leading Change-Leadership and Followership.Human Resource Management,30, p.4. Van Wart, M 2014,Dynamics of leadership in public service: Theory and practice. Routledge. Worley, CG. and Mohrman, SA 2014, Is change management obsolete?.Organizational Dynamics,43(3), pp.214-224.

The Three Most Influential People In Ender free essay sample

# 8217 ; s Life Essay, Research Paper The Three Most Influential Peoples in Ender # 8217 ; s Life In the award-winning novel Ender # 8217 ; s Game by Orson Scott Card there are many characters that influence Ender throughout his travels. Ender is influenced in one manner or another by merely about every individual he comes into contact with. Most of these influences, nevertheless, are really elusive and do non do a direct or dramatic alteration in his life. There are three chief people that Ender spends a batch of clip with that influence him the most. The first character that influenced Ender was Peter, his older brother. All throughout their early childhoods, Peter would coerce Ender into playing barbarous games similar to # 8220 ; bulls and robbers # 8221 ; or # 8220 ; Cowboys and Indians, # 8221 ; but this was Buggers and worlds. Ender was ever the Bugger who would acquire beaten severely by the # 8220 ; human, # 8221 ; Peter. Peter would frequently do decease menaces to Ender and his sister, Valentine. We will write a custom essay sample on The Three Most Influential People In Ender or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Peter was neer truly certain if Peter was serious with these menaces or non, but he was smart plenty to cognize that if he had wanted to, Peter could hold killed them both. As a direct consequence of these unsmooth games and menaces, Ender developed a ruthless, battle- minded. He displayed this trait at the battle after school with Stilson while he was still on Earth and the battle in the cabinet room with Bonzo at the conflict school. Both of which ended in the decease of Ender # 8217 ; s cocksure oppositions. In his ain defence Ender said, # 8220 ; Knocking [ Stilson ] down merely won the first battle. I wanted to win all the following 1s, excessively. So they # 8217 ; vitamin D leave me alone. # 8221 ; Secondly Colonel Graff besides had a great influence on Ender. Upon come ining the conflict school, Colonel Graff pointed Ender out as a # 8220 ; star pupil # 8221 ; among all the others. This got them aggravated and made it highly difficult for Ender to do and maintain frien ds. This was all portion of the Colonels program to insulate Ender from the other male childs in order to open up his creativeness and glare. Ender was foremost merely a portion of the squad under the stamp downing leading of Bonzo. Ender was non allowed to hit anyone and merely floated around aimlessly. Until, that is, he was eventually traded and was able to really contend in the conflicts and turn out his worth. He was shortly promoted to toon leading and rapidly after that became the youngest squad commanding officer in conflict school history. This merely made the older childs resent him more. Upon being promoted to commander he was given a wholly new squad of cubs and kids who didn # 8217 ; t even cognize how to manage themselves on gravitation, allow entirely in zero G, and was allowed no trading. They besides gave him a conflict every individual twenty-four hours, opposed to the normal 2 hebdomad stretch for most squads. This was all to prove Ender # 8217 ; s capabili ties of taking the human fleet against another Bugger invasion. Ender would besides sometimes fight 2 or 3 conflicts in one twenty-four hours or even two squads at one time and his squad was highly tired and worn-down. But despite these adversities, Ender found a manner to win each and every game. Graff arranged all of this and because of him Ender learned how to manage himself in intense state of affairss, one of Ender’s greatest features in the long tally. Finally, Mazar Rackham had a enormous impact on Ender. He was Ender # 8217 ; s private instructor one time he got to the I.F. Academy. He told Ender that he was the enemy and neer to swear him. Ender neer knew when Mazar was traveling to turn on him or assist him, and this taught Ender to neer swear anyone wholly, because of this he became more autonomous and it kept him on his toes. Mazar besides taught Ender all of his cognition on his licking of the sodomites in the 2nd invasion. Ender studied classified information and played the simulation game with his crew, who, as it turned out, were all his good friends from conflict school. Then all of a sudden it switched to existent conflicts with the sodomites with existent lives at interest, but Ender was neer told. Then eventually, through Mazar # 8217 ; s fantastic instructions, Ender reached the concluding conflict with the Buggers. Ender and his fleet were outnumbered 10,000 to one. Ender thought it was improbably unjust and thoug ht that Mazar had programmed the simulation. Besides, with people in uniforms observation on, Ender felt uneasy. Finally he decided that he didn # 8217 ; t care what happened and it didn # 8217 ; t affair, so he decided to wing in to the place planet and utilize the largest and most powerful arm. Ender blew up the planet and all of the environing ships. At this point everyone in the room began heartening and Ender eventually realized that these # 8220 ; simulations # 8221 ; were existent conflicts in the concluding invasion of the Bugger place universe. Ender learned from Mazar to make his best under force per unit area, even if he thought the result didn # 8217 ; t affair. From all three of these really of import people, Ender learned at least one new character trait. From Peter he learned to be pitiless and demo no clemency. Then from Colonel Graff he learned to be resilient and crafty in his ways. Finally, from Mazar Rackham he learned to be clasp, make his best at all times, and to neer to the full trust anybody. In Card # 8217 ; s Ender # 8217 ; s Game, the usage of characters helps to develop Ender # 8217 ; s character throughout all his travels. In this peculiar novel those three characters compose most of Ender # 8217 ; s personality traits that he learned while turning up. Ender experienced more in the short 11 old ages of his life than most people would in 3 or 4 life-times, and Ender has Peter, Graff, and Mazar to thank for that.

Mcdonalds Research Paper Example

Mcdonalds Research Paper Example Mcdonalds Paper Mcdonalds Paper Innovations at McDonald’s Indoor seating (1950s) Drive-through window (1970s) Adding breakfast to the menu (1980s) Adding play areas (late 1980s) Redesign of the kitchens (1990s) Self-service kiosk (2004) Now three separate dining sections Innovations at McDonald’s Indoor seating (1950s) Drive-through window (1970s) Adding breakfast to the menu (1980s) Adding play areas (late 1980s) Redesign of the kitchens (1990s) Self-service kiosk (2004) Now three separate dining sections Six out of the seven are layout decisions! McDonald’s New Layout Seventh major innovation Redesigning all 30,000 outlets around the world Three separate dining areas Linger zone with comfortable chairs and Wi-Fi connections Grab and go zone with tall counters Flexible zone for kids and families Facility layout is a source of competitive advantage Strategic Importance of Layout Decisions The objective of layout strategy is to develop a cost-effective layout that will meet a firm’s competitive needs Layout Design Considerations Higher utilization of space, equipment, and people Improved flow of information, materials, or people Improved employee morale and safer working conditions Improved customer/client interaction Flexibility We open Chapter 9 (Layout Strategies) with the story of   the 7 strategic changes at McDonald’s since 1950. All   but one have been major layout redesigns (eg. , indoor seating, drive thru, play areas, self-service kiosks, etc. ). Adding breakfast foods to the menu (in the 80? s) was the one product change–until now. The front page article in The Wall Street Journal (Dec. 27,2010) details two brand new strategies–the 1st  a product decision and the 2nd yet another layout change. Under pressure from market-share competitors of all types–from 7-Eleven  and Starbucks to smoothie outlets  and gas stations– the 14,000 US McDonald’s have broadened their fare. As of now, there are  Ã‚  fruit smoothies, oatmeal, carmel-mocha drinks, flatbread sandwiches, and â€Å"garden† snack wraps. This new product development strategy (Ch. 5) has created so many choices that the company has been running ads reminding us it still sells Big Macs. Using manufacturing technology, McDonald’s has made many new items from existing items’ ingredients. Chicken wraps use Chicken Selects’ meat and breakfast burrito tortillas. This simplifies preparation and lowers costs. But new layout costs have   blunted  franchisee enthusiasm. The food assembly line (see Figure 9. 12 in the text) had to be changed to make wraps. And an  even bigger modification was the addition of the $100,000 McCafe  drink stations– one of the most expensive changes in years. (The corporation picks up $30,000 of that cost). Stores had to be redesigned to make room for space next to the pick-up window to accommodate the 4 pieces of drink equipment. Some franchisees balked at the price tag and low drink sales volumes, claiming â€Å"we are not even paying for the electricity to run the machines†. Discussion questions: 1. Why did McDonald’s make these two strategic changes? 2. Ask your students to rank the importance of the   9 changes, referring to the Global Profile in Ch. 9. 3. How has the average McDonald’s   changed in the past decades? Are all of the layout strategies still in place? OM in the News: Product Enhancement and the McDonald’s Happy  MealJuly 27, 2011 tags: Ch. 5, Happy Meals, McDonalds, product enhancement y Barry Render Under pressure from 550 health organizations to stop marketing   â€Å"junk food†Ã‚   to children and to retire Ronald McDonald (the clown mascot), McDonald’s has chosen the path of product enhancement (Ch. 5) as a preemptive strike. The New York Times (July 27, 2011) reports today that the firm will start to fill its Happy Meal boxes with apple slices  and smaller portions of french fries this September. By next April, the new menu will be rolled out to all 14,000 restaurants. The food industry overall has come under increased scrutiny as childhood obesity levels have risen. San Francisco last year banned the inclusion of toys in kids’ meals unless there is a fruit and vegetable included. New York City has a similar rule in the works. Instead of developing all new kids’ products (or including vegetables), McDonald’s is responding with 1/2 the number of fries and a 20% lower calorie count. The new Happy Meal, containing 4 chicken nuggets and a small Coke, weighs in at 410 calories (vs. 520 in the older product), 17 grams of fat (vs. 23 g), and 58 grams of carbs (vs. 69 g). The firm decided against making apples a total replacement for fries when only 11% of customers showed an interest in that option. While some critics praised the changes  (Mrs. Obama called them â€Å"positive steps†), one NYU prof called the move a â€Å"sham†, in part because McDonald’s is not limiting sodas. In fact, sugar levels go up with the Coke and apple together. Discussion questions: 1. What are the operations challenges in changing the Happy Meal? 2. Do students believe legislation is an appropriate means to make menus healthier? 3. How are other restaurants responding  with children’s menu options. Mc DonaldsOne of the most important strategic decisions made by a company like McDonalds is where to locate their operations. Location options include maintaining current sites while adding another facility elsewhere. (Heizer, 2001)    Their facilities are located all over the world due to their franchising system. In the early 1990s, McDonalds began working with major oil companies to pioneer a new format for developing a restaurant, convenience store and fueling facilities on a single site. By co-developing sites, fueling facility operators and McDonalds could offer the busy consumer the ultimate in convenience ? one stop shopping for great food, branded fuel and convenience store items. According to Operations Management, McDonalds has revolutionized the restaurant industry by inventing the limited-menu fast-food restaurant. Some innovations it has made are the introductions of indoor seating and drive-through windows, which were strategic issues of facility layout. By adding breakfasts to the Is this Essay helpful? Join OPPapers to read more and access more than 460,000 just like it! get  better  grades menu, they incorporated a product strategy. Another layout decision was the addition of play areas. McDonalds continues to improve their operations by innovating a new layout to facilitate a mass customization process. Some of the restaurants now have the Made for You kitchen system, where sandwiches are assembled to order and production levels are controlled by computers. This new layout is intended to both improve the taste of food by ensuring that it is always freshly made, and to facilitate the introduction of new products. Total production process time was shortened and other adjustments were made to save even more time and to work in conjunction with the new layout. This new layout will be more efficient, and save more time and money. It achieves a higher utilization of space, equipment, and people. A process strategy that may apply to McDonalds is a repetitive process. They moved from process focus to repetitive focus. They are now trying to add more Facility Layouts Of Mcdonalds- India, Pizza Hut-India ; Dominos Pizza- IndiaINTRODUCTIONIn order to maximizing the effectiveness of production processes and meeting employee needs ; desires Facility layout and design plays a key role in businesss overall operations. It entails in determining the placement off departments, work group within the departments, workstations, machines stock holding points within a production facility. DEFINITION: â€Å"The physical arrangement of everything needed for the product or service, including machines, personnel, raw materials, and finished goods. The criteria for a good layout necessarily relate to people (personnel and customers), materials (raw, finished, and in process), machines, and their interactions. â€Å"- Howard J. Weiss and Mark E. GershonFACTORS IN DETERMINING LAYOUT DESIGN: There are many operational factors which need to consider while construction or renovation of a facility for maximum layout effectiveness. It includes:    * Ease of future expansion or change: Facilities should be designed so that they Is this Essay helpful? Join OPPapers to read more and access more than 460,000 just like it! get  better  grades can be easily expanded or adjusted to meet changing production needs. * Flow of movement: The facility design should reflect recognition of the importance of smooth process flow. The flow need not be a straight line. Parallel flows, U-shaped patterns, or even a zig-zag that ends up with the finished product back at the shipping and receiving bays can be functional. However, backtracking is to be avoided in whatever pattern is chosen. * Materials handling: It is essential to ensure the facility layout makes possible to handle materials (products, equipment, containers, etc. ). It should be in an orderly, efficient- and preferably simple- manner. * Output needs: The facility should be laid out in a way that is conducive to helping the business meet its production needs. * Space utilization: This aspect of facility design includes everything from making sure that traffic lanes are wide enough to making certain that inventory storage warehouses or rooms

The Arachnid Arthropods

The Arachnid Arthropods Arachnids (Arachnida) are a group of arthropods that include spiders, ticks, mites, scorpions and harvestmen. Scientists estimate that there are more than 100,000 species of arachnids alive today. Arachnids have two main body segments (the cephalothorax and the abdomen) and four pairs of jointed legs. By contrast, insects have three main body segments and three pairs of legs- making them easily distinguishable from arachnids. Arachnids also differ from insects in that they lack wings and antennae. It should be noted that in some groups of arachnids such as mites and hooded tickspiders, the larval stages have only three pairs of legs and fourth leg pair appears after they develop into nymphs. Arachnids have an exoskeleton that must be shed periodically for the animal to grow. Arachnids also have an internal structure called an endosternite that is composed of a cartilage-like material and provides a structure for muscle attachment. In addition to their four pairs of legs, arachnids also have two additional pairs of appendages that they use for a variety of purposes such as feeding, defense, locomotion, reproduction or sensory perception. These pairs of appendages include the chelicerae and the pedipalps. Most species of arachnids are terrestrial although some groups (especially ticks and mites) live in aquatic freshwater or marine environments. Arachnids have numerous adaptations for a terrestrial lifestyle. Their respiratory system is advanced although it varies among the different arachnid groups. Generally, it consists of tracheae, book lung and vascular lamellae that enable efficient gas exchange. Arachnids reproduce via internal fertilization (another adaptation to life on land) and have very efficient excretory systems that enable them to conserve water. Arachnids have various types of blood depending on their particular method of respiration. Some arachnids have blood that contains hemocyanin (similar in function to the hemoglobin molecule of vertebrates, but copper-based instead of iron-based). Arachnids have a stomach and numerous diverticula that enable them to absorb nutrients from their food. A nitrogenous waste (called guanine) is excreted from the anus at the back of the abdomen. Most arachnids feed on insects and other small invertebrates. Arachnids kill their prey using their chelicerae and pedipalps (some species of arachnids are venomous as well, and subdue their prey by injecting them with venom). Since arachnids have small mouths, the saturate their prey in digestive enzymes, and when the prey liquifies, the arachnid drinks its prey. Classification: Animals Invertebrates Arthropods Chelicerates Arachnids Arachnids are classified into about a dozen subgroups, some of which are not widely known. Some of the better-known arachnid groups include: True spiders (Araneae): There are about 40,000 species of true spiders alive today, making the Araneae the most species-rich of all arachnid groups. Spiders are known for their ability to produce silk from spinneret glands located at the base of their abdomen.Harvestmen or daddy-long-legs (Opiliones): There are about 6,300 species of harvestmen (also known as daddy-long-legs) alive today. Members of this group have very long legs, and their abdomen and cephalothorax are almost completely fused.Ticks and mites  (Acarina): There are about 30,000 species of ticks and mites alive today. Most members of this group are very small, although a few species can grow to as much as 20mm in length.Scorpions (Scorpiones): There are about 2000 species of scorpions alive today. Members of this group are easily recognized by their segmented tail that bears a venom-filled telson (sting) at the end.

Works of Jacques Louis David and Damier Essay Example | Topics and Well Written Essays - 500 words

Works of Jacques Louis David and Damier - Essay Example During the period of romanticism, the painter worked quickly, freer and looser brush strokes giving evidence of the process of artistic creation. Another important aspect of romanticism was an interest in social issues, leading to a larger participation and concern in the events of the time. This is seen in the works of Eugene Delacroix, as in his Moorish scenes of men and wild beasts in physical conflict. He cultivated surface texture, impasto and used a rich palette of colors. Delacroix also pursued the same theme in his Jacob Wrestling with an Angel and in his North African paintings of turbaned men battling with tigers. Delacroix, however, is known best for his Liberty Guiding People, a patriotic painting of the French Revolution, in which the central figure of a woman beckons the soldiers forward with the flag she raises high above the field of the dead and wounded, while the drummer boy beside her valiantly charges with a pistol upraised. These two figures which form strong vig orous diagonals stand out amidst the smoke and confusion of the battle. An important realist is Honore Damier, whose rare gift for social satire found expression in his prints, political cartoons and paintings. While he lashed out at the corruption and hypocrisy of the privileged class, as in The Legislature, he had a profound sympathy for the poor and the oppressed, as in The Third Class Carriage and The Washer woman. Daumier had a sense of the dramatic moment revealed in a single look or gesture.

Gambling Law - topic yet to be approved Research Paper

Gambling Law - topic yet to be approved - Research Paper Example However, there are those that are proponents of setting the minimum legal age at 18 years as is the case in the United Kingdom (UK). A number of other countries especially in Europe have also set the minimum legal age at 18 years. Therefore, which is the most appropriate minimum age? This paper details the arguments for both sides outlining the various areas that have set different restrictions and their reasons for doing this. II. BACKGROUND Gambling is the wagering of something valuable or money as a stakes on an uncertain event with the intention of winning an additional amount of money or any other valuable good. Gambling activities have been legalized in most parts of the world and are major commercial activities with $335 billion being generated from the legal gambling market in 2009. (Champion Jr and Rose, 2012) In many jurisdictions both local and international, gambling is either banned or heavily controlled through licensing. This has resulted in gambling tourism as well as illegal gambling in other parts of the world. Through regulation and taxation of gambling activities, governments and gaming organizations have had to work closely especially in countries where legal gambling is a significant source of government revenue, like in Macau or Monaco. There are many types of gambling: casino games, non-casino games like lotteries, table games, bingo among many others. (William, 1996) It is possible for any game to be played for money and by so doing this can be considered as a form of gambling. Being a popular pastime activity worldwide for thousands of years, there is overwhelming evidence that indicates that gambling existed in ancient Egypt, China, Rome, Greece and India. With the increased popularity of the Internet, this was an avenue through which entrepreneurs could further expand the gaming industry. The first Internet gambling site was hosted in August 1995. To date, there are over 2,000 Internet gambling websites that offer a variety of wageri ng options. (Champion Jr and Rose, 2012) A comparative analysis of different age restrictions in both the US and the UK gives an insight as to the reasons behind the setting of these restrictions. A brief proposal will be made as to the way forward leading to the conclusion on what restrictions are appropriate and for what reasons. III. DISCUSSION Age Restrictions in the US Gambling is legally controlled in USA and its availability as well as participation has been on the rise in recent years. According to the American Gaming Association (AGA), gambling activities generated $92.27 billion in gross revenues in the year 2007, providing 354,000 jobs in commercial casinos and $5.2 billion as state and local tax revenues. Internet gambling has significantly widened extensively as a form of gambling in the US. In the year 2006, Internet gambling in the US accounted for half of the worldwide revenue generated. (Champion Jr and Rose, 2012) However, despite being a source of regressive tax t o the government and the economy, critics claim that gambling also leads to increased compulsive gambling, political corruption and higher crime rates. The government through the AGA has legalized and authorized many forms of gambling with the aim of raising money without raising taxes. This incorporates everything from church basements with bingo games to poker tournaments with multi-million dollar winnings. The AGA, founded in 1994, promotes, educates and lobbies on behalf of the gaming

Early Childhood Education and Children Essay Example for Free

Early Childhood Education and Children Essay Are there any benefits for children stay one of parent with them at home? Mothers who stay at home are helpful for their family. Many mothers prefer to give their children to their mothers, but if there is not grandmother to care child, that will be problem especially if the child is still baby or infant. Mothers are compelled to find a place to put their child there. Many kinds of places that may mothers join their child to stay there and to have education, such as to educational settings which consist of early child education, pre-school, nursery school, and pre-kindergarten. Also, there are many places to get care and education for children nanny, governess, babysitting, au pair, and extended family, for example. In fact, mother’s decision; that choosing stay with her children at home or going to work and joining her children in convenient place, is important critical for her. A mother who stays at house are more probable to have time to be involved with their children. Those mothers who stay home is able to become more completely involved their children activities. For example, mother will give carful and interest for her children. Moreover, many people mention to needs childhood such as feeding, sustenance, and nurturing. Most women have been housewife to be breadwinners, and to be caretakers. â€Å"Child care can cost up to $15,000 for one year in the United States. Approximately six out of every ten children, or almost 12 million children, age five and younger, are being jointly cared for by parents and early childhood educators, relatives, or other child-care providers† (Lynn, 2002). Indeed, many societies have been assumed that women will stay home and take care of their children while their spouses go out and work. In addition, woman pregnancy suffers to go out and doing hard work many hours without rest times, but when she stay home will get time to have rest and lying. Many mothers work to be ready for unexpected situations like a husbands unemployment, husband’s death, a divorce, or sickness. In fact, nobody wants to be working more than eight hours a day and missing his or her family life. In encouragement of mothers who want to work, Dr. Phil says that many mothers optimism to be a parent and pursue an occupation and they often become miserable when they are stuck just in a parenting capacity. If the child is mothered by a parent who is feeling frustrated and depressed and empty, that is not a good thing, he says. Even though some parents are now separated, father continues in the role of primary caregiver to his children, while mother continue to support her family. A man is not hard to give up the traditional role as breadwinner. However, A woman can be more responsibility to earn money and take care for her family. A lot of women have been socialized to be service workers for their societies, not solely to be housewife. Some time a man feels difficult to abdicate some things like giving up self-worth, feelings of masculinity and personal power. It can be tough on men, especially in the beginning. In conclusion, its these deeper issues. Making the decision to stay home with your children or join the workforce can be a difficult process. It appears approximating employed moms just cant success. Every woman has dream to be effective in her society and earn money, but she will face challenges with her care children. Sources 1. Dr. Phil: http://drphil. com/articles/article/284 2. Olson, Lynn (2002). [According to the 2002 Quality Counts survey conducted by Education Week, approximately six out of every ten children, or almost 12 million children, age five and younger, are being jointly cared for by parents and early childhood educators, relatives, or other child-care providers. Starting Early]. Education Week 21 (17): 10–11. Retrieved 24 November 2012.