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Organizational Behavior, 2008.
This paper analyzes the management flaws in the John Highfield Company and the governmental Human Resource Strategies Branch.
2,042 words (approx. 8.2 pages), 2 sources, MLA, $ 64.95
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Abstract
The paper assesses the John Highfield Company and the governmental Human Resource Strategies Branch for the effectiveness of their organizational behavior. The paper shows how there are more similarities in mismanagement than differences. The paper focuses on job satisfaction, communication and motivation and highlights how these factors are vital in managing employees successfully.
From the Paper
"There are three major characteristics that effect a work environment: job satisfaction, communication and motivation. Job Satisfaction is the feeling reflecting the attitude employees have toward their job. It affects the mood employees have even before they set foot on the property of their workplace. If they are happy they come to work with a positive disposition even if their work may seem insurmountable. Employees who are not happy enter work with dread and displeasure--they could have no work and they would still be unhappy. Job satisfaction is one of the most crucial elements in managing employees (Greenberg 165-178)."
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Organizational Behavior and Employee Motivation, 2008.
A case study analysis of the problems with supervision and management in the John Highfield Company and the Human Resources Strategies Branch.
2,087 words (approx. 8.3 pages), 2 sources, MLA, $ 65.95
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Abstract
This paper analyzes the cases of the John Highfield Company and the Human Resources Strategies Branch. It specifically looks at the ways in which the employees in both cases were supervised and how this played an integral role in de-motivation in both cases. It compares the supervision in both cases and then illustrates theories of job satisfaction, communication and motivation in order to provide insight into how these different forms of supervision impacted the motivational levels of employees in both cases.
From the Paper
"As noted above, job satisfaction can be impacted by communication to a significant degree, with higher levels of satisfaction evident when employees feel that they have "open lines of communication with their superiors" (Greenberg 174). This being said, however, "open lines" should not be confused with unlimited channels of communication. The structures of "formal communication" within an organization are usually defined by the "organizational chart" of the organization in which a worker communicates to her or his superior, to in turn communicates to their superior and so on. In most organizations, a clear delineation of lines-of-communication allow for easy of communication down as well as up. Moreover, if very high-ups create an atmosphere in which it is understood that lower level employees may report what they feel are serious problems, then this may compensate for any "bottlenecks" that may be created in an organization. In general, given the "MUM effect" and what we know of upward communication in an organization from communication theory, in most cases it is highly unlikely that lower level employees will abuse this opening by bombarding the higher level management with criticisms and irrelevant communications (Greenberg 260)."
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Lavazza Coffee, 2008.
An examination of the Lavazza Coffee company and the coffee industry in general.
1,506 words (approx. 6.0 pages), 5 sources, APA, $ 49.95
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Abstract
The paper provides a business and industry description for Lavazza Coffee. In particular, the paper examines the key macroeconomic variables that affect the coffee industry and hence have an impact on Lavazza's operations; economic growth factors, issues dealing with employment/unemployment statistics, international trade/economics, and inflation. The paper also focuses on employment statistics and the CPI measure of inflation that can affect the coffee industry. The paper then evaluates the challenges and opportunities facing the Lavazza company.
Outline:
Coffee Industry
Competitive Analysis
Challenges and Opportunities
From the Paper
"The company concentrates on the domestic market and offers its products throughout the world via a distribution system with subsidiaries, namely London, New York, Paris, and Frankfurt and authorized distributors located in cities around the world. This type of marketing has proven to be successful in the past; however diversifying the target market will leverage Lavazza's name as the best quality coffee and optimize the firm's position in the future and in markets outside of Europe. There is a need to implement marketing tactics that will strengthen Lavazza's household name and reputation."
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Oracle's Hostile Takeover of Peoplesoft, 2008.
An analysis of the benefits and strategic tactics of Oracle in their hostile takeover bid of Peoplesoft.
2,984 words (approx. 11.9 pages), 9 sources, APA, $ 88.95
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Abstract
This paper discusses Oracle's hostile takeover bid for Peoplesoft which was one its main competitors in the enterprise software industry. It provides an overview of Oracle and Peoplesoft, as well as the general industry background. The paper then discusses the benefits of the merger for Oracle, as well as their strategic tactics in the takeover process.
Table of Contents:
Oracle Overview
Peoplesoft Overview (pre Oracle)
Industry Background
Situational Overview
Merger Benefits & Market Perception
Financing Structure of the Takeover
Bid Tactics of Oracle
Conclusion
From the Paper
"The financing structure of the Oracle takeover bid for PeopleSoft was, on the surface, initially a cash offer because Oracle had such a large pool of cash reserves at the time. The final offer for PeopleSoft was for $26.50 per share which placed PeopleSoft at a market value at the time of $10.3b. This final price that Oracle is paying for PeopleSoft is $2.50 per share more than Oracle's previous final offer which Oracle accomplished through cash and stock offerings for existing PeopleSoft shares tendered by December 10, 2004 in which 120,600,093 shares had been tendered and, according to Oracle, not withdrawn which completed the final acquisition. While most analysts agree that Oracle overpaid for PeopleSoft the benefits and market advantages that the company gained by acquiring PeopleSoft has paid dividends in the mid term because of the new customers the company has acquired as well as the host of other acquisitions that Oracle has undertaken since its PeopleSoft hostile takeover."
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East Asian Financial Crisis: Over or In Hibernation, 2008.
An analysis of the East Asian financial crisis.
2,181 words (approx. 8.7 pages), 12 sources, MLA, $ 68.95
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Abstract
The East Asian financial crisis was an important developmental economic event in that region. This paper attempts to put that financial crisis in perspective. The paper examines the speculation on whether the region still might suffer from or be prone to the effects of such a financial crisis. The paper also explains that the East Asian financial crisis can best be characterized as a currency crisis.
Outline:
I. Introduction
Motivation
Problem Definition
Goals and Objectives
Significance of Study
Summary of Results
II. Literature Review
Relative to Prior Research
Relevant Literature
Theory and Methodology
III. Methodology
Relation to Previous and Present Literature
Hypothesis Formulation
Advantages and Limitations
Plan of Analysis
IV. Data Collection and Analysis
Results and Explanations
Achievement of Goals and Objectives
V. Implications and Policy Recommendations
Implications
Policy Recommendations
From the Paper
"The 1997 East Asian financial crisis, also known as the IMF crisis, caused the contraction of many formerly robust East Asian and Southeast Asian countries. The crisis began in Thailand and quickly spread throughout the region with sudden devaluation of currencies, stock markets and various other economic structures (Li). One unique characteristic of the East Asian financial crisis was not that it occurred but that it spread like a pandemic from one economy to the other in the region. The problem examined here is whether these conditions or characteristics that led to the financial crisis in the region persist in any real sense."
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39253-Human-Resources-Motivation.doc, 2008.
A look at the reasons for demotivation in the workplace.
2,302 words (approx. 9.2 pages), 1 source, APA, $ 71.95
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Abstract
This paper discusses the lack of job satisfaction in the Human Resource Strategies Branch of the Federal Government, and the Furniture and Appliance Department of the John Highfield Company. Although the situations are very different the author draws comparison between the demotivation of the employees, which he suggests is mainly due to poor supervision, and suggests some methods to resolve the problem.
From the Paper
"In the case of the Human Resource Strategies Branch, the company faces two problems. One problem is that, in general, conditions are such that employees are bound to be demotivated due to the unsatisfactory way that they are supervised, the lack of clarity around policies and processes, downsizing and increased demands. The other more specific problem is that the Branch is in danger of losing Samantha, due to her high level of job dissatisfaction following the poor treatment from Jack, her Manager. This is a serious threat, as Samantha is a highly qualified professional - she is university trained in HRM, and also holds national certification as a Human Resources Professional. Such people cannot be lightly lost. As Prof. Brian Becker, of the University of Buffalo School of Management, puts it: "the business environment has changed - and altered HR's role along with it. Compared to earlier periods in our economic history, intellectual capital - for the first time - has a great deal of value" (Lin Grensing-Pophal, March, 1999, on web page cited). It would therefore be a good thing for the HR Strategies Branch to retain Samantha, rather than allow her to become so dissatisfied that she leaves."
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Organizational Strategy of Blenz Coffee in Canada, 2008.
A discussion of the popular Canadian coffee chain 'Blenz', focusing on its organizational strategy.
1,692 words (approx. 6.8 pages), 4 sources, APA, $ 54.95
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Abstract
This paper examines the organizational strategy of Blenz Coffee. The paper explains that the dominant strategy of Blenz is not one of lower cost but of differentiation. The paper then explains that Blenz uses this differentiation as a means to establish a competitive advantage over industry giant, Starbucks. The paper points out that although Blenz claims its focused differentiation is on its convenient "locations", top quality service and "highest quality" products, its real focused differentiation is on its specialty products not common to other coffee houses, such as the use of Belgian chocolate in some of the hot beverages. The paper then looks at why the differentiation strategy is the best one for Blenz to employ, as the organization cannot base profitability on its pricing system. The writer believes that Blenz can only grow in strength if it manages to satisfy the needs of the very-popular high-quality coffee chain industry. The writer suggests that the company's key tools for "differentiation" - primarily based on advertising of the use of real chocolate in chocolate beverages - are inadequate. Hot chocolate is not a large enough draw-card to turn one customer away from Starbucks towards Blenz. The writer then points out that, in this increasingly technological age the appeal of free wireless technology may draw in larger customers and encourage loyalty.
Outline:
Introduction
Organizational Strategy
Organizational Structure
Strategy and Structural Alignment and External Factors
From the Paper
"According to Blenz, the dominant structure and strategy of the company is to "develop customer loyalty and growth by providing an environment of quality, service and consistency through the development of people, products and attitude" ("About Us"). The company publicly points to its Belgian chocolate chips as evidence of its commitment to providing "new and exciting beverages for our stores" (ibid) and an example of "how Blenz continually strives to be the innovation leader within the industry" (ibid). The organization's current strategy is based on one of international expansion. As a relatively new company (Blenz was established in 1992), Blenz does not yet have the reach of its competitors, such as Starbucks and Seattle's Best (which are industry leaders in the United States). Therefore, the current strategy of the company is based on expanding operations in existing international locations, and plans to expand into new international locations."
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Home Ownership for Low-Income Households, 2008.
An analysis of consumer choice and low-income housing.
2,570 words (approx. 10.3 pages), 7 sources, MLA, $ 77.95
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Abstract
This paper establishes a model to elucidate how low-income heads-of-households (LIHOH) decide to purchase a home. The paper explains that after the decision is made, the model will predict the outcome for the homeowners when certain variables are changed, such as interest rates and income. The paper then establishes a hypothesis, proposes a way to prove the hypothesis using social science work done in previous studies, and then examines the outcome. Next, the paper examines what additional evidence might be collected in new quantitative studies to bolster or challenge the hypothesis. This paper also argues that the boom in housing ownership in the United States during the 1990s was largely driven by lower-cost loans, rather than changes in consumer preferences amongst lower-income heads of household. The paper points out that recent interest rate rises and changes in the job prospects of low-income earners in the US should predict a lower rate of house ownership in the future.
Outline:
Introduction
Hypothesis
Methodology
Income
Expectations of Income Continuation
Previous Home Ownership
Down Payment
Interest Rates
ARM's (Adjustable Rate Mortgages)
Reverse Mortgages
Increasing Housing Prices
Non-Financial Home-Buying Incentives
Completing the Model's Assumptions
Results Analysis
Critiques of this Model
Need for Further Study
Conclusion
From the Paper
"Heads of household in poor households--defined as up to two times the official US poverty level of $16,000 per household (2004) in the US, or $32,000 (DeNavas-Wait). The rate of home ownership has increased in this segment of the US population during the 1990's (Belsky E. S. and Duda 1-45). Although many LIHOH figures are clouded by the mix between Hispanic, Black and other lower-income classifications, the trend towards higher homeownership in the 1990's is clear. According to the Federal Reserve Survey of Consumer Finances, more than 55 percent of lower-income households held debt in 2004, up from 45% in 1989."
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Radisson's Revenue Optimization Program, 2008.
An analysis of the Radisson Hotel Group's revenue optimization program (ROPE).
1,015 words (approx. 4.1 pages), 2 sources, MLA, $ 35.95
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Abstract
This paper analyzes the Radisson's marketing of two things: their revenue optimization program (ROPE) and their hotels. It discusses the reasons for the two-fold advertisements and the benefits this will provide for the corporation and their clientele. The paper concludes by providing recommendations regarding the program utilized by the Radisson Hotel Group.
Table of Contents:
Costs, Benefits and Implementation
Processes
Casualties in Overbooking
Revaluations
Recommendation
From the Paper
"It would be the recommendation of the Country Inn and Suite to participate in the program utilized by the Radisson Hotel Group. This could only lead to beneficial information being gained and would inevitably create improved pricing and property decisions. However, a strong emphasis must be maintained in the initial stages of the project to make sure that educational factors for the current staff are understood and that customer support at Radisson will be readily available."
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Implementing the Activity-Based Costing System, 2008.
An overview of the methods of applying the "activity-based costing system" at Dakota Office Supply, in which actual costs associated with each product are established.
1,425 words (approx. 5.7 pages), 4 sources, APA, $ 47.95
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Abstract
The paper discusses, in a detailed description, the effectiveness of an activity-based costing system or ABC and the ineffectiveness of the current costing system in use at the Dakota Office Supply (DOS) company . The paper then relates the methodology of implementing ABC at DOS and the procedures involved in its application.
Outline:
Overview
Situational analysis
Activity based costing
ABC in practice at Dakota
Procedural steps of ABC
From the Paper
"Before performing ABC, a baseline or a starting point is needed for business process improvement and a baseline can be expressed in some form of model. This baseline is critical for DOP because in order to establish this baseline metric the analytics just performed must be done for each individual account. If DOP performs this activity on each customer the strategic management benefits would be substantial because all the excess cost-drivers could be eliminated resulting in much wider operating margins and thus profitability without increasing costs or committing resources to gain this efficiency. Therefore, a baseline is a documentation of the organization's policies, practices, methods, measures, costs and their interrelationships at a particular location at a particular point in time (Maiga & Jacobs, 2003). Through base-lining, activity inputs and outputs across functional lines of business can be identified. ABC is the only improvement methodology that provides output or unit costs. Value added activities are those for which the customers are usually willing to pay in some fashion for the product or service. Non-value added are activities that create waste, result in a delay of some sort, and potentially adds costs to the products or services. Resources are assigned to activities so that the activities can be performed in the first place. Some of Pilgrims' resources are measured in man-hours, machine hours as well as machine maintenance and operational overhead. It is through ABC that an organization can begin to see actual dollar costs against individual activities, and find opportunities to streamline or reduce those costs, or even eliminate the entire activity thus removing the cost altogether. This is the process inherent in ABC that reduces overall expenditures of the company. "
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eBay Marketing, 2008.
An overview of eBay - the online auction company.
1,982 words (approx. 7.9 pages), 9 sources, APA, $ 62.95
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Abstract
This paper describes the workings of eBay - the market leader in on-line auction platforms. It discusses the appeal and growth of eBay as well as its competitors and then provides some recommendations as to how the company could be improved.
Outline:
Executive Summary
Produce Description and Features
Product Branding
Product Positioning
Produce Life Cycle
Recommendations for Improvement
From the Paper
"eBay is known as the market leader for an auction platform within the online sector. eBay is revolutionary because it integrates technology in such a way that brings demanders and suppliers together to buy and sell a host of consumer products. eBay sells everything possible, even absurd items that would be considered value-less in everyday life. eBay's success is also posited on the fact that the site has a tremendous amount of customer loyalty. Part of this stems from how eBay integrates security policies to minimize fraud and integrates other aspects of its product line within the overall company structure."
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Three Financial Econometrics Articles, 2008.
Reviews three related financial econometrics articles.
1,335 words (approx. 5.3 pages), 3 sources, MLA, $ 44.95
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Abstract
This paper reviews three articles that discuss some form of financial risk modeling methodology. The articles discussed are "Model-Based Stress Test: Linking Stress Tests to VaR for Market Risk" by Carol Alexander and Elizabeth Sheedy, "Risk and Probability Measures" by Phelem Boyle, and "Realized Volatility and Correlation" by Anderson, Torben, et al.
Table of Contents:
Abstract
Article Reviews
Alexander, Carol and Elizabeth Sheedy. "Model-Based Stress Test: Linking Stress Tests to VaR for Market Risk".
Boyle, Phelim. "Risk and Probability Measures."
Anderson, Torben, et al. "Realized Volatility and Correlation."
From the Paper
"Volatility is the focus of all risk modeling in financial analysis because the greater the volatility the greater the risk of the investment or a portfolio exhibiting a high degree of volatility. Anderson et al, in "Realized Volatility and Correlation" describe how volatility has come to dominate risk modeling literature and that this literature has increasingly focused on "higher-frequency data". Thus begins these researchers' quest to attempt to match actual volatility levels with more accurate forecasting techniques."
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Introduction to Organizational Behavior, 2008.
A case study of the relationship between company policy and staff satisfaction, relationship and motivation.
2,189 words (approx. 8.8 pages), 2 sources, APA, $ 68.95
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Abstract
This paper is a case study addressing the problems existing between the John Highfield Company and the Human Resources Strategies branch.The paper discusses the problems of job satisfaction, the opportunities to progress and advancement within the company. The paper comments on the interrelationship problems that occur between staff at a supervisory level and staff working at subordinate levels. The paper further highlights the interpersonal skills or lack thereof that is responsible for many of the problems of staff dissatisfaction. The paper concludes that in a dysfunctional organization it is probable that the organization will record a high staff turnover due to the absence of staff motivation.
From the Paper
"Assessing the situation within the John Highfield Company's Furniture and Appliances department, it is immediately evident that Mr. Broadbent's abysmal interpersonal skills are contributing mightily the problems confronting the department. According to our course notes, one common hypothesis among those who study organizational behavior is that "satisfaction causes performance"; in short, a considerate, humane management style will foster job satisfaction and this will, in turn, spark increased performance among subordinates. Broadbent's management style is clearly not benevolent or engaging and several of those under his supervision are actively weighing a career change. Worse yet, they have ceased to care deeply about the company's well-being, and are calling in sick at a conspicuously high rate. Even more damaging still for the John Highland Company, four of the ten employees (veteran employees with plenty of knowledge) are going to quit at the same time - right before the Christmas season when they are needed the most. Suffice it to say, the department could be looking at a catastrophic state of affairs that could have been avoided if Mr. Broadbent had leavened his management style with a considerate approach. Instead, he has permitted the organizational culture within his department to deteriorate to the point where his own termination is now a distinct possibility. "
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Early American Film History, 2008.
An overview of the history of the American film industry from the late 1890s to the 1920s.
1,848 words (approx. 7.4 pages), 7 sources, MLA, $ 59.95
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Abstract
This paper discusses how American cinema from 1896 and thereafter really has its roots in Thomas Edison's early inventions relating to film projectors. The paper then takes a look at the development of early film and cinematography throughout the 1880s and 1890s, starting from the invention of the kinetophonograph. It also tracks the history of films beginning with the first motion picture called "Monkeyshines", filmed in 1891, through the building of the first film studio and movie theaters. In addition, the paper discusses how, by the 1920s, American film and cinematography seemed to mature as an industry and how the technology had advanced to such a degree that producers and directors could shift their attention from the technology to the actual making of a film and directing of the storylines.
From the Paper
"The development of cinema into an art form in its early years is inextricably related to the development and advances associated with the film technology itself. Eventually the dominance of the East coast film companies which had advanced various film projection technologies in tandem with film production such as Edison's own Edison Company and the American Mutoscope Company among others, gave way to film production companies which began to concentrate solely on film production rather than on the technology development as well as film production. This shift in focus from the film projector itself to actual film production began in earnest in the US with the work of Edwin Porter who is known as the father of the story film (Bordwell 57)."
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Nokia's Marketing Plan, 2008.
This paper examines Nokia's past and present marketing strategies.
819 words (approx. 3.3 pages), 3 sources, APA, $ 29.95
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Abstract
The paper looks at Nokia's basic philosophy and mission statement. The paper discusses the company's past marketing successes and offers a review of Nokia's marketing mix. The paper then provides a summary of Nokia's promotional strategy.
Outline:
Business History and Operations
Business Concept and Mission Statement
Marketing History
Marketing Mix Review
From the Paper
"Nokia is at the forefront of mobile technology and has over a century and a half of innovation with roots beginning as early as 1865. Mobile communications began in 1968 and Nokia is now the world's largest manufacturer of mobile telephones.
"The company also develops mobile WiMAX solutions, and sells its products to customers, retailers, distributors, and wholesalers. "It has its operations in Europe, the Middle East, Africa, China, the Asia-Pacific, North America, and Latin America. The company was founded in 1865 and is based in Espoo, Finland", (Yahoo Finance, n.d., para 2)."
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Leadership and Communication, 2008.
A critical review of L.H. Garner's book "Leadership in Human Services".
700 words (approx. 2.8 pages), 2 sources, APA, $ 24.95
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Abstract
The paper examines "Leadership in Human Services" by L.H. Garner, which discusses the importance of positive management in the success of the employee, the client and the company. The paper asserts that the main weakness of the book is the lack of interest in effective communication processes in organizations. The paper also shows how the book does not provide specific techniques to retain employees.
From the Paper
"This paper will deconstruct L.H. Garner's book Leadership in Human Services and tie in the first chapter of Dilemmas in Human Services Management to the above reading. The importance of positive management in any business is vital to the success of the employee, the client and the company. Leadership should be synonymous with management, but as we all know it is not. It is easy to find people to hire and easy to find clients--the difficulty in management is retention--retention of the employee and the client."
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Affirmative Action and Wages, 2008.
An examination of affirmative action, wage inequality and wage differentials.
2,220 words (approx. 8.9 pages), 10 sources, APA, $ 68.95
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Abstract
This paper examines affirmative action and its impact upon the wage gap found among various groups. While the initiative has met with some success, it is evident that various groups continue to lag behind. The paper looks at the advances that have taken place in recent decades as well as at the areas - mostly in enforcing compliance - where it appears affirmative action is not eliminating workplace discrimination. The paper also suggests that corporate cultures need to change. Finally, it concludes by offering a solution to the enforcement issues plaguing affirmative action in America.
From the Paper
"Interestingly, just as the different groups of women comprising the female population in America gain from affirmative action at a different rate when it comes to pay increases, some scholars argue that affirmative action really works best in industries that have a high incidence of federal contracts or in industries that, because of their high growth rates, invite more government reviews. In other industries, it appears as though the rate of compliance is not quite so high because the extent of government review and involvement is less significant (Walker, 2000). Evidently, the manner and degree of discrimination can only be sharply reduced through rigorous government oversight; simply having federal legislation in place is insufficient to reduce discrimination if those laws will not be strictly enforced. "
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Conflict in the Workplace, 2008.
A look at various facets of conflict within a work environment.
1,868 words (approx. 7.5 pages), 6 sources, APA, $ 59.95
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Abstract
The paper discusses three main views of organizational conflict: traditional, human relations and interactionist. The paper then looks at case studies that are based on dysfunctional conflict as opposed to functional conflict. The paper addresses issues related to implications of involvement, freedom of expression, bystanders and third parties, and creative conflict.
Outline:
Introduction
Background Information - What Is Conflict?
Analysis
Conclusion
From the Paper
"The traditional view sees conflict as bad, and as such it should be avoided at all cost. With this view an organization is treated as a static entity, and the components of the organization are expected to fit perfectly, so that there is constant stability - hence conflict is inherently 'bad', and results in an actions that are contrary to the achievement of the organizational goals. With this view, conflict signifies that there is some process or procedure that is not clearly defined and the necessary action is to have further elaboration, and conflict is remedied by being structured away."
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