Ethical Dilemmas in social work practice free essay sample

In each calling: we as the experts are confronted with moral issues. A moral issue is a contention of good standards, happening when an individual is looked in specific circumstances, where following especially chief may bring about the infringement of the other (Buzzle. com, 2014). In the Department of Education (DOE) we distinguish the understudies and groups of the New York City government funded educational system as our customers. Our families and understudies build up a solid associations with staff, which is ordinary. Understudies go through 181 days of the year in school with instructive, administrative and clinical staff (schools. nyc. gov, 2014). As a family specialist of the DOE I am confronted with moral quandaries that drive me to take a look at self and take an expert position towards a circumstance. Problems at the your work environments can here and there be the hardest choice to make throughout everyday life, anyway as an expert we should find a way to move further and not risk our permit or potentially vocation. As a family laborer of the School Base Support Team, I have the most parent contact because of the numerous caps I wear in my position. At the division of training I take on numerous jobs and help out in various areas of the instructive framework. I manufacture relations with guardians, grandparents, non-permanent parents, specialist organizations, outside caseworker, laborers of the Administration for Children Services (ACS) and our understudies. In building these connections, we as staff have a ton of outside shared traits (I. e. social clubs, common companions, shared intrigue and originate from the equivalent geological network). In my position, I have a bit of leeway over a great deal of staff. I originate from the network that I work in, I have watched a large number of the kids that enlist into my school develop and create inside and outside of the school setting. A large portion of the youngsters, that go to this instructive establishment, guardians have grown up with me in a similar network and we share a similar social foundation just as childhood. This bit of leeway can have its good and bad times, particularly when confronted with moral issues. I am the individual whom reaches the parent in various circumstances: before an assessment is begun, when participation is a lacking, when a custom curriculum understudy is engaged with a circumstance, when effort is required for indicated reasons and when Office of Children and Family Services should be told. Being such an advantage for the instructive foundation and the network now and again set me in a place where moral quandaries can happen. A moral issue that I can recollect occurring during my second year in my situation as a Family Worker/Clerical Associate. I was very much aware of the essential codes of morals and as a youngster, who dwelled in the network where 97% of the understudy body additionally lived, I put a ton of things in context before working in my locale. I restricted my informal community companions, turned out to be exceptionally unassuming, and made it understood to the guardians that I had earlier connections during my youth that â€Å"my work is my job†¦ its business! † There was currently another relationship that was shaping as a chairman/family laborer in the instructive establishment where the families are our customers. As a natural face from my locale, this constrained me to consider double connections as talked about in â€Å"Beyond the code of morals, Part I†, it leaves an open way to fundamental special case, so keeping a carefully proficient relationship encourages me maintain a strategic distance from problems (Freud Krug, 2002). Connections in the field are significant and can be the drive for change. The National Association of Social Workers (NASW) basic belief of significance of human connections moral chief ganders at the significance of the relationship, building more grounded associations with importance to advance, reestablish, keep up, and better prosperity of people, families, social gatherings, associations and networks (NASW, 2008). I generally kept my associations with guardians and families carefully expert to keep away from any setbacks or miscommunications. As a Family specialist I help with the checking of day by day participation and when participation is disturbing it is my duty to follow explicit convention before detailing an instance of instructive disregard because of over the top unlucky deficiencies from school. Ms. SmithX, A solitary parent of two, works an all day work and makes some hard memories getting her school matured little girl to class routinely or in the event that she joins in, getting her to class on schedule. I am exceptionally acquainted with the parent of this kid, she was right now engaged with the school before taking on this new position makes them work long and hard hours. I grew up with this parent, Ms. SmithX, on a similar road of my neighborhood, we played together as children, went to similar schools and even hung out together our late high schooler years. At the point when this understudy participation got disturbing, I found a way to caution this parent of the issue of the participation just as discovering approaches to help the issue as an expert. My considerations from the start being that I knew her for quite a while would she be responsive and proactive in fixing the issue before ACS got included? I’ve sent home a notification to meet with Ms. SmithX to examine the issue of participation through mail just as with the youngster and connected by means of telephone various occasions. I was then compelled to make a home visit. This family lived out of the school zone and numerous choice were close by. A home visit was led and as the parent opened the entryway she was mitigated to see it was me, a natural face, who was going to help with finding a goals for this issue. I started the home visit by re-presenting myself and the explanation behind the visit. Ms. SmithX was very much aware and appear to be extremely humane about finding support. Ms. SmithX was given numerous alternatives: transporting transportation, backing for plan change at the specific employment, and even a programmed move to a closer school in their zone. Ms. SmithX was planned to come in for a gathering a couple of days after the home visit. After leaving the home, I addressed Ms. SmithX 1 to 1 and I express to her in an expert way â€Å"this is my vocation and my activity, nothing close to home I am simply attempting to help you as a parent to our understudy. † Ms. SmithX was exceptionally clear on the procedure and the results on the off chance that she didn't finish process on changing the issue. By the vibes of things it look like Ms. SmithX was overpowered. Ms. SmithX never appeared and 3 endeavors was made after that to attempt to get her in office to talk about the worries of participation, scholastics and the conceivable possibility of her being accounted for to OCFS if change doesn't happen. In finishing my administrator knew about the earlier relationship and approach on the off chance that it would be hard for me to finish on this procedure because of the parent being incompliant of the assets placed in to play to help with her circumstance. I express to my chief that I would do this expertly and morally and I realized it was the ideal opportunity for me to settle on the choice. It was hard in light of the fact that I had confidence that Ms. SmithX was going to roll out that improvement. The call to OCFS was made and the report went similar to an evacuation. The inclination that came over me, caused me to feel as though I was in a back-and-forth with myself. In the article â€Å"Identifying the discomfort†, talk about Anderson’s perspectives on the investigation of moral issues experienced by social laborers in-preparing and the two moral issues emerging from the emotional proof which were absence of secrecy and permitting self assurance to become possibly the most important factor in any event, when it might be troublesome and agonizing for the customer (Dodd, 2007). I realized this would hurt Ms. SmithX yet I likewise realized she would get the assistance that she required. To watch somebody I grew up with, from the equivalent social and instructive foundation, fall flat and lose her kids hurt me to my center yet in the event that I didn’t act promptly the circumstance could have more regrettable. As a social specialist in-preparing, the deontological viewpoint was the bases for thinking for this situation. I went about as, on the off chance that it was my obligation to ensure this youngster was in a sheltered spot and settled on the choice I felt was ethically right. Base on the force point introduction, Social hard working attitudes and the dynamic procedure, from Practice Lab II it expresses that Deontology is commitment or decide based and that runs simultaneous to the methodology I took on thinking this difficulty and the Utilitarian (Teleology) is a more result based methodology and good and bad are controlled by outcomes of the demonstration (Hunter, 2014). In the Utilitarian point of view I needed to recognize and think about the ramifications for self just as other and get more delight and keep away from the agony however that wasn’t the best methodology in this circumstance. After two years, I cross way with Ms. SmithX again in broad daylight with her two kids. Ms. SmithX said thanks to me for doing what I needed to do in light of the fact that it was a reminder for her. Ms. SmithX discussed her encounters and what she is doing another way now. It was genuinely a gift to see such favors originate from a moral difficulty, for example, that one.

Sorry Quotes to Help You Say Sorry Like You Mean It

Sorry Quotes to Help You Say Sorry Like You Mean It Have you at any point felt so heartbroken that you couldnt rest? Have you encountered extraordinary blame for accidentally harming somebody? Blame is a compelling feeling, and it can cause sentiments of uselessness, disgrace, and wretchedness. The main path around it is to present appropriate reparations and apologize. Alexander Pope stated, To fail is human; to excuse, divine. It is normal for people to commit errors. You can't wipe the tears with just words. Be that as it may, if the goal is earnest, and the regret genuine, a few injuries can be recuperated. Regret ought to go before the statement of regret. Also, the conciliatory sentiment ought to be joined by healing activity. In the event that you need to apologize for something and you in all seriousness, sorry statements. Monica Lewinsky Also, I felt sorry, and I have felt terrible about what occurred. Dale Carnegie Feeling frustrated about yourself, and your current condition, isn't just a misuse of vitality however the most exceedingly terrible propensity you might have. Bjork Football is a ripeness celebration. Eleven sperm attempting to get into the egg. I feel frustrated about the goalkeeper. Arthur Ransome Snatch an opportunity and you wont be upset for a might-have-been. Leon Czolgosz I am not sorry for my wrongdoing. Benjamin Disraeli Expressions of remorse just record for that which they don't change. David Herbert Lawrence I never observed a wild thing sorry for itself. A little winged creature will drop solidified dead from a limb while never having felt frustrated about itself. April Winchell I can wholeheartedly apologize for not being at all heartbroken. Also, it truly is the least I can do. Angela Merkel I feel sorry once in a while for these athletes and ladies who put in the same amount of exertion as the footballers. For instance, competitors train in any event as hard as footballers yet must be cheerful on the off chance that they can acquire enough to back an OK instruction. Estelle Getty In the event that adoration implies never saying youre heartbroken, at that point marriage implies continually saying everything twice. Wayne Newton Theres no room in my life for feeling frustrated about myself. Ruler Charles Beresford Sorry cant come. Falsehood follows by post. Aesop We would regularly be heartbroken if our desires were satisfied. Dan Heist At the point when you understand youve committed an error, offer some kind of reparation right away. Its simpler to eat humble pie while its despite everything warm. Mignon McLaughlin Genuine regret is never only a lament over outcome; it is a lament over thought process. Harriet Beecher Stowe The bitterest tears shed over graves are for words left inferred and for deeds left fixed. Edgar Watson Howe You can make up a squabble, yet it will consistently show where it was fixed. Margaret Laurence In certain families, if it's not too much trouble is depicted as the enchantment word. In our home, be that as it may, it was heartbroken. Robert Fulghum Follow the rules. Dont hit individuals. State youre sorry when you hurt someone. Edward N. Westcott In the event that Ive done anything Im sorry for, Im ready to be pardoned. Mccain Edwin The words are totally gone, the occasions been excessively long however its not very late to state Im sorry to a companion. Demi Moore The things two individuals do to one another they recall. In the event that they remain together, its not on the grounds that they overlook; this is on the grounds that they excuse. Claire London I have discovered that occasionally sorry isn't sufficient. Now and again you really need to change. Gandhi The feeble can never excuse. Pardoning is the quality of the solid. H. L. Mencken Spouse: one who is sorry she did it, yet would without a doubt do it once more. Robert Burns Im really sorry keeps an eye on domain has broken Natures social association. Lionel Blue ï » ¿What would I have done if Id been scrutinized? Would I have taken a chance with my own life for individuals I barely knew? Presumably, I would have looked the other path, best case scenario or become another theological rationalist for abhorrent at the very least.

Hindrance to organisational performance

Impediment to hierarchical execution 1 Introduction A very long time prior, consistent changes to an association was thought as a block to authoritative presentation. Be that as it may, presently fruitful change is imperative for each association. This adjustment in thought is a direct result of need of associations to make due in profoundly serious market and developing condition (Todnem, 2005). Associations ought to adjust their change programs with the executives improvement to keep up their serious edge. As opposed to plenitude of scholastic writing on change models and structure indicating the expansion in business concern, it is accounted for that 70 percent of progress program have fizzled (Burnes, 2003).      This report specifies around not many speculations on change execution and issues emerging while usage. Moreover, the report examines about force as an apparatus in change process. At long last, the report finishes up by breaking down two contextual investigation: one with a change disappointment and another on effective change. 2 Organizational change In spite of the huge scholastic research, experimental information shows that numerous associations battle to lead powerful change ventures and that issue emerges in change usage (Cicmil, 1999). Authoritative change ventures are constant learning ventures. Is nonstop change a steady element in association? Todnem (2005) makes reference to â€Å"Change can't be depended upon to happen at a consistent state, rather there are times of steady change sandwiched between progressively fierce times of progress which have added to the hallucination of solidness once thought to be the case.† Overseeing change has a six-phase approach: Envisioning, initiating, supporting, usage, guaranteeing and perceiving (Hamlin, 2001). This report focuses on change execution stage. Usage (additionally called ‘transition by certain creators) is the way toward making a plan operational. Usage includes arranging, gaining, introducing hardware or innovation, make representatives change prepared, plan occasions for the better approach for procedure to supplant the old way. Essential components of a change usage plan are: Deliverables and its motivation, achievements to get to advance, accountabilities, correspondence plan, estimation plan for getting to the outcomes of the change. On the off chance that change is enormous scope, odds of disappointment in this stage is likely high (Martin, 1999).      Various change hypotheses can be classified dependent on their way to deal with execute change: arranged, developing and possibility approach (Todnem, 2005). 3 Theories of progress 3.1 Planned methodology As per Todnem (2005), arranged way to deal with hierarchical change traces the change procedure. It likewise uncovers the various stages that an association will be hauled through while rolling out the improvement to an ideal state. Arranged way to deal with change is profoundly powerful yet takes quite a while. Lewins change model Lewins change model states three degrees of authoritative change: unfreezing present level, moving to the new level, refreezing the new level. At the end of the day, the model requires to dispose of old conduct, structures, procedures or culture before making it to the new level (Todnem, 2005 and Brisson-Banks, 2010). This hypothesis brings up hardly any basic issues by the creator. Unexpectedly leaving old traditions may trigger awkward responses from workers. Likewise, it may be amusing to have adjustment of progress at the third level, when change is a persistent or open-finished procedure. As indicated by Todnem (2005), arranged way to deal with change experiences hardly any disadvantages. Right off the bat, a portion of the triggers of progress are as often as possible divided in time that arranged methodology (recognize, plan, execute) to change is for all intents and purposes not pertinent. Furthermore, it thinks about the earth, which associations communicate, is steady from the beginning till the finish of progress process. This lead approach to rising methodology. 3.2 Emergent methodology Since change is so quick paced, obligation regarding change execution must be decentralized. It is worried about change availability and facilitate the change procedure. Kotters change model The change model that is trailed by numerous hierarchical pioneers for arranging and executing change effectively by completing eight things right and organized appropriately. Kotter affirms association doesn't impart direness for change in administrators or workers, prompting change disappointment (Brisson-Banks, 2010). The eight stages which makes change activity effective and mistakes that may manifest at each stage is summed up in table 1. For enormous associations, it may turn out to be for all intents and purposes entangled to convey the vision and consequently enabling representatives gets troublesome as the vision isn't penetrated to grassroots of the association (Paton, 2008). In spite of the fact that Kotters change model is mainstream, the creator takes note of that the model notices on wiping out any protection from change however is inadequate in not giving the reason. It likewise doesn't consider the human component. Moreover, the above speculations doesn't take a gander at the size of progress for fruitful usage. 3.3 Contingency approach As indicated by Buchanan (2007), The Dunphy-Stace possibility approach prescribes to utilize the one which may fit the setting of progress (Scale, time, support for change) for an association. For ranking directors to realize change (time to change is less), domineering methodology is well-suited. In any case, center directors will discover community style helpful (time to change is more). Basic change proposition must be passed through coercive modes. For change to be presented rapidly, oppressive change ought to be picked. The mode utilized ought to be integral to the change usage (Buchanan, 2007).Theories of progress essentially express the standards of the street yet it is dependent upon the association to procure fundamental capabilities, aptitudes and assets to actualize them (Burnes, 2003). 3.4 Project the board approach Venture the executives approach considers the size of progress and the human factor that block fruitful change usage. Cicmil (1999) states three ways to deal with change usage: venture the board, participative administration and possibility approach. Undertaking the board approach considers change to be a progression of ventures. Cicmil (1999) additionally makes reference to that this methodology is the best as it makes change focussed with quantifiable results and criticism through learnings. Observational proof shows huge associations turned out change as an undertaking. Her exploration examination spotted three regular wellsprings of hole in change execution: Why (the explanation and motivation behind change), What (Specified result) and How (usage process). She likewise found that human obstructions like moderate learning, quick overlooking and composed opposition which are identified with Why, how and why. Composed opposition emerges out of absence of comprehension of what, how or both of progress usage. Quick overlooking and moderate learning are a ‘misfit of progress in business methodo logy. The issues around change usage can be disposed of by following a reasonable administration style or force procured by position in association. 4 Power as a device in controlling change Force is weaved into social and hierarchical life. It has become an instrument that can be utilized by association to be a driver for accomplishing hierarchical results. Buchanan (1999) likewise makes reference to about the manners by which one can get power in an association: Position or rank, know partners and supporters and look after relationship, access and command over data, solid correspondence arrange, settling basic issues, to be indispensable and the significance of the business one is engaged with. â€Å"Power is worked by guaranteeing that you control however a much area as could reasonably be expected, and this control is gotten by setting your partners in key positions and by extending the exercises over which you have formal responsibility.† (Buchanan, 1999). This is additionally affirmed by Machiavelli in his book perceiving the criticalness of gifted staff encompassing a pioneer. A pioneer may be criticized of his/her decision of designating bumbling supporters (Mcguire, 2006). As per Mcguire (2006), force ought to be aimed at accomplishing hierarchical objectives. A pioneer is one who uses capacity to cause workers to tail him/her and motivates supporters. Be that as it may, imparting capacity to devotees is well-suited when pioneer can't face hierarchical requests alone, showing the requirement for groups. Now and again the pioneer needs to surrender some capacity to effectively enable supporters utilizing the devices of remunerations during hierarchical change. It can likewise be utilitarian when directors use it to accomplish hierarchical objectives however useless when abused to advance personal circumstance (Buchanan, 1999). A pioneer need not have constructive individual qualities that devotees will appreciate, however it is his/her capacity to cause them to accept that he/she has it (Mcguire, 2006). Machiavelli states there are two â€Å"carrot and stick† approaches for an effective change execution by utilizing power. Right off the bat, by executing reward power. Furthermore, utilizing disciplines. He advocates utilizing reward power first however when that isn't persuading individuals about change and its qualities, or devotees not demonstrating reliability to the pioneer, at that point disciplinary activity is recommended. A compelling pioneer is the person who makes a discipline resemble a prize (Mcguire, 2006). 5 Analysis of two contextual investigations This report examinations two organizations ABC Engineering and XYZ development, which was explored by Burnes (2003), utilizing Cicmil (1999) which is summed up in Table 2 model referenced in 3.4. ABC Engineering The parent organization of ABC Engineering bought a comparable item German producer so as to blend the organizations for advertise extension. ABC, undermined by the merger, lead number of changes, to build efficiency, improve quality and diminish costs. Opposition and decreased confidence were the general inclination and

The management of a virtual organisation - Free Essay Example

Stanford University classmate Bill Hewlett and Dave Packard founded HP in 1939. The companys first product, bill in a Palo Alto garage, was an audio oscillator-an electronic test instrument use by sound engineers. One of HPs first customers was Walt Disney Studios, which purchase eigh oscillators to develop and test an innovative sound system for the movie Mission Provide a collaborative community where HP Indigo customers, HP subject matter experts industry and other selected thought leaders share knowledge that leads to: Increased profit and revenue for owners Improve productivity for operators enhance value for HP products and services Vision To lead the graphic arts industry as the best source for HP Indigo, Scitex and DesignJet customers to maximize value and grow their business. Vision and strategy At HP, they diversity is key driver of his success. Putting all his difference to work across the world is a continuous journey fueled by personal leadership from everyone in his company. Our aspiration is that the behaviors and action that support diversity and inclusion will come from the convication of every HP employee-making diversity and inclusion a conscious part of how we run our business throughout the world. Diversity and inclusion are woven into the of our company. HP Values Originally put in writing in 1989 by David Packard, HP values are the centerpiece of the Hewlett-Packard way. Hewlett-Packards stated values are not uniquely different from most major companies. What makes the HP Way unique, though is the seriousness with which value are treated as a management tool. They are not spread by sloganeering, but serve as criteria for daily decision-making and advancement. Brought to life as well as Hewlett-Packard does the HP way, value based management lifts everyone above trivial concerns to focus on those that truly important. Culture Hewlett-Packard Vice President and Chief Ethics and Compliance officer Jon Hoak talked about renewing H-Ps commitment to a integrity at a meeting with members of the Business and organizational Ethics Partnership at the Markkula Center for Applied Ethics The HP workers were participate in the company with stock options and even paid additional premiums when the HP was successful-today known as profit sharing. These measures served to identify the employees with their work and encourage them. Seiko UK Limited: History: Seiko UK Limited is the wholly-owned UK subsidiary of Seiko Watch Corporation of Tokyo, Japan and has operated from the Maidenhead site since 1985. Their brands include Seiko, Pulsar and Lorus watches and Seiko clocks. In addition Seiko UK is the UK distributors for Nike Timing, Disney watches and Morellato watch straps and bracelets. Since its establishment in 1881, SEIKO CORPORATION has continuously built a reputation for precision, reliability and excellence in advancing technology. SEIKO has launched many epoch-making products in the world. SEIKOs cutting edge innovations make it possible to create wonderful worlds first products. Seikos Vision: The most technologically advanced craftsmanship in the world. They were allowed to use any movement, or build new ones. They had the freedom to explore any design direction and seek new inspiration wherever they chose. A collection that expresses SEIKOs dedication to infinite perfection. Cultural Values: Seikos image and positioning in Japan is not the same as its image and positioning around the world. Seiko is doing business all around the world. They work in different countries according the culture. Seiko operates in many countries so they have to keep a tab on all the countries needs. Since it operates in different countries it has to take into consideration every countrys individual needs. To make this possible Seiko strive to anticipate and understand their needs and delight them with the services. It values its customers above everything else and aspire to make their lives richer, more fulfilled and more connected. They always listen and respond to each of their customers. Seiko strive to delight their customers, anticipating their needs and deliver greater quality and more value, faster than anyone else blowing their minds with the experiences they deliver everywhere in the world. Managing across different cultures: Management strategy adopted by Seiko is same in all the countries. Managers across cultures have to make sure that each and all the employees are fairly treated and there must be no discrimination in the staff. Managers across cultures have their own way of managing staff or employees by creating a working environment that encourages initiative and satisfaction at work. Managers across cultures are attentive and well prepared in welcoming new employees. Every member of staff is well trained with diligence in respect of both the tasks and the role. Samsung HISTORY The Samsung group was founded in 1938 by Lee Byung-chull.it was incorporated in 1951.it was incorporated in 1951 as Samsung corporation. The meaning of the Korean word Samsung is tristar or three stars. Samsung Electronics was found in 1969 in Suwon, South Korea as Samsung Electric Industry originally manufacturing electronic appliances such as TVs, calculators, refrigerators, air conditioners and washers. By 1981 the company had manufactured over 10 million black and white TVs/ in 1988 it merged with Samsung semiconductor communications. VISION Samsung vision that through technology innovation today, we will find the solution we need to address the challenges of tomorrow. From .technology comes opportunity for business to grow, for citizens in emerging market to prosper by typing into digital economy and for people to invent new possibilities. CULTURE VALUES: Samsung doing business worldwide, Samsung is not multinational company but also multicultural. Samsung are offering different product according to its customer need. It encourages its manager it gains experience working in different countries. International rotation is a key part of their Inspire programmed for employees with potential. MANAGING ACROSS DIFFRENT CULTURES: Samsung believe that employee diversity is a business. Samsung is make product acceding to consumer need. They have strategy to improve diversity and inclusion across the group. It product is quit chip with good quality, customer are easily understand system. Samsung manger are increasing has to work in the international and malty culture environments. Same times cross culture challenges do have negative impact on customer Samsung electronics is the global market leader in more than 60 products. Samsung beliefs employee diversity is an asset to their business. Men and women of variou age from different backgrounds and cultures, with a range of different experiences, help Samsung understand and serve their customer around the world TASK-2 HP Today, HP is making good reputation in the world. HP and its product and after selling his product they are provide good service.sich as hp employ effective employee performance management practices. Hoak said that give the proud tradition of values at Hewlett-Packard, sometimes called the HP way, this pretexting scandal was a special embarrassment. Employees felt theyd been betrayed he said but the incident was a wake-up call to be thinking about the importance of ethics. Creation cultures (like most startups) depend on individual brilliance and favor acts of creation in them are motivated by competition-within the company and also with external players. Competence cultures, similarly, look to individual, brilliant drivers of outcomes, but the people in them are motivated by competition- within the company and also with external players. Collaboration cultures take teamwork for granted, and indeed, cant conceive of doing anything without a team or group sensibility. At their best, they thrive on collaboration with customer to produce useful outcome. Loose, informal structures suit people in collaboration cultures just fine. Control cultures, while similarly group oriented, tend to drive things from well- planned activity and rely on hierarchies to get things done. Making plan and orderly are big values in such cultures. Pedagogical Objective The case study provides insights to understand and analyze :- The significance of organizational culture Impact of organizational culture on the performance of a company Effect of mergers and acquisitions on the organization culture of a firm Whether and acquisitions will work for HP in long run. Visible culture of HP: Staff Uniforms Company logo Connecting people slogan Mobile phone series Invisible culture of HP: Expressed values, such as the HP way Respect for other Customer focused Achievement Continuous learning Seiko UK Limited: Seiko: Seiko is a major player in the watch manufacturing industry. It has manufactured citizen watch, Movado watch, Cartier watch, watchdog, watch movies, hurricane watch, luxury watch, fossil watch and many more. Each of the watch manufactured by them relates to some cultural figure. One of the major reason for its sale is that it manufactures different kinds of watches keeping in mind the different cultural needs of its customers. Thats the success story of Seiko. Seiko manufactures watches according to the countries. Recently they have manufactured watches for china. It was called Chinese watches specially designed for the Chinese people. Seiko takes care of all the countries while making the watches. And thats what Seiko is famous for. SAMSUNG Samsung culture: Entrepreneurial Profit focused Decisive Different from other Invisible culture: Beliefs Values Attitudes Assumptions Feelings Creativity, collaboration and excellence are the hallmarks of leadership at Samsung. By attracting the worlds most talented manager and continuously evolving our companys culture to support them, and improve the everyday lives of our customers. Samsung has redesigned itself to make better consumer electronics. The company is leering from other industries as well as user research. Samsung share a love of sports that transcends different cultures, industries and technologies said IS Kim, President and CEO of Samsung Electronics Europe. Samsungs world class cutting-edge design and technical skills is the perfect match for customer want sporting excellence. Together, we can help sports enthusiasts of all ages and abilities to unleash their true potential and have fun doing it. Samsung paling majored role in electronic item, it product it also good, customer are satisfied with Samsung product. The company offer best p roduct according to the customer requirement. Samsung is leering from other industries as well as user research. Not only has the traditional Confucian hierarch given way, but designers are winning the battle with engineers to things to do thing the way people want them to. Samsung always try to introduce new product which consumer want. They design same thing new, with latest feature, and also offer chipset price, that the main rations customer are like Samsung. Samsung is comprised of companies that are setting new standards in a wide range of businesses from consumer electronics to petrochemicals, people and businesses around the world. Samsung doing the business harems the power of the digital revolution to create groundbreaking products and services that take consumers and businesses beyond imagination. Samsung Electronic makes an effort to develop environment friendly product that minimizing to environment. TASK-3 Implement sound management practice in a virtual organisation. Virtual Organization The new virtual organization would be the interlocking social structure that governs how people work together in practice. It is the management of behaviours, interaction, norms, personal, and professional connection though which work gets done and relationship are built among people who share a common organization affiliation or cluster of affiliation. It consist of a dynamic set of personal relationship, social networks communities of common interest emotional sources of motivation. The key characteristics of the virtual organization include: evolving consultancy grass roots dynamic and responsive excellent at motivation requires insider knowledge to be seen flat and fluid NETWEB ELITE SOLUTIONS Netweb elite solution has a truly unique perspective on providing e business solutions. We view truly world-class e business solutions to be an important touchpoint in your overall comprehensive marketing strategy. They are designed and implemented to act as part of that overall system, whether they be for e commerce, knowledge dissemination, or promotional purposes. OUR METHODOLOGY Our methodology for achiving world-class e business solutions is called enables us to build e business solutions that focus on your marketing and business challenges. KUB LTD KUB Provides a one-shop for business and organisation who have a problem and need cost effective professional help from independent management consultants to resolve it. KUB ltd is an independent marketing organisation for independent consultants. Why pay huge day rates only to end up working with a junior? Why not work with professionals who have years of experience and a deep understanding of what business needs in this highly competitive climate? TASK-4 What is communication? The term communication covers just about any interaction with another person. It includes sharing information, ideas and feelings between people. Communication is a two way process. When you communicate you perceive the other persons responses and react with your own thoughts and feelings. It is only by paying attention to the other person that you have any idea what to say or do next. When good communication is missing, health professionals cam misunderstand or be ignorant of patients need and expectation, furthermore patients may not understand their and the choices available to them. You can probably think of many occasions when lack of communication has left you feeling angry or worried. When people are ill, vulnerable or coping with bereavement the effects of poor communication can result in more than minor irritation. Every year the health service receives many complaints from patients about poor or luck of communication from the nurses and doctors. Importance of communication. Paul Roberts is a client director with internal communication company Business and Brand Engagement. He believes that when it comes to motivation their staff, too many managers overlook the role of effective communication. Demotivated staffs fall into two group: Those who are committed to the cause the cause but dont know what they are doing and those who have great intellectual energy but lack commitment Build clear understanding of your companys objectives and you will get more of an emotional commitment to the business, consequenty productivity should rise, he says. Remotivating the demotivated also means giving regular feedback on the progress of the company itself to staff through meeting and emails from the CEO. You also need to give staff the chance to give their feedback to you and their managers. Apart from helping they feel involved with the business it is also enlightening for the management who get to hear things straight from the coalface. Ian Buckingham; p artner at internal communication firm Smythe Dorward Lambert, says that for maximum effect you need to maximize face to face communication between management and staff this is easier in smaller businesses, where the entrepreneur who started the company tends to be more visible, and offers day-to-day leadership. Dont forget to talk to people, particularly during difficult trading conditions such as now. When organization comes under financial pressure, managers tend to disappear into offices, but they must keep communication. Effective Communication Strategy Summary   Face-to-Face Telephone Written Pace  · Nonverbal (physiology, and appearance, paralanguage)  · Vocabulary  · Values, beliefs, and criteria  · Voice (tone, pitch, and rate of speech)  · Context and expectation  · Vocabulary  · Values, beliefs, and criteria  · Format and appearance  · Context and expectations  · Vocabulary  · Values, beliefs, and criteria Lead  ·Nonverbal (change posture or voice tone, rate, or pitch.  · Vocabulary (new words, especially sense-based)  · Values, beliefs, criteria (reframe use counterexamples, or reverse presuppositions)  · Voice (tone, rate, pitch)  · Questions (content and structure)  · Explanations and reasons  · Values, beliefs, and criteria (reframe, counter- example, reverse presuppositions)  · Explanations and reasons  · Reader orientation (you- attitude)  · Questions  · Values, beliefs, and criteria (reframe, counter- example, reverse presuppositions) Blend  · Create win-win solutions  · Develop new options  · Clarify values  · Maintain relationship  · Create win-win solutions  · Develop new options  · Clarify values  · Maintain relationship  · Create win-win solutions  · Develop new options  · Clarify values  · Maintain relationship Motivate  · Futurepace  · Clarify who does what next  · Solicit commitment  · Watch for congruence  · Maintain relationship  · Futurepace  · Clarify who does what next  · Solicit commitment  · Listen for congruence  · Maintain relationship  · Futurepace  · Clarify who does what next  · Solicit commitment  · Make action easy  · Maintai Effective communication process Communication is the process of sharing thoughts, ideas, and emotions with others, and having those thoughts, ideas, and emotions understood. You need a sender, a message, and a receiver for communication to take place. Here some other things that helps communication to be effective: Attention- the sender needs to pay attention to what he/she id trying to communication, and choose the best words and body language to communicate with, the receiver needs to pay attention to what in being communicated by listening and wathing. Attitude- Both sender and receiver need to have a positive attitude. They should want to communicate, and be willing to work to see that communication can take place. Using negative or blaming words show a poor attitude-using I messages and trying to understand the others point shows a good attitude Feedback- Both sender and receiver can give feedback to each other, either by using words or by body language. This helps to show whether the communication is being understood correctly or not Classification of emoticons and how they affect online communication I tend to think of emoticons as the visual aspect of online communication that gives us emotional cues. There are two broad categories of emotional messages that an emoticon can carry: positive or negative. Each has its own use in online communication and I will try to explain them in more specific detail here. A more detailed classification would be: Emotion sharing emoticons-positive/negative. (  ,  ,  ,  ,  Ãƒâ€šÃ‚  etc.) Cue emoticons (,,  ,  Ãƒâ€šÃ‚  etc.) Ornamental emoticons (all custom/animated emoticons) However, bear in mind that because of the widespread and careless use of emoticons these days, certain smilies have almost zero emotional content while certain other non-standard emoticons just serve as amusement value for the end users and dont have much effect in delivering emotional messages. Standard emoticons are generally more effective because they are visually simple and have a direct relation to facia l expressions of different kinds. Many of my explanation are based on subjective analysis and experience and have no backing by objective research. But with experience, I am sure many forum users will agree that emoticons are definitely an important aspect of online communication. TASK-5 Furniture is a composite which contains several sort furniture-chairs, table,bed and so on-which uses and dimensions that have only little in common (apart from the fact that a set of furniture that is intended to be used together is often designed as a group) Accordingly, the body of knowledge concerning contains relatively independent segments that we could call a theory of table While operating globally furniture works should take care of the environment as well. In fact environment should be of top priority. Furniture works should take care of the market in different countries it operates. It should make an analysis of market segmentation and accordingly it should operate in the countries. It should also introduce a collection of furniture with a distinctively modern flair. Innovative ideas should be adopted by furniture works. No all the furniture will work in all the countries. Different countries have different styles, dà ©cor and designs. Accordingly furniture works sho uld first study the market and then design and style the products which will attract potential customers. Furniture works policy should be kept simple which is to put people close, enabling to give them the highest quality support and services in local languages and time zones. It should keep in mind the customs regulation to identify any boycotted materials which are not allowed in the destination country. It can attain a copy of the latest customs regulation Furniture belongs to those products that function as a second skin of people in the same sense as clothes, cars and home. Furniture associated closely with its user or owner, and when selecting furniture the owner can define the picture that other people shall have of him or her .what people want to say about themselves, depends above all of the local social structure. Half of the children solved a global-level task (animals-furniture), followed by a basic-level task (either dogs-birds, or chairs-tables) during eac h session. The other half received the basic-level task only. During familiarisation, all infants freely explored a series of four different exemplars from the same category presented one at a time. Infants saw all objects twice, for a total of eight trials. During the test phase, a new exemplar from the familiar category was presented, followed by a different-category exemplar. At 8 months of age, children discriminated between categories in the global-level task, but failed to do so in the basic-level task. At 12 months of age, infants recognised a category change in the basic-level task, but treated both test items as equally new in the global-level task. These findings support the hypothesis that infants younger than 1 year of age show a global-to-basic-level shift in category formation. CONCLUSION Business success requires the ability to know your strengths and weaknesses. Being open and honest about yourself and your business creates growth as an individual and as a company. Business in opportunity focused is help in business growth. To achieve business success, look at both sides of the coin. Every problem has an opportunity. Being opportunity focused makes the game of business fun and energizing. Productivity is the cornerstone of business success. Productivity can be enhanced by technology, automation, outsourcing, and improving business processes. Business success requires the habit of balancing all aspects of your life. Separating time for daily business task, profit driven tasks, and free time is habit that will make your business and life more enjoyable. Take the time to plan each week.

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E-Commerce in Bangladesh free essay sample

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