Individual Report - Fast Food Case Context Essay - 1

Individual Report - Fast Food Case Context - Essay Example 2. The Economic Environment The Chinese Foodservices industry is currently valued at $366.9 billion USD and is expected to grow to nearly $500 billion USD by 2015 (New Zealand Trade & Enterprise 2012). Full service restaurants maintain approximately 75 percent market share in China, whilst fast food concepts maintain 25 percent market share in this industry. A recent study further revealed that approximately 50 percent of all Chinese consumers prefer eating in restaurant environments over that of home-cooked products, representing a potential market of a half billion consumers geographically dispersed throughout the country (Ganster 2006). This preference for external restaurant dining is fuelled by rising consumer incomes which have increased by nine percent in urban regions and 12 percent in rural areas (Censky 2012). There are ample market opportunities in China based largely on social trends of restaurant consumption that are favourable for launching a new fast food brand with su fficient incomes to consume under a moderately-priced business model. By 2020, it is estimated that total, national seafood consumption volumes in China will be at 35.9 kg/capita, fuelled by a strong consumer demand for seafood (Redfern Associates 2010). Market expansion into China will further require access to appropriate capital and credit to ensure adequate asset procurement and structuring of operations. In 2012, the country’s fiscal leadership injected nearly 58 billion USD into the economic system to stabilise currency exchange rates and fuel new corporate borrowing in the financial sector (Safe Trading 2013). This has opened avenues for support in foreign direct investment and improved the dynamics by which financial lenders evaluate loan generation to fuel economic growth through business development. However, there is a risk as it relates to the economic environment in China. As a product of the recession begun in 2008 that impacted international economies, Chinaâ⠂¬â„¢s efforts to stabilise the exchange rate led to rapid inflation in the food sector that has raised pricing along the foods supply chain (Ho 2011). Though inflationary costs provide opportunities to increase revenues by nearly 17 percent in the foods industry by superimposing higher pricing models to offset procurement costs, rising costs in a very complicated foods supply chain pose risks in a country where consumers are notoriously price-sensitive (Vangpeng 2012). Price-sensitive buyers represent the ability of consumer target groups to impose pricing transparency and leverage pricing demands. 3. Political Considerations Fortunately for the fish and chips brand, progressive changes to a more capitalistic model of government are providing new support for both domestic and foreign business development. Influence of the World Trade Organization has opened new distribution channels with much less stringent regulations and imposition of import/export tariffs that promote better int ernational trade (Areddy 2009). For the business desiring to establish a supply chain network utilising foreign seafood product farmers and distributors, rather than domestic suppliers, the government provides ample support in legislation to remove economic barriers that can complicate cost control. At the same time, the domestic supply chain for aquatic foods products is complicated and widely dispersed, but

Comparison of Us Ceos and Ceos in Other Industrial Countries Essay Example for Free

Comparison of Us Ceos and Ceos in Other Industrial Countries Essay Nowadays, more and more people question whether US CEOs are overpaid compared to CEOs in other industrial countries or if they are paid fairly and deserve a larger share of the wealth they helped their companies earn. With the development of a global capitalist economy, laborers pay in the free market is increasing continuously. However, CEO pay increase is not in alignment with the average US worker’s pay increase, as Garofalo pointed out, â€Å"In 2011, US CEOs in the Fortune 500 made an average of $12 million, about 380 times what the average worker makes. This number increased from 343 times in 2010† (Garofalo, â€Å"Average Fortune†). When we compare the U.S CEO-to-worker ratio with other countries, the result is more shocking: In Japan, the CEO-to-worker ratio is 11:1; in Germany, 12:1; in Canada, 20:1, respectively. However, the U.S ratio approaches to 475:1 (Tampa bay Times). Are U.S CEOs really paid based on their actual performance? The answer is no. For example, from the article named â€Å"Introduction of GM†, the whole sale of GM decreased by 23% in 2008. However, GM’s CEO pay was as much as 200 times what a common worker would have; while at Toyota, it was only about a twentieth of what a worker earned (Yglesias, â€Å"Comparative CEO Salaries†). In 2008, GM’s CEO had $14.4 million in compensation, but the pay of Toyota’s CEO was under $1 million in the same period (Joules, â€Å"News vine†). Another example is William Weldon, the CEO of Johnson Johnson. In 2011, â€Å"JJ has been battered by 22 product recalls in 19 months because of the quality issues† (McIntyre, â€Å"American’s most overpaid†). The net earnings of JJ went down from 13.3 million in 2010 to 9.7 million in 2011. However, William Weldon still earned approximately 26 million in 2011, almost the same amount as his previous year (â€Å"JNJ| Income statement†). Some people believe that U.S CEOs are not overpaid, especially the good CEOs such as Steve Jobs. When Jobs returned to Apple as an interim CEO in 199 8, the stock price was only $2. However, because of his innovation, the products that he promoted such as iPhone and the whole i-series had brought Apple from near bankruptcy to extreme profitability. During the past 15 years, the growth rate of Apple’s stock price increased 235 times. Moreover, Apple’s annual revenue in 2012 reached $156.51 billion compared to $6.2 million in 2003 (Apple Inc.). Although Jobs only earned $1 annually, he held $5.43 million Apple shares worth $2.1 billion. Forbes estimated his net wealth at $8.3 billion in 2010 (â€Å"Steve Jobs†). Since Jobs had brought huge profits to Apple, he was considered worth the annual shares given to him by Apple as the company’s earnings were heavily based on his contribution and performance. To resolve the problem that US CEOs are overpaid, audit by independent board members is an important measure to ensure proper executive pay policies. Human Resource needs to play a key role in the distribution of fair wages. As author Crisp suggested, â€Å"When recruiting a CEO, HR can build a track record of taking action on the performance and contribution† (Crisp, â€Å"Is HR living up†). While setting up the salary of a CEO, HR can take the records of the CEO’s previous performance and pay as a reference. This also requires HR to do a solid research and then develop realistic compensation plans. Promoting this approach is a big challenge for an HR executive, yet it is a good opportunity to compensate fairly relative to earnings and in the long run, corporate survival may depend on it!

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Though the definition of feasibility studies varies in every source, most of its defining characteristics can be found in Blanchard’s System Engineering and Analysis textbook [1]. The general goal of a feasibility study is to evaluate whether the proposed system concept is designed within the cost, schedule, and technical risk constraints that can work for the stakeholders needs. The feasibility study’s second function is to illustrate the possibility of acquiring potential solutions [2]. The third goal of feasibility is to draw out quantitative or semi-quantitative assessments, and finally, it identifies alternative technological approaches [1]. Feasibility studies may include exploration of alternative conceptual designs, operational functions, system components, and technology choices, in case the system’s components and concepts were indistinct; and its immediate consequences may include risk analysis of requirements [2]. The study is vital in the overall pro cess on team communication and initial evaluation should be done during the conceptual design process. Following the exampl...

Prison and the War on Drugs

UNIVERSITY OF PHOENIX Prison and The War on Drugs Week One Assignment CJA 234 [Type the author name] 10/4/2011 ? Prison and the War on Drugs. The war on drugs has been implemented for more than 30 years. Currently, there are close to a half million persons imprisoned on drug charges in this country. That is a tenfold increase over the 50,000 in 1980. (jrank. org, 2011) In the past few years, close to $40 billion has been spent annually fighting the war on drugs. As a result of the drastic increase in drug-related arrests and convictions, the United States currently has the largest prison system in the world. The majority of these are nonviolent criminals. The estimated prison population is around nine million. The United S accounts for approximately a fourth of this number. â€Å"With an incarceration rate of 724 per 100,000 inhabitants, the United States is the unchallenged world leader in both raw numbers and imprisonment per capita In terms of raw numbers, only China, with almost four times the population of the US, comes close with about 1. 5 million prisoners. Our closer competitors in incarceration rates are Russia (638 per 100,000) and Belarus (554)†, according to the British government's World Prison Population report (National Archives, 2003). Currently, the majority of police departments have paramilitary units, or SWAT teams, many of which have received their training from military instructors. One of the main duties of these teams is to carry out drug-related search warrants. Many of these are what are called ‘no-knock’ entries, which means the officers are authorized to enter the premises to be searched without any warning to the occupants. This is so the suspects do not have time to either flee or hide or destroy any evidence. The sudden increase of drug-related arrests and convictions is one of the main causes of the current prison overcrowding situation. The overcrowding makes it very difficult for the prison staff to handle the inmates and causes some of the conditions for inmates to be less than optimal. Although the incarceration rates for crimes such as murder, robbery, and burglary have remained steady during this time, the rates for drug-related crimes have steadily risen. Currently, more than half of the prisoners in federal prison federal are there because of drug possession or drug use. This has caused the federal prison system to be much overloaded. State prisons are overcrowded as well, but because many drug charges are federal offenses, they are not affected as much. According to the Bureau of Justice Statistics, people sentenced for drug crimes accounted for 21% of state prisoners and 55% of all federal prisoners (Stop The Drug War. org, 2005). Since the war on drugs started in the 1980’s, many of the inmates in the prison system are on violent drug users or small time traffickers who pose little danger to the community. Most of these inmates could benefit more from treatment and rehabilitation programs rather than incarceration. Although most prisons today have these sorts of programs, it is much more financially logical to have them attend these programs without needing to pay to house them at the same time. The state of Arizona has adopted a policy in which all addicted offenders from prisons to probation. This is the result of a referendum labeled the Drug Medicalization, Prevention and Control Act, which was approved by voters by a 65 to 35 percent margin (National Archives, 2003). An appeals court judge has pointed out that compared to the typical Arizona offender who now gets probation and treatment, â€Å"the same guy in the Federal system is going to get a mandatory five-year sentence† (Wren, 1999). This action has reduced the number of inmates and increased the number of drug offenders receiving treatment. Although Arizona is the only state that has an automatic diversion system, other states have started using drug courts. These divert nonviolent drug offenders into community-based treatment programs. Several states are also instituting early release programs for nonviolent offenders. A popular program, which has proved to be very effective, is shock incarceration, commonly known as Boot Camp. The inmates are subjected to a regimen very similar to military basic training. The combination of physical exercise along with education, and strict discipline as proved to have a higher success rate than other programs in the past. I believe that the war on drugs has resulted in more people being arrested and convicted on drug-related charges, but has not really done much to reduce the actual number of drug offenders. Merely incarcerating them is not the solution. I believe that diversion and intensive treatment and rehabilitation programs will go a lot farther that simply locking the offender s up. Without education and reconditioning, they will just go right back out and resume their former lifestyles and activities. Another factor is that while many of those convicted of drug-related offenses are nonviolent and often first time offenders, the same cannot be said of the other inmates they will be exposed to and influenced by during their incarceration. They may come out of prison in a worse state than when they entered it in that respect. In my opinion, intensive rehabilitation, treatment and supervision programs will have a much better, long lasting effect than incarceration for these types of offenders. References JRank. org, Prisons: Problems and Prospects – Prisons And The War On Drugs. , (2011). Retrieved from: http://law. jrank. rg/pages/1809/Prisons-Problems-Prospects-Prisons-war-on-drugs. html#ixzz1d4GEsfNO National Archives, World Prison Population List, fourth edition, (2003). Retrieved from: http://webarchive. nationalarchives. gov. uk/20110218135832/http://rds. homeoffice. gov. uk/rds/pdfs2/r188. pdf Stop The Drug War. org, Drug War Prisoner Count Over Half a Million, US Prison Population at All-Time High, (2005). Retrieved from: http://stopthedrugwar. org/chronicle-old/409/toohigh. shtml Wren, Christopher S. â€Å"Arizona Finds Cost Savings in Treating Drug Offenders: Probation Program, not Prisons, for Addicts. † New York Times, 21 April 1999.

Organizational Behavior-No Fair Pay In This Place Essay

The purpose of this paper is to examine the motivational effects of pay level on worker performance. It is discusses some of the elements that contributed to the employees in Western Satellite office to express feelings of inequality. Some of these elements include academic qualifications, educational background, just to mention but a few. The paper also tackles some of the reasons why the New York worker is considered a ‘comparison other’ as opposed to the worker in Seattle. Moreover, the paper explores how the issue of inequality in the case- no fair pay in this place was either resolved or not. For instance, we find in this case that this issue was not resolved. Last but not least, the paper also examines some of the other factors that may have contributed to the dissatisfaction that was experience by the two workers. Some of these factors include; lack of communication, culture, lack of adaptability, lack of empathy, just to mention but a few. Introduction  The purpose of this paper is to examine the case study that revolves around no fair pay in the workplace and the fact that employees working from different cities receive different numerations irrespective of how much responsibility one has within the organization, their academic qualifications and the years of experience within the industry in which they are operating. (Armstrong, 2006, p. 62) Question One What are some of the elements which contributed to the employees feelings of inequality? These include educational background, years of experience, responsibilities that one has and last but not least academic qualifications. The employees were stressed with the kind of work they had to perform such as having heavy load of unhappy clients and their urgent demands, complaining customers, just to mention but a few. (Meredith, 2004, p. 2) Susan was hired based on her degree in Business Administration. She was responsible in planning, problem solving and supervising a number of employees and this included Dan Donaldson, a public relations spokesperson of the company. However, despite all these responsibilities, she received a remuneration of $30,000 per annum. This was very disappointing since she had 20 years of customer relations and supervisory know-how, not to mention the current degree that she had received in business. (Meredith, 2004, p. 3) On the contrary, Helen who was based at the headquarters in New York received $40,000 in only ten months as opposed to 12. This made Susan furious since she had no customer contact, no university education, no one to supervise and no seniority. In a nutshell, Helen had an annual salary of $48,000. (Meredith, 2004, p. 3) Pay determination may possibly have one or more objectives, which may frequently be in conflict with each other. The primary is equity, and this may take numerous forms. They comprise income distribution through reduction of inequalities, defending real earnings (purchasing power), and the notion of equal pay for work of equivalent value. Moreover, pay differentials based on differences in skills are all associated to the idea of fairness. (Deckop, 2006, p. 65) Performance pay systems in organizations are based on assessment of the personality worker, often by their line administrator who may or may not be experienced in process. Performance pay is extensively renowned as contributing to pay inequalities, predominantly in this case (New York and Seattle). (Culbert, 1996, p. 68) Question Two Why the New York worker was considered a ‘comparison other’ but not the worker in Seattle? The New York worker was considered a ‘comparison other’ because the front lines of the job were in Seattle where the client based was centered and the services were rendered. Moreover, employees at Seattle received heavy load of unhappy clients and their urgent demands while she contentedly remained in her comfort zone that was stress free. Research has recommended that some individuals are more flourishing in their careers than others even when they have had equivalent learning and experimental opportunities. One clarification for these disparities may possibly relate to differences between intellectual intelligence (IQ) and emotional intelligence (EQ). IQ measures academic competencies or one’s aptitude to use acquaintance in making decisions and adapting to innovative situations. This can best be illustrated with Helen who works in at the headquarters in New York. However, as much as she is based in New York, all the tasks are carried out in Seattle, and this means that she is not using the little experience and experimental opportunities that she acquired to perform her duties. (Lamal, 1991, p. 72) On the other hand, EQ is a measure of expressive and societal competencies or one’s aptitude to recognize expressive expressions in someone and others. Even though both can be enhanced through training and altered over time, EQ is separate from IQ in that it is one’s aptitude to standardize emotions in reaction to ecological stimulus. EQ has been popularized as an educated skill that is a superior interpreter of life success than intellectual achievement or technological aptitude. This can best be illustrated with Susan and Dan Donaldson who had superior performance, academic achievements, work experience and interpersonal skills. They had to deal with resolving customers issues on a daily basis while Helen and her fellow workers who were based in New York sat and waited for the final produce that came from Seattle. (Harris, 2001, p. 78) The workplace surroundings idea also sees entity firm level performance such as efficiency, productivity, efficiency and competitiveness; as a result of not only the sufficiency supply of human resources with suitable skills, but also a workplace surroundings that incessantly optimizes the use of these skills throughout the way work is intended and prearranged, the suitability, access and association of supports and tools to do the work, the association of decision making, rewards and appreciation for performance. The New York worker is considered a ‘comparison worker’ as opposed to the worker in Seattle since she lacks interpersonal skills, academic achievements, superior performance, just to mention but a few. Despite all these, she is considered the best just because she is based at the head office located in New York. (Bate, 1994, p. 81) On the other hand, the Seattle worker who has all the necessary qualities such as work experience, interpersonal skills and academic qualifications; is looked down upon just because she is operating in Seattle. (Meredith, 2004, p. 2) Question Three  How was the inequality resolved? The inequality was not resolved at all. As a matter of fact, once Mr. James commented that nobody said that it was fair and rather, that was how the staff in New York are remunerated, that was the end of the discussion. Mr. James did not validate his statement, neither did he explain why that was the case. Instead, he was interested in how Susan found out about Helen’s salary. (Meredith, 2004, p. 3) Participation in the labor force is usually regarded as an important measurement of equality. Having a job is significant to individuals. Jobs are a numerically important starting point for livelihoods. They are also significant proportions of social respect, acknowledgment, individuality and self esteem. Even though the sources and solutions for increasing inequality are multifaceted and open to dispute, the corporeal and psychosomatic penalties are real and straightforward. (Mathis, 2006, p. 99) It is understandable that we require more than legislation, bylaw and exacting programs to generate a diverse workforce usual in association. We also need customs of understanding the challenges. This mean examination of ‘what goes wrong’. Both the need for continuous coercive dealings and the phenomena of the turning door or equity tell us regarding the pervasive and systemic character of the status quo in workforce composition and in the organization and conduct of business and government. (Max, 204, p. 104) When individuals talk concerning inequality, they tend to center completely on the proceeds part of the equation. According to the case- no fair pay in this place, there is the gap between the employees in New York and Seattle and this is based on remuneration amongst the employees. (Armstrong, 2006, p. 8) The verification of increasing disparity in the United States and around the globe is both obvious and disturbing. As power, capital, and probability are increasingly concerted in the hands of the extremely few, this age of â€Å"haves† and â€Å"have not† is connected with a wide range of unenthusiastic outcomes for faraway too countless. A good illustration is seen in the case-no fair pay in this place, where Western Satellite Office workers are experiencing inequality problems based on remuneration since they are not based in New York where the head office is situated. They are the ones who experience customer service problems since each and every customer wants to be served and at the end of the day, they feel so stressed and worn out, yet when it comes to remuneration they receive less than what the worker in New York receive. This is not fair since the worker in New York doesn’t experience the pressure that the Seattle worker receives. (Lamal, 1991, p. 106 Question Four What are the other factors which may have contributed to the dissatisfaction experienced by these two workers? Culture A managerial culture affects how the company performs. Culture is the behavior of a group of individuals. This consists of; the beliefs, civilization, acquaintance and practices. Individuals depend on it for security, evenness and the ability to act in response in a given circumstance. (Harris, 2001, p. 92) According to this case, the reason why Helen and Susan received different remuneration was because Helen was situated at the head office in New York. This was the culture of that organization that was based on the location of the city. Therefore, Susan having been situated at Seattle was bound on her $30,000 per annum, and this was regardless of her qualifications. (Meredith, 2004, p. 3) Lack of Communication Generally, lack of communication on the part of the boss contributes to the displeasure among the workers in the association. Communication problems are a purpose of message and organizational procedure, and managerial factors. Effectual communication of performance requirements to all workers will reduce the number of complaints and grievances. Nonattendance of this communication domino effect in workers not performing. For instance in our case, when Susan was about to present her case, Mr. James had already predicted and he simply brushed the matter off by making a comment concerning the issue. He didn’t give room for discussion concerning that matter; neither did he give an explanation nor a satisfactory solution. This resulted to laxity among the workers in the western satellite office. (Bate, 1994, p. 98) By not communicating well enough, Mr.  James avoided to get into dialogue concerning important issues such as, the reason why employees in New York receiving a higher pay as opposed to employees in Seattle. This made him appear unavailable and uncaring to Susan and the employees of Western Satellite Office; this resulted in hurting teamwork spirit and cooperation within the organization. (Deckop, 2006, p. 110) Lack of Self awareness and accurate self-assessment Without self awareness and self-assessment, Mr. James was too quick to brush off the matter that Susan had presented to him. He was unable to accept useful feedback, and he didn’t have a realistic awareness of his strengths or limitations. As a result, it created problems in their work relationships and in their personal relationships. (Culbert, 1996, p. 115) Lack of Empathy When leaders fail to demonstrate sufficient empathy in times of hesitation or crisis, they will probable be seen as unresponsive, hardhearted and in-authentic- all of which will make workers be less supportive and less communicative. The boss may be left feeling misunderstood, and will have complexity â€Å"reading† their workers. This is exactly what Mr. James did and as a result, Susan’s ability to work drastically diminished and she became less concerned with her duties and responsibilities in the workplace. (Mathis, 2006, p. 120) Lack of Adaptability Without elasticity and adaptableness, Mr. James responded negatively to the core issue that was troubling his employee Susan. This revealed emotional strain to Susan since she had to shift priorities; expressed frustration with change; had difficulties adapting Mr.  James responses and tactics to fit the emerging circumstance; and ultimately she was hesitant in taking on new challenges. (Max, 2004, p. 126) Lack of self-management Without good self management, Mr. James reacted precipitately when he predicted that there was bound to be conflict at work. This made him respond to problems in a non-constructive manner that resulted to unwanted consequences such as laxity amongst the employees (Susan). (Harris, 2001, p. 118) Conclusion  In a civilized workplace, individuals who work well ought to be rewarded through decent pay, endorsement and new opportunities, the possibility to build up new skills, admiration from coworker and management, and the individual gratification and satisfaction that comes from doing a job well. Culture determines the type of management, communication, and cluster dynamics within the association. The employees usually recognize this as the excellence of work life which directs their measure of motivation. The concluding outcome is generally performance, human being satisfaction, individual growth and expansion. All these rudiments unite to build the model or structure that the association operates from. However, all these elements are not revealed in our case since Mr. James chose not to allow room for discussion. He lacked communication skills and empathy and as a result, there was poor turnover in Susan’s output. Generally, in an organization, employers should be open with their employees and allow a forum for discussion and participation. For instance in this case, Mr.  James would have allowed Susan to present her queries and later on try to explain to her why the workers in New York had to receive a better pay than workers in Seattle. Moreover, there should be restructuring of some of the rules in Western Satellite Office and promote job enrichment. This will facilitate enlargement of the individuals within the association, better worker performance for the association, there will be maximum use of human resources for the general public at large (both in New York and Seattle), enlargement of the individual, and self-actualization of the individual.