The Role Of The Born Global Firms In International Business Assignment

The Role Of The Born Global Firms In International Business - Assignment Example b) Globalization and born global businesses are highly related to each other. One is the cause of the emergence of the other. Both the emerging globalization and the born-global businesses share some common issues with each other. Here, the issues found in the article have been briefly discussed.ïÆ'Ëœ Trade barriers are totally removed from most of the European economies of western countries. There each of the companies from domestic to international all of them competes with each other according to their potentiality.ïÆ'Ëœ The emerging industrialization, as well as modernization, caused globalization in the eastern economies like India, China. This indirectly helps the born global firms of the European countries to get a global market for performing their business.ïÆ'Ëœ It has also been observed nowadays, that the regional integration like NAFTA and the European Union has massively increased, which made easy for a born global firm to expand its business internationally (Case 1).à ¯Æ'Ëœ The growing integration in the global financial market has made the born global businesses more effective in the emerging economies. When the European countries would suffer from the debt crisis, the born global firms of those countries were much concerned to expand their business initially in the developing economies so that they can give potential threat to their American rival in the global financial market.Q.2. The smuggling business is growing rapidly among the spiritual Syrian people

Project Management for General Motors Essay Example | Topics and Well Written Essays - 1500 words

Project Management for General Motors - Essay Example Contemporary business produces great stress, so facilities to reduce this stress are required. It would be very functional for leasers to have indoor sporting facilities in the same building they work. This saves their time and provides great opportunity to increase quality of their work. It also provides good choice for the place of various corporate parties. Developing a huge modern office complex with entertainment facilities allows General Motors to enter new market. General Motors is new in the office leasing market, but the originality of the idea may give company profit. One portion of the revenue is supposed to receive from office rooms leasing. It is supposed that small offices will give 35% of the revenue, medium offices will give 40%, and big offices will give 25% of the revenue from the office rooms leasing. The sporting and entertainment complex is supposed to be a source of another portion of the revenue. It is assumed that disco halls will give 10% of the revenue, bars will give 20%, playing machines will give 15%, billiard will give 10%, bowling will give 10%, pool will give 15%, gymnasium will give 20%, shooting gallery will give 5%, and ping-pong hall will give 5% of the revenue. The project is planned to build 40-floors office complex with various office rooms and 10-floors underground parking. ... High-Level Scope The project is planned to build 40-floors office complex with various office rooms and 10-floors underground parking. Offices for small companies will be situated at the lower floors: there should be from 1 to 3 rooms per office. Offices for medium companies will be situated at the medium floors and have from 4 to 6 rooms per office. Offices for big companies will be situated at the higher floors and have more than 7 rooms per office. Some great companies may rent the entire floor. A conference hall and a rest room should be also situated at every floor. There should be dining hall, supermarket, hairdressing saloon, dentist and other services at the ground floor. They should work to 10 pm, so that people could use them after work. Corporate entertainment floor is situated at the 40th floor of the office complex. It includes various indoor sporting and entertainment facilities such as disco halls, bars, playing machines, billiard, bowling, pool, gymnasium, shooting gallery and ping-pong hall. Measuring Success of the Project Useful project success measures are often hard to define. Many of the potential measures such as revenue and cost savings are beyond the direct control of the project team and will not be measurable until long after the project is finished. When this is the case, the project manager must determine what it can influence. (Duncan, 2004) Duncan suggests using the following checklist to help ensure that project measures are good measures. They should be: Complete-anything unmeasured is likely to be compromised. Relevant-variances clearly indicate a need for corrective action. Valid-measuring what you intended

Hospice Care: Death With Dignity Essay -- Dying with Dignity

The beginning of life is celebrated. Books and resources are shared among friends and family in preparation for becoming a new parent. So, what happens as one approaches the end of life? Unfortunately, the same care and sharing rarely occurs in those circumstances and many face the prospect of dying unprepared. Though most people state they would prefer to die at home, this is often not where death occurs. Many Americans spend their last days attached to medical apparatus that keeps the body alive, but it does not allow for communication with family and often requires heavy sedation. Additionally, this level of treatment comes at a high price. As a society, we must become as comfortable in addressing the end of life process as we are with the beginning of life. One way that this can be done more effectively is through increased knowledge and use of hospice care. Hospice care is a viable option that provides health care cost savings, comfort to the patient, and support to the caregivers, however as hospice systems become more commercialized, care must be taken to avoid the pitfalls that are inherent in larger organizations. Hospice care is a relatively young option in the United States, with the first hospice organization founded in 1971 after gaining acceptance in England in the 1950s (Jensen, 2012). Hospice care is provided to those who are diagnosed with a terminal condition that is expected to culminate in death within six months. Unlike regular health care which focuses on curative procedures, hospice services focus on the comfort of the patient in order to ease the process of dying. These services provide benefits to the patient and the caregivers, as well as showing cost savings. It is no secret that healt... ...NHPCO facts and figures: Hopice care in America. Alexandria, VA. Perry, J. E., & Stone, R. C. (2011). In the business of dying: Questioning the commercialization of hospice. Journal of Law, Medicine & Ethics, 39(2), 224-234. doi:1111/j.1748-720X.2011.0059.x Robinson, L., & Segal, J. (2012). Quality of life at the end of life: A guide to hospice and palliative care at home or in a hospice facility. Retrieved from Helpguide.org: www.helpguide.org/elder/hospice_care.htm Seeger, P. (2012). Turn, turn, turn lyrics. Retrieved from metrolyrics.com: http://www.metrolyrics.com/turn-turn-turn-to-everything-there-is-a-season-lyrics-the-byrds.html Taylor, D., Ostermann, J., Houtven, C. V., Tulsky, J., & Steinhauser, K. (2007). What length of hospice use maximizes reduction in medical expenditures near death in the US Medicare program? Social Science & Medicine, 1466-1478.

Establishing Strategic Pay Plan

INTRODUCTION The Companies Act, 1956 provides for a variety of companies of which can be promoted and registered under this Act. The three basic types of companies which may be registered under the Act are: †¢ Private companies; †¢ Public companies ; and †¢ Producer companies PRIVATE COMPANY Section 3(1)(iii),a private company means a company, which has a minimum paid up capital of one lakh rupees or such higher paid-up capital as may be prescribed , and by its articles: a) Restricts the right to transfer its share, if any ) Limits the number of its member to fifty c) Prohibits any invitation to the public to subscribe for any share in , or debenture of the company d) Prohibits any invitation or acceptance of deposit from person other than its member, directors of their relative. PUBLIC COMPANY Section 3(1) (IV), public company means a company which: a) It not a private company; b) Has minimum paid –up capital of five lakhs rupees such higher paid – up ca pital as may be prescribed; ) Is a private company which is a subsidiary of a company which is not a private company A public company may be said to be an association consisting of not less than 7 members, which is registered under this Act NOTE every public company existing on the commencement of the companies (Amendment)Act, 2000. with a paid-up capital of less than five lakh rupees, was required to within the a period of two year from such commencement, enhance its paid-up capital of five lakhs rupees.Where a public company failed to do so such company was deemed to be Defunt Company within the meaning of section 560. EMPLOYEE STOCK OPTION SCHEME (ESOS) Employee Stock Option Scheme means the option given to the Whole Time Directors, Officers and Employees of the Company which gives them a right or benefit to purchase or subscribe the securities offered by the Company at a predetermined price at a future date. THE MINIMUM WAGES ACT, 1948 ACT NO. 11 OF 1948 1* 15th March, 1948. ] A n Act to provide for fixing minimum rates of wages in certain employments. The Minimum Wages Act, 1948 is designed to â€Å"prevent exploitation of the workers and for this purpose it aims at fixation of minimum rate of wages which the employer must pay â€Å"The minimum rate of wages fixed or revised may consist of the basic rate of wages to be adjusted according to the variations in the cost of living index number (cost living allowance).It also includes house rent allowance. The Payment of Wages Act 1936 – according ,all organisation employing less than one thousand employees must pay the wages before expire of the seventh day after the last day of wages period and before the expiry of the tenth day in case it employs thousand or more employees . all payment must be made on working days . n case of terminated employees all wages earned by them shall be paid before the expire of the second working day from the day employment is terminates. All wages must be paid in curren t coin or currency or by cheque or credit in the bank by prior authorisation. FIXING OF MINIMUM RATE OF WAGES. Fixing of minimum rates of wages. – ) fix the minimum rates of wages payable to employees employed in an employment specified in Part I or Part II of the Schedule and in an employment added to either Part by notification under section 27: Provided that the appropriate Government may, in respect of employees employed in an employment specified in Part II of the Schedule, instead of fixing minimum rates of wages under this clause for the whole State, fix such rates for a part of the State or for any specified class or classes of such employment in the whole State or part thereof; b) Review at such intervals as it may think fit, such intervals not exceeding five years, the minimum rates of wages so fixed and revise the minimum rates, if necessary: Concepts of Wages: While evolving, wage policy, three concepts of wages, viz, I) minimum wages, ii) fair wages, iii) living wages are generally considered.These are broadly based on the needs of workers, capacity of the employee to pay, & the general economic conditions prevailing in a country. Minimum Wage Minimum wage is one which provides not merely for bare sustenance of life, but also for the preservation of the efficiency of worker. For this purpose, the minimum wage must also provide for some measure of education, medical requirements & amenities. Fair Wage Fair wage is understood in two ways. In a narrow sense, wage is fair if it is equal to the rate prevailing in the same trade & in the neighbourhood for similar work. In a wider sense, it will be fair if it is equal to the predominant rate for similar work throughout the country. Living Wage Living wage is a step higher than fair wage.Living wage may be described as one which would enable the wage earner to provide for himself/herself & his/her family not only the bare essentials of life like food, clothing, & shelter, but a measure of frugal co mfort including education for children; protection against ill health; requirements of essential social needs; &/or measure of insurance against the more important misfortunes including old age. WHAT IS COMPENSATION? Compensation may be in the form of financial returns, tangible services, and benefits received by employees as part of their employment. It does not include other forms of rewards such as recognition and interpersonal relationships etc.Extrinsic Rewards are rewards that an employee receives because of the job itself, including cash compensation, benefits, promotions and job security. Intrinsic rewards come from the work environment and are valued internally by the employee. Job satisfaction, self-esteem, achievement, growth, and professional and personal development are some examples of intrinsic rewards. COPONENTS OF COMPENSATION SYSTEM Compensation systems are designed keeping in minds the strategic goals and business objectives. Compensation system is designed on the basis of certain factors after analyzing the job work and responsibilities. Components of a compensation system are asfollows:TYPES OF COMPENSATION Compensation provided to employees can direct in the form of monetary benefits and/or indirect in the form of non-monetary benefits known as perks, time off, etc. Compensation does not include only salary but it is the sum total of all rewards and allowances provided to the employees in return for their services. If the compensation offered is effectively managed, it contributes to high organizational productivity. †¢Direct Compensation †¢Indirect Compensation Compensation Strategy Strategic compensation is determining and providing the compensation packages to the employees that are aligned with the business goals and objectives.In today’s competitive scenario organizations have to take special measures regarding compensation of the employees so that the organizations retain the valuable employees. The compensation sys tems have changed from traditional ones to strategic compensation systems. OR Compensation Strategy is the organization’s plan for how compensation decisions on the types and amount of pay are made, based on the interests of the employees and keeping with the organization’s mission and competitive position in the market. COMPENSATION POLOCIES A compensation policy provides general guidelines for making compensation decisions. Some employees may perceive their firm’s compensation policies as being fair and unbiased and other may have different opinions.The result of these perceptions may well have an effect an employee’s perception of fairness and result in lower productivity or turnover. Pay leaders. Pay leaders are organizations that pay higher wages and salaries than competing firms. Using this strategy, they feel that they will be able to attract high-quality, productive employees and thus achieve lower per-unit labor costs. Market Rate: it is the aver age pay that most employers provide for a similar job in a particular area or industry. Pay followers: companies that choose to pay below the going rate because of a poor financial condition or a belief that they do not require highly capable employees Labor Market is the geographical area from which an organization recruits employees and where individuals seek employment .Market Rate is the rate of pay established for a â€Å"benchmark job† outside of the organization. It is determined though the collection of pay data gleaned from surveys of numerous organizations Forms of Pay Base Pay is compensation based on time worked, such as an annual salary or an hourly wage and it does not include pay benefits, overtime or incentive pay Performance Pay is a monetary onetime payment made to an employee, team or the whole organization for achieving results established at the beginning of a performance cycle . Merit Pay is a monetary reward given in recognition of outstanding performan ce which increases base pay. It may be paid in a lump-sum or added incrementally to base pay.Indirect Pay is part of an employee’s total compensation package, non-cash items or services provided to employees in return for their contribution to the organization (i. e. , health benefits, paid time off). Sometimes the costs for the items are shared by the PAY STRUCTURE Once job analysis has been done organizations need to decide upon the pay structures. Pay structure refers to the process of setting up the pay for a job in an organization. The process deals with internal and external analysis to estimate the compensation package for a job profile. Internal equity, External equity and Individual equity are the most popular pay structures. Job description provides the in depth knowledge about the job profile and its worth. Pay structures are the strong determinant of employee’s value in the organization.It helps in analyzing the employee’s role and status in the orga nization. It provides for fair treatment to all employees. Pay structures also include the estimation of incentives. The level of incentives also depends on the level of job position in the organizational hierarchy. †¢Internal Equity The internal equity method undertakes the job position in the organizational hierarchy. The process aims at balancing the compensation provided to a job profile in comparison to the compensation provided to its senior and junior level in the hierarchy. The fairness is ensured using job ranking, job classification, level of management, level of status and factor comparison. †¢External EquityHere the market pricing analysis is done. Organizations formulate their compensation strategies by assessing the competitors’ or industry standards. Organizations set the compensation packages of their employees aligned with the prevailing compensation packages in the market. This entails for fair treatment to the employees. At times organizations off er higher compensation packages to attract and retain the best talent in their organizations. Motivation is the activation of an energized goal-oriented behavior. It is seen not only humans, but even animals show a level of motivation to achieve their goals. People with a vision always control their destiny and the life they live.If a person is without a vision in life, he or she is controlled by the will of others and end up living a life not their own, but one that is on terms dictated by others. Everyone takes up a job as they are motivated by some factor or the other. Some are motivated by the challenge they will face in carrying out their job, some are motivated by the level of fame they may earn, others and majority of people are motivated by the money they will earn. The last factor plays a major role in making or breaking a company. People will work better when they are motivated enough with the pay scale, the incentives and the perks they are offered in return of a job well done. Introduction to Equity TheoryEquity theory helps propose the idea about individuals who think of themselves as over-rewarded or under-rewarded. These individuals will experience distress that tries to restore balance. Equity thus measures the contributions and benefits earned by each individual. It is not necessary one need to put in exactly the same contribution as the other partner, as long as there is a balance between contributions and benefits. Thus, every individual employee feels his contribution and work needs to be rewarded with equal pay. If the individual feels underpaid, s/he will come under distress and feel hostile towards the company. To avoid this feeling of hostility, equity theory comes into play. What is Equity?When individuals think their inputs are rewarded according to their outputs and are equal to others around them, they are satisfied. But when they notice others are getting more recognition and rewards, in spite of doing the same amount of work, they become dissatisfied. This leads to feelings of unworthiness and under-appreciation. This is the opposite of equity, wherein the outcome (rewards) are directly proportional to the quality and quantity of work of the employee. When all employees are rewarded equally, the general feeling about the organization becomes fair and appreciable. The following equation will help explain what equity is in a clear and concise manner:Individual’s outcome = rational partner's outcome Individual’s own input rational partner's input Equity Theory Examples As the main focus of the researchers moved towards employees and their motivation factors, following the Hawthorne Study results, there were many theories put forward to understand employee motivation. The following are the five major equity theory examples that have helped in understanding motivation. Maslow's Need-Hierarchy Theory: Maslow put forward five levels of needs of employees. These needs included physiological, safety, eg o and self-actualizing.Maslow put forward an argument that said the lower level needs of employees need to be satisfied before the next higher level need is fulfilled to motivate them. The motivation was categorized into factors by Herzberg; motivators and hygiene. The motivators including intrinsic factors like achievement and recognition help produce job satisfaction. The hygiene or extrinsic factors like pay and job security lead to job dissatisfaction. Vroom's Theory: This theory was based on the belief that employee effort leads to performance and performance leads to rewards. These rewards can be positive or negative. The positive rewards lead to a more positive employee ho is highly motivated. The negative rewards lead to obviously a less motivated employee. Skinner's Theory: This theory states that the positive outcomes will be repeated and behaviors that lead to negative outcome won't be repeated. Thus, managers should try to reinforce the employee behavior, such that it le ads to positive outcomes. Negative reinforcement by managers will lead to negative outcomes. Adam's Equity Theory Model: This theory shows that employees strive to achieve equity between themselves and their coworkers. This equity can be achieved when the ratio of employee outcomes over inputs is equal to other employee outcomes over inputs.Application of Equity Theory of Motivation When a manager is striving to achieve employee satisfaction, motivation levels, etc. then he should consider Adam's Equity Theory. Therefore, he should consider the balance and imbalance that is seen in the inputs and outputs of the employee. When we talk about equity theory, we use the terms input and output. An input is the contribution made on the part of the employee. This input helps determine his/her reward or pay. Some of the inputs made by an individual towards his/her organization include: †¢ Ability to do his/her job †¢ Adaptability around the company environment †¢ Flexibility à ¢â‚¬ ¢ Tolerance †¢ Determination Enthusiasm to complete a task or job †¢ Commitment towards his/her work and organization †¢ Hard work †¢ Loyalty †¢ Time given to the company †¢ Efforts take to complete tasks as required †¢ Personal sacrifice †¢ Trusting superiors when it comes to delegation and management †¢ Support given and taken from colleagues Outputs are the tangible and intangible rewards or pay given to an individual based on his/her inputs. These outputs include: †¢ Salary received in accordance to company policy, experience and work done †¢ Job security †¢ Employee benefits †¢ Recognition for work done †¢ Responsibility entrusted upon an individual †¢ Praise received Examining EquityThe process of assessing internal equity can serve to highlight many organizational problems. First compensation philosophies need to be identified and examined for fit with internal equity adjustment plans. Next, manag ers need to know whether the organization has the funds to implement such a plan. Questions that managers may need to consider are †¢ Is the pay structure properly defined or is it inadequate? †¢ What are employees making in comparison to those with identical skills and equally important experience? †¢ How are employees compensated for internally developed experience versus external experience brought with them to the organization? †¢ Is length of service valued? What is the turnover rate and what, if any, impact does internal equity have on it? †¢ Is the organization unable to attract candidates to a position because it cannot maintain market-competitive salaries? †¢ Has the organization needed to increase compensation for a position, resulting in it being higher paid than the same type of jobs with more skills or responsibilities, thus throwing salaries out of alignment? †¢ Does the organization have consistent hiring and promotion practices? EST ABLISHING STRATEGIC PAY PLANS STEP 1 SALARY SURVEY SALARY SURVEY Organizations have to bridge the gap between the industry standards and their salary packages.They cannot provide compensation packages that are either less than the industry standards or are very higher than the market rates. For the purpose they undertake the salary survey. The Salary survey is the research done to analyze the industry standards to set up the compensation strategy for the organization. Organizations can either conduct the survey themselves or they can purchase the survey reports from a reputed research organization. These reports constitute the last 2-5 years or more compensation figures for the various positions held by the organizations. The analysis is done on the basis of certain factors defined in the objectives of the research. Uses of salary surveySalary surveys are a consultative tool that employers and associations use to obtain salary information that is useful in determining the competitiv e wage rates needed to attract and retain competent employees. Employers can use surveys in different ways; as well as establishing a competitive salary structure, they can use the surveys to support their job evaluation system. When job evaluation and survey data are used jointly, internal and external equity are mutually reinforced. The focus of surveys tends to be on collecting base salary information and they can also be an effective means of researching trends in the design of benefits packages and pay systems. This explains how to identify salary surveys which are relevant to the needs of organizations within the not-for-profit sector, and specifically within community-based agencies.It also provides information on the meaning of some survey terms and discusses the value of survey participation. Objectives of Salary Survey †¢To gather information regarding the industry standards †¢To know more about the market rate i. e. compensation offered by the competitors †¢To design a fair compensation system †¢To design and implement most competitive reward strategies †¢To benchmark the compensation strategies Commercial, Professional and Government Salary Surveys BLS gives: †¢ Area wage surveys †¢ Industry wage surveys †¢ PATC surveys Private consultants Hay Associates, Heidrickand Struggles, and Hewitt Associates publish data covering compensation for top and middle managementTypes of Compensation Surveys There are two types of compensation surveys undertaken by the organizations. †¢Standard Surveys Standard surveys are undertaken by organizations on a regular basis. These surveys are conducted annually based on the organizational objectives. These surveys attempt to cover the same companies every year and provide the same time of analysis. The reports are published annually by the research organizations. The organizations willing to formulate their compensations strategies based on the surveys purchase the reports fr om the research organization. †¢Custom Surveys At times, a few organizations need to know some specific information.The surveys which cater this need are known as custom surveys. The organizations either higher research organizations to conduct theses surveys for them or they themselves conduct the survey by sampling few of the competitors on their own. These surveys do not have any time interval. They are undertaken as the need arises. Survey Reports The survey reports consist of the analysis and conclusion drawn from the evaluative data based on the objectives of the study. The reports also include the data, facts and figures to support the analysis and conclusion. The supportive data and annexure provided in the report form the basis for the un-biased conclusion and validation of the analysis. BENCHMARK JOBSA benchmark job is one well-known in the company industry and one performed by a large number of employees. In addition to surveys, there are other ways to obtain compens ation data. Some professional organization periodically conducts survey, as do several industry associations. The compensation Survey contains pays and benefits information. Compensation data are presented by worker traits and by characteristics of the establishment. The survey attempts to respond to common question from employers such as: What is the average salary for administrative assistants in my area? How have wage cost changed over the past year? How Have benefit cost, and specially health care cost, changed over the past year?What is the average employer cost for a benefit plan as opposed to a defined contribution plan? Useful Online Sources for Collecting and Analyzing Salary Survey Data This section lists websites which can be useful for managers in community-based organizations in Canada who are seeking salary survey data that is already published or available by subscription or who wish to conduct or commission a survey. Some sites offer information at no cost. Others re quire payment. †¢ Canadian Society of Association Executives (CSAE) at www. csae. com †¢ Economic Research Institute at www. erieri. ca; and, www. salariesreview. com †¢ Human Resources Internet Guide at www. hr-guide. com †¢ Peter T.Boland & Assoc. Inc. at http://ptbaconsulting. com/NonProfitSurvey. html †¢ Statistics Canada’s Labour Force Surveys are available at www. statcan. ca †¢ Toronto Board of Trade at www. bot. com †¢ Vault Employer Research at www. vault. com STEP 2 JOB EVALUATIONS JOB EVALUATION Job Evaluation involves determination of relative worth of each job for the purpose of establishing wage and salary differentials. Relative worth is determined mainly on the basis of job description and job specification only. Job Evaluation helps to determine wages and salary grades for all jobs. Employees need to be compensated depending on the grades of jobs which they occupy.Remuneration also involves fringe benefits, bonus and other b enefits. Clearly remuneration must be based on the relative worth of each job. Ignoring this basic principle results in inequitable compensation. A perception of inequity is a sure way of de-motivating an employee. Job evaluation is a process of analyzing and assessing the various jobs systematically to ascertain their relative worth in an organization. Jobs are evaluated on the basis of content, placed in order of importance. This establishes Job Hierarchies, which is a purpose of fixation of satisfactory wage differentials among various jobs. Jobs are ranked (not jobholders) Scope of Job EvaluationThe job evaluation is done for the purpose of wage and salary differentials, demand for and supply of labour, ability to pay, industrial parity, collective bargaining and the like. Methods of Job Evaluation Analytical Methods Point Ranking Methods: Different factors are selected for different jobs with accompanying differences in degrees and points. In the point method, rates assign nume rical values to specific job factors, such as knowledge required and the sum of these values provides a quantitative assessment of a job’s relative worth. We will walk though an example of how the point method works. Select job Cluster Let us assume that we are going to develop a point system for an administrative job cluster. Identify Compensable FactorThe next selects the factors for measuring job value. These factors become the standards used for the evaluation of jobs. Determine Degrees and Define each compensable Factors The next consideration is to determine the number of degrees for each compensable job factor. Degrees represent the number of distinct level associated with a particular factor. The number of degrees needed for each factor depends on job requirements. If a particular cluster required virtually the same level of formal education fewer degrees would be appropriate than if some jobs in the cluster required advanced degrees. Evaluator must divided each facto r into number of degrees. Determine Factor WeightsThe committee must then establish factor weights according to their relative importance in the job to be evaluated. In our example let us example let us assume that the committee believes that education is quite important for the administrative job cluster and sets the weight for education at 35 percent. The weight of the other four factor were determined by the committee: Job Knowledge-25; Contact – 18; Complexity of duties – 17; and Initiate – 5. The percent total is 100 percent. Determine Factor Point Values The committee than determines the total number of point for the plan. The number may vary, but 500 or 1,000 points may work well. Our committee has determined that 500- point system will work fine Job Evaluation Worksheet (500-Point System) Job Factor |Weight |1 |2 |3 |4 |5 | |Education |35% |35 |70 |105 |140 |175 | |Job Knowledge |25% |25 |50 |75 |100 |125 | |Contacts |18% |18 |36 |54 |72 |90 | |Complexit y of Duties |17% |17 |51 |85 | | | |Initiative |5% |5 |10 |15 |20 |25 | Factor Comparison Method: The important factors are selected which can be assumed to be common to all jobs. Each of these factors are then ranked with other jobs. The worth of the job is then taken by adding together all the point values. Non-Analytical Methods Ranking Method: Jobs are ranked on the basis of its title or contents. Job is not broken down into factors etc. Job Grading Method: It is based on the job as a whole and the differentiation is made on the basis of job classes and grades.In this method it is important to form a grade description to cover discernible differences in skills, responsibilities and other characteristics. Compensable Factors are the most important characteristics of a given job, on which pay rates are established and relative worth evaluated. They are determined by their ability to further an organization’s strategy and relate directly to the work itself. The four major cr iteria most often used to measure jobs are skill, effort, responsibility and working conditions. Job Evaluation Process: The job-evaluation process starts with defining objectives of evaluation and ends with establishing wage and salary differentials Objectives:The main objective of job evaluation, as was studied earlier, is to establish satisfactory wage and salary differentials. Job analysis precedes the actual programme of evaluation. Job Analysis: It provides job-related data which would be useful in drafting job description and job specification. Job description provides the information relating to duties and responsibilities. Job specification provides information relating to the minimum acceptable quality of an employee Job Evaluation A job-evaluation programme involves answering several questions. The major ones are: i. Which jobs are to be evaluated? ii. Who should evaluate the job? iii. What training do the evaluators need? iv.How much time is involved? v. What should be t he criteria of evaluation? vi. What methods of evaluation are to be employed? Wage Survey: Now that the job hierarchy has been established with the help of evaluation methods, it is time to fix wage and salary differentials. Before fixing such differentials, the wage rate must be ascertained. It is here that wage survey assumes relevance. Employee Classification: The last phase in the job evaluation process is to establish classification. Employee classification is the process of assigning a job title to every employee in the organization. Computerized Job Evaluations †¢ Other methods can be time consuming CAJE or computer automated job evaluation streamlines things †¢ Simplifies job analysis †¢ Increases objectivity †¢ Manages data †¢ Uses structured questionnaire and statistical models STEP 3 GROUP SIMILAR JOB PAY GRADE A pay grade is comprised of jobs of approximately equal difficulty or importance as established by job evaluation. †¢ Point method: t he pay grade consists of jobs falling within a range of points. †¢ Ranking method: the grade consists of all jobs that fall within two or three ranks. †¢ Classification method: automatically categorizes jobs into classes or grades Pay Structure Pay Structure is a hierarchy of jobs within an organization. Jobs are ranked based on content and value to the organization.The pay structure includes all the pay rates for different jobs within a single organization, factoring in the number of pay grades/levels with or without ranges, differences between grades/levels, and the criteria used to determine the differences. Pay Grade Pay Grade is a grouping of jobs of the same or comparable value to the organization. Each job within a pay grade will have the same pay range – minimum, midpoint, maximum. Movement to another grade is through promotions or demotions. Pay Range Pay Range is the upper and lower limit of pay rates to be paid for jobs in a pay grade, from minimum to max imum. Movement through a pay range is a result of experience, seniority, training, etc. Broad banding Broad banding is the condensing of multiple salary grades into several broad and wide ranging grades.Benchmark (or key) job is a standard job from either within the organization or outside the organization used as a reference point for pay comparisons. These jobs have relatively the same job content and there is not much difference in their rates of pay. Hierarchy (or Job Structure )is a ranking of jobs based on their value to the organization STEPS 4 PRICE EACH PAY GRADE THE WAGE CURVE The relationship between the relative worth of jobs and their wage rates can be represented by mean of a wage curve. This curve may indicate the rates currently paid for jobs within an organization, the new rate resulting from job evaluation, or the rates for similar jobs currently being paid by other organizations within the labor market..A curve may be constructed graphically by preparing a scatter gram consisting of a series of dots that represent the current wage rate Developing a wage curve involves the following: †¢ Find the average pay for each pay grade †¢ Plot the pay rates for each pay grade †¢ Fit the line called a wage line through the points just plotted †¢ Price the jobs STEP 5 FINE TUNE PAY RATE Correcting Out-of-Line Rates The wage rate for a particular job may fall well off the wage line or well outside the rate range for its grade, as shown. This means that the average pay for that job is currently too high or too low, relative to other jobs in the firm. You should raise the wages of underpaid employees to the minimum of the rate range for their pay grade. PAY RANGES A grade is a horizontal grouping of different job that are considered substantially equal for pay purpose ? Grades enhance an organization ability to move people among jobs within a grade with no change in pay. ? The objective is for all the jobs that are similar for pay purpos e to be placed within the same grade ? How many pay grades? A. Number of Jobs B. Organization hierarchy C. Reporting Relationships ? Pay ranges refer to the vertical dimension of the pay structure ? Each pay grade will have associated with it a pay range consisting of a midpoint and a specified maximum and minimum. ? Midpoints correspond to the competitive pay policy. ? Midpoints are the control point of range. The midpoints represent base pay for a seasoned employee. ? The midpoint can be determined as soon as the pay grade limit are set. ? Find the Job Evaluation point value in the centre of the pay grade. ? Substitute that point value for x in your equation of the pay line ? Solve the equation for Y. this value is the midpoint of the range. Range spread is a based on some judgement about how the ranges support career path, promotions & other organization system. Range spreads vary between 10 to 150 percent. Once the midpoint (based on the pay policy line) and range spread (based on Judgement) are specified, minimum & maximum are calculated Minimum = midpoint / [1+ (1/2 range spread)Maximum = Minimum + [range spread x Minimum] Pay ranges are a series of steps or levels in a pay grade, usually based on years of service Sample pay grade schedule PRING MANAGERIAL AND PROFESSIONAL JOBS What Determines Executive Pay? †¢ CEO pay is set by the board of directors taking into account factors such as the business strategy, corporate trends, and where they want to be in the short and long term. †¢ CEOs can have considerable influence over the boards that determine their pay. †¢ Firms pay CEOs based on the complexity of the jobs they fill. †¢ Shareholder activism and government oversight have tightened the restrictions on what companies pay top executives. Boards are reducing the relative importance of base salary while boosting the emphasis on performance based pay. Compensating Professional Employees †¢ †¡ Compensating professional employ ees, like engineers and scientists, presents unique problems. †¢ †¡Analytical jobs like these emphasize creativity and problem solving, compensable factors not easily compared or measured. †¢ Determining professional compensation presents another question how is ? performance? to be defined and measured? †¡ †¢ Compensable factors focus on problem solving, creativity, job scope, and technical knowledge and expertise. †¡ †¢ Firms use the point method and factor comparison methods, although job classification is most popular. COMPENSATING BASED PAY MEANINGCompetency–based pay means the company pays for the employees range, depth, and types of skills and knowledge, rather than for the job title he or she holds. Experts variously call this competency -, knowledge–, or skill -based pay. Why Use Competency—Based Pay? [pic] Competency–Based Pay in Practice Main elements of skill/competency/knowledge based pay programs: 1. A syst em that defines specific skills 2. A process for tying the person’s pay to his or her skill 3. A training system that lets employees seek and acquire skills 4. A formal competency testing system 5. A work design that lets employees move among jobs to permit work assignment flexibility [pic] ———————- 10 9. 0 8. 0 7. 0 WAGE RATES 100 200 300 400 POINT VALUE OF JOBS Salary Survey FACTOR COMPARISONRATE Extrinsic Reward Intrinsic Reward Compensation JOB RANKING INTERNAL EQUITY POINT SYSTEM JOB CLASSIFICATION ORGANISATIONAL FAIRNESS MARKET RATE INDUSTRY STANDARDD COMPETITORS RATE EXTERNAL EQUITY Determine Degrees and Define each compensable Factors Identify Compensable Factor Select job Cluster Determine Factor Point Values Determine Factor Weights Validate Point System Object of Job Evaluation Job Specification Job Analysis Job Description Job Evaluation ProgrammeWage Survey Employee Classification ESTABLISHING STRATEGIC PAY PLAN Jo b Evaluation Pay grade grouping Price Pay Grade- Wage Curve Fine–Tune Pay Rates Tune Rates Compensating Executives And Managers BASIC PAY Short-term Incentives Long– term Incentives Executive Benefits/perks Competency-Based Pay Supports High-Performance Work Systems Strategic Aims Performance Management PAY GRADE STRUCTURE 8 7 6 5 4 3 2 1 100 150 200 250 300 350 I II III IV V PAY POLICY LINE Our Monthly salary (‘000) PAY Our Job Evaluation Points EASTABLISHING PAY PLAN

Cleopatra And Nefertiti The King Of Egypt - 1051 Words

When thinking of ancient civilizations, Egypt comes to mind. Cleopatra and Nefertiti are two of the most recognizable names in all of human history. One was at the forefront of a religious revolution, the other took on the Roman Empire. Through a comparison, we discover that Cleopatra had more of a historical impact because her actions led to the end of Egypt’s autonomy. Cleopatra was the queen of Egypt from about 51 B.C.to about 30 B.C. She was a member of the royal dynasty called the Ptolemies. The Ptolemies were not Egyptian, but Greek, â€Å"which makes Cleopatra approximately as Egyptian as Elizabeth Taylor.† Despite this â€Å"within the country their legitimacy derived from a fabricated link with the pharaohs†, and they took over and ruled Egypt for 300 years; Cleopatra was the last of that royal line. Rome was gaining power and territory. Cleopatra inherited the throne of Egypt when she was eighteen years old, but she had to share it with her 12 year old brother. Cleopatra got kicked out of power by her brother s friends because the two did not get along. In 48 BC, Julius Caesar arrived in Egypt and declared that he would settle the dispute between Cleopatra and her brother, and â€Å"She had no choice but ingratiate herself with the new master of the Roman world.† To further protect her kingdom, Cleopatra having Caesar over to her side, began an affair with him. For the rest of her rule,â€Å"she struggled tot run the implacable Roman tide to her advantage, changing patrons againShow MoreRelatedPersonal Statement : Cleopatra Vii, And Hatshepsut Of Egypt1473 Words   |  6 PagesThesis: In my examination to identify leaders that characterized the attributes that represent pioneering, energizing, deliberate, resolute, commanding, affirming, and inclusive dimensions of leadership, I have chosen Nefertiti, Cleopatra VII, and Hatshepsut of Egypt. Leading a country takes more than just having a high status. Being a leader of a nation incorporates abilities that can make or break an administration. The life of a leader leaves little time for oneself. From the time of wakingRead MoreNefertiti and Cleopatra, Famous and Powerful but Very Different2451 Words   |  10 PagesEgyptian ancient civilization was born along the Nile River and lived for more than 3,000 years. Not only famous for the pyramids at Giza staying there with dignity reminding the wonderful past, Egypt is also famous for its pharaohs. Nefertiti and Cleopatra important figures of Egypt, famous for their beauties and deeds appear remarkable in many parts of the great ancient history. Staying in front of each other these queens have so many differences but so many things in common too. Each lady hasRead MoreNefertiti: Queen of Egypt1187 Words   |  5 PagesToday, Nefertiti is one of the most well known queens of Egypt, famed throughout the ancient world for her beauty. There is little known about the background of Nefertiti but many believe that she was not of royal bloodline. Her father was believed to be a high official of Amenhotep III and Akhenaten. It is said that Nefertiti was chosen by her Father and her Aunt, the Pharaoh’s mother, because of her strong personality that it was believed she could reign in the Pharaoh so her family would holdRead MoreHistory And Traditions Of Egyptian Fashion3371 Words   |  14 PagesAncient Egypt is one of the civilizations that have been studied for decades, and is one of the most well known in regards of early advancements. During 3000 - 300 BC Ancient Egypt was at its peek in fashion and developed many clothing and accessories that aided them for survival that is still seen in todays culture. When referring to Egypt, it is said that the word Egypt evokes the name of three women as if by magic: Hatshepsut, Nefertiti and Cleopatra. Although these women are from differentRead MoreThe Role Of Traditional Patriarchal Structure Of Society1485 Words   |  6 Pagesin other traditional societies were readily available to Egyptian women. As complementing counterparts, their roles were essential to the efficiency and functionality of society. As the historian Herodotus so adamantly put, when visiting ancient Egypt, â€Å"they have reversed the ordinary practices of mankind† (AHEL, n.p.). By not following, what is considered to be, the traditional patriarchal structure of society, that in which excludes women from active participation within social institutions;Read MoreThe Egyptian Empire : An Advanced Society With The Achievement Essay2047 Words   |  9 Pagesthe first woman to rule Egypt, unfortunately however, her name is nowhere to be found in any of the surviving king lists. â€Å"Although the textual support for her rule may be scanty, the archaeological evidence is plentiful. She was the wife of the third pharaoh of the first dynasty, Djet, and the mother of and probable regent to his successor, Pharaoh Den†(Hamar). Her tomb was discovered at Abydos in 1900 by William Flinders Petrie along with the tombs of other early kings. Merytnit stele (gravestone)Read More Women in the Middle East and Greece Essay3931 Words   |  16 Pagesbegan my research in Turkey, Egypt, Morocco, and Greece. In Turkey, my main area of study was focused on the original idea of my learning plan. I concentrated on the Turkish womens steps toward their independence and success and the formal and informal changes that went along with this movement. In Morocco, my attention was drawn towards the Moudawana (Islamic Family Code) and how it greatly limited the freedom and status of a woman in her married life. In Egypt, I also called attention to aRead MoreEssay on Forgotten Half of History: Women in Ancient Civilization1569 Words   |  7 PagesThere have been many vital roles that women have played throughout history. Women in all Ancient civilizations faced many of the same hardships, prejudices, and struggles. Two specific ancient civilizations, which had similar aspects, were Ancient Egypt and Ancient Rome. In these two ancient civilization, women played important roles, which contributed to the shaping of society. In Ancient Rome, there were many women who lived different lives. These cons isted of the women who married ordinary menRead MoreIt Ain’T Yeezy. Rapper Turned Fashion Designer Kanye West’S1490 Words   |  6 Pageslike his approach of a lounge like type style. Kanye responded with these simple words â€Å"sweatshirts are f**king important.† And I do believe that the Egyptian theme presented will explore a different aspect of what West is already accustomed to, by adding a different type of focal point. The Egyptian period for the beginning of civilization it is important and calls for a back track, in Egypt worn with few variations by both men and women were evolved the original types of covering for the human bodyRead MoreThe Theory And The Animal Liberationist One Of The Great Part Of It By Linda Hogan1712 Words   |  7 Pagesformer is for Ishtar, performed by the King AshourNasserBal, and the latter is for Isis: Ishtar, Thou art the life-giving Lady I complain to Thee all that unrests me So Listen to my exhausted words And forgive my body which is in pain For the heart of Thy worshipper is in misery with Thy dismissing his complaints I AshourNasserBal, your worshipper who is full of agony The most humble before Thee The worshiper of Thy Goddessly glory. (from a chant of the king AshourNasserBal, 1049 B.C. qtd. in Zeidan

The President Of The United States - 893 Words

The president of the United States (POTUS) â€Å"authorized U.S. Central Command to work with partner nations to conduct targeted airstrikes of Iraq and Syria as part of the comprehensive strategy to degrade and defeat the Islamic State of Iraq and the Levant, or ISIL.†1 October 2014, the U.S. Central Command (CENTCOM) announced that â€Å"U.S. military operations against ISIL in Iraq and Syria had been named Operation Inherent Resolve (OIR). Operation Inherent Resolve (OIR), a US and international coalition designed to degrade and defeat ISIL in Iraq and Syria is dependent on the ability to build partner capacity (BPC). This line of effort continues to be a major challenge for the â€Å"whole-of-government strategy.†2 President Obama’s strategic plan in Iraq and Syria is to continue Airstrikes to slow the forward progression of ISIS, while utilizing deployed U.S. service members to work with coalition partners to assist with partner building capacities. These partners include â€Å"Iraqi Security Forces, Kurdish Peshmerga forces, and moderate Syrian fighters, and both Sunni and Shia militia groups.†3 To be successful in this endear as mentioned by Sec Carter, â€Å"the only way to have a lasting defeat of ISIL is to have someone who can govern and secure territory once ISIL is defeated, a local force on the ground. That s why the strategy calls for the United States to help train and equip, and then help enable local ground forces.†4 Without basic security the Government of Iraq (GOI)Show MoreRelatedThe President Of The United States1532 Words   |  7 PagesThe president is the most important job in the United States. Not the ruler of the United States ,but have some pow er over the country. The president of the United States is a person who symbolize the country and leads the country by making decisions of what is the best thing to do. The president needs to know about the past history such as the conflict of World War I and II and different events that led to violence in our own country. The president of the United States needs to know how the systemRead MoreThe President Of The United States1617 Words   |  7 PagesThe President of the United States is a well respect and immensely powerful position. Every 4 years, a new president is elected. Many highly respect individuals hold competition for this career, presenting their ideas and beliefs for the American people to support or refute. The United States current president, Barack Obama, is ending is 2nd term in office. This starts the debate and discussion of who will take his place as president. Currently, there is an enormous selection of individuals who peopleRead MoreThe President Of The Uni ted States777 Words   |  4 PagesThere are many flaws in the actions of the President of the United States using executive action to shape policies for the United States, but congress plays a major role in the reasons why there are so many issues pertaining to the use of executive action. Another flaw is that it is not spelled out in the constitution that the president is allowed to bypass congress on any issues that are not attended to. Congress makes a huge fuss about the president executing his executive actions but congressRead MorePresident Of The United States1262 Words   |  6 PagesThe President of the United States of America is literally the most important person on this planet. Why, you may ask? Well, that’s because, he is â€Å"in charge† of the most powerful and influential country of the world. Every decision he makes, in regard to America, can and will affect every other country in some sort of way. Presidents have so much power that every decision they make becomes news. Now, the next logical question would be, where does all this power come from? Who said it was okay forRead MorePresident Of The United States1508 Words   |  7 PagesIn order to become president of the United States, one must meet several qualifications. These include being a naturally born citizen of the United States who is at least 35 years old and has resided in the U.S. for at least fourteen years. Hillary Clinton meets all of these qualifications. Clinton was born on October 26, 1947, in Chicago, Illinois. Her current age is 69. She was raised in Park Ridge, Illinois, which is a picturesque suburb located about fifteen miles from downtown Chicago (â€Å"HillaryRead MoreThe President Of The United States1611 Words   |  7 PagesIn every presidential election, political debates occur with the political party’s main candidate where they offer their views on running the country then citizens decide who should be the president of the United Sta tes. In 1984, President Ronald Reagan and Walter Mondale participated in their second debate against each other. Four panelists on the topic of defense and foreign policy issues would prompt the two candidates to certain issues of their concern. Some issues in the dispute that were discussedRead MoreThe President Of The United States930 Words   |  4 PagesThe President of the United States, Jackson M. Washington, was six-foot three-inch’s tall, athletic build, salt and pepper graying hair; he was fifty-three years old. He had served in the Marines after College for four years and ended up getting out as a Captain after his first hitch. From there he started his political career by volunteering for certain candidates for Congress and the Senate that had a message that resonated with him. Back then he switched party affiliations often, like changingRead MoreThe President Of The United States1245 Words   |  5 PagesThe leader of the country In the United States of Ameri ca is called the President. The title President is derived from Latin, prae- before + sedere to sit. It originally designated the officer who presides over or sits before a gathering and ensures that debate is conducted according to the rules of order. The President is the brain for millions of government workers in the Executive Branch. And as well chooses how the laws of the United States are to be enforced along with singling outRead MoreThe President Of The United States Essay1682 Words   |  7 PagesThroughout United States history, the American people voted for the President of the U.S. and for members of both chambers of Congress, and the 2016 election is not an exception. On November 9th, Donald J. Trump was declared to become the 45th President of the United States by attaining 306 electoral votes, which is clearly past the threshold of the required 270 electoral votes. However, after winning the popular vote in states Trump had won, some electors from those states have expressed their disappointmentRead MorePresident Of The United States860 Words   |  4 PagesA president of the United States must perform various roles such as, Chief Legislator, Commander in Chief, Chief Executive, Chief of State, Chief of Party, Chief Administrator, Chief Diplomat, and Chief Citizen. As the 42nd president of the United States, Bill Clinton was a great president because of his performance in presidential roles and policies put forth during his presidency. According to Compton’s Encyclopedia, Bill Clinton was born in Hope, Arkansas. He attended several universities including

Changes in Microsoft´s Operation and Management Essay

Microsoft, a company founded by Bill Gates has, in the last couple of years seen a number of changes in its mode of operation. Traditionally Microsoft has been in the business of producing computer-based products exclusively (Byrnes, 2010). In the light of changing technology, globalisation and changing consumer tastes and preferences change has become in the tech-giant company. In the fast-paced world of technology, consumers are actively switching to the new touchscreen laptops and tablets, which are the replacement to conventional computers. These contemporary computers require operating systems and software that are entirely different from what was in use formerly. As means of keeping up this trend, and in order to address these new†¦show more content†¦Besides, customers were rapidly shifting for computers to tablets and smartphone making the business of developing apps for the industry lucrative. Keen on addressing these issues, the company’s management had to react fast, and this is how the birth of windows 8 surfaced. One main impact this change had management, is coping with competition from the established mobile app developers: android from Google and apple. Commanding a considerable market share was a daunting task for management. Statistics from the industry show that, android, the leading mobile app provider, releases between 10,000 and 140,000 new apps every month. Windows 8 released only 200, 000 apps in the first year of its operation which is far below the trendsetters, android. Windows 8 was also built to support only Microsoft specific apps, which made rolling out the change a more complex undertaking to management. To deal with these change demands, the company’s management, embarked in restructuring the organisation in order to incorporate they change demands (Rash, 2013). This began with reorganising the employees into new structures, which mean t new duties and responsibilities. 2. To the employees The change from spontaneous change from providing PC based services to providing mobile based services was also equally wanting to the employees. For one, the employees had to begin working from scratch to address these new needs.Show MoreRelatedMicrosoft Internal And External Factors1652 Words   |  7 Pagesdisciplined management strategy which encompasses the four functions of management: planning, organizing, leading, and controlling. The application of these management practices is evident in further analyzing the management construct of Microsoft Corporation. A global corporation who specializes in providing technology solutions for five different business segments ranging from personal computers to gaming devices, Microsoft has demonstrated its ability to adapt to internal and external changes. AnalyzingRead MoreCis333 Week 5 Lab 4699 Words   |  3 PagesLab 5 Assessment 4- Questions Answers Lab Assessment Questions Answers 1. Define why change control management is relevant to security operations in an organization. †¢ Change control is a precision arrangement of managing every change made to a system. This is to ensure that no unneeded changes are done, that every change is documented, and that no service is disrupted unless absolutely necessary, and that all resources efficiently used. 2. What type of access controlRead MoreFinancial Management in Microsoft Corporation1648 Words   |  7 PagesFinancial Management in Microsoft Corporation Microsoft Corporation Brief Company Profile Microsoft is a multinational IT company. It was primarily established in 1974. Later in years, the company developed further computer and software interest, leading to the establishment of its MS-DOS and Microsoft Windows interest. Its headquarters are based in the United States, specifically at Redmond, Washington D.C. Similarly, it diversified to involve with other industries, such as video game, electricalRead MorePartnership and Microsoft1665 Words   |  7 Pages1. What are some relative advantages and disadvantages of using smaller local partners vs. a large local partner? Some advantages that Microsoft might have are that in general partnerships, each participant is personally responsible for the actions of the company. This includes debts, liabilities and the wrongful acts of other partners. One advantage of a limited liability partnership is the liability protection it affords. This type of partnership structure protects individual partners from personalRead MoreApplications And Impacts On Hospitality Essay1596 Words   |  7 Pagesstaff has always been tied down to their desktops, not that they had much of  a choice, any information related to guest is only available in the PMS running on desktops and staff must access this PMS for every single guest related information or operation. Cloud has changed this and now staff can move around hotel servicing guests, they can walk up to the hotel door to welcome guest and complete a checking while accompanying the guest to his room. Any mobile device can be used to access reservationRead MoreInformation Technology ( It ) Is A Universal And Versatile Tool1646 Words   |  7 Pages If I did not have a GPS, I would lose my way. In addition, I can order pizza or anything else in the internet. In business, we cannot without it. We used for information-based system, intranet, and paperless system at work. We need a financial management system to deal with the financial things, and Decision Support System can help and support the decision and strategy. Along with IT developingï ¼Å'it is more and more important in business. It can strengthen enterprise competitiveness and promoteRead MoreMicrosofts International Financial Management: An Analysis1234 Words   |  5 PagesMicrosoft Microsoft is one of the largest technology companies in the world. They are selling numerous products ranging from software, web browsers, services, hardware, accessories and game consoles (such as: the X Box 360). The overall scope of their business has become so large, that they are the target of regulators, who believe that they are stifling competition and innovation. This is a sign of how the firm has established a large international presence around the globe. (Microsoft, 2013)Read MoreAnalysis Of Two Different Erp Systems1730 Words   |  7 Pages2016 (Microsoft) and SAP ECC ERP 6.0. ERP Systems Microsoft Business Solutions There are various products that Microsoft 365 offers to businesses including Microsoft Dynamics AX, NAV, SL, CRM and GP. These products integrate with other Microsoft products (Microsoft office, SharePoint, Outlook) making business operations easier and more efficient (Microsoft, 2017). Dynamics AX is targeted for businesses that have more than 200 users. This ERP supports business analysis and change management toolsRead MoreThe Swot Analysis : Accenture1531 Words   |  7 PagesIntroduction Accenture received the opportunity to build their IT infrastructure from scratch and establish a new culture in their organization by utilizing the incoming new management team. Previously, each office around the globe was responsible for their software, but now the company wants to establish an anytime, anywhere system where the software of the company can communicate with each other. With Accenture goal to create a new company structure, several threats, as well as opportunitiesRead MoreOrganizational Structure Essay examples902 Words   |  4 PagesUniversity of Phoenix MGT 330 Management: Theory, Practice and Application Peter Espeut October 26, 2009 Organizational Structure Planning and organization are crucial for an organization to achieve maximum effectiveness and success. Microsoft Company, for instance, has an organizational structure consisting of board of directors who include Steve Ballmer as chief executive officer (CEO), senior leaders, executives, and technical leaders. Founded in 1975, Microsoft has grown today into a worldwide