The appointment of Silvio Napoli at Schindler India

The appointment of Silvio Napoli at Schindler India The decision to choose Silvio Napoli as the general manager for Schindler India was not right. For status, his character and way of doing business was such that he used to dictate what to be done. The worrier character was not good for India where people are open minded. He did not have any international experience. Napoli ought to have been taken through some training before being assigned the job in India. Schindler also had very high expectation because Napoli believed that the company was to grow at a very fast rate in the first five years. Unfortunately this did not happen. Schinders target was to sell 50 units in the first year and occupy 20% of the market share after five years. There are however instances when Napoli made reasonable decisions in his role as general manager. Selecting a team of experienced members was one such instance. Adding buy-ins onto the companys business model was also a wise step. It was however very unwise of him to relocate his family at the same time when he was to begin his work as a general manager. So much time was wasted dealing with personal issues making him lack the much needed concentration. Rejecting to make alterations in the business plan when need arose was also a negative decision. The increase in transfer rates and imports rates from 22% to 56% was a big blow to the company but it was a good idea to turn to outsourcing strategy. The lack of urgency by the Europe plant to the needs of the India plant was also discouraging. Napoli should therefore have reported the matter to Mr. Schindler so that he could use his power to make the plans work out faster. Did Schindler make the right choice in selecting Silvio Napoli as general manager for India? Schindler must have made the worst choice in selecting Silvio Napoli to be their general manager in India. As much as he might have had success in Switzerland, India was a new world that had its own way of doing business. Its no doubt that Napoli was an MBA graduate from Harvard Business School but in business there is more to offer than the mere knowledge. Besides heading such a huge firm, the company ought to have selected an individual with international experience in the real world. Its a nice thing that he was successful in Switzerland but there were still many aspects that Schindler had to consider. To begin with, Napolis management style was not applicable in India. He is one person who believes that people have to follow what he says and he calls all the shots. He must have developed this form of leadership from the culture in Swtizerland where hierarchy was very clear. For instance Napoli recalls that when he began his first job in Sweden, the employees were very responsive to anything he requested. This is just a confirmation that the leaders were very much feared in Switzerland. One of the employees even says He was the assistant to Mr. Schindler, so I knew Id better be nice to him. It must have been the culture in Switzerland to tread carefully with those in leadership. Unfortunately Napoli transferred this culture to India without really understanding that this was a different country with different traditions. It is common for a businessman to confront a new culture by thinking that his way was the best way. This is exactly what Napoli did. From the study, he says he had to adapt his way of management which did not succeed. Schindler ought to have taken Napoli through some management training before giving him a job in a different country. The most important area that needed training was the issue of building relationships. Indians have a very different way of doing business since they value good relationships before anything else. For one to succeed in doing business in India, he has to understand that trust is a very important virtue for them. This is an area where Napoli definitely failed since be imposed his own way of management. Moreover, in India everybody is very respective of his position and duties. For instance moving a desk in the office can not be done by anyone else other than the peon. The best general manager had to be an individual who could change his behavior under different circumstances depending on the situation. It would therefore been a good idea for the company to take some of its managers through some kind of mentality test so as to determine the best man for the position. The general manager makes very important decisions for the company and therefore should understand his employees. A good organizational culture is also very important for any company. The general manager should therefore be capable of creating good relationship between employees and the leadership as well as amongst the employees. This is where Napoli went totally wrong. His colleagues describe him as impatient, impulsive and over-communicative on some occasions. If fellow workmates can say this about their general manager then there must be a very big problem. The expectations of Schindler were very high since it needed to grow very fast within a short period of time. With Napolis character: impulsive, impatient and so on, it would most probably take a very long time before the Indian branch stabilized and began making the required profits. Schindlers expectations were to make sales of about 50 units during the first year of business and acquire 20% market share in the first five years. These are definitely high expectations for an individual who had very little experience in international business. The company should have chosen a general manager who had worked for the company for a longer time and had the experience of working in various countries or various cultures. Just like in Switzerland where Napoli was answerable to the CEO, it would have been better if the company had done the same in India. It even appears that it was obvious that Napoli was not fit for the job in India. In the case study, one of his colleagues says He wants eve rything done yesterday and in India things dont get done yesterday. This is a clear indication that Napolis character was not compatible with the culture in India. Looking at the whole study, the main problem seemed to be on poor leadership. This is enough proof that Napoli was not fit for the job. On several occasions he was seen to underestimate the potential of his management team and yet he had hired them for the same job of providing advice. For instance when he realized that the team had taken an order for custom glass pod elevators, he rejected the order because he claimed that it was a violation of the companys strategy. Remember this was a decision from a team he had picked because he needed assistance from the members. On another occasion he rejected another offer to equip a government building in Mumbai with glass walled elevators. Team members insisted that it was only a minor modification of their S001 model but Napoli insisted that it would be difficult for a new team to install the elevators. A good general manager should be one who can accept challenges and be ready to take up the job as long as it is for the good of the company . Similarly he should be able to accept the views of his management team because this is what they are paid for. There is no need in having a team whose views do not count on any occasion. He dictated all that was to be done. As Luc Bonnard, how would you evaluate Silvios first seven months as general manager of the Indian company? What advice would you offer? Even though there were negative attributes with Silvios performance, it is worth saying that he also showed very positive performance on some occasions. For instance he was very logical in selecting his management team. His plan was well thought since he understood the kind of environment he was working in. It was therefore wise for him to select his team from a pool of experienced candidates identified by Egon Zehnder. Starting with 42 year old Kara Signh as the managing director, to 33 year old Jujudan Jena who was recruited for the position of chief financial officer, it was wise of him to pick a team of experienced individuals to help him since he lacked the experience. This team would help show the right way by which the company was to follow. Considering the fact that the selected team was from India, they had a clue on what to expect and would therefore provide the best advice. Most importantly, he had a reason for the selection of every member of the team. For instance when picking the chief financial officer, he said You try to see whether the character of the person is compatible with yoursà ¢Ã¢â€š ¬Ã‚ ¦(Fagan, Yoshino Bartlett 6). This is an indication that he did not just choose blindly but was looking at very important characteristics. He is justified to do so because if you choose someone that you are not compatible with, it might be difficult to make decisions. A compatible team ensures that there is trust amongst the members and most importantly good relationship or cohesion. Without trust, members will all be in differences and poor working relationships is the last thing one would need for such a company with high expectations. It was also a positive initiative for Silvio to hold a meeting with his teammates to introduce them to one another so that they could know who they were working with. Meeting also helps bring about one on one communication among team members and thereby developing trust among the members. It is through this meeting that members could also share views on how to run the business. Silvio also had the desire to get views from the management team rather than solely relying on his own ideas. Considering that these were people who were to help run the company, it was important that buy-ins from the team were added to Silvios business model right from the word go. On a negative point of view, it was wrong for him to relocate his family when he was supposed to start his work in India. The best option would be for him to either move the family after he had established the company and it had started running or he would have moved the family prior to his commencement of work. There was so much time lost dealing with family issues like the accidents his children had gone through leave alone spending so much time looking for a good place to live. This time could be dedicated to working at the company. Because of his family problems: his child getting cut on the forehead, his wife suffering from food poison and his son breaking his leg made him unsettled and therefore he could not concentrate on his work. There was no single goal that was well executed because her was not settled. He also ought to have accepted to make alterations when the market required that the business plan needed to be altered. The problem with Silvio was that he was so determined to go by his business plan even when it was so obvious that it wont work. For instance his plan suggested that there would be no customization of products. On the other hand, customers reveled that there was no way the standard product line was going to be accepted for the initial orders received by Schindler India. The best advice I would give the company is for its management to reevaluate Schindler Indias business plan. From there, Silvio will have to gain the teams respect and support for the business to run smoothly. The culture back in Switzerland was that you had to respect your leader. This is the reason as to why Silvio earned respect from the companys employees regardless of how tough he was. The situation in India is however different; Silvio has to make sure that he is respected by the management team. His worrier style of management was not doing him any good in India. Perhaps it was time that he learned the monk attributes for him to earn the respect of team members. What advice would you give to Silvio regarding his decision on the non-standard glass wall elevator that has been ordered? Despite the fact that the company was going to make a loss if it accepted the order, Silvio should just go ahead and accept it. The most important thing at this point is for the company to penetrate into the market. Unfortunately, sometimes a business just has to make some loss to benefit from it in another way. The market is dominated by strong competitors and this is the chance to show customers the difference between the Schindler and other competitors. If Silvio can accept the order, the company will most likely be accepted in the market because it provides what the customers need. The company could still end up making profits if Silvio demonstrate reliability, pulls off installation and most importantly provide the customers with superior services than its competitors. Even though its always good for the management to commit itself to the companys business plan, sometimes it calls for adjustments in one way or the other to benefit from market share. At this point the company had not received much entry into the market. By accepting the order to supply a government building with elevators that had glass walls, it will give the company entry into a very important part of the market. The government as an institution adds new buildings every now and then. Supplying the government building with the best elevators, might earn the company more orders when need arise. Customer loyalty is very important in business because it keeps the customers coming back. It also opens for more ways because a good job to a customer will make him inform his friends about the good job you did and this might help the company own a bigger market share. Besides the teams members some of who are experts in the elevator industry understand that the glass-walled elevators was only a modification of the standard product the company had. There is no doubt that it might cost the company a little more but the most important issue is it will still give the company a very good opportunity to penetrate into the market. Silvio should also take up the initiative to inform Mr. Schindler about European plans which are definitely not giving him the support he needs. It was very important for the company to outsource the S001 model to local suppliers immediately. Any details will definitely be disadvantageous to the company. Mr. Schindler needs to be informed about the situation so that he might use his power and position to talk to the Europe plant to quickly respond to the needs of the Indian plant. The increase of rates of import duty from 22% to 56% has a very devastating effect to the companys objective of breaking even. It was very wise for the company to take the alternative idea of outsourcing elevators to local suppliers. This is the spirit of a successful company at this point in time when competition is high. Plans to accelerate the supply of S001 could not be delayed any longer because this was the only available chance for the success of the company. 50 units are enough to make good money fo r the company. Informing the CEO about the delays might see things change. How should he deal with the challenge he is facing over transfer prices and limited technical cooperation from the Europe plants? Both the transfer prices and limited technical cooperation from the Europe plants are serious issues that need immediate attention since they are crippling the company pursue for success. According to the companys business plan, the company was to outsource key logistic and manufacturing function in order to gain the much needed competitive advantage. This is the best way for the company to evade the high import duties charged by India and high transfer prices and most importantly to keep the overhead cost low. The first option he has would be to stick to the plans because this will cut the cost. By doing so, there will be no need to import items from abroad because the company will deal with what is locally available. He should therefore stick to the outsourcing concept because this is the best way to avoid the transfer rates and high import rates. However, since the European plant seems to be slow in responding to Schindler Indias needs, it would be better for Silvio to inform Mr. Schindler about the issue. With his position and power, he is most likely to make the European companies to harry up. On the other hand if he kept quite, all the blame will be upon him, and the compny will lose out on its desire to own 20 % of the market share. One of the responsibilities of a general manager is to discuss the companys policies and strategies with the top management. The final approval comes from top management. In this situation, Mr. Schindler should be informed about the delays because he is in a better position to deal with the European plants. Time is of the essence for the company and it cannot afford to waste any single minute if it is to remain competitive in the market. All its competitors must be looking for ways to cut down on their overall costs. The best company will therefore be that which acts quickly and respond to the needs of the customers. Unfortunately, issues to do with increase in transfer rates or import duties do not concern the customers. For them, the most important thing is getting the best products at reasonable prices. It is however, still important that Schindler India maintains good relationship with the companys plant in Europe because these are parts of one family. There is no need Silvio to make the managers of the plant in Europe to look incompetent. It is important that he reports the matter to the CEO in a manner that would not make the management of the Europe plant look incompetent. There might be some miscommunication or some technical problem that was beyond the control of the management team of the plant. In business sometimes things happen beyond the control of the management team but the most important thing is how the team deals with it. Its good that Alfred Schindler understands that the business experience in India was similar to that of a battlefield. He also understands that the environment in India was very hostile and calls for the management team to be tough. The sudden increase in transfer rates is an example of the hostile environment. It calls for Silvio to remain calm and deal with the issue in the right way. A direct communication with the general manager of the Europe plant could also have been of importance. The best mode of communication would be to call him directly other than using mails or talking to other members of the management team. Alternatively he would have taken a fight to the Europe plant to find out what the issue really was. A good general manager should act fast to make corrections whenever necessary. It is of no help for him to remain in India and keep waiting for response from Europe. Urgent issues need urgent response and this was an urgent issue that ought to be solved immediately. What action should Luc Bonnard take with Napoli moving forward? Looking at Napolis profile, he seems to posses the much needed knowledge to run a business. He needs to understand that every environment has its own way of doing business. To begin with Napoli needs to be taken for some serious training on how to conduct business in different countries or cultures. It is not just enough to base the success of an individual on his educational background, his character or his performance in one project. There is no doubt that Napoli was successful in Switzerland. But this is India and not Switzerland. Moreover, in Switzerland he used to report to the CEO and the Swiss culture was such that employees were very cautious when dealing with people in top management positions. However, the culture was totally different. For instance unlike in Switzerland where a young veteran said He was the assistant to Mr. Schindler, so I knew Id better be nice to him, the situation totally different in Indi(Fagan, Yoshino Bartlett 3). The first question he was asked by M.K was who are your friends inside the company? Who doesnt like you?Fagan, Yoshino Bartlett 5) This implies that Indians are much brave and would speak their minds out. Other than training he also needs to shade his worrier character and pick up the monk character. Luc Bonnard should therefore make sure that Napoli looks at his business plan afresh. Together with his management team, Napoli should re-evaluate the companys aspirations since the business model seemed to be over ambitious. For instance it stated that the company was to make a high level growth by the end of its first five years in the market. What he did not understand was that the market environment in India was unpredictable and you have to use the first year to learn before making conclusive plans. Similarly, the business model the company went for had never been attempted in India. Even though its wise to come up with new ideas in business, a research has to be done before putting the idea to practice. Focusing on the standardized elevators was not a wise move because it had never been done before. There is a need for a business model to be flexible if a company is to succeed in any competitive market. This is also an area that Bonnard should ensure that Napoli readjusts in hi s business model. The biggest obstacle to Schindler India success has to be Napolis business model. If he has to continue as at general manager, Bonnard should also ensure that this obstacle is conquered for the company to register any growth. Bonnard should also ask Napoli to reevaluate his management team. To be specific, the chief financial officer needs to pull up his socks. It is the responsibility of the chief financial officer to evaluate the market situations and predict any possible changes to come in future. He seems to have failed on this part because it was his responsibility to inform the company in advance about the changes in transfer prices and export. The idea of using outsourcing as a strategy to go past the problem of increased transfer and import rates seemed to have backfired. Advice on money matters should be addressed by the chief financial officer and therefore he must have been the source of this strategy. Apart from Jena Jujudhan, he does not seem to have enough experience to control financial matters of an international company under pressure of establishing itself in a new market. Although it might not be wise to suck a general manager after such a short time, this might also be a good solution for the company. Another experienced member could be given the mandate to run the plant in India while Napoli could be returned to Switzerland where he seems to be successful. As the Vice President, Bonnard should also consider teaming up with a local elevator company because it might have an understanding of how the market in India works. By going into the new market without merging with any other company, it proved to be a little bit difficult. Even though the management team was made up of experienced members who had worked in India, this was not enough. All of them were from different companies and therefore had different strategies. Bonnard should therefore consider merging with a local company in order to benefit from some of its customers.

Aging and Cognitive Status

The following paragraph will identify the physical manifestations of aging, thus illustrating the most commonly viewed perception about elderly – forgetfulness. What is it all about and why and how does it affect human lives. This essay will answer the question as to whether forgetfulness is a pathologic or biologic characteristic of aging.The premise on which this paper operates on is the inference and personal opinion of the author relative to the effects and conditions of forgetfulness, its impact to both young and old alike.Aging is tantamount to the degeneration of all bodily functions, until such time when the function exhausts itself and degenerate. This is because the life span of the human cell only extends up to such time until it no longer regenerates.As we age, the usual optimal level of bodily functions that we have gotten used to begins to slow down. This also holds true with the cognitive and motor functions. In the cognitive aspect, aging brings along the tende ncy of memory loss and focus. Older people sometimes finds it hard to remember events that took place in the past, even more so with events which took place just recently.Cognition won’t be as efficient and sharp as it used to be. There is the deterioration of vision and eyesight that sometimes causes a great deal of confusion among elderly and sometime the same culprit as that of accidents and fall.As for motor functioning, there is the slowing down of bodily movements, as in the case of slow movement. One of the possible reasons can be attributed to the poor vision, where in they move slowly because they can not see very clearly therefore requiring them to make sure every step they make.Certain cells in the brain die causing it to alter cognition in a way also affecting other functions like the satiety, taste buds memory and etc.This is true to almost every human being, although the rate of deterioration may differ on a case to case basis, depending on how the body has been taken cared for while in their youth (AAGP. 2004). Almost every elderly, experiences a certain percentage of memory loss, deterioration of vision and taste buds, as well as that of motor functions at certain point in time.Although, the hearing, memory, taste and vision loss is common among elderly, this can also happen in earlier stages of life, especially so with accidents causing injury or trauma to the central nervous system. Forgetfulness also happens to young people, which is especially true when there are a lot of things going on in a person’s life.Sometimes, there are just too many things to take care of, responsibilities at home, in school, the family and even to self. Sometimes it is the kind of lifestyle that causes this.Memory lapse can be a bothersome thing, however temporary they may be; the idea of forgetting things can be so irritating especially if you lost it at the time it is most needed.The best thing to do if this happens to younger people like me is to s top whatever it is that I am doing and concentrate, de-stress and relax, so that the thought comes back when the body is at the state of ease and comfort (Rauch. 2005).Reference PageAAGP [American Association for Geriatric Psychiatry]. (2004). Geriatrics and Mental Health factsheet. Retrieved online on 14 Feb 2007 from http://aagponline.org/prof/facts_mh.aspRauch, Kate. (2005). Why are many elderly people forgetful? It may be the blues. A WebMDarticle published in MedicineNet webpage last Jan 30, 2005. Retrieved 14 Feb 2007 from: http://www.webmd.com/content/article/13/1674_50449

The Benefits of Good Friends Essay Samples

The Benefits of Good Friends Essay Samples Like humans, dogs have a vast range of personalities. It is something which can't be found in different pets or humans for that issue. The mutual love between an operator and a dog is really special and everyone should find the opportunity to go through the distinctive bond that includes living with a canine companion. Doing yoga regularly is great for physical wellbeing. She has ability to do anything hard within her life and I never fail to appreciate her for each little and big achievements. Actually, nobody is completely free form shortcomings. This man or woman is on top of the hierarchy because his practical explanation is a lot stronger than his desire. She is an excellent person to visit if you require advice or some sort of guidance in life. Rumors, Lies and Good Friends Essay Samples The cost of an essay depends upon the quantity of effort the writer has to exert. If you're going to make an essay about your very best friend, then you need to know how you are going to engage your audience and the way you will make a durable impression on your professor. It's nice to purchase a book and read it the fantastic traditional way. We can learn many excellent things while reading a fantastic book. Samples are the best method to find help because this way you are likely to compose the paper by yourself yet have professional guidance. For example reading is a great habit. We cannot feel alone in the business of books. If you by chance take a little time and read through the library, you won't fail to find a great paper that can aid your cause. It's very tough for everyone to participate in the authentic friendship however if one get it become very lucky in a huge crowd. Some people think that friendship doesn't have any levels and all their pals deserve exactly the same respect and love. Friends are crucial in our life just as food is necessary for living. To begin with everyone has to appreciate people that are close to you. As a consequence of fantastic friendship companionship keeps growing and every encounter gives meaning to the real friendship. It's a divine and most precious present of the life. An excellent friendship is very hard to come across. It is a perfect friendship that forms between two people who are alike in virtue. Key Pieces of Good Friends Essay Samples Turquoise blends nicely with fashion and interior design due to its flattering qualities. Excellent environment results in a happy and peaceful life. Jim was exactly this sort of person. If an individual, who wishes to learn English but doesn't reside in an English speaking environment, then an individual cannot speak. It measures a superb individual. They are definitely the most loyal and patient companions an individual could ask for. Good Friends Essay Samples Explained Some individuals truly care about doing it. Huck doesn't enjoy the thought of religion as it doesn't benefit him, despite spiritual gifts the widow Douglas emphasized. She's very good in studies and behaves nicely with everyone. Whenever the Widow mentions dead folks, Huck disregards this comment because he fails to feel that dead people today are important. Sometimes this friendship is apparently absolutely natural, when both friends are extremely much like each other, share the exact views and support the exact same ideas. My friend is a great natured and kindly girl. Great manners give us good pals. He is about to create any sacrifice for me. We don't need to pretend to be someone else if we spend time with our pals. He helps his friend in the good time of need. You might just have good friends you can count on sometimes, but to be dependable on an individual and knowing they'll be there for you, it's difficult to find someone like that. There are 30,000 to pick from. I am very proud of him. I really didn't understand what to anticipate. And don't forget, too cheap doesn't necessarily mean good!

Common Man as Tragic Hero in Death of a Salesman Essay

Common Man as Tragic Hero in Death of a Salesman What is tragedy? While the literal definition may have changed over the centuries, one man believed he knew the true meaning of a tragic performance. Aristotle belonged to the culture that first invented tragic drama – the ancient Greeks. Through this, he gave himself credibility enough to illustrate the universally necessary elements of tragic drama. In The Poetics, Aristotle gives a clear definition of a tragedy, writing that it is â€Å"an imitation, through action rather than narration, of a serious, complete, and ample action, by means of language rendered pleasant at different places in the constituent parts by each of the aids [used to make language more delightful], in which†¦show more content†¦The fall of a king or a man of great power served as the basis for Aristotle’s perfect tragedy. As centuries have passed, however, the world has evolved into a place with very few kings, but does this mean the modern experience is devoid of tragedy? With his 1949 play Death of a Salesman, Arthur Miller proved such was not the case. The story of traveling salesman Willy Loman, his feeble relationship with his eldest son, and his professional failure demonstrated that tragedy could be translated into the modern world. Although Death of a Salesman holds true to many aspects of the Aristotelian ideal with its linear plot and ultimate resolution, Arthur Miller did successfully challenge the definition of one of the philosopher’s tragic elements – that of the Tragic Hero. The character of Willy Loman is true to his allegorical name. He is a â€Å"low man.† He is far from being a king or a nobleman, or a modern equivalent, such as a successful politician, a wealthy CEO, or a much-admired celebrity. He lives in a small, unassuming home, works at a tedious and under-appreciated job, and has difficulty listening, understanding, and relating to his sons. By Aristotle’s definition, he is the kind of person whose story, if it were recognized to exist atShow MoreRelatedWilly Loman, the Modern Hero in Arthur Millers Death of a Salesman1739 Words   |  7 Pagesâ€Å"Tragedy and the Common Man†, a picture is painted of a â€Å"flaw-full† man, known as the modern hero of tragedies. Miller describes what characteristics the modern tragic hero possesses and how he differs from the heroes depicted by classic Greek playwrights such as Sophocles and Aristotle. In order to understand how drastically the modern hero has evolved, one mus t first understand the basic characteristics that the heroes created by Sophocles and Aristotle encompass. The Greek tragic heroes, otherwiseRead More Comparing the Tragedies of Hamlet, Oedipus the King, and Death of a Salesman1023 Words   |  5 PagesComparing the Tragedies of Hamlet, Oedipus the King, and Death of a Salesman The tragedies Hamlet, Oedipus the King, and Death of a Salesman have strikingly different plots and characters; however, each play shares common elements in its resolution. The events in the plays’ closings derive from a tragic flaw possessed by the protagonist in each play. The downfall of each protagonist is caused by his inability to effectively cope with his tragic flaw. The various similarities in the closing ofRead More Tragic Heroes in Arthur Millers Death of a Salesman and Henrik Ibsens A Dolls House1709 Words   |  7 PagesTragic Heroes in Arthur Millers Death of a Salesman and Henrik Ibsens A Dolls House Dramatists such as Aristotle started to write a series of plays called tragedies. 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Lee Siegel, a writer for The Nation explains the role of Death of a Salesman in the entertainment industry: Every ten years or so, Death of a Salesman is revived, and every ten years we get theRead MoreTragedy and the Common Man1191 Words   |  5 Pagesâ€Å"Tragedy and the Common Man† In Arthur Miller’s essay â€Å"Tragedy and the Common Man,† Miller mentions tragedy as man’s struggle to gain his â€Å"rightful† position in his society, and whoever that character may be—king or common man—that character is eventually brought down by his or her tragic flaws and that’s what makes that character a tragic hero. In the past, there have been many tragic heroes which can relate to Arthur Miller’s essay â€Å"Tragedy and the Common Man,† in both past

The American Dream Analysis - 1162 Words

What is your discussion question you prepared for the group? * Some argue that BTWM lacks an adequate representation of black women. Do you think Coates had an obligation to include the experiences of black women in his writing? Why? What is The American Dream? What is the Dream Coates talks about? What is the difference? This should be three paragraphs long. (He goes further into it on page 146) * The American Dream is the ideal that anyone can be successful if they work hard enough. This insinuates that America is the land of equal opportunity where any individual can pursue happiness and prosperity through hard work and dedication. This â€Å"Dream† is found in the Declaration of Independence and is stated as such: â€Å"We hold these†¦show more content†¦The Dreamers are living the Dream, which Coates defines as the fiction of whiteness. Dreamers think that they are white, and therefore believe they are â€Å"beyond the design flaws of humanity.† Coates uses Between the World and Me as a call to action, and he is waiting for the Dreamers to come into consciousness to see what they have done to the world. Although similar in many ways, the American Dream and the Dream Coates talks about have one major difference: the American dream is a sought-after fantasy while the Dream that Coates describes is a real and problematic mental state. Just like any dr eam, the American Dream is fictional and unpredictable. In reality, all men are not created equal, and hard work never guarantees success. Simply put, the American Dream is a fictitious ideal, and those who choose to believe in it are ignorant above all else. On the contrary, the Dream that Coates talks about is a real-life, prevalent issue in White America. Unlike the American Dream, the Dream that Coates refers to is not a fantasy. It is not an ideal, but rather a senseless state of ignorance. The Dreamers are real, and they are unconsciously stuck in the Dream. This Dream is otherwise known as the American Dream, and it is completely fictional. What does Coates tell his son to struggle for? What does he tell him not to struggle for? Provide specific excerpts (at least two) * Coates specifically tells his son to struggle for Black history. He does not want his son toShow MoreRelatedThe American Dream Analysis1366 Words   |  6 PagesThe American Dream was developed by James Truslow Adams in 1931, and he stated, â€Å"the American Dream is that dream of a land in which life should be better and richer and fuller for everyone, with opportunity for each according to ability and achievement.† This concept is flawed in today’s standards as Adam’s â€Å"better and richer and fuller† life, is more focused on being successful and accepted, rather than being happy. 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Harley Davidson †Organizational Behavior Free Essays

string(87) " see how problems developed and how they could fix them during the production process\." Harley History Harley Davidson was seen in America as a company that produced motorcycles with â€Å"raw power. † The company was founded by Arthur and Walter Davidson and William Harley in 1903. In 1918, Harley Davidson had become the largest motorcycle producing company in the world. We will write a custom essay sample on Harley Davidson – Organizational Behavior or any similar topic only for you Order Now Their production totaled 28,000 motorcycles. Production continued to increase with the onset of World War II and the military use of Harley’s motorcycles. The mystique of the product had a tough sense to it with famous actors such as James Dean and Marlin Brando sporting the bikes. After World War II, foreign competitors became interested in the motorcycle market. Japanese competitors entered the market in 1959; Harley Davidson executives did nothing to counter the advance of the competition. Harley Davidson’s share of the industry began dropping while Japanese competitors introduced high quality products. The confidence in Harley’s reputation was causing the firm’s market share to decline steadily. AMF Years Harley Davidson lacked resources to finance new products and designs to expand their production. They were taken over by AMF, a heavy-industrial conglomerate. At this time there was high demand for motorcycles in the U. S. The AMF team thought that they would be able to sell anything they produced, even without taking quality into consideration. After the take over, production was increased drastically at the cost of the quality of the product. AMF began spending large amounts of money on Harley’s manufacturing plants. Production increased from 15,475 units in 1969 to 70,000 units in 1973 due to these new expenditures on capital. To make things worse for Harley, the Japanese firm Honda introduced the â€Å"Goldwing. This was the first introduction of a foreign â€Å"heavy weight† motorcycle that would directly compete with Harley’s market share. With Harley Davidson’s share of the heavyweight market beginning to decrease, the quality of their products also decreased because they were becoming outdated compared to the new advanced Japanese products. Vaughn Beals was brought into the picture by Harley executives to lead the firm. Vaughn Beals Saves the Day Vaughn Beals’ ideals were different than those of AMF its top management. It became clear that AMF did not have the same amount of concern for Harley’s success as Beals, so AMF began looking for a buyer. With Harley Davidson’s profitability down, Beals and some other Harley Davidson managers orchestrated a highly leveraged buyout. This large amount of debt for the buyout forced Harley Davidson’s managers to adopt a new strategy: survival. Vaughn Beals realized that his firm needed to change to become a more competitive force within the motorcycle industry. Change Many things at Harley Davidson were going wrong. The motorcycles were being made at a low level of quality and the focus was too much driven by quantity rather than quality. The organization was formed around the traditional top thinks and everybody acts. It was very apparent that if nothing changed, Harley Davidson’s reputation would be forever tarnished due to low quality products. Forces for Change: Competition (chapter 19) Competition for business is changing. Competitors can come from across the ocean or from across town. For Vaughn Beals, his main force for change was the Japanese competition that was continuing to decrease Harley Davidson’s share of the market. He realized that something had to be done. While visiting the Honda plant, he learned many things that the Japanese did better than Harley Davidson. The differences between Harley Davidson and Honda were striking. For example, only 5 percent of Honda’s motorcycles failed to pass final quality inspection; over 50 percent of Harley’s failed during the same test† (Buller Schuler 2006). Job Design Instead of allowing manufacturers to keep producing the products at a high pace, with little attention to quality, Beals and his top management w anted to change the way the elements in an employees job was organized. Harley Davidson initiated this new job design through the productivity triad. The Productivity Triad After the visit, Beals and his team realized the only way to compete with the very effective management of the Japanese was to improve the quality of their product and the production process that was necessary to produce it. The productivity triad was based on Japanese methods of manufacturing and production. â€Å"This new approach involved (a) employee involvement, (b) use of JIT inventory practices, and (c) statistical operator control (SOC). Organizational Structure (chapter 16) To improve the quality of Harley Davidson’s motorcycles, a complete change of the organizations structure was necessary. Job tasks would be divided, grouped, and coordinated much differently under the productivity triad. To change the structure, Beals and his management introduced many new aspects to the employee’s average day at work. Employee Involvement (chapter 7) Harley Davidson executives realized that using the input of employees would increase their commitment to the much-needed new success of Harley Davidson. They â€Å"reasoned that full participation of employees at all levels was the key to successful improvement of both the product quality and the production process† (Buller Schuler 2006). Job Characteristics Model Harley Davidson uses 3 out of 5 of the characteristics in the model developed by J. Richard Hackman. This model proposes that any job can be described in terms of these core dimensions. Autonomy (chapter 7) Since the line workers were more knowledgeable about what techniques would work and not work in the production process, they were encouraged to make decisions about the production process. This provided a substantial amount of freedom in determining the procedures to be carried out for producing the product. Skill Variety (chapter 7) Instead of just relying on the line workers to construct the product, Beals and his team wanted to make sure that the motorcycles were going to be of a much higher quality than in the past. To avoid catastrophes, such as oil leaking onto a showroom floor, â€Å"top management reasoned that training and empowering employees to measure quality and recommend change was essential for improvement† (Buller Schuler 2006). Using the Statistical Operator Control method, employees could now see how problems developed and how they could fix them during the production process. You read "Harley Davidson – Organizational Behavior" in category "Papers" Task Identity (chapter 7) The same employees that were measuring the products for quality issues were also manufacturing the product. This would allow the employee to really become part of his/her product. It would also allow for a more efficient method of production. Creating a Learning Organization Learning Organization (chapter 19) To have a continuous ability to adapt and change would allow Harley Davidson to keep up with the competition and provide its employees with the knowledge to continue to produce quality products. In the 1990’s, Harley Davidson â€Å"began emphasizing organizational and individual learning at all levels through a program it termed the Leadership Institute† (Buller Schuler 2006). The organization took on a strong belief that anyone could learn more. The traditional top thinks and everyone else acts was merged into thinking and acting in all jobs. Along with all this learning, the firm began to change many core aspects of its operations. New Design Options To help Harley Davidson compete more effectively, top management began to mphasize teamwork at all levels. This would allow for easy information sharing and constant learning throughout the organization. To enhance the effectiveness of teams, Harley Davidson wanted to break down any barriers that would prevent employees from sharing information, developing new ideas, or catching current production problems. To do this, they needed to get away from the traditional roles that employees and managers play. Team Stru cture (chapter 16) Harley Davidson eliminated the positions of senior vice president in marketing and operations. They observed that these jobs did not add any value to the motorcycles. A create demand team, a team that was in charge of producing the products, and a product support team were introduced to help employees. Instead of having to approach one top manager for help and get sent to another department to solve the problem, Harley executives realized these teams would be more efficient. Boundaryless Organization (chapter 16) For all of these new changes to actually work, executives in a sense had to let employees become their own managers. To make the changes the most effective, Harley Davidson eliminated the chain of command, allowed the employees to have limitless spans of control, and replaced departments with empowered teams. Types of Teams Self Managed Work Teams (chapter 10) Harley-Davidson employees were put into work teams and encouraged to participate in the decision making process because they knew better than management what worked and what did not. Because the productivity triad emphasized employee involvement so much, the logical way to form teams would be to allow the members to make most decisions. Types of Training Most of the training that the employees would go through when they sought new knowledge was technical based. They would be taught about any aspect of the firm they felt would benefit production or quality. Technical Training (chapter 18) At Harley-Davidson top management saw that as technology became a larger part of the production process their employees needed to have better training to be able to operate productively. Also, after benchmarking itself against Japanese competitors Harley-Davidson saw that learning about all fields within the organization would benefit everyone. This led to the invention of the â€Å"Leadership Institute†, which encouraged employees to seek out training when they needed it. They wanted to create a program that would allow employees to have the opportunity to do a quality job every time. This included learning more about the theories behind the latest technologies and learning about related fields. Since Harley-Davidson was now using empowered teams to make important decisions throughout the organization, each team member needed to have a good handle on technical aspects involved with their responsibilities. Culture With all of these changes underway, Harley Davidson began to develop its own sense of internal culture that became a system of shared meaning held by the employees. The productivity triad and the Learning Institute both helped pave the way for a unique new culture at Harley Davidson. Organizational Culture (chapter 17) It is not hard to assume that with such drastic changes in an organization’s structure, there could be changes in the culture as well. Since employees were allowed to make a lot more of their own decisions and management was not seen as so much of an authority, gaining knowledge in the organization became more of a choice. An employee must make the decision that he or she wants more training – no one will tap you on the shoulder – but once you are there, we will help you† (Buller Schuler 2006). The executive committee wanted to heavily emphasize that they too had much to learn. This became the norm for employees and managers throughout the f irm. A willingness to learn about all fields within the production of a motorcycle was seen as a very desirable trait within Harley Davidson. This would improve the quality of the product because increased knowledge about different aspects of the motorcycle, which were perhaps previously unknown organization wide, would now be put to use. Core Values (chapter 17) The primary or dominant values that were accepted throughout the Learning Institute included the work itself, the supporting systems, and how the work was done. Employees were encouraged to master all the skills necessary to do a quality job every time. To uphold the idea of constant learning, they were expected to learn more of the theories behind the latest technologies of one’s job. To emphasize the boundaryless aspect, employees were expected to branch out and learn the related fields of work around them. Each employee should also have a high degree of knowledge about how the motorcycle works and how it can be improved. If they have a good handle on how the motorcycle operates and how to fix it, this could drastically improve customer relations. Since employees became empowered to make decisions for the production process, they were also expected to take responsibility for their product. If there was a quality problem in their product, it was up to them to figure out how to solve it. Having an open mind was important too. An employee was expected to always be looking for new things to learn about improving their work. There were no strict guidelines that employees had to stick to when it came to brainstorming ideas. Creativity and experimentation were encouraged. Conflict Functional (chapter 15) Since Harley Davidson’s new culture involved a lot of participation and independent learning, there were a lot of different opinions from different employees. This would be a good amount of conflict that would avoid groupthink and promote creativity. Process (chapter 15) After production quality began to increase, the idea of over seas production had come up. There was a lot of debate about whether or not Harley should produce motorcycles abroad, or just increase domestic production for export. Some of the employees thought that the overseas manufacturing of Harley Davidson motorcycles was inconsistent with â€Å"buying a piece of the American Dream† (Buller Schuler 2006). The international market for Harley Davidson is growing. The firm has subsidiaries across the globe in countries such as: Germany, Japan, and the United Kingdom. The German subsidiary also serves Austria, France, Denmark, the Czech Republic, Hungary, and Poland. Germany, Japan, Canada, and Australia represent the firm’s largest export markets. It is very apparent that Harley Davidson is known worldwide. Europe holds the world’s largest heavyweight motorcycle market and is â€Å"expected to become the next battleground for heavyweight motorcycles† (Buller Schuler 2006). Rewarding Employees To increase motivation and work performance, Harley Davidson really wanted their employees to understand empowerment. They rewarded them with power and of course pay. Participative Management (chapter 7) At Harley-Davidson top management realized that the employee needed to be utilized as a resource for ideas on how production of motorcycles should work. Harley-Davidson also realized that there were un-needed positions at the corporate level of the company â€Å"We eliminated those jobs because they didn’t add value to our products. The people were auditors. They were checkers† (Buller Schuler 2006). This led to the company eliminating the Senior Vice President in Marketing and Operations position among other positions. These positions did not add value to the product. Instead of having these jobs, employees were put into teams and were encouraged to use their own expertise in the decision making process. Harley-Davidson wanted their employees to become more like managers and to not feel the need to ask someone above them on how to do things. This is a key tool for increasing job satisfaction and motivation. Merit Based Pay (chapter 7) Another new program that Harley-Davidson began was a pay for performance pay system. Harley-Davidson wanted their employees to understand empowerment, so they encouraged their employees to learn as much as they could about the company. This would improve quality, which would allow a general wage increase to take place. Task Groups (chapter 9) When Harley-Davidson created these teams it meant that employees had more power in their own decisions. Many of the teams specialized in one aspect of production, so they had very specific tasks. After the teams were created, these teams would make decisions on production instead of higher ups in the company, â€Å"Before Harley established teams, people would go up to one boss and that boss would go over to another boss and he would go to still another boss. And we wondered why the Japanese beat us on the issue of time† (Buller Schuler 2006). Conclusion Harley Davidson’s market share began to dramatically increase in the late 1980’s and early 1990’s. The structural and cultural change that Vaughn Beals and Harley executives imagined truly did save the firm. Harley Davidson motorcycles today are seen as very high quality machines. They have become a symbol of status and lifestyle in today’s society. Observing how much customization a consumer can request for his/her bike reflects the creative aspect of the firm’s internal culture. Harley continues to exemplify individuality through its production process and large amount of die hard followers. Contributions to the project: Jared and Scott wrote the paper; everyone did their part for the power point. References: Buller Schuler. (2006). Managing organizations and people. U. S. : Thomson South Western. Judge, J. A. , Robbins, S. P. (2008). Organizational behavior (13th edition). New Jersey: Prentice Hall. How to cite Harley Davidson – Organizational Behavior, Papers

Treatment of diabetes Essay Example For Students

Treatment of diabetes Essay Diabetes mellitus is caused by a deficiency in the secretion or action of insulin. Nearly six percent of the United States population shows some degree of abnormality in glucose metabolism indicative of diabetes or a tendency toward the condition. Diabetes mellitus is a group of diseases in which the regulatory activity of insulin is defective. There are two major clinical classes of the disease. Theres type I, which is insulin-dependent diabetes mellitus (IDDM), and type II, which is non-insulin dependent diabetes mellitus (NIDDM). IDDM begins early in life and quickly becomes severe. NIDDM is slow to develop, milder, and often goes unrecognized. IDDM requires insulin therapy and careful, lifelong control of the balance between glucose intake and insulin dose. Characteristic symptoms of diabetes are excessive thirst (polydipsia) and frequent urination (polyuria), leading to intake of large volumes of water. Also, excessive hunger and food consumption (polyphagia). These changes are due to excretion of large amounts of glucose in the urine. The term diabetes mellitus means excessive excretion of sweet urine. Suspected genes that cause IDDM are localized on many chromosomes, showing that type I diabetes is a multigene autoimmune response. Some investigators believe the immune system is confused. They think that the pancreatic beta cells could be recognized as an alien entity because of previous exposure to a foreign substance that had similar proteins to the beta cells. Its believed that T cells target and enzyme glutamate decarboxylase (GAD) present in the beta cells. GAD coverts the amino acid glutamate into aminobutyric acid (GABA), a messenger between neurons. GAD is located in the brain hidden from the immune system. Investigators are hinting that the immune system may not recognize it as a self-protein. GAD resembles the (p69) protein that beta cells show when they are infected by viruses. GAD plays an important, but it isnt the entire answer. A group of mice disposed to develop diabetes were injected with GAD before the autoimmune response on the pancreas began and all the mice injected with GAD escaped development of diabetes. The affects of IDDM make the patients diseases more burdensome to control. They usually have vascular and neural problems. Vascular problems that affect IDDM patients are strokes, renal shutdown, gangrene, heart attacks, and blindness that could happen because of the high fat content in the blood and high blood cholesterol levels. Neurological problems that arise from IDDM are loss of sensation, impotence and damaged bladder functions. In women, their breasts are lumpy and experience early menopause. NIDDM occurs mostly after the age of forty. Its a heterogeneous, progressive disorder characterized by pathogenic defects in insulin secretion and action. Around a quarter to one-third of Americans possess a gene that sways them too the disease. For example, if one identical twin has NIDDM, the chance of the other twin having the disease would be a one hundred percent. In NIDDM, the patients insulin receptors dont work anymore, but they are still able to produce insulin. Investigators believe a membrane protein is responsible. They think its PC-1 because in NIDDM patients, its levels are higher compared to an average person. Now we may be wondering why NIDDM patients need to diet and exercise, well nearly ninety percent of them are obese. This happens because the adipose cells over produce a hormone like chemical tumor necrosis factor-alpha. What this does is suppress the synthesis of a protein glut4, which enables glucose to go through membranes. If glut4 is not present, the cells cant take up the glucose. In todays market, there are a lot of prescriptions that are available to counter act the deficiencys of IDDM and NIDDM patients. Such drugs are Actos, Starlix, Glucophage, and Avandia, which increase insulin reception for NIDDM, and Glipizide, Glyburide, Tolinase, and Tolbutmide, which increase insulin production for IDDM patients. For people who have IDDM, they have to inject themselves with insulin four times a day to reduce vascular and renal complications. .u22c49264523f66df24286c82a0ee336b , .u22c49264523f66df24286c82a0ee336b .postImageUrl , .u22c49264523f66df24286c82a0ee336b .centered-text-area { min-height: 80px; position: relative; } .u22c49264523f66df24286c82a0ee336b , .u22c49264523f66df24286c82a0ee336b:hover , .u22c49264523f66df24286c82a0ee336b:visited , .u22c49264523f66df24286c82a0ee336b:active { border:0!important; } .u22c49264523f66df24286c82a0ee336b .clearfix:after { content: ""; display: table; clear: both; } .u22c49264523f66df24286c82a0ee336b { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u22c49264523f66df24286c82a0ee336b:active , .u22c49264523f66df24286c82a0ee336b:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u22c49264523f66df24286c82a0ee336b .centered-text-area { width: 100%; position: relative ; } .u22c49264523f66df24286c82a0ee336b .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u22c49264523f66df24286c82a0ee336b .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u22c49264523f66df24286c82a0ee336b .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u22c49264523f66df24286c82a0ee336b:hover .ctaButton { background-color: #34495E!important; } .u22c49264523f66df24286c82a0ee336b .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u22c49264523f66df24286c82a0ee336b .u22c49264523f66df24286c82a0ee336b-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u22c49264523f66df24286c82a0ee336b:after { content: ""; display: block; clear: both; } READ: history of the Atomic Bomb Essay NIDDM patients will also eventually have to inject themselves. A person can keep track of their glucose levels by using a glucose monitoring machine, which diabetics are not to fond of doing. Poking themselves with a lancet four times a day on their .