Cultural Sensitivity In Nursing - 1557 Words

Albanian Cultural Analysis As America continues to grow and expand with diverse cultures immigrating into the United States it is important to start to incorporate culture specific care into nursing. Cultural competence is when attitudes, knowledge, and skills to diverse cultures are adequate to provide quality care to the individual (AACN, 2008). Cultural sensitivity is when verbal and nonverbal ques are used to reflect sensitivity and appreciation for one another’s culture (AACN, 2008). Per American Association of Colleges of Nursing (2008), there are five key competencies when providing care which include applying the knowledge of social and cultural factors, using relevant evidence based practices, promote safety and quality†¦show more content†¦The patient has fluids running from the Emergency Room (ER). The nurse does the admission process, and finds out the patient has advance directives that have been verbally stated to the husband and son who will make de cisions. The patient and family are also Albanian Muslims who practice faithfully. Past medical history include Sickle Cell Anemia, chronic migraines, asthma, chronic shortness of breath, and hypertension. The advance directives include not to resuscitate and no ventilator. The patient starts to complain of uncontrolled pain in her chest, feeling feverish, difficulty breathing, increase respiratory rate, decrease oxygenation 90%, and a strong wet cough. Doctors are notified of new onset of symptoms. The patient is diagnosed with Acute Chest Syndrome, and is treated appropriately with a bronchodilator, chest x-ray, antibiotics and fluids. No ventilator required, and patient states relief of pain. Education provided about crisis, with family at bedside. The husband stated he did not want any more interventions done now that she is stable and would like their medicine doctor to come see her. The patient refuses food provided by the cafeteria, due to the cafeteria tray having meat on the plate, and food is brought in to the patient by family and friends. The father or son is at the patient’s bedside at all times, and the patient’s medicine doctor visits to do a healing ceremony on the patient. The patient isShow MoreRelatedAmerican Nurses Association : The Protection, Promotion, And Optimization Of Health And Abilities, Prevention Of Illness907 Words   |  4 PagesAmerican Nurses Association nursing can be defined as â€Å"the protection, promotion, and optimization of health and abilities, prevention of illness†. (American Nurses Association 2016) Nursing is a career where a person, should have compassion, a caring heart, and be devoted to their client care. Sometime person goes into the nursing field for the money, job stability, and because a person s family member wants them to go into the nursing field. I feel like the future of nursing have yet to be determinedRead MoreProfessional Communication: Cultural Sensitivity among Native Americans1630 Words   |  7 PagesProfessional Communication: Cultural Sensitivity among Native Americans Professional Communication: Cultural Sensitivity In nursing school, we are normally taught that we should respect the dignity and rights of all clients. As the world becomes reduced and societies and individuals become more mobile, we are progressively able to network with people that are from other cultures. Cultural respect and competence for others becomes particularly significant for us as nurses and patient supportersRead MoreCultural Sensitivity And The Therapeutic Relationship1361 Words   |  6 PagesCultural Sensitivity and the Therapeutic Relationship The evolution of the human being is constant and multidimensional. We are always shifting, as individuals and as a society, quickly or slowly, biologically, emotionally, mentally and spiritually. The differences among us create a mosaic-like society, rich in diversity and culture. Arnold and Boggs (2016) define culture as a complex social concept, which encompasses socially transmitted communication styles, family customs, political systems, andRead MoreEssay on Professional Communication: Cultural Sensitivity1283 Words   |  6 PagesCommunication Cultural Sensitivity Paper Linda Ginder Grand Canyon University - NUR 502 July 10, 2013 Professional Communication Cultural Sensitivity Paper No culture is growing at a faster pace than the Hispanic population, surpassing African Americans as the largest minority population in the United States. The Hispanic population increased from 35.3 million to 50.5 million in 2010. 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Jamaica Plain (JP) population breakdown by raceRead MoreProfessional Communication : Cultural Sensitivity1210 Words   |  5 PagesProfessional Communication: Cultural Sensitivity Nursing is a dynamic profession, continuously evolving, changing and adapting to a new societal norms and expectations, discoveries of new medical procedures, developments in highly sophisticated technical systems, and breakthroughs in pharmaceutical treatments. Another recent trend that has influenced nursing considerably is the consumer mandate for culturally competent care in an increasingly diverse, multicultural society. 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This model is comprised of six different main ideas, theses key points are part of all cultural groups. The first point is communication. The features that influence communication are worldwide; these features differ between culturesRead MoreCultural Diversity And It Influence On Nursing Practice1419 Words   |  6 PagesCultural Diversity and it Influence on Nursing Practice Culture can be defined as a way of life of a group of people such as, belief, behavior, values, customs that they accept and can be passed on from one generation to another. Cultural diversity is the presence of different cultural groups in the society, cultural diversity is something that nurses have to learn and practice every day in their carrier, especially when caring for their patients because, every individual or patient think, act and

Discuss the Challenges and Opportunities of Ihrm When...

International human resource management is about the worldwide or global management of human resources. (Schuler et al., 2009). It can be referred to as the activities undertaken by an organization to effectively utilize its human resources. (Dowling, et al. 2008). Many organisations now compete on a worldwide scale. The vast range of technological developments available to business in modern times has changed the interface of business. As we move towards a more knowledge-based global economy, the importance on human resources has increased significantly in order to survive in an unstable economy. To operate in an international environment, human resources departments engage in a number of activities that would not be necessary in a†¦show more content†¦The advantages include mutual learning so that effective practices learnt in one location can be spread across the world, without the costly and often ineffective need for each subsidiary to reinvent the wheel. The alignme nt of global systems will facilitate an internal labour market and make expatriation and other forms of cross border movement of personnel easier. (Harzing 2011). During the global financial crisis (GFC), many companies were forced to downsize. However, some companies were able to share good news with their employees such as giving pay rises and bonuses. To boost staff morale, Cathay Pacific Airways increased salaries by an average of 2 per cent in 2009 despite the airline industry being hit the hardest during the GFC. Downturns such as this can provide an opportunity for companies to review and reflect on efficiency levels and other cost saving measures (aside from dismissing employees). (Schermerhorn et al. 2010. pp. 110 - 111). Teleworking presents advantages in terms of efficiency. Hewlett Packard and American Express researched their call centres and discovered their work-at-home staff got through 20 per cent more calls, plus they experienced an increase in customer satisfaction as employees working at home are typically more focussed on the task at hand (Sheedy, 2010). Teleworking can be a useful tool during economic recession as emp loyees retain their jobs, while gaining greater work satisfaction by workingShow MoreRelatedDirected Study6575 Words   |  27 PagesDirected Study #2 International Management - Managing Across Borders and Cultures Chapter 2 Managing Interdependence -Social Responsibility and Ethics Discussion Questions 3.  What does moral universalism mean?  Discuss your perspective on this concept.  Do you think the goal of moral universalism is possible?  Is it advisable? Moral universalism is a moral standard toward social responsibility accepted by all cultures. My opinion is that what is morally correct in my culture may not be in anotherRead MoreArticle: Performance Appraisal and Performance Management35812 Words   |  144 Pagesmerit rating in which an individual is rated as better or worse in comparison to others. This is one of the oldest and most universal practices of management (Tripathi 2005). This is a process which reveals that how well employees perform their jobs when the performance compared with the predetermine set of standards (L Mathis John H. Jackson). Merit rating is used basically for promotion of employees. However performance appraisal is more comprehensive term for such activities, because its use extendsRead MoreStrategic Management: HM and Zara14590 Words   |  59 Pagesretailing of fashion apparel and accessories. The company offers a range of apparel, cosmetics, footwear and accessories for men, women, children and teenagers. HM primarily operates in Europe, North America and Asia, and has a presence in over 38 countries. The company is headquartered in Stockholm, Sweden and employs approximately 87,000 people on a full-time basis. This thesis focused on the strategic management of HM company. The main research problem was to make an in-depth analysis of its marketingRead MoreManagement Course: Mba−10 General Management215330 Words   |  862 Pagesthis course. The instructor is solely responsible for the editorial content of such materials. 111 MANGGEN ISBN: 0−390−58539−4 Management Contents Feigenbaum−Feigenbaum †¢ The Power of Management Capital 1. New Management for Business Growth in a Demanding Economy 1 1 Text Jones−George †¢ Contemporary Management, Fourth Edition I. Management 17 17 2. The Evolution of Management Thought Hughes−Ginnett−Curphy †¢ Leadership, Fifth Edition I. Leadership is a Process, Not a Position

Essay on Threat to Internet Privacy - 2666 Words

Threat to Internet Privacy Abstract At what level is Internet surveillance by the United States government acceptable to society, considering a balance between security and privacy, what are the short and long term implications, and how does it affect the rest of the world. Introduction Privacy from governments has been under assault increasing amounts in the last 100 years. Technology has revolutionized the concept, as before we had microphones, telephones, wiretaps, video cameras, someone would actually need to trespass to violate your privacy. For example, you would need to actually be in someone?s house to eavesdrop on his or her conversation without technological help[1]. Privacy protection can be looked at as how†¦show more content†¦But a prudent teacher could buy them in another town to avoid this act being discovered by the school. But with computer technology, the bar code on the condoms could be tied to the credit card number and to the school records, informing the school that a teacher made an unacceptable purchase[2], potentially costing the teacher his or her job. Current technology makes such a scenario feasible. However, such a compilation of publicly available information seems like quite an intrusion of privacy. Yet, this ability to track someone?s actions could be used to catch potential criminals and terrorists. A terrorist could research how to make a bomb online, take flight lessons, and communicate with other terrorists over email. If this activity were properly monitored, the terrorist could be caught before any harm was done. Current practices of monitoring based on the Patriot Act have been given credit for catching more terrorists than ever before[3]. At what level are we willing to give up our personal privacy for security? The United States has long had a practice of respecting privacy and considering it an individual right. In 1890, the U.S. Supreme Court Justice Louis Brandeis stated that individuals have a ?right to be left alone?[4]. The courts have used this repeatedly as the basis for upholding personal privacy, though just as often overlooked this right whenShow MoreRelatedThreats posed by the internet to personal privacy1012 Words   |  5 PagesPrivacy is a very important issue to Internet users. Fear of disclosure of personal information about an individual has prevented many from using the Internet. According to a 2000 U.S. News World Report survey, 86% of Internet users fear that continued use of the Web threatens their privacy. Private information, in the wrong hands, can cause a great deal of harm to the individuals concerned. There are several issues related to the Internet and privacy that raise concerns for many users. The usersRead MoreContinual Assault on Individual Privacy633 Wo rds   |  3 PagesInternet Privacy Introduction The greatest challenge to the legal foundations of the Internet is the continual assault on individual privacy, brought about by continually loosening standards as to how personal data is used, stored and tracked online. Foremost among these threats is the relentless use of personal data from websites, social networks and other online forums where people are coaxed into giving up as much data as possible to support advertising strategy-based business models (ChristiansenRead MoreNetwork Product Development Company : Security Issue1280 Words   |  6 PagesIoT Integration in Network Product Development Company : Security issue –Critical Literature Review. Introduction: The Internet of Things (IoT) sometimes known as Internet of objects. 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The crowd use cell phones to do a bunch of things, such as calling, texting, searching the Internet, taking photos, using GPSs to get directions and so on. Individuals have large demand for those cell phone’s utilities. However, the enormous demand will also bring notable privacy threat to the public. There is a contradiction between cell phone users’ demands and privacy threats as well as the necessity for those users to learn to how to balance the two things. More specifically, peopleRead MoreLack Of Privacy On The Internet1404 Words   |  6 Pagesissue today that cuts so wide a swath through conflicts confronting American society like privacy. From AIDS tests to wiretaps, polygraph tests to computerized data bases, the common denominator has been whether the right to privacy outweighs other concerns of society. And with more and more people using the Internet, more and more information be ing passed over the Internet, more problems arise. The Internet has been an advantage in technology that has greatly increased the capacities of a computerRead MoreBan And Monitoring Of Internet Browsing And Surfing1169 Words   |  5 Pages Assignment on Ban and monitoring of internet browsing and surfing By XxX Dated Ban and monitoring of internet browsing and surfing There is a continuous monitoring over the Internet in the United States. This is the potential and propositional controversy over the privacy rights. This law is stated as the invasion of privacy, and it can be observed that this regulation is placed upon us for the context of limitation and a ban on certain websites. This is truly an example of a nanny stateRead More Technological Advances Threaten Privacy Essay1109 Words   |  5 PagesAdvances Threaten Privacy The year is 2004. By now, our technology is so advanced that we’ve built robots to do common daily tasks for us. To many people, all of this technology seems like a dream come true. What they don’t realize is that the magnitude of complex technology can go the other way as well. The Internet is a cyber jungle filled with a lot of hunters, and even more prey. Just by hooking ourselves in with all of this new technology we have threatened our privacy. With the click ofRead MoreInternet Monitoring : Control Laws1339 Words   |  6 Pagesof the Incarnate Word Internet Monitoring: Control Laws in United States Zaid Alsubaie Internet Monitoring and Control Laws of United States There is a continuous monitoring over the Internet in the United States. This is the potential and propositional controversy over the privacy rights. The laws such as Communications Decency Act (CDA) and ‘Protecting Cyberspace as a National Asset Act’ is pertaining to the monitoring of internet is stated as an invasion of privacy, and it can be observedRead MoreFacebook Is An Online Social Networking1079 Words   |  5 Pagesopportunities and threats. The segments of the general environment I believe that most affects Facebook are the political/legal segment, the sociocultural segment and the technological segment. The Political/Legal Segment The political/legal segment of the general environment is concerned with organizations influence on the government and how organizations study and understand how legal and political affairs impact their competitive actions and responses. Many opportunities and threats arises from this

Organizational Culture and Employee Behaviour

Question: Discuss about the Organizational Culture and Employee Behaviour. Answer: Introduction: Managers are tasked with making decisions that have a huge implication on the organization. Therefore, it is important for them to make effective decisions following a certain criteria. The first step in effective decision-making is identifying the problem that needs to be solved (Schneider., et al 2013, 370). Organizational problems can be many but only one can be solved at a time. In the same context, there might be one broad problem that gives rise to many others. As such, it is critical to know the specific problem that has to be dealt with so that the manager gets the priorities right. The second step is identifying the method of solving the problem. Different problems require different criteria. Therefore, by identifying the criteria which matches the problem, the chances of success increase. After identifying the solution framework, managers can develop alternatives to the criteria. Sometimes the core method can fail to achieve the desired effect. Effective decision-making calls for managers to develop a set of alternative methods so that they have enough cover in case the first method fails (Pettigrew 2014, 23). These method(s) has to be analyzed to determine if it is in tandem with the magnitude of the problem. Managers also have to compare the strengths and weaknesses of the chosen method(s). The next step is harnessing the necessary resources required to solve the problem. Fundamentally, managers have to seek input from all stakeholders within and outside the organization who are likely to be affected by the impending decision. Managers have to keep communication as open as possible to allow opinion from others since decisions affect more than just the management. After this, the next stage is to implement the decision using the correct parameters identified above. This also includes timelines that have to be followed. The last step is to carry out an evaluation to ascertain whether the decision was successful or not and a pply the necessary measures if necessary. Organizational Culture and How it Influences Behavior Organizational culture refers to a set of values, principles, attitudes and beliefs that determine how things are done within the precincts of the organization (Alvesson 2012, 7). It is a collection of norms that have been proved to be working and beneficial to the organization and which every employee ought to understand and act as per the provisions. It is a shared way of acting and thinking that makes the organization stand above the rest. Organizational culture brings about responsibility among all employees since they know what is expected of them and how they have to achieve personal and organizational goals. Secondly, organizational behavior motivates employees (Sinha, et al 2010, 55).When employees feel part of the organization as per the provisions of the culture, they become more motivated and improve their performance. Additionally, organizational behavior enhances innovation among employees (Hogan Coote 2014, 1615). Part of the organizational culture is to empower employees with the necessary incentives to exploit their potential. In this context, employees develop curiosity and can go ahead to make innovations that are beneficial to the company and themselves. Organizational culture also affects employee behavior in that it constitutes a friendly working environment for employees (Sinha, et al 2010, 62). Culture defines specific roles and means of handling them to get optimum results. Therefore, employees are likely to develop a positive attitude and feel happy in a system where the culture is enabling. Positive organizational culture is a recipe for happiness and job satisfaction (Latchigadu 2016, 5). When employees feel that they are appreciated within the system, they increase their loyalty and improve their performance. Consequently, such employees will have no reason to seek opportunities elsewhere. Organizational culture also promotes collaboration while eliminating unnecessary competition among workers. As a unifying factor, employees put collective success above individual honors and as such, they are open to working together and assisting one another to move to the next level together. The Future of Planning Planning is, and will remain a critical part of organizational management in the future. Planning will become more important to managers in the future because the scope of organizational management is changing because of the varying dynamics in the operating environment (Griffin 2013, 8). Organizations are prone to various challenges emanating from changes occurring within and outside them and which have an impact on the short-term and long-term future of the firm. Planning will help managers deal with the problems by anticipating them in advance and developing response mechanisms in time to scale down the negative impact of the challenges. Planning will become more important for managers in the future because of the growing need to change priorities, goals and objectives (Griffin 2013, 11). Companies have a set of goals that they anticipate to achieve within specific timelines. However, these goals cannot remain constant forever due to various changes in the market. Therefore, managers will need to plan so that they reconstitute their list of priorities so that they move in line with the market patterns. In the same context, planning will remain critical since new strategies keep emerging by day and which managers have to integrate in their organizations so that they can conform to the prevailing demands. Planning will also remain crucial since it involves allocation of resources (finances).All organizations envisage growth and this can only come about in the presence of resources. As part of the process, managers will continue to spot growth opportunities and plan accordingly to move towards achieving the desired heights. Planning will enable them to make the right decisions and investments while reducing overlapping projects and wasteful allocations that harbor little or no meaningful returns. In the same regard, planning will remain essential for managers since it will help them craft competitive advantage strategies in relation to their competitors. By proper planning, managers are simply moving ahead of their competitors in the market. References Alvesson, M., 2012.Understanding organizational culture. Sage. Griffin, R.W., 2013.Fundamentals of management. Cengage Learning. Hemanalini, R. and SUGANYA, S., 2016. A Study on Organizational Culture and its Impact on Employee Behaviour.Global Journal For Research Analysis,5(3). Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), pp.1609-1621. Latchigadu, C.M., 2016.Relationship between organisational culture and organisational commitment(Doctoral dissertation). Pettigrew, A.M., 2014.The politics of organizational decision-making. Routledge. Schneider, B., Ehrhart, M.G. and Macey, W.H., 2013. Organizational climate and culture.Annual review of psychology,64, pp.361-388. Sinha, S., Singh, A.K., Gupta, N. and Dutt, R., 2010. Impact of Work Culture on Motivation and Performance Level of Employees in Private Sector Companies.Acta Oeconomica Pragensia,2010(6), pp.49-67.

Levis Strauss Canada Holding an Ember the Gwg Brand free essay sample

Q1. Why do consumers buy jeans? What is the buying decision based on? -Jeans were invented in 1873 by Levy Strauss. Consumers’ perceptions about jeans are following: 1. Durable and extra strong-In terms of durability Jeans are considered more durable than other fabric pants . This extra strong image attracts customers for the feel of rough and tough personality. 2. Symbol of rebellion :Blue jeans were adopted as a workers’ jeans and in the 1950 they became a symbol of rebellion when stars such as Marilyn Monroe and James Dean began sporting variations of the Denim bottom . Manual Labor through High Fashion : In modern time a blue jeans is considered as an everyday common garment for varied occasions . It has a fashion relevancy as well as it is a casual wear of daily use. 4. It reflects own Personal independence and style. It reflects the utilitarian image. People wear jeans for work , relaxation ,to be themselves ,to attract others and to feel good. We will write a custom essay sample on Levis Strauss Canada Holding an Ember: the Gwg Brand or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 5. Jeans are considered as ‘Cool’ ,They are famous for comfort, ease and compatibility factor. Many a times the buying decision of a consumer is based on the modern fashion relevancy. Jeans are very famous as Casual cloths , which can be used in College or even offices, workplaces . For younger generation, youth are often spurred on by ‘image’ and peer pressure, hence these factors influence their buying behavior in purchasing jeans. A wide variety exists of jeans for diverse lifestyles, for example relaxed fit for comfort, ultra baggy, low waist for younger generation. So jeans have attracted all age group, all ethnicities. Denim is universal. How are people influenced for buying jeans, apart from fashion and trend, jeans appeal for purchase because of their longer durability and even after a long time they are usable as they considered better as they fades. Most of the very good brands are affordable for middle class income group they are not considered as luxury clothing hence they are more popular and sold, 70 percent of people in western countries uses jeans. With the rise of woman empowerment, there is an advent of new market for denim. The young women and girls have been greatly attracted by jeans. Q2. What is happening in the overall market place and channels? Ans: The various happenings in the market place and channels can be grouped into three parts: Consumer tastes Consumer taste varied from diverse lifestyles to fashion preferences like Flare jeans for fashion conscious consumers and ultra baggy for younger consumers. The trend of casual wear in the work place was also increasing allowing the combination of different pant styles, including blue jeans, corduroy and khakis. The jeans market of women section experienced greater flux and change. It varied on alternative purchases such as khakis, shirts or Capri pants. Industrial observers believed that the marketplace moved from jeans to casual pants with the popularity of the khakis pant from 1998 to 2000. In 2001, the denim cycle was believed to begin again. Competitive Scenario Market Players: The retail chains produced fierce competition. The average price paid for jeans had fallen consecutively for five years due to increased promotional pricing by the departmental stores such as the Bay and Sears and entrants like Wal-Mart and Costco pushing down the average price. The Levi’s jeans were market leaders owning 16. 1% of men’s jeans market. Levi’s jeans had good brand recall. Wrangler was competitor to Levi’s. Private labels: Nevada at Sears and Rockland at Costco, Originals at Wal-Mart were some of the private label brands that owned significant portions of the men’s and women’s jeans market. The pricing was suited for mass market. These labels offered strong promotional pricing up to 40% of listed price. Premium brands: Premium brands were sold through dedicated shops with in department stores. Tommy Hilfiger and Diesel were in the process of opening their own line of stores in shopping malls and storefront locations. Specialty retailers: The specialty retailers developed their own brand like Mark’s Work Wearhouse with Denver Hayes and catered special age groups. Distribution Channel: There were six distribution channels for jeans in Canada. Department Stores – The departmental stores like The Bay, Sears, Eatons. These stores kept 80% of jeans in price ranges up to $49. 99. Specialty Stores – The specialty stores like Thrifty’s, the Gap, Mark’s Works Wearhouse, Old Navy. Large Mass Merchants – The large Mass merchants like Wal-Mart, Zellers. The large mass merchants generally kept jeans ranging up $29. 9. Around 80% of jeans in price ranges up to $ 29. 99. Small Mass Merchants – The small mass merchant like Saan, Best value, fields, NorthWest, Gaint Tiger, Harts, Cohoes. Others The others consisted of Winner, Costco, outlets Stores and catalogue sales. Wal-Mart and Costco offered jeans between $ 15 and $ 20. 3. What is the context within which Klee needs to make a decision? The dilemma that is faced by Klee here is somewhat synonymous to the one faced by the management board of General Motors in case of Oldsmobile being phased out. In this case Klee’s major concern was that where exactly does the GWG as a brand and product fit into their overall portfolio. It is pretty common for any organization to focus on its core competencies and so Klee has also advocated that they had two market leading brands in Dockers and Levi’s. Like any company they also have limited amount of marketing fund and being a part of a multinational business, seeking profits and market share growth around the world they cannot there investment into GWG. The problem is GWG is underdeveloped in market place and in order to justify an investment it needs to produce higher volumes and profits. So if they don’t invest it can’t grow but unless it grows, Klee can’t justify an investment particularly with urgent market pressures facing their higher return brands i. e. Levi’s and Dockers. Klee has also stated his discomfort with the way Licensee has gone about GWG. He hasn’t invested money into it, hasn’t, updated any of the fits and hasn’t tried to build it as a brand at all. Klee was very much concerned that if the situation continues like this the Brand’s past glory will be lost. Klee knew that her priorities laid with the leading brands i. e. Levi’s and Dockers but on thinking about GWG as a brand she felt that there was an indifference shown by them towards the brand. Though she was not sure whether if the brand was taken aback there can be any growth beyond the sales figures of Jack Spratt’s sales number of the first year. On doing the mathematics and calculation on various operations required to rejuvenate GWG production and sales she was still not very much convinced with the result of cost benefit analysis. All the exercise and data crunching that was done by her was not giving a very clear cut direction to whether the brand should be revived or not. There were issues with minimum cost of production, shipping cost, no. of days of inventory needed, management staff needed to update the fits and increase brand awareness, create refreshed point of sales materials, how to sell the brand to retailers an how to support its production from the existing infrastructure. In the end Klee was still introspecting and asking herself the same question which was pretty evident from the start itself, â€Å"Should she try to revive the brand†. Q4. What are the Channel implications and financial considerations? Ans. Financial Considerations: ?The minimum cost of manufacturing a pair of jeans is $15 per unit and they have to maintain inventory of at least 90 days. All this adds to the operational cost and an excess burden on already weak financial status of the company. They have to pay tax rate about 40% of the sales. ?They would need new workforce to manage the brand and a person in general management would cost company around $60000/annum. The supporting infrastructure would cost the company an extra $50000 Channel Implications: ?The GWG brand has not being able to build a own identity over the years due to no marketing plans by Spratt, hence selling it via specialty stores will not be a feasible option as there are existing brands working aggressively on their strategies. ?The units sold by GWG remained the same more or less from 1998 to 2001 and before that it seriously affected sales of Orange Tap and hence we cannot s ell it with GWG if they revive it. Although they can sell it via mass merchants who do not favor any particular brand and this could also boost sales of the brand. ?Retailers are using Economies of scale to reduce the price of production of per unit of jeans and this has brought down the margins and challenged the other channels who have to reduce the margins and hence profits. ?Besides GWG is limited only to Men’s jeans and it showed significant decrease in market share. If Levis tries and revive it will be a challenge for them because they have to capture the lost market and also help GWG grow. The above mentioned implications suggest that the overall cost of manufacturing a pair of jeans will go up and in order to increase profits, Levis has to price it upwards of 30$. The company has to work on pricing strategy because they already have Levis Orange Tab in this range so it may cannibalize its own product. If they increase the price somewhere in between the 29$ price tag for Orange Tab and 49$ price tag for Red Tab they can have a alternate product in their portfolio filling in the gap. The company also needs to select the channels appropriately so as to get higher margins and position the brand as planned.

The Lowell Mill Girls in the 19th Century

The Lowell Mill Girls in the 19th Century The Lowell Mill Girls were female workers in early 19th century America, young women employed in an innovative system of labor in textile mills centered in Lowell, Massachusetts. The employment of women in a factory was  novel to the point of being revolutionary. And the system of labor in the Lowell mills became widely admired because the young women were housed in an environment which was not only safe but reputed to be culturally advantageous. The young women were encouraged to engage in educational pursuits while not working, and they even contributed articles to a magazine, the Lowell Offering.   The Lowell System of Labor Employed Young Women Francis Cabot Lowell founded the Boston Manufacturing Company, prompted by the increased demand for cloth during the War of 1812. Utilizing the latest technology, he built a factory in Massachusetts which used water power to run machines that processed raw cotton into finished fabric. The factory needed workers, and Lowell wanted to avoid using child labor, which was commonly used in fabric mills in England. The workers did not need to be physically strong, as the work was not strenuous. However, the workers had to be fairly intelligent to master the complicated machinery. The solution was to hire young women. In New England, there were a number of girls who had some education, in that they could read and write. And working in the textile mill seemed like a step up from working on the family farm. Working at a job and earning wages was an innovation in the early decades of the 19th century, when many Americans still worked on family farms or at small family businesses. And for young women at the time, it was considered a great adventure to be able to assert some independence from their families. The company set up boardinghouses to provide safe places for the women employees to live, and also imposed a strict moral code. Instead of it being thought scandalous for women to work in a factory, the mill girls were actually considered respectable. Lowell Became the Center of Industry Francis Cabot Lowell, the founder of the Boston Manufacturing Company, died in 1817. But his colleagues continued the company  and built a larger and improved mill along the Merrimack River in a town which they renamed in Lowells honor. In the 1820s and 1830s, Lowell and its mill girls became fairly famous. In 1834, faced with increased competition in the textile business, the mill cut the workers wages, and the workers responded by forming the Factory Girls Association, an early labor union. The efforts at organized labor were not successful, however. In the late 1830s, the housing rates for the female mill workers were raised, and they attempted to hold a strike, but it did not succeed. They were back on the job within weeks. Mill Girls and Their Cultural Programs Were Famous The mill girls became known for engaging in cultural programs centered around their boardinghouses. The young women tended to read, and discussions of books were a common pursuit. The women also began publishing their own magazine, the Lowell Magazine.  The magazine was published from 1840 to 1845, and sold for six cents a copy. The content poems and autobiographical sketches, which were usually published anonymously, or with the authors identified solely by their initials. The mill owners essentially controlled what appeared in the magazine, so the articles tended to be a positive nature. Yet the magazines very existence was seen as evidence of a positive work environment.   When Charles Dickens, the great Victorian novelist, visited the United States in 1842, he was taken to Lowell to see the factory system. Dickens, who had seen the horrible conditions of British factories up close, was very impressed at the conditions of the mills in Lowell. He was also impressed by the publication issued by the mill workers. The Lowell Offering ceased publication in 1845, when tensions between the workers and the mill owners increased. Over the last year of publication the magazine had published material that was not entirely positive, such as an article which pointed out that loud machinery in the mills could damage a workers hearing. When the magazine promoted the cause of a workday shortened to ten hours, tensions between workers and management became inflamed and the magazine was shut down. Immigration Brought the End of the Lowell System of Labor In the mid-1840s, the Lowell workers organized the Female Labor Reform Association, which tried to bargain for improved wages. But the Lowell System of Labor was essentially undone by increased immigration to the United States. Instead of hiring local New England girls to work in the mills, the factory owners discovered they would hire newly arrived immigrants. The immigrants, many of whom had come from Ireland, fleeing the Great Famine, were content to find any work at all, even for relatively low wages.

Demings 14 Points Theory Explained

Demings 14 Points Theory Explained Read about 14 points of Total Quality Management concept a kind of guideline on management. Deming’s 14 Points Deming’s 14 Points are a set of guidelines for management presented in the Out of the Crisis, written by statistician W. Edward Deming in 1982. Deming is credited with inventing the concept of Total Quality Management (TQM) through the ideas presented in the book, although he did not invent the term â€Å"total quality management.† The central concept behind Deming’s management philosophy is that variation is the biggest obstacle to productivity; by following the 14 points, he reasoned, organizations could develop their own ways to reduce variation  and improve performance and competitiveness. Deming developed his ideas while working in Japan beginning shortly after the end of World War II. His work originally had nothing to do with business, but rather to apply his skill as a statistician to helping to conduct a census of the Japanese population. During the 1950s, Deming began teaching Japanese engineers â€Å"statistical process control,† a methodology that allowed for better quality control in production without applying new processes or equipment; the idea was enormously appealing to Japanese industry, particularly in the capital-lean years following the war, and for Deming’s contribution to resurrecting Japanese manufacturing, he received the rare honor of being awarded a medal by Emperor Hirohito in 1960. On a side note, that means that Japan’s position as a powerhouse in some industries, particularly automobiles and electronics, owes much of its success to an American statistician who had some free time on his hands while on an unrelated assignment. Pay attention in your math courses, kids; it might just make you a business god someday. Read also:  Five Components of Service Management  | Difference between  Leadership and Management Demings 14 Points explained Point 1: Create constancy of purpose to achieve quality. This is a suggestion to focus on long-term planning rather than a  short-term response to changing circumstances  and to align periodic planning with the organization’s overall mission and vision. Point 2: Adopt the quality way of thinking. The implication is that the implementation of the new, quality-oriented philosophy should be sincere; rather than simply imposing it on the workforce, management has to begin the transformation by changing its way of thinking first. Point 3: Stop depending on inspection to achieve quality. A basic premise of TQM is that quality control is integrated into production processes, therefore, dedicated quality control procedures, which are out of the normal process flow, are unnecessary and work against increasing efficiency. Point 4: End the practice of awarding business to suppliers on price alone instead minimize cost by working closely with only one or two vendors. The main idea here is to minimize variations in the quality and specifications of supplies and raw materials. Deming’s contention is that there is a greater net cost benefit to establishing long-term relationships in a supply chain rather than chasing lower prices. Point 5: Constantly improve every process involved in planning, production, and service. This, of course, is the fundamental idea behind TQM: continuous improvement as part of everyday practice. Point 6: Institute on-the-job training for all employees. This idea goes hand-in-hand with Point 5; if constant improvement is practiced in every other aspect of the business, it must be applied to the workforce as well. Point 7: Adopt and institute leadership. Leadership, as opposed to mere â€Å"management† or â€Å"supervision.† This idea is sometimes confusing  because Deming does not define the difference very clearly in his own work, although numerous others have tackled the question, with varying degrees of success. Point 8: Drive out fear from the work environment. Punitive management, that is, where the primary check on performance is to punish performance that is not up to the expected standards, is counterproductive because it discourages workers from working for the organization’s best interests. In other words, they are performing at the minimum level necessary to â€Å"stay out of trouble†, rather than trying to excel. Point 9: Break down barriers between the workers and the management. This point, as Deming discusses it, is not so much a statement on the form of organization but a prescription for another basic idea in TQM, that different parts of the organization have a supplier-customer relationship with one another. Point 10: Eliminate slogans, exhortations, and targets. In TQM, the presumption is that the likely source of variation and error is the process, rather than the people. Deming views slogans – the sort of thing one might see on those ubiquitous motivational posters – as useless at best, if the process that they are directed towards is not improved. Point 11: Eliminate quantity-quotas and targets for the workforce and management. This is related to Point 8; continuous improvement is not possible if some â€Å"endpoint† is established. The focus of the work will shift from seeking continuously improving quality and productivity to meeting a quantitative goal. Point 12: Remove barriers that rob people of their pride in workmanship, and eliminate the annual rating or merit system. This particular point is a bit difficult to interpret; Deming’s view is that merit-based performance rating is demotivating, and he ties it in with his general distaste for targets, quotas, and the â€Å"carrot-and-stick† approach to performance management. On the other hand, if taken to extremes this point could suggest that performance is not important, which would be an idea most managers would take exception to. Point 13: Institute a vigorous program of education and self-improvement for everyone. This point is simply an extension of the ideas in Points 5 and 6; â€Å"continuous improvement† must be applied to the people as well as processes. Point 14: Put everyone in the organization to work to accomplish the transformation. This point is related to Point 7; any organizational transformation must include everyone and not simply be imposed on the organization. The most common criticism of Deming’s 14 Points is that they do not provide any tools to carry out these ideas, and in many ways suggest that tools for measuring and management performance are counterproductive.  Deming himself provided little guidance to deflect this criticism; his position was that these were broad objectives  and that it was up to management to develop the means to reach them, according to their own organization’s unique circumstances. If you need a similar essay feel free to  ask our writers for help and place an order.