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Management Forecasting

Management Forecasting

Institutional affiliation

Student’s name

Forecasting is the process is making estimates on sales a business entity expects to achieve over a given period of time. This is a very essential tool in businesses today for both large and small medium enterprises. However, this tool can only be useful to organizations if its accuracy relates to the real situations in the business environment where about 90% of the forecasts are realized. Anything less than 60-70% accuracy in forecasts will not be a good thing for any businesses as this may result in overspending or overproduction by manufacturing companies.(Morlidge & Player, 2010).

Sales forecast allow firms to effectively manage their businesses with very crucial information on the patterns and trends of production throughout the year. Through this, a firm will be able to know how many customers it attracts every year and how many it loses. Firms will also be able to tell which month of the year they experience highest or lowest levels sales in different geographical locations. All these factors above clearly show that businesses should at least have sales forecast if at all they want to realize cost effectiveness in their operations.

A part from the positives of forecasting, it can also be disastrous if not accurately carried out. Wrong information given as a forecast can lead to losses if a company has produced more than what its customers require, or it can lead to shortages in the case of under production. To ensure an accurate forecast, businesses must invest significantly in a sales forecasting system as a vital part of their management systems. This of allow for regular forecasts to be carried out, hence increasing the accuracy level of the whole process. This can intern save the company in terms of running their business. Improving forecasts however does not happen, analysts advice that they be carried out on a monthly basis for about 12 months to give a clear picture of market trends (Zhang, 2004). In the traditional methods, forecasting was not as important because there were just a few companies offering the same products but that however is not applicable in the modern business world due to numerous companies offering similar products.

A MEMO TO THE SALES MANAGER

To: Sales Manager.

From: XXXXXXX

Date: XXXXXX

Subject: Improving on forecast accuracy

Mrs. XXX

I have attached my monthly report to this email just to elaborate on my latest findings. I just realized that over the past few months, it has not been business as usual.

Our sales have sharply dropped in our perceived major markets by a staggering 30%. This has intern put us in a less commanding position against our major competitors which is a big threat to the future of this company. All these happened in spite of the huge investments we’ve made by incorporating sales forecasting as part of our management systems.

We sold only 2000 units in the first quarter which was nearly 2000 units less of the forecasts made in the last quarter. From the initial investigations through interviewing our customers, it’s crystal clear that most of them didn’t buy not because of high costs of our products or difficult economic times, but most of them cited late deliveries as a major reason for opting for other suppliers. This therefore reveals that forecasting was not after all wrong, but our processes also might have led to the drop in sales.

My recommendations to improve on this will be to try and reduce lead times in our manufacturing processes by either increasing the workforce or by training employees to multitask so that we have one individual who can carry out more than one task. We can reduce the lead time purchase of plastic cover from vendor A by first knowing exactly how much of the plastic material we need for what period of time. This will enable us to have a stock that can last for the said period before another purchase is made. The lead time for purchasing steel can also be reduced once we have the accurate details of our market trend. We can source the steel from vendor C that can last us throughout the quarter. This will help us appreciate the benefits of lean manufacturing process where we have enough resources to produce just what we need. We can also introduce overtimes for interested employees so that we have longer working hours, hence meeting customer demands in time.

If all of these are carefully carried out, and our forecasts done in a more consistent manner, then without a doubt we shall realize an upward trend in our sales

Please let me know if you have any further questions

Best regards

XXXX

Senior Sales Associate

A chart showing purchase orders

Materials Start date of purchasing Duration (days) Start of production

Steel 2-Jan 28 26-Jan

Plastic cover 5-Jan 21 27-Jan

Cardboard 5-Jan 28 3-Feb

To get the time when the manufacturing of the widget has to start and end, we must factor in all other lead times from purchase of materials to the actual production of the widget. Therefore, we’ll add the leads times for purchasing the raw materials and the lead time for the production of the widget.

Lead time to purchase raw materials = 4 weeks (28 days)

Lead time for the manufacturing of widget = 1week (7 days)

Lead time for packaging = 1 day

The shipping of the widget takes 3 weeks (21 days)

These sums up to a total of 53 days from the time of purchasing the raw materials to the time the product gets to the customer. The product should reach the customer by 3/31/2011. The time by which the production should start is given by 9- (7+1) = 1. Therefore the date is 3/1/2011.Time by which the production of widgets must end is given by 31-21 = 10. Hence the production of widgets should end by 3/10/2011. The date when the product must be shipped to meet the customer’s due date is given by, 31-21 = 10. Hence the date is 3/10/2011. The approximate date when the raw materials must be ordered is given by, counting 53 days backwards from date 3/31/2011. This leads us to 2/3/2011 as the date when the purchase of raw materials must commence. The date when application cover and packaging must take place to meet the customer’s due date is given by, 31-(21+1) = 9. Hence the date is 3/9/2011.

References

Morlidge, S., & Player, S. (2010). Future ready: How to master business forecasting. Hoboken, N.J: Wiley.

Zhang, G. P. (2004). Neural networks in business forecasting. Hershey, Pa. [u.a.: Idea Group Publ.

Wilson, J. H., & Keating, B. (2009). Business forecasting: With forecastX?. Boston: McGraw-Hill/Irwin.

Management Functions and Styles

Management Functions and Styles

Name

Institution of Affiliation

Course

Date

In every institution, management plays a critical role in ensuring what they are entrusted with runs successfully. The four critical roles tasked to managements include planning, organizing, leading, and controlling (Litvinova, 2020). However, management may have more functions depending on their job description and their execution of work. Henry Fayol was one of the prominent theorists to discover and define functions of management in 1916. In his book, he identified five functions essential for managers to perform their roles daily in their organizations bounded with the 14 principles of management.

Planning is one of the critical roles of management in every sector. Managers must execute plans, develop targets, strategies, and objectives and later look out for implementation to achieve the goals. Planning activities ahead of time to see that the objectives follow the right direction minimizing the chances of deviation and time and resource wastage when everything is communicated prior. Managers minimize many unintended risks. They can look forward and predict various changes likely to affect the end goal and deal with the changes early enough. Effective decision-making also comes in handy when planning is done.

Managers should ensure the workforce combines efforts towards achieving the firms’ goals through the organization in a thorough manner and structure, ensuring that the company’s activities are well adhered. Various hierarchies should be able to work together with their departments without demeaning the subordinates at the organization. Therefore, the most significant task is on managers during training and recruitment to ensure that they hire the right people with sufficient skills and education. The organization facilitates good use of human capital, Division of Labor among the workforce, adequately defined roles, and encourages responsibility through creativity and innovation.

Controlling is interrelated with other management functions. Its efforts heavily rely on the relationship of activities. Their conformity and managers have to ensure progress is made in line with the organizations’ plans and objectives and correct any errors. This ensures that the organization’s workforce is keen while carrying out their activities to ensure little or no room for mistakes. Good use of the resources is upheld, making work easy for managers to track past events in case of need.

Leadership function wholly depends on the manager’s efforts to ensure that the workforce is well guided and their performance is dependable on achieving the organization’s goals. Managers can do leading by giving orders and ensuring no negotiations follow, providing guidelines, offering motivations, and giving room for others to decide which approach they would like in the leadership approach (Kharchenko, 2021). Leading is critical in ensuring maximum efficiency in achieving organizational goals.

Behavior patterns displayed by leaders while carrying out their roles reflect their style of leadership, which emerges from the leader’s personality, experience, belief, and value system. There are four main styles of leadership in organizations. Autocratic leadership involves giving orders to subordinates and commanding obedience without giving room for suggestion and ideas consideration. Democratic leadership gives room for consultation and considers the opinion and contributions of the employees in policy formulation. Free-Rein leadership style allows employees to practice their work with independence with minimum supervision. Paternalistic leadership is a style that sees leaders taking up their roles as paternal and invoking a father figure in their working environment.

Managers can motivate the people around them by energizing, sustaining, and directing their endeavors. Employees, when invigorated, can perform tasks excitedly while putting in the required effort to achieve the organizational targets. Various factors that contribute to motivation include personalities, level of job satisfaction, reward system, and the ultimate goals, to mention a few. Managers are encouraged to try to influence the motivation levels of their employees.

References

Kharchenko, V. (2021). Motivation and Motivation Profiles of the Employees in a Modern Organization. Sociologicheskaja Nauka I Social’naja Praktika, 9(1), 156–171. https://doi.org/10.19181/snsp.2021.9.1.7879

Litvinova, N. N. (2020). Multifaceted CrossRef DOI: Do We Use All Functions? Scholarly Research and Information, 3(2-3), 155–165. https://doi.org/10.24108/2658-3143-2020-3-2-3-155-165

Management Information System Reflection

Management Information System Reflection

Name

Institution

Management Information System Reflection

Introduction

Kolb learning cycle is an educational tool developed to increase the individual’s process of learning and provide an exciting experience in learning. It also provides a tool for developing experiential learning and each person’s learning styles (Kolb, 1984). Therefore the theory is beneficial to improving learning experiences in the learning environment. The theory has been developed over time to improve its experience and work to enhancing student understanding. It is a theory that involves a process with four stages. First, a real experience, where a piece of concrete evidence has to be kept to help in future understanding of the learning process. Second is the reflective observation, where one reflects on the experience throughout the learning process. This helps to internalize the learned concepts. The third step is the abstract conceptualization, where analysis is done connecting experiences to the new knowledge. Lastly is the active experimentation where a plan is developed on how to apply the knowledge. Kolb learning theory is used to analyze the learning experience based on a learning journal created for experience throughout the trimester.

Reflective Observation

The learning experience throughout the trimester involved lots of knowledge from the understanding of data and how useful it is to an entity. The first theme that developed was of development of a system. A system requires data collected for the various sources, which are then analyzed to create a flow of information. Data is the driving force in the development of a system. It affects all the decisions made hence used in the development of the system. The data defines the process by which the system will work and the functions it would perform in an institution. Companies compete in finding data that help in the development of systems to improve their performance.

The business organization theme also emerges from the SAP, which is a technique for an enterprise resource planning system (Rainer & Prnce, 2019). The organization of business involves the operations in various sectors and departments of a business to attain a common objective. The SAP system coordinates various activities in the business, including the accounting system, asset management, human resource, and controlling of resources, which is beneficial in the organization of the business (SAP, n.d). The system offers a solution to the enterprise resource planning of business due to its capability of managing departments with different duties at the same time. It focuses on all functions of the business, including the mobility of resources, information, and products from an individual to another.

Also, there is business process management through the porter’s value chain concept. It shows how the activities of a company are coordinated and the relationship between the primary functions of a business as well as the support activities (Rainer & Prince, 2019). The primary activities include inbound and outbound logistics, operations, customer service, and marketing and sales. The primary activities are supported by administrative and human resource management, procurement, as well as the product and technology development activities. The chain helps in strategizing the business process of any firm, making it easier to maximize production and attain more profits. Also, business management becomes aware of the important activities of a business and effectively allocate resources for each activity.

Besides, the IT alignment shows the theme of the social impact of alignment in a business (Charoensuk et al., 2014). IT alignment section identifies the causes that may cause the failure of IT alignment. These include Differing IT objectives between the IT management and business managers, lack of communication, and ignoring other individuals with expertise. IT alignment is an essential factor in the success of a business. Solutions to these factors are required to ensure the departments are informed, communicate, and are all focused on achieving a set goal.

Abstract Conceptualization

An information system is a process by which tools and data are coordinated to create a system that works for a specific company. Innovative firms have high competition in the industry as each tries to find ways to have a competitive advantage over other firms (Camisón-Haba et al., 2019). Since data is the essential input in innovation systems, there will always be a rise in search of data that would help improve the systems of the farm. However, the data that firms look for ay be alike if the human effort to develop systems are alike. Therefore, many companies will be having the same kinds of systems, which then would put them into one level. This means the competition for data will keep continuing as each company attempt to improve their systems to be better than that of a competitor.

Also, business organization techniques are based on various theories and concepts that have existed for a long time. The developments of technology may fail to align itself with the applied theory; hence a firm’s business organization may be affected. This is because of the objectives of innovative firms to apply recent technologies in its operations and, at the same time, be based on a concept that makes it firm to justify its activities. However, the application of IT systems eases operations as most of the work done by humans is now accomplished using information systems. I had a thought that this may be a challenge for the employment sectors as the operations are taken over by the systems. Only a few members will be required to run the systems, to produce products, and perform operations of the company successfully.

However, I was surprised by how simple a computer may be hacked just with a simple phone call. This showed that our computers are not safe, and hacking could occur anytime, making us lose important information to the public. The challenge is in finding ways to prevent such activities from happening to us. A system is created through a unique process by every company, which should make it difficult to hack. Nevertheless, a hacker still accesses another person’s computer within a very short period, which is astonishing. Therefore, it is appropriate for firms to find ways to ensure their data is safe, and the hackers do not have an easy platform for hacking. Also, training of employees and informing them of such activities may help in preventing them from being coerced into performing actions they are not sure of. It is best to first clarify or ask before agreeing to an instruction.

Active experimentation- New action

The knowledge of information systems is helpful, especially during this technological era, where any businesses apply information systems in their operations. Developing professions also require information systems that work for them in ensuring its operations are independent and apply well for every department. Therefore, training to the personnel of the companies will be of help in informing them about the roles they are required to play in their responsibility, especially where the information systems are applied. Managing the system is also important and requires expertise to safeguard the information stored in the system.

Also, with the basic understanding of information systems, I plan to increase my knowledge of the process of application of data to create a system. This includes a specific system that works for a specific industry. Hence, I will need to know the type of data to be collected, the procedure for analysis, and the process required in the development of an information system. Also, hacking has become one of the biggest challenges faced by companies using information systems. Therefore, I plan to research the techniques used by hackers to access other people’s systems. Thorough knowledge of the procedures, I will be able to find ways to prevent such actions from affecting companies. This is because most companies are losing their data and important company information to hackers and are not able to acquire them back; hence becomes a challenge for companies to operate effectively.

Conclusion

A management information system is a tool that helps in organizing the business, enhance business process management, help in system development, and also the alignment of objectives of a company. It is a process that requires data to process since it is the driving force of the systems. Companies collect data from various sources, which becomes helpful in management through the creation of systems that fit their strategies. In a business organization, the porter value chain is essential in basing the activities of the company. It states the primary activities that need the support of the management to be accomplished. ERP process also supports the operation of the information system in that when the process is well developed, the information system activities work better in achieving the objectives of a firm. However, the challenge that affects the system is hacking. It negatively impacts the operations of a company by providing access to the company’s information. Proper training and knowledge of the process of hacking to employees may help in preventing the problem in the future.

Appendix- Learning JournalDate Learning Activity Impact Evidence

Module 1.1 Pew Research Center The quiz was an introduction to the topic and to open my mind on the come of the concepts of information systems. From the pew research center feedback, I learned what cookies are. Most of the time, I find a notification to accept cookies but did not know what it does. I am now aware that it tracks visits and activities on the websites as one visits them. Also, to me, there was no difference between the https and Http. I thought they just work the same. However, from the center, I understood that in encryption of data, they differ. The quiz was an essential activity, very informative, and a good foundation for the MIS 500 subject. It has prepared the mind to think of information systems and how various aspects help improve experiences.

Module 1.2 Data as power driver of successful innovation An understanding that data is the driving force of an information system in a company and is the basis of any innovation made in an entity. The developments of machine learning tools influence the strategies of a company. Technological innovation requires data as an essential resource in developing creative ideas. For information innovation to occur, data is the raw material that has to be fed into a system of machine learning tools hence makes the data-driven innovation work. The data is what constitutes the directions of use and stipulates how a system innovated is going to work. Therefore, any company wishing to innovate have to find access to data. This creates a competitive environment for data search in the business environment. Innovative companies switching from human insight to data-driven machine learning will do work faster and lead to many innovations. However, the development will affect human effort since machines will be used in the processing of data. Also, any developments that occur in technology, the companies will have to shift to remain competitive.

Module 2.1 Data Definition Understanding that data is not only useful after analysis but is the most important input in information system development. I understood that businesses find new strategies to have a competitive advantage in the industry. In the beginning, I had the thought that data is the raw materials collected from an environment at the time it is meaningless unless evaluated and analyzed. This meant that data could not be used in developing any innovations. However, from this module, I learned that data is the core driver of innovation, and it is the fuel of the systems. It allows the systems to work hence important from the very beginning. It affects all the decisions and strategies created in business and runs business intelligence units. Therefore, data is the core driver of every operation of an entity and is essential in the successful innovation developed.

Module 2.2 Porters value chain concept Business units are dependent on each other for operations to continue. The primary activities cannot be successful without the supporting activities in a company. A value chain is a series of steps developed in changing raw data into a useful idea that is helpful to an entity. It coordinates departments of an organization to work towards a common objective. The porter’s value chain connects the primary activities to the support activities. The primary activities are those that occur in the daily operations of a firm while the support ensures that the primary is accomplished. The primary is such as logistics, operations, sales, which are supported by the administration, human resource, management, procurement management, and product development. An entity is not able to perform its activities without personnel support. Decisions are made by the support activities and provide resources for the accomplishment of the tasks. As the two activities work together, value addition is achieved, consequently leading to the attainment of goals. Each chain takes part to support the roles of another, hence improving productivity.

Module 3.1 SAP Business one capabilities Enterprise resource planning systems does not only help in management of a specific department but rather the all functions such as accounting, human resource financial reporting, banking and asset management. A complete ERP solution requires management of performance, a software plan, and a forecast of the financial progression of an entity. The SAP ERP functions to improve margins, reduce errors, and drive more profitable decision making. It has a function in accounting, banking and reconciliation, financial reporting, and fixed asset management. It manages accounting processes and cashflow, simplifies fixed asset management with virtual function, process reconciliation, and bank statements, and creates reports for the entity. With these functions, the SAP fulfills the functions of an ERP; thus, a supply chain is represented, which provides appropriate ERP for a company.

The SAP is a solution to ERP II due to its feature of supply and design areas. It focuses on all the functions of a company with the inclusion of mobility of information and products. The SAP capabilities provide a solution to entity functions through extended functions hence would solve the challenges in ERP.

Module 3.2 Application of Predictive Analytics Past data can be used in the prediction of future events. This is through the process of predictive analytics. Therefore, data should be stored for future referencing. The application of predictive analytics would be helpful for Jawaharlal in finding the right tickets for the coming holiday. Predictive analytics focuses on the currents trends to forecast future trends. Therefore, Jawaharlal can use the information on past holidays provided to analyze and evaluate the types of tickets used, have knowledge of current trends and find ways to improve them, and appropriately provide for future requirements. The mix of skills requires constant developments, which gives the reason for having an improved future compared to the past. The available information of the past will help find the solution for the future, by developing tickets for ServiceNow in a specific duration of a holiday.

Module 4.1 IT alignment The various managers of departments should have the same objective in order to work towards its accomplishment. Therefore, communication between the mangers is an essential factor in IT alignment. Rainer and Prince identify the three reasons for failure in business alignment to include the different objectives set by business managers and IT managers, ignorance of IT and business departments to other groups’ expertise, and lack of communication. Among the three reasons for failure in alignment, I find a lack of communication easier to address. This is because the business environment influences the freedom personnel to have to give opinions, suggestions, and ask for clarifications whenever in doubt. Lack of communication challenges could be enhanced by encouraging personnel to speak out. This may be through rewards for the successful accomplishment of tasks, recognition for essential services provided, and giving responsibilities to individuals to complete the tasks. Recognition and rewards for success encourage individuals to communicate with other personnel to improve their departments.

Module 4.2 Feedback to classmate presentation Confidence contributes to the quality of a presentation. Lively presentation attracts attention of audience. I found one of my classmate’s confidence overwhelming. The way the presentation was made, along with audience involvement and explanation of concepts, was done exclusively well. This made the presentation lively and easy to understand information passed.

Module 5.1 Tools for groupwork project accomplishment Group members’ contribution to group project enhance well-developed work due to various concepts from group members. In the group work, the team members worked using the pair squire technique where every team member was required to contribute to the discussions made in the project. It involved the pairing of the group members into smaller units where each group discusses their work and collectively come together to combine the work into one group’s work. All the team members go through the work to check for errors and improve it as required by the instructor. The method is beneficial as it allows every person’s contribution to matter in the final work. Also, people get to learn from one another since we all have different experiences that vary our thinking capacity. From the contributions, the final draft of the work is developed hence producing standardized groupwork.

The other tool applied was the team contract, where an agreement is made by the group member to participate in the activities of the group fully. The agreement included total engagement and contribution to the group work. Also, an individual was expected to support fellow team members, which encouraged them to be productive and work towards attaining the target of the group. These two techniques would benefit the work of the group to develop a standard and efficient information for the group work.

Module 5.2 Technique for Hacking Hacking does not take lots of time as I thought. It’s a simple process and to be safe from this, companies and personnel should be cautious before performing activities directed through phone calls. The hacker uses a less than 2-minute technique to hack a company’s computer. The technique involves three steps. First, spoofing his number so that it looks like the call is coming from inside a company. Second, the call is made to texapore to explain a procedure that gives them access to the computer and lastly making the computer owner click a directive hyperlink that grants access. Through the steps, the hacker can get into the other party’s computer and get the information required.

The victim should have first confirmed the truth of the problem before being convinced to take the action he did. With technological innovation, it is easy to confirm information from another individual even when they are far.

References

Camisón-Haba, S., Clemente-Almendros, J., & Gonzalez-Cruz, T. (2019). How technology-based firms become also highly innovative firms? The role of knowledge, technological and managerial capabilities, and entrepreneurs’ background. Journal Of Innovation & Knowledge, 4(3), 162-170. https://doi.org/10.1016/j.jik.2018.12.001

Charoensuk, S., Wongsurawat, W., & Khang, D. (2014). Business-IT Alignment: A practical research approach. The Journal Of High Technology Management Research, 25(2), 132-147. https://doi.org/10.1016/j.hitech.2014.07.002

Kolb, A. Y., & Kolb, D. A. (2017). The Kolb Learning Style Inventory. Retrieved from https://learningfromexperience.com/downloads/research-library/the-kolb-learning-style-inventory-4-0.pdf

Rainer, K. R., & Prince, B. (2019). Introduction to Information Systems (pp. 293-296) (7th ed.). Retrieved from https://ebookcentral-proquest com.ezproxy.laureate.net.au/lib/think/reader.action?docID=5633337&ppg=311

SAP. (n.d.). SAP Business One Features. Retrieved from https://www.sap.com/australia/products/business-one/features.html#software -accessibility

Management information system (MIS)

Management information system

Management information system (MIS) is a term for computer systems in enterprises that give their business operations’ information. It also refers to people managing the systems. Usually, in big corporations the “MIS ” refers to a computer management and expertise system which is centrally-coordinated, it often includes a mainframe system.

Originally, business computers were for computing payrolls and keeping a record of accounts that are receivable and payable. As applications that provided the managers with data on inventories, sales, and other information that would assist in managing an enterprise were developed, the term “MIS” rose describing the applications. Now, the term is broadly used in several contexts and it includes resource, decision support systems and the people management applications, retrieval applications on database, and project management.

Marketing is a way in which corporations relate with consumers creating relationships that benefit both parties. Companies use marketing to recognize their audience before they advertise to them. This is visible nowadays, mostly through the social media contests and interactions. The computer can be very useful in this part as it can record the information required, which might be in that case, sound. The company can also use the computer to broadcast /advertise itself. The computer can be used by clients whenever they need to know something about that company as it will give voice response to questions.

A Management consultant helps an organization to create value, solve issues, capitalize on growth and advance its clients’ business performance. The consultants use their skills of business in providing expertise, objective advice and special skills that the organization might lack. Management consultants are mainly concerned with the structure, management, strategy and an organization’s operations. They identify options for an organization and propose change recommendations, as well as help with resources that would be needed in implementing solutions.

Consultants are found in various services for instance business strategies, marketing, management and financial controls, information technology, human resources, supply-chain management, e-business and operations. There are a number of Consultancy firms; the small firms that offer industry knowledge and those offering specialist expertise skills then there are large firms that offer continuous solutions.

The typical everyday jobs for new consultants, involves:

collecting data and carrying out research to understand an organization;

performing analysis;

Interviewing the management team, employees and other stakeholders of their client.

Facilitating workshops and running focus groups.

Preparing the business presentations /proposals.

The responsibility of senior and more experienced consultants involves:

Identifying an issue and forming suggestions and solutions;

Presenting the findings and the recommendations to the clients;

Implementing the solutions/recommendations and ensuring clients receive the necessary support to carry out all;

Managing the projects and the programs;

managing and leading those in the team, including the analysts;

Liaising with clients to inform them of the development and to make appropriate decisions.

The consultants can find these computers useful in that they can record videos which they can present to their clients. The clients can find the computers useful as both parties can access the data from anywhere. This is because the computers are portable. 

Those working in a team of corporate sales would find their job to be different to someone working in a team of consumer sales. Someone in a team of consumer sales frequently has to sell products in a store by face to face or by phone, and after that, it’s very simple: either the customer accepts an offer or declines sale. In corporate sales though. Corporate sales personnel generally work hard to maintain relationship with a client which is not done on large scale with the consumer sales.

References

AGCAS. (2012)Management consultant: Job description.

http://www.prospects.ac.uk/management_consultant_job_description.htmKoneru. V,(2008). What Is Corporate Sales?

http://www.blurtit.com/q527239.html

Margaret. R.(2007). MIS (management information systems) search data center.

http://searchdatacenter.techtarget.com/definition/MIS

Management Integration

Management Integration

Contents

TOC o “1-3” h z u Site Structure PAGEREF _Toc379623607 h 1Metaphor Exploration PAGEREF _Toc379623608 h 1Organizational metaphors PAGEREF _Toc379623609 h 1Visual metaphors PAGEREF _Toc379623610 h 2Set It in Stone PAGEREF _Toc379623611 h 2Architectural blueprints PAGEREF _Toc379623612 h 2Navigation PAGEREF _Toc379623613 h 2

Site StructureSite structures are significance in that; it helps in defining the navigation system, thus making the designing of the page layouts as well as the templates a snap. Site structure in most cases tends to be the last steps before getting into building of anything. This paper will therefore give a summary or metaphorical about the driving rationale behind the site structure.

Metaphor ExplorationMetaphor Exploration is an exercise that will mainly help in refining a person’s vision regarding the site structure to be implemented. Many good ideas can be drove from this step of the site structure implementation; however those good ideas may be impractical. Presently, different organizations are today exploring various metaphors when determining the site’s structure, this is because, they have found out that, good metaphor helps the users in understanding on how to navigate the site implemented. When implementing or developing the site structure, there are three types of metaphors that are useful for designing the site which include; Organizational metaphors, Functional metaphors and Visual metaphors.

Organizational metaphorsThe organizational metaphors mainly rely on a structure of a group or system that had already been developed. For instance, when an organization is creating a site to sell their products, in this case, the organization metaphor can be a supermarket or an identified market where those products can be logically grouped by their types.

Functional Metaphors

The functional metaphors are significant in that it helps the users in relating different tasks one can do on the site with other tasks another person is able to do in another environment. For instance, most graphic program relies on functional metaphors, therefore, the user can easily copy paste the program on a given computer.

Visual metaphorsThe users can design their music sites that allow them when they want to play songs. Visual metaphors are mainly based on the common familiar graphic elements to people in their cultures. Most metaphors can be gathered by brainstorming ideas. It is therefore necessary for people to make sure that they have chosen a good metaphor for the site structures they want to implement.

Set It in StoneSet it in stone starts by creating a hierarchical map of the site known as the site structure listings. The roots are the major sections to be decided earlier enough when creating listings of the site structure. The site structure listing can be then fitted to the users’ metaphor. The site structure listings should be put into sections such as Section 1, Section 2 and section 3 up to the last section of the site structure (Chatters, 2003).

Architectural blueprintsArchitectural blueprints are the visual representations on how the site structure will look like. It helps the users in showing the elements of the sites and how they have been grouped as well as its relation to one another. A good site structure should be one which links to other pages represented in the blueprints. However it is very significant for the users to distinguish some parts of site that performs transaction from ones generated dynamically. A larger site needs several architectural blueprints of the site (Information Architecture Tutorial, 2004).

NavigationNavigation of the site structure will help the users in giving the directions of getting from one place to another. Navigation gives directions to the user to stop them from getting lost when viewing different pages in the sites. For instance, in the site structure listings, there are sections appearing on the sites that enable the users to quickly jump in those sections. Global navigations should be limited for the site structures so as to link with the site’s homepage.

References

Information Architecture Tutorial – Lesson 4 | Web monkey | Wired.com. (2004). Webmonkey – The Web Developer’s Resource | Wired.com.

Chatters, J. C. (2003). Designing site structure: Washington. London: Central Washington Archaeological Survey, Central Washington University for Seattle District, U.S. Army Corps of Engineers.

Management Issues in Nokia

Management Issues in Nokia

Name

Institution

Management Issues in Nokia

IntroductionNokia is a multinational electronics company that was once leading globally in the manufacture and sale of mobile devices. The firm which had its headquarters in Espoo, Finland, was enjoying a large market share of over 40 percent of the global market (Peltonen, 2019). However, the company’s market share drastically declined, forcing its owners to sell it off to Microsoft in 2013. Poor organizational culture was the main cause of the downfall of Nokia. Specifically, the prevalent culture in the company was reliance on a traditional method of management that was strictly dictatorial and not concerned with cultural diversity among its staff and employees. Subsequently, this study would employ participatory and contingency planning theories to adequately understand the problem which faced Nokia (Alexander, Havercome & Mujtaba, 2015). Also, this report will provide three recommendations that could help Nokia effectively handle the problem and remain competitive.

2.0 Management Issue DiscussionThe main issue identified in Nokia is the poor organizational culture that is marked by reliance on a traditional dictatorship approach of management that does not consider and appreciate cultural diversity in the work environment. Organizational culture includes aspects such as the experiences, the company’s expectations, values that guide the employees, philosophy, and how stakeholders interact in the outside environment and inner workings (Wang & Chen, 2015). Thus, organizational culture is very important because it offers the employees and all the stakeholders a platform that enables them to align the objectives of the company and the individual responsibilities of the employees (Wang & Chen, 2015). A firm without a proper organizational culture cannot remain competitive in the market place and accommodative to its employees. As a critical aspect, appropriate organizational culture has a significant influence on workers of an organization since it could motivate employees, thus making them more productive and efficient (Yuso, Said & Ali, 2016). In the case of Nokia, employees were dissatisfied and demotivated by the dictatorship approach of management. The poor organizational culture characterized by the unsupportive cultural environment in Nokia discourages creativity and innovation, practices that could attract additional benefits to the firm by making its processes more efficient and effective for higher competitiveness. A suitable organizational culture would favor employees from varied cultural backgrounds, considers their requirements and contributions for better performance, and enable workers to adequately understand the vision and mission of their firm (Wang & Chen, 2015).

Consequently, the cultural issue in Nokia is related to planning since organizations should establish suitable roadmaps that stipulates necessary measures and tools for controlling and monitoring their processes and management practices to ensure that they remain favorable to every employee. A suitable organization culture draws lots of benefits to the organization and its workforce. For instance, employees will remain motivated and happy to work in a firm that considers their interests, issues, suggestions and demands (Wang & Chen, 2015). Besides, the satisfied employees are motivated and would probably perform better because of the conducive work environment. Also, such happy and satisfied employees would exhibit low levels of turnover. Satisfied workers will find no reason to quit their organization and join other firms which could fail to offer favorable working conditions. Subsequently, their organization would enjoy high profits due to high productivity of the employees. Still, a business will avoid or drastically minimize the costly recruitment processes while trying to replace employees who quit.

3.0 Critical Discussion

3.1 Participatory Planning: Positive Aspects

Participatory planning has lots of advantages to virtually all stakeholders of a business since it encourages contributions of every interested person. When every interested individual is engaged in decision-making processes, the eventual outcome would probably be satisfying to everyone (McCullum et al. 2004). It is imperative that participatory planning acknowledges and appreciates diversities that exist in different types of people. Subsequently, every stakeholder enjoys a sense of ownership, an aspect that draws benefits that entail the motivation of employees, assumption of responsibility by all stakeholders, and encouragement of every stakeholder to contribute towards the betterment of their entity. Similarly, every stakeholder strives to ensure timely and appropriate responses to varied occurrences as responsible and empowered persons with a sound understanding of their firm’s goal and target objectives (Hassenforder et al. 2016). Eventually, all the stakeholders would be proud owners and originators of every intervention strategy that promote positive growth and development of their organization. Also, participatory planning has high chances of providing sound decisions, promotes creativity and innovation by relying on contributions from several individuals with varying levels of understanding, expertise, experiences and values.

Besides, participatory planning promotes the development of trust among involved people. Consequently, beneficial relationships would prevail in an organization that embraces such type of planning. Moreover, local communities and other engaged parties would be ready and willing to share vital information that facilitates the development of apt solutions to existing gaps and barriers, thus promoting peaceful and profitable coexistence (Hassenforder et al. 2016). Still, employees and other engaged parties would exhibit high performance since their contributions, concerns, and opinions are respected and valued by their firm.

3.2 Participatory Planning: Negative Aspects

Participatory planning consumes lots of time and energy since it endeavors to collect and consider contributions from every stakeholder. The relatively large number of participants who are engaged in participatory planning requires more time to present their opinions, suggestions and other contributions (Archibugi, 2004). Further, some of the engaged parties may generate remote and less useful information that does not support the development of the desired decisions. Thus, a firm would spend much time, which could otherwise have been used to accomplish other essential activities such as the development of products and services.

Moreover, participatory planning promotes the sharing of information, a practice that may result in leakage of sensitive and critical information that malicious individuals could utilize to harm an organization, its processes, or employees (Archibugi, 2004). Some information that should be preserved for top management and other few personnel would spread to several individuals. Hence, an organization may not adequately preserve the security and privacy of its sensitive information.

3.3 Contingency Planning: Positive Aspects

A contingency plan is vital for an organization since it serves as a suitable alternative and backup plan that a firm would adopt when the predetermined processes and operations fail. Accordingly, a contingency plan is a rescue strategy for a firm when anticipated risks emerge. Since a contingency plan offers all details, including actions to be done and individuals who will be engaged, a firm would handle a disaster with more comfort and limited or no instances of panic and confusion (Westergaard, 2008). During emergencies, organizations may not have sufficient time to make sound decisions. Thus, contingency plans are crucial because they are developed and tested on time to ensure they are effective in addressing a disaster. Moreover, a firm would take advantage of new opportunities by developing and embracing an appropriate contingency plan that ensures the allocation of adequate resources for embracing new and better business strategies that may arise. Subsequently, a contingency plan is well-developed and actionable, rendering highly-applicable during instances of crises. Besides, a firm has high chances of emerging successful by embracing an appropriate contingency plan since it (contingency plan) offers detailed procedures of implementing applicable processes. As a result, an organization minimizes damages and avoids bad public image and reputation by establishing a contingency plan that strives to ensure that its operations continue smoothly with the least or no interference from an emergency (Dearnaley, 2014). Also, virtually all stakeholders of a business are reassured of the safety and positive progress of their project despite looming risks.

3.4 Contingency Planning: Negative Aspects

A contingency plan is only applicable when an organization is preparing to handle identified risks only. Since the plan is not suitable for unknown risks, a firm is vulnerable to unforeseen perils. Moreover, contingency planning does not prevent a risk from occurring, but rather endeavors to reduce its (risk’s) impact. Still, contingency planning consumes lots of time, funds, and energy, which could otherwise be used to accomplish other vital processes. A firm would use lots of its resources in planning, training its employees and doing other preparatory activities for an event that I never happen. Further, a firm would spend extra resources and time for constantly updating its contingency plan as the dynamic business environment presents new challenges and threats (De Matta, 2017). Hence, a contingency plan may not prove beneficial since it strives to elaborate and explain how an organization can deal with an anticipated disaster instead of establishing strategies for avoiding such unwanted occurrences.

4.0 Recommendations

As discussed above, Nokia could adequately address the issues facing its management by employing either a participatory or contingency plan. Nokia lags in development and collapses because it embraces an unsuitable form of management that does not acknowledge and appreciate cultural diversities among its staff members. Consequently, the organization relies on an unmotivated and dissatisfied workforce due to its (Nokia’s) unsupportive culture that uses commands to accomplish its operations without considering the needs of its employees and changes in the industry. Conversely, the organization could utilize participatory planning to address the undesired culture. Precisely, the firm should encourage all of its stakeholders, including employees, to contribute towards resolving prevailing and anticipated issues by offering their opinions, suggestions and perceptions according to the participatory theory (Hassenforder et al. 2016). Thus, Nokia could engage its workforce and other stakeholders in developing appropriate solutions for addressing the current crisis while preparing to avoid a similar situation in the future.

On the other hand, Nokia could utilize the contingency planning approach to develop and execute an appropriate strategy for addressing the prevailing management issues (Westergaard, 2008). Since the organization failed to establish a suitable contingency plan, it has no strategy for resolving the current management issues. The firm does not have sufficient time to develop and test a contingency plan before using it to handle the crisis that has occurred. However, the firm could develop suitable strategies for handling similar or other management issues in the future. Therefore, Nokia should adopt a participatory planning strategy to ensure that it effectively addresses the current issue while developing suitable strategies for preventing similar situations in the future.

5.0 Conclusion

This report concludes that Nokia could adequately address its current management issues by adopting a participatory planning strategy that encourages contributions from all stakeholders, including its employees. Moreover, participatory planning is useful in preventing recurrence of such and related issues because it facilitates the development of informed decisions that favor all the engaged parties.

References

Alexander, V., Havercome, C., & Mujtaba, B. G. (2015). Effectively managing employees to get results in a diverse workplace such as American Express. Journal of Business Studies Quarterly, 7(1), 13. Retrieved from https://search.proquest.com/openview/a9cd7938231dc194c962119b2e89615a/1?pq-origsite=gscholar&cbl=1056382

Archibugi, F. (2004). Planning theory: Reconstruction or requiem for planning? European Planning Studies, 12(3), 425-445. Retrieved from http://search.proquest.com.libraryproxy.griffith.edu.au/docview/210454083?accountid=14543De Matta, R. (2017). Contingency planning during the formation of a supply chain. Annals of Operations Research, 257(1-2), 45-75. doi:http://dx.doi.org.libraryproxy.griffith.edu.au/10.1007/s10479-015-2085-0

Dearnaley, P. (2014). Competitive advantage in the new social care marketplace: A new theoretical perspective. Housing, Care, and Support, 17(1), 5-15. doi:http://dx.doi.org.libraryproxy.griffith.edu.au/10.1108/HCS-12-2013-0025

Hassenforder, E., Pittock, J., Barreteau, O., Daniell, K. A., & Ferrand, N. (2016). The MEPPP framework: A framework for monitoring and evaluating participatory planning processes. Environmental Management, 57(1), 79-96. doi:http://dx.doi.org.libraryproxy.griffith.edu.au/10.1007/s00267-015-0599-5

McCullum, C., Pelletier, D., Barr, D., & Wilkins, J. (2002). Use of participatory planning process as a way to build community food security. American Dietetic Association. Journal of the American Dietetic Association, 102(7), 962-7. Retrieved from http://search.proquest.com.libraryproxy.griffith.edu.au/docview/218467213?accountid=14543

Peltonen, T. (2019). Case Study 4: The Collapse of Nokia’s Mobile Phone Business. In Towards Wise Management (pp. 163-188). Palgrave Macmillan, Cham.

Wang, H., & Chen, Z. (2015). Does organizational culture or organizational culture fit really matter?. Piscataway: The Institute of Electrical and Electronics Engineers, Inc. (IEEE). Retrieved from http://search.proquest.com.libraryproxy.griffith.edu.au/docview/1700905379?accountid=14543

Westergaard, J. M. (2008). Contingency planning: Preparation of contingency plans. Zoonoses and Public Health, 55(1), 42-49. doi:http://dx.doi.org.libraryproxy.griffith.edu.au/10.1111/j.1863-2378.2007.01088.x

Yusof, H. S. M., Said, N. S. M., & Ali, S. R. O. (2016). A study of organizational culture and employee motivation in private sector company. Journal of Applied Environment and Biology Sciences, 6(3S), 50-54.

Management Liability Scenario

Management Liability Scenario

Student’s Name

Institutional Affiliation

Course Name and Code

Professor’s Name

Date

Management Liability Scenario

Lori V. Mowers Inc.

A contract is a legal agreement involving two or more private parties that creates statutory requirements for both parties. For a contract to be considered valid it has to meet four specific requirements. These requirements include offer, acceptance, consideration and legality (Davis, 1). It is very obvious that Brian and his two employees are in a valid contract. This is because all the elements of a valid contract are evident. Brian’s company, Mowers Inc., offered to employ the two employees. The employees accepted the offer by agreeing to work for the company. Both the employees and Brian gave a consideration; the employees gave their time and energy while Brian was going to pay the employees for their time and energy. The employees agreed to be legally bound since they signed a waiver of liability contract.

Liability waivers, commonly referred to as release forms, hold harmless agreements, or waivers of liability, are contractual agreements. A stakeholder, such as a client or staff, recognizes risk and consents to release the business from liability for injuries or other losses resulting from inherent risks (Adams, 2). If a staff or client experiences losses or injuries, the limitation of liability protects the firm from having to pay legal penalties. The main benefit of using a liability waiver is that firms can defend themselves against injuries suffered and legal actions connected to operations that are by their very nature dangerous. This degree of defense can protect your image of the business, profits, and avert needless legal battles. A liability waiver has 6 essential parts.

The first part is that there should be an inherent risk which has the possibility of causing harm or damage. In this case the employees of Mowers Inc. were working with mowers to cut grass for their clients (Adams, 2). There was a possibility of the employees getting injured while using the machines. Secondly is the assumption of risk which clearly stipulates that the staff understood the possibility of risk in the work involved. Thirdly there was a release clause which released the company of any legal obligation in the event an employee got injured at work. The fourth part is the indemnification where the employees agree to pay for any legal costs that may result in them filing a law suit against the company in the event of injury at work (Adams, 2). The fifth part is the insurance which states that the company should not cover any damages that may occur at work. The sixth part is the choice of law which caters for the different locations of both the employer and the company to avoid confusion when it comes to law and regulations.

The employees were both trained and there after signed the waiver of liability contract showing that they fully agreed with it. It is therefore evident that the liability waiver contract was valid since Lori was not forced to sign it. As per the contract she was not legible for any compensation for the injury she obtained while mowing. She could also not take the company to court unless she was willing to cater for all the costs incurred by the lawsuit which was very unlikely. As much as Brian had told the employees not to worry and that the company would protect them, it was not reliable since he did not put it in writing. Every valid contract should be in written format (Davis, 1). If it could have been written down it could have overruled the liability waiver.

As much as Lori signed the liability to waiver, she has claim to worker’s compensation as per the law of tort. The law of tort clearly states that a damage or injury should be compensated with no regards if the action that caused the damage or injury was intentional or accidental (White, 3). Lori had been trained on how to use the mower so the employer, Brain did not intend for her to trip in the moist grass and end up being injured. Work compensation laws protect individuals who become injured or disabled in the line of work (Bakhauser et al., 4). In this case, Lori lost a toe and therefore she was clearly injured. Since she cannot sue Mowers Inc., the might as well cater for her hospital bills and give her paid leave as she recovers from home.

Peta V. Ferrari

When a manufacturer or seller is held accountable for putting a faulty item in the possession of a customer, this is referred to as product liability. All retailers of the goods who are involved in the distribution chain are accountable for any product flaw that results in harm. In general, the law demands that an item live up to typical consumer aspirations (Del Riego, 5). An item cannot be claimed to satisfy the typical expectations of the consumer if it has an unforeseen flaw or risk.  Design defect is when there was a risk that could have been foreseen when the item was made as intended and used for its intended uses. The corporation is liable for the design flaw (Del Riego, 5). Manufacturing defects are those that take place when the product was being made or during its assembly and the manufacturer had no intentions for the product have them. Marketing defects occur in the way the product is marketed. For example, it is not well labeled, the instructions are not clear or the safety precautions are not listed.

In this case, Peta did not have a product liability case against Ferrari because the mower was in perfect condition. Ferrari had made it a requirement to replace the sandpaper liner on the mower for traction every three years due to normal wear and tear. Mowers Inc. had done exactly that. The mower was also in perfect condition since it had been used for three years without any flaws whatsoever. The manufacturer clearly had no intentions of using the product to ruin Peta’s roses. The whole incident was an accident which was not planned for. Peta should just accept the loss since she will no longer be participating in the competition. It was not even evident that if she participated in the rose competition she would have won the prize of $10,000. The fact that she was not physically injured was enough.

Sources

Davis, Kevin and Pargendler, Mariana. 2022. Contract Law and Inequality. P 485-541. Retrieved from

https://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=157206054&site=eds-live&scope=site.

Adams, Rusty. 2019. Are Liability Waivers Enforcable? P 11-13.Retrieved from https://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=139491791&site=eds-live&scope=site.

White, Edward. 2003. Tort Law in America. Retrieved from

https://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=129730&site=eds-live&scope=site.

Burkhauser, Richard et al. 2012. The Importance of Anti-Discrimination and Workers’ Compensation Laws on the Provision of Workplace Accommodations Following the Onset of a Disability. P 161-180. Retrieved from

https://doi.org/10.1177/001979391206500109.

Del Riego, Alissa. 2021. Deconstructing Fallacies in Products Liability Law to Provide a Remedy for Economic Loss. P 387-447. Retrieved from https://doi.org/10.1111/ablj.12185.

Management of Employee Conduct Agency Law

Management of Employee Conduct: Agency Law

Students Name

Institutional Affiliation

Course Name and Code

Professors Name

Date

Management of Employee Conduct: Agency Law

Agency Law

The concept of agency law focuses on the interactions between agents and principals, or situations in which one party has the ability to perform actions on behalf of someone else. Employer-employee, administrator-executor and guardian-ward relationships are a few that are frequently linked to agency law (Hilal & Bryan, 1). A union or a firm may act as both the principal and the agent in contracts that lead to the formation of agency-type relationships. The term “agency” refers to an agreement, either clearly indicated or insinuated, whereby one individual, referred to as the principal, assigns another individual referred to as the agent, with managing a company and carrying out operations on his behalf or in his name. The agent concurs to overseeing the company and provides a record of his activities.

In the said scenario, I am small business owner who decided not to employ staff so as to cut costs. I gave friends the job to act on my behalf at a fee; therefore this is an implied agency law scenario. It is implied because there is no contract of employment yet my friends go around telling people that they work for me. They also wear the business uniform and deal with clients and vendors. In the event that one friend orders too much from a vendor I will be held accountable. This is because my friend works for me and is compensated by me. I am therefore responsible for whatever actions he takes while performing work-related duties since I regulate his working environment and procedures. In this case the scope of employment which includes the workers compensation and all benefits the employee is likely to get is not applied (Bysal, 2). There is no employment contract to adhere to and every action by my friends is liable to me.

At-will Employment

With an at-will contract, an employer is free to terminate a worker at any moment for any reason, aside from those that are illegal, or with no justification at all. Similarly, there are no negative legal repercussions if a worker quits their employment at any moment for any purpose or for no purpose at all. At-will hiring also indicates that staff may modify the conditions of the employment agreement at any time with no warning and no repercussions (Gertz, 3). A boss might change pay, stop providing incentives, or cut paid time off, for instance. In its purest form, the U.S. at-will law exposes workers to discretionary and unexpected termination, a constrained or on-call work plan based on the demands of the boss, and sudden reductions in salary and incentives.

In most cases an employer is allowed to fire an employee for reasons such as the employee took much time off, the employee is not performing well and the employer does not like the employee (Pollack, 4). Other reasons an employer can fire an employee include the employer is having a bad day, the employer thinks the employee talks too much or the employer does not get along with the employee. However, the employer is not supposed to fire an employee for reasons such as reporting sexual harassment, reporting wrong activities for example fraud, taking medical leave, participating in union work, complaining about OSHA violations and filing a claim for unpaid wages (Pollack, 4). An employer is also not allowed to fire an employee because he or she discriminates on their gender, age, religion, race or medical condition.

Discussion: Paul Parsons V. Priester Aviation, LLC.

This case is a direct example of an at-will employment termination. The commercial aircraft firm Priester Aviation employed Paul Parsons as a pilot. In June 2021, Priester assigned Parsons to travel to Thailand. Parsons informed a Priester employee that he thought this journey would be against the rules of the Federal Aviation Administration (5). The next day, before the planned trip, Priester fired Parsons. Parsons claims that Priester’s decision to fire him violated their contract of employment, was an unfair form of retaliation for Parsons’ refusal to engage in criminal activity, and was motivated by unfair dismissal due to age. Parson at the time was 65 years old. Priester claimed to Parsons that the company fired him for boarding an illegal person without the owner’s consent (5). According to Parsons, this individual was on board to assist with cleaning the aircraft, which is the duty of the pilot. Parsons contends that this justification is a ruse because there is no requirement in any Priester policy or statement in its manuals for a pilot to get permission before boarding somebody. Parsons sued Priester for breach of contract, wrongful termination, and age discrimination (5). Priester made a motion to dismiss the charges of contract breach and unfair dismissal arguing that Parsons was not fired for refusing to conduct a crime and that he was also an at-will employee. 

The court ruled in response to the breach of contract allegation, Priester Aviation, LLC’s request to dismiss was granted. However, the wrongful termination claim was denied (5). I agree with the court’s ruling because Parsons should not have been fired. The company should have given him a warning for allowing the person to board without their consent. If Parsons would not have identified the criminal act, the company would probably have not had an issue with the third party on board. It was evident that the company was used to committing the offence and they did not want a whistleblower on their team so they fired Parsons.

Sources

Hilal, Susan and Bryan, Litsey. 2020. Reducing police turnover: Recommendations for the law enforcement agency. P 73-83. Retrieved from https://journals.sagepub.com/doi/pdf/10.1177/1461355719882443Baysal, Ulas. 2018. The Scope of Employment Security Regulations for Workplaces Under Turkish Labor Law. P 245-249. Retrieved from https://dergipark.org.tr/en/download/article-file/615075Gertz, Sally. 2017. At-will employment: Origins, applications, exceptions, and expansions in public service. P 47-74. Retrieved from http://www.untag-smd.ac.id/files/Perpustakaan_Digital_2/PUBLIC%20POLICY%20(Public%20Administration%20and%20public%20policy%20131)%20American%20public%20service%20radical%20refor.pdf#page=80Pollack, Daniel. 2017. Wrongful Termination of Public Human Services Employees. Retrieved from https://repository.yu.edu/bitstream/handle/20.500.12202/4737/art%20APHSA%20Wrongful%20termination%20of%20public%20human%20service%20employees.pdf?sequence=1UNITED STATES DISTRICT COURT FOR THE SOUTHERN DISTRICT OF TEXAS. 2022. PAUL G. PARSONS, Plaintiffs, vs. PRIESTER AVIATION, LLC, Defendants. Retrieved from https://www.govinfo.gov/content/pkg/USCOURTS-txsd-4_22-cv-00105/pdf/USCOURTS-txsd-4_22-cv-00105-0.pdf

Management at Apple Company Leadership

Management; Apple Company Leadership

Students Name:

Affiliated School;

Date;

What did you find of most interest or most revealing about Apple during your research for the period of 1985 to 1996? Describe its importance to our research.

Apple is one of the most successful technology companies globally. Founded by Steven Jobs, the company had flourished since 1976, however the period between 1985- 1996, the company experienced the lowest sales due to change in leadership (Scheneiders, 2010). The following are some of the leadership changes and their implications are as follows.

In 1985- the co-founder Steve Jobs was stripped of all his power and authority in the company. This made him to sell off all his shares as a retaliation response and he moved to founding another technology company called NeXT Inc.

1n 1985- John Sculley took over as the chairman of the board of directors and as the new leader of the company. Change in leadership however in most instances does not mean change in loyalty; this means that employees may not necessarily be willing to adopt the new methods imposed by the new leader.

In 1987- Apple Inc had its first corporate stock dividend, the stock split and with it came a quarterly dividend of 0.3%. This means that the stock value of the company decreased (Fiancial times, June 1985).

Between 1989-1990- the Sculley spearheaded the acquisition of very many companies in an effort to keep up with the quality of work that was done by Steve Jobs. The following were some of the companies acquired during the time; Styleware, Coral software, Satellite Communication Company, Orion Network System and Nashoba Systems. Some of these acquisitions ended up being more of liabilities than assets to the company.

Early 1990- this was under the leadership of Spindler, the company was involved in the manufacture of too many models that created confusion because they had minor differentiations. This was also accompanied by poor marketing strategies and the retailers would refuse to display the computers. This tarnished the PR of the company as it was known to be based on simplicity. This decreased the sales of the devices and decreased the revenue earned by the company (Linzmayer, 2004).

Several poor decisions were also witnessed during this time for instance the purchase of the competing firm IBM, a decision that was made in order to prevent Sun Microfinance from acquiring the company. Also during the same time there was a need to make a deeper penetration into the market the company signed a contract with a third party to Apple Inc had as it was only able to get 10% of the plough back from the endeavour.

Officially the company was sinking as it had lost the market share control it initially had and there was a decrease in innovation and revenue. This prompted the board to request Steve Jobs, the co-founder to return as an interim CEO in 1996. Once Jobs came back he was able to make the company focus on the manufacture of a limited variety of products as opposed to many products that have no sales. He was also able to find a loophole in the 3rd party licensing of the Mac Os and terminated the contract (Scheneiders, 2010). The company was restored to its initial glory as was termed as one of the biggest company turns of the 21st century.

References

Financial Times, Peter Hawk, Apple Computer Experiences Change in Leadership, Retrieved from Public Plans, June 1985

Linzmayer, W. O. (2004). Apple Confidential 2.0; the Definitive History of the Company, Springer Publishers

Scheneiders, S. (2010). Apple’s Secret of Success- Traditional Marketing Vs Cult Marketing, Oxford University Press, New York