Kimberly Clark-Case Analysis - 2163 Words

Kimberly-Clark Andean Region: Case Analysis July 25, 2011 EXECUTIVE SUMMARY Kimberly Clark (K-C), the consumer products company, has become a market leader in the majority of Latin American markets. Its dominance is attributed to the fact that, unlike its competitors, the company is organized regionally, which allows responsiveness to its customers and more empowerment to the regional teams, giving K-C advantage over its competition. (Anderson) K-Cs Andean region stands out among the Latin American regions because of its performance as well as because of the leadership and management style of Sergio Nacach and the culture that he has put in place in the Andean region. The culture that exists within the Andean region†¦show more content†¦Success factors for one region are obviously not the same for another region; otherwise growth would have been very similar. It is also important to draw attention to Sergio’s background, management style, and actions with respect to the existing Andean’s culture and the four dimensio ns explaining different types of organizational systems and managerial behavior: Power Distance, Uncertainty Avoidance, Individualism-Collectivism, Masculinity-Femininity (Ibarra, 1996). Sergio worked in different functions of K-C during the early parts of his career, such as purchasing, sales, etc. The diverse experience gave him the necessary insight and wisdom to understand the ground level issues faced by each of these teams. After witnessing a general practice of people looking out for themselves, with departments pointing fingers at each other, Sergio understood the importance of building a culture incorporating the company’s goals with individual goals. When Sergio took over the Andean operations, this region was also facing various global issues such as oil and raw material prices increase. Countries in the Andean region were also facing various political and economic issues of their own which included cross-border disputes and military confrontations. In spite of the se issues, Sergio was successful in creating a winning culture through his management style by rolling out some specific initiatives thatShow MoreRelatedDrypers1247 Words   |  5 PagesRetail sales of the diapers market was estimated at $3.9 billion in 1997 where else training pants retail sales was approximately $595 million in 1997. U.S Diaper Training pants Market Retail Sales Source: Exhibit 1 (DRYPERS Corporation Case) However, diapers growth in terms of retail sales increased just about 1.3% over the 4 years period (1994 – 1997). Training pants retail sales recorded an increase of 22.7% since 1994. 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Book Review - Lead Like Jesus - 1376 Words

In their book Lead Like Jesus Ken Blanchard Phil Hodges encourage readers to ask themselves three key questions: 1) Am I a leader? (pg. 4) 2) Am I willing to follow Jesus as my leadership role model? (pg. 11) 3) How do I lead like Jesus? (pg. 19) The authors try to define who is a leader. They say â€Å"Leadership is a process of influence. Anytime you seek to influence the thinking, behaviour, or development of people in their personal or professional lives, you are taking on the role of a leader.† (pg. 5) You might be a parent, a teacher, a nurse, a pastor, a coach, or an adult child helping her aging parents. There are differences between being a â€Å"life leader† (such as a parent) and an â€Å"organizational leader† (a manager in a company).†¦show more content†¦2) How do you plan for successors? 3) Whom do you follow? The best moments in this book are when the authors get practical rather than theoretical. Jesus welcomed disagreement and wasnt afraid of it. (Do you welcome feedback? Find someone who will tell you the truth!) Address your own credibility as an individual before trying to improve things at an organizational level. (Is your security based on what others think?) Have you planned for a successor in your job? (Does that seem threatening?) Theres an excellent section on identifying pride and fear, and how it affects our ability to lead. Indeed, the examples of how pride and fear influence leadership are among the best parts of the book. Blanchard Hodges share that â€Å"there are two parts to the servant leadership that Jesus exemplified: (pg. 114) 1) A visionary role - setting the course and destination 2) An implementation role - doing things right with a focus on serving Blanchard Hodges’s mission is to motivate and prepare people to lead like Jesus and â€Å"to follow His mandate to be servant leaders† (pg. XIII). In the book there are assessment tools that will help you in analyzing your own leadership style. Thee is also a practical chart showing the four learning stages (novice, apprentice, journeyman, and master/teacher) and obstacles to success in each. Theres specific help; rather than just telling readers to get into an accountability group, the authors offer a specific model of what this wouldShow MoreRelatedBook Review - Lead Like Jesus1386 Words   |  6 PagesIn their book Lead Like Jesus Ken Blanchard Phil Hodges encourage readers to ask themselves three key questions: 1) Am I a leader? (pg. 4) 2) Am I willing to follow Jesus as my leadership role model? (pg. 11) 3) How do I lead like Jesus? (pg. 19) The authors try to define who is a leader. They say â€Å"Leadership is a process of influence. 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Importance Of The Perception Of Customer Service Quality Free Essays

The impression customers receive when they are paying for a service is very important. Rather than judging the quality of the goods, or the cost of the item, the customer can only base their opinion of a service on the way the service makes them feel and the effectiveness of the service. There are potentially 7 gaps where customer service quality can be affected within a service organization. We will write a custom essay sample on Importance Of The Perception Of Customer Service Quality or any similar topic only for you Order Now It is therefore highly important that management of service industry employees are aware of these potential pitfalls and manage their employees to mitigate these problems. There is a Knowledge Gap where management must understand the level of knowledge the customer has, and define this properly. Once management has this understanding, they must develop standards for employees to ensure a high level of service quality. The gap between management understanding and the translation to standards is called the Standards Gap. However, the creation of standards by management does not necessarily translate into the customer service reps communicating with the customer properly. This is called the Delivery Gap. These gaps can all be linked together under a framework of Internal Communications gaps. At the end of these internal processes, the customer receives the service product. At this point in time, the perception of the customer can be different than the perception of the customer service representative. The representative may think they are offering high quality service, but the customer perceives it negatively. This is called the Perception Gap. Additionally, the customer will be presented with promotional materials and communications from the company. The perception of these materials may not match what the company believes it is communicating. This is called the Interpretation Gap. These two culminating gaps ultimately link together to create the overall Service Gap. This gap is a culmination of potential differences throughout the process. If a company is experiencing low levels of customer satisfaction, it is imperative to work back through the gaps to find where the problem may be occurring. A good example is the car insurance service industry. In the area of insurance, the typical consumer will not understand the finer details of insurance – what premiums are, what deductibles are, and the varying types of additional coverage that can be purchased. Management might assume that the customer knows more than they do, or less than they do. This would be part of the knowledge gap. The processes they develop for service representative would not meet customers’ needs very well. This would result in an overall service gap. However, if management can understand the knowledge needs of the customer, they can potentially increase sales, as the customer may come to realize that they need more in an insurance package than just the basics they were first considering. If the customer service quality is excellent from the beginning, the insurance company is able to attract a new customer, as well as increasing profits for the company from that one customer. Additionally, the company may think that since they are following internal procedures, their customer service quality is excellent. However, the company must watch its customer retention rates. If it finds that it is loosing customers, it must find out why. It is probably due to an interpretation or perception gap. Perhaps the printed material does not appeal to the target audience. Or perhaps the language the service representatives are using does not meet the customers’ expectations. In either case, the overall service quality will decrease. It is therefore very important that the company constantly evaluates its level of customer satisfaction and revises its internal processes to meet customers’ needs. How to cite Importance Of The Perception Of Customer Service Quality, Papers

Contemporary Issues in Management for McDonalds-myassignmenthelp

Question: Discuss about theContemporary Issues in Management for McDonalds. Answer: Introduction Today, every company makes several efforts to interact with maximum population all over the world. The companies are going through different innovative practices that have altered the living styles of people. The firms require making changes in the systems and processes with the consideration of changes in environment and preferences and demands of consumers. Changes in environment and customer preferences are the major threats for a firm to achieve growth in present and success in future. The given case study states that McDonalds is facing some problems, as there is change in customer demands and environment. For managing the above-mentioned issues, company is attempting to adopt various approaches and making changes in its systems and policies. There are some risks and opportunities for McDonalds, which are included in the below report. These risks and opportunities are associated with the innovative practices and process of change at organization. Furthermore, it includes many driving forces for the making changes at McDonalds. Under change implementation process, there may be two situations, i.e. change acceptance or resistance by the employees. The report suggests some specific skills and abilities, which should be employed by change agents and managers to maintain the innovative business environment. In addition, it includes some approaches and principles of CSR protocols and project management that can be processed by the case study organization to improve its processes and systems. Organizational Description McDonalds is an American restaurant chain, which offers hamburgers and other fast food products. Founded in 1940 by Maurice and Richard McDonalds, the company is now known as one of the biggest fast food outlets in the world. Currently, McDonalds is the largest food chain that is catering more than 70 million people regularly in over 100 countries. The major food products of the organization are, such as; burgers, soft drinks, milkshakes, French fries, chicken etc. As of 2016, it owns around 36900 outlets, where it has employed more than 1.5 million employees, who are working for the franchises of McDonalds. At the end of 2016, the revenues of company are US$24.622 billion, which are generated from royalties, rent, fees paid by franchises and sales, which are produced by its fast food outlets (McDonalds, 2010). Under its promotion process, the organization is going through various advertising and promotional activities, which assist it in attracting maximum customers towards its food products, for example McDonalds is providing some specific food products and combo-pack offers. Major risks and Opportunities This is true that changes in the environment can be either a challenge or opportunity for the company and its employees. The organization should be continuously aware about not only the internal factors but also external factors, which are impacting its business operations and growth. If an organization implements changes in its systems, then there will always be some associated risks and opportunities. The firm may confront some conflicts in the ways of changes before and after implementation process. It can adopt the changes and innovative practices for carrying growth in its revenues and profits (Armstrong Taylor, 2014). These conflicts can cause issues to the organization, so it needs to make efforts to resolve these issues to overcome the barriers in adopting new organizational structure and management process. The given case study states that the Board of Directors at McDonalds is making changes and adopting some innovative practices to handle the changes in the environment and demands and preferences of customers. The case includes that preferences and taste of the people are altering for fast food because they are becoming more health conscious and prefer to eat quality and healthy food (Barclay Osei-Bryson, 2015). Due to this, the customers are switching to the competitors, who are able to serve their demands and these players are covering a significant market share over McDonalds. To deal with these changes, the company is planning to make changes and executing innovations in organizational processes. These new practices may cause both risks and opportunities for McDonalds, which are given below; Risks As per the given case study, McDonalds is making changes in its existing processes and operations (Bartunek, 2014). Before change implementation, it needs to take the opinions and consent of its external and internal stakeholders, like; shareholders, employees, customers, suppliers etc. If it will not involve them in the process, it can cause risks and challenges for McDonalds. The organization will face the risks associated to change resistance from stakeholders as they will not accept the changes easily. When McDonalds will implement the changes, there will be two kinds of employees, i.e. employees will accept the changes and others will not accept and agree with the executed changes. This type of employees would not accept new innovation and changes in organizational and management structure. This situation may worsen the change implementation process in the company (Bhasin, 2016). In addition, there may be a situation that staff will not understand the reason behind changes and t hey may not trust the senior management that is actively engaged in change implementation process. Moreover, there may be a risk in getting an appropriate staff for bringing change in the processes and systems that will be responsible for making required changes in allied divisions. Along with this, the company may confront the risk related to strategic implementation of change that can be daunting for entire team of McDonalds Management. Operational interference is one of the major challenges, under which its existing business operations and activities will be influenced by the change adoption. Apart from these risks, another risk is that the new systems and processes will not work in the benefits of the organization and take it to the worst situation than prior (Beketi, Epstein Yuthas, 2008). Opportunities Along with these risks and opportunities, this organization may have several opportunities by implementation of innovative practices and changes in its business operations. For this process, the company needs to develop an advertising and marketing plan, which will assist the organization in establishing its brand image and reputation among people and their society. It will help McDonalds in launching this new segment of healthy and quality food items that is primary reason behind its innovative practices (Benn, Dunphy Griffiths, 2014). It will have the opportunity to diversify its products in dietary and healthy food division. Under this new section, it will produce the products by adopting a process, which will focus on the people, who are dealing with different health issues, such as; obesity, stomach problems in youth and make them aware about healthy intakes. Implementation of change process will enable McDonalds to advertise its fast food and new healthy products, which are cooked with low fat and healthier ingredients for entire population. This can assist the firm in establishing string brand image among its customers and making them aware about its healthier food products than currently offering fast food. In addition, it will include introduction of healthy drinks and fruit shakes with breakfast (Cummings Worley, 2014). These products will be sold at all the stores of McDonalds. Furthermore, these innovations and changes will offer a major opportunity to the organization to get a maximum customer base and considerable market share in the fast food industry. By these changes, McDonalds will be able to introduce new franchises of food worldwide (Dunlap Brulle, 2015). Business Model and Managerial Techniques Adopting new business model and managerial techniques will assist McDonalds in managing above-written opportunities and challenges. This new business model o organization will include various innovative processes and practices. Under this process, the company can implement the innovation by processing two types of factors, one is innovation on the basis of technology and another is innovation on the basis of demand (Godsmark, Garvey Dismore, 2011). The major innovations at McDonalds will be executed by understanding the demand based method than technology based method. To drive the changes at organization, the company needs to go under a research and development process, which will be implemented by the organization and make emphasis on managing the research and development procedure. Managerial techniques are the techniques, which are used to motivate the employees and establish productive workplace. At McDonalds, these managerial techniques will assist the company in implementing innovative practices and creating balance between opportunities and risks, related to change process. In addition to RD, it can combine the knowledge and work, which will assist in introducing new products and services and execute new systems in an effective manner (Jaulus, 2017). To overcome the employee change resistance, the top management will make the employees engaged in change process and establish a training program. This training program will enable the employees and staff to comprehend these innovative practices and new progressions in organizational environment. In this way, these managerial techniques and model will help the entity in the management of related risks. Driving forces for change and employee response When an organization plans to implement the change in its processes and systems, there will always be some forces, which drive these changes. These driving forces are the major factors behind change implementation process at McDonalds. Increasing social and cultural issues and altering attitudes and lifestyles are most powerful forces, which are driving changes at this organization (Jones George, 2015). The major issue is that the customers are becoming more conscious towards their health; it is working as a major force to the need for change. There are some issues because of changes in the external environment and are faced by McDonalds. It is one of the well-established fast food restaurants and it is usually regarded as unhealthy food and increasing fat and obesity. In addition to these forces, competition is one of the major factors that direct the firm to implement new and innovative practices in the organization (Kerzner, 2013). McDonalds has various competitors, who have already introduced the healthier food and product category of low fat and healthy food. These competitors are meeting with the demands and needs of their potential customers. Thus, the demographic and market trends are the major reasons, which are forcing the organization to implement the change at McDonalds. In change implementation process, this company may face different kinds of responses from its employees (Kotler, et al, 2016). At McDonalds, it is very important to consider the responses from employees. The management team at McDonalds will experience that some of its employees will accept the changes and they will support the management in the implementation of this healthy food segment. Apart from these positive responses, McDonalds may face some adverse responses from its people because the change execution process can be resisted by them. These people will fight against these changes as they have insecurity and fear that their company is going in wrong direction and against them. At McDonalds, it may be possible that organizational culture and structure will not aid the innovation. In addition, it may have the employees, who will not react towards the change and they will stay neutral (Leach, 2014). Skills for Change Agents/Managers In change implementation process, change agents play an important role, as they transform the business processes by enhancing its current practices. The change agents should possess some skills and abilities to maintain competitive environment. McDonalds is executing changes in its operations, so that it should appoint the change agents, who have some specific and required skills (Mariana, Daniela Nadina, 2013). There are some specific skills and abilities, which should be possessed by change agents at McDonalds, like; skills to develop interpersonal communication, team skills and effective communication skills. These change managers must be able to establish an effective communication among the team, which is created for change implementation process. These people should be able to manage the state of resistance to change. Moreover, change agents should have skills to work under pressure and operate the change process with instability and uncertainty. Employee engagement plays a significant role in change implementation process, so these change managers should employ the abilities to make the employees engaged (McKay, Kuntz Nswall, 2013). It will enhance their motivation and take them to higher morale. According to given case study, McDonalds is launching a new product category of dietary and healthy food products, so these people should have the skills to create a well-organized and well-disciplined procedure. It is introducing the products to become healthy, so change managers can explain the employees by stating their instances. Organizational Structure For successfully adoption of innovation and changes at this organization, it needs to modify or improve its organizational structure that will be effective for McDonalds. New organizational structure of company will help it in launching new products and services. When McDonalds will implement this new organizational structure, it will manage the environment by considering the performance levels and status. It will be reformed by looking at different issues, which are faced by this company, i.e. changes in the consumer preferences and environment. It will launch new product line of healthy foods for maintaining its performance, so that it can satisfy the needs and demands of customers (MacKinnon Fiala, 2014). Under this process, McDonalds will process a divisional structure. Under this organizational structure, one specific department will manage a specific area of business operations. The major goal of this organizational structure is to support the independence and flexibility of t he company. This structure will be divided in different levels, like; top management, functional based and performance based teams. In the first level of management, CEO will lead all the processes and activities for decision making related to new segment. CEO will give the orders to middle and lower level managers and other team members in change process. The second level of organizational structure is performance based department, under which McDonalds will utilize the performance as a basis for new divisions in its organizational structure. At performance based level, it will reflect on the development of company in current business environment (Memon, Shah Shah, 2017). Under functional based groups, the organization will create the teams as per their tasks and responsibilities, like; operations, supply chain, marketing, human resources etc. The company will consider some specific factors in the process of reforming its organizational structure. Some of these factors are given below; Cultural Factors At McDonalds, its culture improves learning for determining the effectiveness of business operations. Cultural factors of a company include values and traditions that may impact employee behavior. The consistent improvement of cultural factors enhances efficiency of company in executing its culture for achieving the abilities of human resources. These factors will have a vital role for this organization and implementation of change process (Mills, Dye Mills, 2008). Structural Factors In change implementation process, it is very important to emphasize on the process structure and process flow. Under this organizational structure, the commands and orders are running in a hierarchy. Senior management of the organization will give the orders for lower level managers. All the human resources in the company will comply with all the regulations and policies, ordered by senior managers at McDonalds. If it will develop the structural factors effectively, then the organizational process will work in an effective manner. It will reduce the situation of conflicts in the workplace (New, 2015). Technological Factors The development and success of this organization relies on innovative techniques and other innovative applications. Under this process, McDonalds will conduct a research and development process, which will assist it in understanding the trends and demands of customers. When the company will launch its healthy food segment, then it will execute a communication plan for promotion and advertising of products. This marketing communication plan will assist the organization in promoting the healthy food to health concerned population. It can advertise its healthy products, including healthy breakfast, shakes, drinks to target audience. By emphasizing on advertising efforts, it will increase its sales and revenues via mobile devices and online media. Technology factors play an important role for approaching a large segment of people (Shen Xiao, 2014). Human Resources Human resources play a significant role in the case of restaurant chain, so it is important to manage the human resources effectively. In the implementation of innovative practices and changes at McDonalds, it will conduct a training program for the staff, which will help them in understanding development of new products and product segment. The people at organization can be managed by holding meetings and they will feel motivated and engaged. It will make them understand the reasons and needs for implementing the change. By this, the employees will be able to know why their firm is planning to introduce the healthy food segment (Sharif, Scandura, 2014). Thus, it can be stated that the above-mentioned factors can assist McDonalds in operating its business operations by reforming its organizational structure. These factors will help the organization in stay innovative and competitive in the business environment. Divisional structure will enable the McDonalds in implementing innovation and changes in the systems. Principles of Project Management For implementing the changes and innovation successfully, McDonalds requires considering different principles of project management. Employing these principles of project management will assist in balancing the conflicts of improving innovations but evaluating and controlling the risks and costs that production and manufacturing process for new and innovative practices involved in cannot be real in context of marketability and commercially as well. There are different principles of project management, which McDonalds can use for initiating and implementing the innovation in its business operations. To apply change and innovation, McDonalds may pursue the below-mentioned principles of project management. It will assist the organization in completing the process by managing the risks and associated costs (Shirey, 2013). Setting vision and mission statement For implementing changes and innovations at McDonalds, the organization will begin this process by setting the vision in their mind. At McDonalds, management team will create mission and vision for launching its new food segment for the people, who are very concerned about their health. The objective behind this project will be clear and obvious to all the people of organization. This principle of project management will help the company and its team to attain forecasted outcomes through these innovative practices. Assigning Roles and Responsibilities As McDonalds is introducing a new initiative to deal with the issues, so there will be requirement that all the employees understand their role in the change process. This is an important principle of project management that defines that every employee should know about for each person is accountable. It will assist the company in engaging the staff in the process of change and it will have the ability to avoid the change resistance situation (Thornton, et al, 2013). At the organization, all the departments should have clear understanding about their roles and responsibilities under the process of innovation. By this, the company will be able to handle the situations of risks and challenges. It will decrease the situation of conflicts among organizational people, which are related to their jobs and roles in innovation and change project. Strategy Implementation Following this principle is very essential in any project of organization. This project management principle consists of creating an appropriate strategy to handle the issues that are faced by McDonalds and for which it is trying to resolve. This business corporation is confronting the issues associated with the changes in customer preferences and environment. In addition, there is a competitive pressure also because its competitors are offering the products according to needs and expectations of customers, i.e. healthy foods. During this implementation process, the company can adopt some aspects of quality management to manage the given issues. By doing this, it will be able to control and manage the associated costs (Writer, 2015). This major principle of project management will recognize all the related aspects of innovation project, for example; who will execute different activities and processes, why, when and how. Emphasis on Principal products For a company, it is significant that it thinks about its primary products that they are planning to provide to its target audiences. Under this process, it is very important to look at the current market trends and changes in customers tastes. Before initiating the project, McDonalds needs to emphasize on the needs for introducing this new food segment with healthy and quality food products. Determining the needs and trends will help the company in knowing about the requirements of changes in its current systems (McDonalds, 2012). This principle will make them able to create more realistic and attainable objectives. Furthermore, it will help the company in the management of innovative processes easily. In the given case, the primary emphasis of this organization is on launching a product line with healthy and dietary food products. Complying with this principle of project management will assist the firm in gaining competitive advantage over its competitors in the industry. Organization Arrangement In the project management process, organization arrangement principle plays an important role. For determining the success and growth of change implementation, everything, which will impact should be taken into consideration. To achieve this, there will be a need of continuous and effective communication by conducting group meetings, via sending e-mails and messages and training program. At McDonalds, thistrainingplan willconsist ofa message foreverylevelofmanagement. Thisshouldbeapplied throughMcDonaldsin any other caseit couldconfrontthe problemassociated withthe situation of conflicts (Writer, 2015).Maximumof the stakeholders will notbe involved andinquisitive about both change and innovation implementation as well. In this situation, it will be better for this entity to pursue this principle of project management for handling the advertising and marketability of the given firm. Measurement and Evaluation Once the company will implement all the activities of innovation project, then it will work on the development and success of its products and services. Under the process of measurement and evaluation, McDonalds will develop some cards that will include some scores (Xu, 2014). This principle is a good way to motivate the people and engage them. Under this process, the company should execute the performance appraisal system. After evaluating the processes, the company should reward the best employees. Using these project management principles will support the company in implementing change and innovative practices by managing the costs and different risks, which are related to the companys processes. CSR Protocols Nowadays, Corporate Social Responsibility is a significant and well-known phenomenon that can be pursued by any organization to entice the people. So, the organizations are actively engaged in utilizing CSR practices to attract the people towards organizational products. By considering its issues of changes in customer demands and environmental changes, McDonalds should go through some CSR protocols to improve its existing systems. In its CSR protocols, the primary emphasis of this organization will be on the management of human resources and internal and external stakeholders. McDonalds will treat their customers as the reason behind their existence and provide them better quality services and products (McDonalds, 2012). By looking at the changing preferences and demands of people, it will prepare the food by including dietary and healthy ingredients. Moreover, it will make investment in the eco-friendly initiatives and campaigns. With this, it will invest money for the development of society, community and environment. It is planning to work with supplier, who are offering safe and ethically managed products worldwide. When McDonalds will introduce this new segment, it will be known as responsible company and offer them responsible food products. Employing these CSR protocols will help in setting better image in the eyes of population in the country. It will enhance its customer base and then sales of organiz ation (Xu, 2014). Conclusion Thus, it can be concluded that McDonalds is facing the problems, which are linked with the changes in external environment and customer preferences. The above given report includes different concepts of management for McDonalds, so that it can handle the above given issues. To manage these issues, McDonalds is adopting some changes in processes and innovation to overcome the barriers. In this process, company is having some opportunities and challenges that are related to the implementation of change and innovative processes. Furthermore, the company is developing an expert team of change managers, who will employ some specific abilities and skills. These people will help the corporation in change implementation effectively and successfully. Moreover, the company will modify its organization structure in this change process. For managing and controlling the costs of innovation, the company will adopt some principles of project management. In the last section of report, there is the d iscussion about the CSR protocols that will support McDonalds in improving the existing process and increasing its brand image among a large population. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Barclay, C., Osei-Bryson, K. M. (Eds.). (2015).Strategic Project Management: Contemporary Issues and Strategies for Developing Economies. CRC Press. Bartunek, J. M. (2014).Organizational and educational change: The life and role of a change agent group. Psychology Press. Bhasin, H., (2016), Marketing Mix of McDonalds, Accessed on 6th January 2016 from https://www.marketing91.com/marketing-mix-mcdonalds/ Beketi, T., Epstein, M.J. Yuthas, K. (2008). Managing Opportunities and Risks. Management Accounting Guidelines. Benn, S., Dunphy, D., Griffiths, A. (2014).Organizational change for corporate sustainability. Routledge. Cummings, T. G., Worley, C. G. (2014).Organization development and change. Cengage learning. Dunlap, R. E., Brulle, R. J. (Eds.). (2015).Climate change and society: Sociological perspectives. Oxford University Press. Godsmark, C., Garvey, M. Dismore, H., (2011),Starting and Running a Restaurant For Dummies, USA: John Wiley Sons. Jaulus, R. (2017). ChangeManagement: McDonalds burger moves aside in favor of Quinoa and salads. Retrieved from https://www.nggconsult.com/change-management-mcdonalds-burger-moves-aside-favor-quinoa-salads/. Jones, G., George, J. (2015).Contemporary management. McGraw-Hill Higher Education. Kerzner, H. (2013).Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Kotler, P., Keller, K. L., Brady, M., Goodman, M., Hansen, T. (2016).Marketing management. Pearson Education Ltd.. Leach, L. P. (2014).Critical chain project management. Artech House. Mariana, P., Daniela, B., Nadina, R. R. (2013). Forces that enhance or reduce employee resistance to change.Annals of the University of Oradea, Economic Science Series,22(1), 1606-1612. McDonalds. (2012). McDonalds Corporate Social Responsibility and Sustainability Report. Retrieved from https://mcdonalds.com.au/sites/mcdonalds.com.au/files/MCD_CRS_Complete.pdf. McDonalds, (2010). About McDonalds. Retrieved from https://www.aboutmcdonalds.com/mcd. McKay, K., Kuntz, J. R., Nswall, K. (2013). The Effect of Affective Commitment, Communication and Participation on Resistance to Change: The Role of Change Readiness.New Zealand Journal of Psychology,42(2). MacKinnon, B., Fiala, A. (2014).Ethics: Theory and contemporary issues. Nelson Education. Memon, F., Shah, S. S., Shah, A. A. (2017). Employee Resistance To Organizational Change: A Case Study Of Mobilink.Grassroots,51(1). Mills, J.H., Dye, K, Mills, A.J, (2008). Understanding Organizational Change, Routledge Publications. New, S. (2015). McDonalds and the challenges of a modern supply chain.Harvard Business Review. Shen, Q., Xiao, P. (2014). McDonald's and KFC in China: Competitors or Companions?.Marketing Science,33(2), 287-307. Sharif, M. M., Scandura, T. A. (2014). Do perceptions of ethical conduct matter during organizational change? Ethical leadership and employee involvement.Journal of Business Ethics,124(2), 185-196. Shirey, M. R. (2013). Lewins theory of planned change as a strategic resource.Journal of Nursing Administration,43(2), 69-72. Thornton, L. E., Ball, K., Lamb, K. E., McCann, J., Parker, K., Crawford, D. A. (2016). The impact of a new McDonald's restaurant on eating behaviours and perceptions of local residents: A natural experiment using repeated cross-sectional data.Health place,39, 86-91. Writer, F. (2015). Contemporary Issues in Management.Human Resource Management International Digest,23(2). Xu, Y. (2014). Understanding CSR from the perspective of Chinese diners: the case of McDonalds.International Journal of Contemporary Hospitality Management,26(6), 1002-1020.

Indus Valley Civilization an Example by

Indus Valley Civilization Indus Valley Civilization was habitat to one of the greatest ancient civilizations. It was not discovered until the 1920's. The major dilemma with the study of Indus valley civilization is lack of historical data and written material about the civilization. Furthermore, the urban ruin of this civilization, Mohenjo Daro and Harappa, are located in regions where political and security turmoil do not encourage the scholars the visit the sites and study. Need essay sample on "Indus Valley Civilization" topic? We will write a custom essay sample specifically for you Proceed Undergraduates Usually Tell EssayLab specialists:Who wants to write essay for me?Specialists advise: Ask Us To Write My Paper And Get Professional HelpEssay Helper Website Cheap Writing Service Reviews Best Essay Writing Service Best Student Essay Writing Company One of the major problems with studying the Indus civilization is that its script found on various tablets from Moenjo Daro and Harrapa can not be deciphered yet. David Diringer remarks in this regard that "it seems obvious that the Indus Valley script which is rather schematic and linear on the extant inscriptions was originally pictographic but it is impossible to decide whether it was truly indigenous or imported". (Diringer, p.85) It clearly manifest that decipherment of Indus valley script is intricate as it an unidentified language in an unidentified script. So socio-cultural aspects of this civilization are still known and what is understood is a guess manifested by the tablets, pottery and structural design of the cities. Additionally most of Indus civilization ruins scattered in various parts of Indian subcontinent, even its major cities, remain to be excavated. Due to lack of historical data, most of the ruins are still to be discovered. The first discovery, of Harappa ruins, was also accidental as Charles Masson considered it Sangala, capital of Raja Porus, in his Narrative of Various Journeys in Balochistan, Afghanistan and Punjab, 1826-1838, (Dani, 1997) but its true nature and significance was not realized until much later. Due to these problems, it is difficult for scholar to study Indus Valley Civilization at an intensive and extensive level. References Diringer, David. The Alphabet: a key to the history of mankind. New Delhi: Munshiram Manoharlal Publishers, 1996. Dani. Ahmad Hasan. Indian Palaeography. New Delhi: Munshiram Manoharlal, 1997.

election of 1844 essays

election of 1844 essays How often do you think about the origin of the alcoholic beverage youre drinking? I bet not too often. But after reading this report, Im sure youll think about the beginning of wine and other alcoholic drinks every time youre partying. Dionysus (Bacchus) was the Greek god of the vines, which is where wine comes from. The name Dionysus itself means he who gives wine. He is also the god of joy, fertility, and agriculture. He has a dual nature. On one hand, he brings joy and great ecstasy. On the other hand, he brings brutal, unthinking rage. These, reflecting both sides of wine nature. Dionysus is the son of Semele and Zues. He is the only god to have a mortal parent. Zues came to Semele one night only as a divine presence. She was so pleased to be the lover of a god, even though she did not know which one. Hera became enraged when she found out about the affair. She disguised herself as Zues and convinced Semele she would see her lover as he really was. When Zues returned to Semele, she made him promise to grant her one wish. He agreed to it and even swore on the Styx River. She then asked him to show her his true form. Zues was unhappy, knowing what would happen, but having sworn, he had no choice. He appeared in his true form, and Semele instantly turned to ashes. Zues managed to rescue Dionysus and stitch him into his thigh until he was ready to be born. This birth from Zues alone confirmed immortality upon him. After Dionysus was born Hera was still in a jealous rage and ordered the Titans to kill him. They followed her orders and ripped Dionysus t o pieces. However, Rhea brought him back to life, and Zues arranged for his protection. He did this by leaving him with the Nysaean nymphs, who nourished him through infancy and childhood. They were rewarded for their care by being placed among the stars. Once Dionysus had grown into manhood, he d ...

The Cells homw work - genral Biology I class Assignment

The Cells homw work - genral Biology I class - Assignment Example on of that protein contains the following  sequence of  amino acids: Histidine-Lysine-Lysine-Arginine-Serine-Threonine.   This pattern repeats and varies randomly, but that section of the polypeptide only contains the amino acids listed above.   Where  would this section of amino acids in  the protein most likely be located? Animal cells are permeable to water and urea but NOT to sucrose. Initially, the inside of a cell contains 1 M sucrose and 1 M urea and the outside 1 M sucrose and 2 M urea. After the system reaches equilibrium, what changes are observed?  Ã‚   Sodium concentrations are higher outside and glucose concentrations are higher inside the cell. Using the same membrane protein for Na+ and glucose transport, what is it called when a Na+ electrochemical gradient is used to drive glucose transport into the cell against its concentration gradient?  Ã‚   The type of transport described in the question above on Na+ and glucose first requires that  an electrochemical gradient be created.   This is accomplished by pumps which must use energy to move the sodium ions across the bilayer.   Links to Test Questions and Answers Read question 1 Read answers for question 1 Read question 2 Read answers for question 2 Read question 3 Read answers for question 3 Read question 4 Read answers for question 4 Read question 5 Read answers for question 5 Read question 6 Read answers for question 6 Read question 7 Read answers for question 7 Read question 8 Read answers for question 8 Read question 9 Read answers for question 9 Read question 10 Read answers for question 10 Read question 11 Read answers for question 11 Read question 12 Read answers for question 12 Read question 13 Read answers for question 13 Read question 14 Read answers for question 14 Read question 15 Read answers for question 15 Read question 16 Read answers for question 16 Read question 17 Read answers for question

Report and Accounts for Tesco PLC Essay Example | Topics and Well Written Essays - 1000 words

Report and Accounts for Tesco PLC - Essay Example The report provided shows an insight of supermarket sector, the emphasis majorly being on the analysis of its finances, competence, resources and culture. There are two options on future strategies that are suggested regarding financial strategies.This company is amongst the biggest in the globe, vested in operations in approximately 2,318 outlets and has employed over 320,000 employees. It also offers services only via its subsidiaries. The United Kingdom is its largest market, in which it runs in four ways superstore, extra, express and metro. The firm’s own labels of products are categorized under three levels inclusive of normal, finest and value. The firm makes sales of approximately 40,000 products of food inclusive of clothing and some other lines that do not deal in food stuff. Apart from convenient products, many stores contain gas stations, making them amongst the largest independent retailers of petrol in Britain. Other services offered by Tesco include personal fin ance. The main reason for the success of Tesco is the various products they deal in, popular products and the brand preferences. Furthermore, Tesco operate online sales of product which has seen them expand internationally and get customers all over the world. There are reasons as to why Tesco is customers’ favorite store in the UK. Tesco have got a well analyzed capital structure which supports the growth of business plan with consideration of their expertise in financial system and cash management. Financial Analysis In Britain, Tesco services offered by this firm are via Tesco bank. The main products offered are inclusive of mortgages, credit cards, savings accounts, and loans. They also offer insurance services like insurance on cars, travel and life. The awareness of these services is boosted by their website and leaflets given out in their stores. Tesco generated a profit worth 130 M pounds in 2007 which rated the value of shares at 66 M pounds. The impact that this mov e created towards the sector of finance brought diversification to the brand of Tesco. It also provided for growth opportunities in the external retail sector.In 2008, announcement was made on of purchase of 50% of its shares. In the year 2009, Tesco Finance changed to a bank. Other financial service was the intent to buy Dobbies Garden. This enterprise owns 28 gardens, almost half in the UK. In 2007, the deal had been sealed by BODs of Tesco on receivership of 53% of shares meeting the conditions that were set. This led to Tesco’s shares rising to 65% and in 2008, the acquisition was fully met. Tesco commenced selling of petrol in the year 1974.The main sources of finance for Tesco plc is long term debts, retained profits, commercial paper, leases, issues and bank borrowings.By the year 2006, Tesco was rated fourth biggest retailer after Carrefour, Wal-Mart, and Home Depot. In 2007, this firm managed to jump Home Depotdue to the sale of division of Depot’s professiona l supply and fall in value of US dollar on Britain pound. Immediately behind was Metro which may also make its way ahead in case the euro becomes stronger against pound. Though, Metro has its sales inclusive of wholesale turnover in terms of billions and its turnover in regard of retail is less than that of Tesco’s.Instead of Tesco increasing its revenue by way of increasing its leverage, they take

Sociology Essay Example | Topics and Well Written Essays - 1500 words - 2

Sociology - Essay Example An Industrial Breakthrough: Taylorism After having worked in the steel industry and noticed a pervasive culture of purposeful inefficiency and underperformance of workers called ‘soldiering’, Frederick Winslow Taylor (1856-1915) was motivated to scientifically investigate the causes and solutions to the said problem. The outcome of his investigation -- a comprehensive work which received both commendation and criticism upon its release -- was encapsulated in The Principles of Scientific Management (1911). In his unorthodoxly treatise, Taylor greatly emphasized the need to employ scientific methods in improving the occupational operations of industries to combat workers’ sloppiness and unprolificacy. He also advocated for the division and simplification of job routines and for the optimisation of specialised responsibility (Kanigel 5). In his ‘time and motion studies,’ Taylor sought to determine the fastest way to complete a specific task and the best possible way to conduct it. After several experiments, Taylor was able to propose monumental scientific management principles to maximise efficiency and profit that would also benefit not only the owners, managers and workers of a particular industry but also the whole economy. Interchangeably called Taylorism, the school of thought revolves around the belief that the scientific study of the whole gamut of occupational tasks is key in the success of the business; that the systematic selection, training and development of each worker is important in ensuring higher productivity values; and that division of work between management (planning) and workers (execution) should be implemented so that focused attention is rendered towards their respective duties (Taylor and Epley 45). To be sure, Taylorism is a management system that aims to guarantee maximum prosperity for the owner and at the same time, considerable material improvement for the worker -- higher wages, better working condit ions and higher productivity. In the words of Pugh (1997, p. 275), â€Å"maximum prosperity for the owner meant the development of all aspects of the business and the achievement of good financial results. Benefits for the worker meant offering relatively high salaries and more efficient utilization of labour, that is, the attribution of higher level tasks according to their present manual skills.† Moreover, the payment-by-result method of wage determination in Taylorism implants the bonus piecework scheme, rewarding the employee per work done rather than his or her skill level. Although rightly denounced by individual laborers and labor groups for trying to alienate them (indirectly but substantially) and treating them as mindless, emotionless, and easily replicable factors of production, Taylorism was a critical factor in the unprecedented growth of US manufacturing output that catapulted Allied victory in Second World War, and the subsequent US domination in the industrial world. The said management practice and industrial protocol has also been tremendously emulated in some other parts of the industrialized world, thus changing the face of work and the entire landscape of the industrial sector (Tickell and Peck 358). A Fresh Perspective: Fordism The criticism against Taylorism based on the grounds that it dehumanises the workforce by treating the members as machines and by looking at them as ‘

Homeostasis in Human

Homeostasis in Human Have you ever seen animals like crocodiles crawl their way up to the land and stay under the hot sun for a particular period of time? Well, when it comes to sun-bathing, not only humans, crocodiles enjoy it as well. However, reptiles like them do so solely because they need to. This behavioural response towards the surrounding temperature is essential as a mean of thermoregulation. Unlike crocodiles, we, humans, rely less on behavior and more on our physiological processes. Imagine that our body temperature soars every time we take a hot shower or drink a freshly brewed cup of coffee. Managing the state of internal environment is a principal challenge for the human body. The maintaining of internal environment of the body between limits is denoted as homeostasis, and body temperature is just one example of the many parameters which are controlled by homeostasis. Figure 1 An indication that homeostasis aims to provide a state of dynamic equilibrium. (Source; http://t3.gstatic.com) It is not an easy physiological process when it comes to maintaining homeostasis. As much as a unicellular organism needs to be able to take in oxygen and nutrients as well as to excrete waste products, multicellular organisms like humans also need to able to do those things. The mechanisms of homeostasis are complex enough to provide each cell with all that it needs. The integration of most of the systems in the human body leads to this particular purpose homeostasis. A continuous bloodflow of nutrients must be adequately supplied. Vital organs such as the brain, kidney and heart need to have their activity monitored. The internal environment must always be in a relatively constant state, where the rate of exchange of cellular materials is done in such a manner that a dynamic equilibrium is considered. Describing Homeostasis There are many possible ways if we are to describe homeostasis. A good, simple one will probably be by using an analogy. Think of homeostasis as a scenario of someone walking up a descending escalator. When observing the person, he may seem to appear standing still if his speed when he walks up the escalator is the same as the speed of the escalator moving down. This is the case where an equilibrium is reached. Walking up faster than the escalator going down, the person will move up gradually. However, if he walks slower than the escalator, the result is going to be vice versa. In both cases, there is no equilibrium. It is only when the persons velocity of moving up is altered such that it is the exact opposite of the escalator moving down that equilibrium is restored. From this analogy, it is clear that homeostatic regulatory mechanism follows a particular pattern by which if a regulated variable increases, the system responds by making it decrease. In contrast, whenever the regulat ed variable decreases, the system reacts to make it increase. This manner of operation is referred to as the negative feedback mechanism. Figure 2 Negative feedback leads to a tight control situation whereby the corrective action taken by the controller forces the controlled variable toward the set point, thus leading the system to oscillate around equilibrium. (Source; http://controls.engin.umich.edu/wiki/index.php/Feedback_control) Generally, in any feedback system, the level of a product feeds back to control the rate of its own production. A negative feedback mechanism works in a way that a change in levels always causes the opposite change, driving to a stabilizing effect. Both the nervous system and the endocrine system are both involved in monitoring the levels of variables. Small fluctuations above and below the set point will not usually result in a response. It is when the level rises significantly above or below the set point that it is altered by negative feedback accordingly. A homeostatic regulatory mechanism detects the regulated variables via the sensors. Sensors are basically cells which are sensitive to their corresponding variable. Certain blood vessels contain cells called chemoreceptors that are sensitive to concentrations of oxygen and carbon dioxide in the blood. Meanwhile, in the brain and other parts of the body, there are cells that are sensitive to temperature, and these cells are class ified as thermoreceptors. Flow of Information and The Concept of Homeostatic Set Point Sensors relay or transmit input/signals to the integrating center. The integrating center compares the regulated variable to the set point and orchestrates or coordinates the appropriate response. In response to the input it receives, the integrating center relays signals (now called outputs) to the targeted cells, tissues or organs that produce the final response. These cells, tissues or organs are entitled as effectors. The set point and normal ranges for homeostasis can change under various circumstances. One way in which the normal range of homeostasis may change is through acclimatization. This is when humans adjust to changes in the external environment. For instance, at high altitude, the partial pressure of oxygen at high altitude is lower than at sea level. Hemoglobin may not become fully saturated with oxygen as it passes through the lungs. As a result, body tissues may not have adequate supply of oxygen. Acclimatization will then occur when the body gradually ascends towar ds higher altitude, whereby extra erythrocytes are produced. Muscles produce more myoglobin and develop a denser capillary network. Thermoregulation As mentioned in the introductory paragraph, temperature is one of the variables of homeostasis. The process in which the internal temperature is regulated within tolerable range is named as thermoregulation. Where there is a change in temperature, there must be a change of heat provided. Basically, there are two sources of heat internal and external environments. Organisms that are categorized under ectotherms get their heat source externally. These ectotherms include mostly amphibians, reptiles and invertebrates. Meanwhile, birds and mammals are mainly endothermic. Their internal metabolism provides the main source of heat. Many insects together with just a few nanovian reptiles as well as some fishes are endotherms. It is crucial to acknowledge the fact that endothermy and ectothermy are not mutually exclusive to one another. A bird is, for instance, is mainly endothermic, but it may warm itself in the sun on a cold morning, much as an ectothermic lizard does. (Urry, Cain, Wasserm an, Minorsky and Jackson, 2010). Being mainly endotherms, human beings need to be able to regulate the internal body temperature without relying or depending on the external environment. The hypothalamus of the brain keeps an eye on the blood temperature and compares it with a set point, usually close to 370C. If the blood temperature is higher than the tolerated level, skin arterioles become wider, increasing bloodflow through skin. This blood transfers heat from the body core, raising the temperature of skin. Since the skin is the outermost organ, heat is lost from skin to the environment. The higher the temperature of the skin, the more heat is lost. Meanwhile, sweat glands secrete large amounts of sweat making the surface of the skin damp. Water that evaporates from the damp skin will bring with it the heat. Overall effect is that the body temperature lowers down, until it reaches the set point again. In contrast, when the body temperature decreases below the set point, skin arterioles become narrower so that le ss blood reaches the skin. Skeletal muscles do many small, rapid contractions to generate heat. This is called shivering. Sweat glands will stop secreting sweat and the skin remains dry. Blood Glucose Concentration The level of blood glucose in the blood is also one of the variables of homeostasis. Cells in the pancreas monitor the concentration and send hormone messages to targeted areas the liver and muscle cells when the level is low or high. In the case of a high blood glucose concentration, the ÃŽÂ ²-cells in the pancreatic islets produce insulin. Insulin stimulates the liver and muscle cells to absorb glucose from the blood and convert it to glycogen. Granules of glycogen are stored in the cytoplasm of these cells. Other cells are stimulated to absorb glucose and use it in cell respiration instead of fat. These processes lower the blood glucose level. On the other hand, when the level of blood glucose declines way below the set point, the ÃŽÂ ±-cells in the pancreatic islets produce glucagon. Glucagon stimulates the hepatocytes to break down glycogen down into glucose and release the glucose into the blood. This raises the blood glucose level. Figure 3 The control of blood glucose (Source http://www.get-discount-medical-supplies.com/images/blood-glucose-level.jpg) When the regulation of blood glucose level is not effective, the concentration can rise or fall beyond normal limits. This is referred to as diabetes mellitus. There are two forms of this condition. The table below provides a comparison between the two. Type 1 Type 2 The beginning is usually during childhood. ÃŽÂ ±-cells produce insufficient insulin. Insulin injections are used to control glucose levels. Diet cannot by itself control the condition. The onset is usually after childhood. Target cells become insensitive to insulin. Insulin injections are not usually needed. Low carbohydrate diets usually control the condition. Table 1 The differences between Type 1 diabetes and Type 2 diabetes (Source; Andrew Allot, 2007) Comparison Between Endocrine and Nervous Systems From the facts given above, it is shown that both endocrine system and nervous system have their roles in homeostasis. Even though both systems work together to achieve similar function, there are actually significance points of differences between the two. They both have distinct processes from each other. In the nervous system, nerves secrete chemicals called neurotransmitters. On the other hand, the chemicals secreted by endocrine system are hormones. While both regulate homeostasis, responses in nervous system are rapid and of short duration. In contrast, endocrine responses are slow but of long duration. On top of that, nerve impulses are transmitted via neurons whereas hormones are carried away in the bloodstream. One of the similarities between the two systems is that both involve regulated exocytosis. This ATP-dependent process happens during the secretion of neurotransmitters for the nervous system and hormones for the endocrine system. The nervous system utilizes bioelectrical transmission. The depolarization of the nerve cell when an impulse is sent from the dendrites to the axons brings about an action potential on the membranes of neurons. The result is that a neuron is able to send information to the targeted cells in a very fast period. Theoretically, as long as there are neurons along the pathway, the signal will pass through without cease. This means that the process will carry on forever, given that synaptic cells are involved along the way. Meanwhile, the endocrine system utilizes endocrine glands which secrete hormones. Hormones are very specific type of proteins which are sent to targeted cells. Since the pathway is bloodstream, the process takes a longer period. Figure 5 shows the pathway of the hormones secreted by the endocrine gland cells, ending with the chemical messengers binding to the plasma membrane receptors on the target cells. However, if the hormone is steroid, they may pass through and bind to the receptor proteins in the cytoplasm, forming a hormone-receptor complex. (Source: http://www.cartage.org.lb/en/themes/sciences/lifescience/generalbiology/physiology/endocrinesystem/Hormones/hormone_2.gif) Figure 4 shows the neurotransmitters being secreted from the pre-synaptic membrane to the post-synaptic membrane. Specific channel proteins on the post-synaptic neuron or the targeted cell must be there to allow chemicals to pass through. (Source: http://www.daviddarling.info/images/neurotransmitter.jpg) Conclusion Homeostasis is of utmost importance for the cells of the body to function really well. This explains the complexity of the systems that work out homeostasis. When the cells are able to meet their physiological needs, the organism will stay healthy. When homeostasis is not there to keep the internal environment stable, the organism is vulnerable to diseases, such as hypertension and diabetes. These diseases relate to the degrading mechanisms of negative feedback and positive feedback as one gets older. (http://www.123helpme.com)

Retail and the Media :: essays research papers

Retail and the Media Today's media focuses more on a corporations mistakes and less on what the companies give back to the community, making it impossible for the public to see the truth. In every large corporation, there is going to be a fair share of so called ‘scandals’. Unfortunately, the media preys on these scandals to bring us, the public, juicy gossip to get through the day. In my opinion, most of the scandals brought to the public’s attention have no bearing on the products and services a company brings to the consumer.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Low Pay rates One of the many topics retailers are hit for is low pay rates. A survey done in 2003, showed the average pay rate for workers in retail to be $6.49. Unfortunately what the media leaves out is â€Å"the relatively low pay of sales workers is strongly influenced by the large numbers employed in the retail trade industry† (Buckley, 2003, Bureau of Labor Statistics, 9). It does not take a lot to run a register, stock a shelf, zone a side counter or unload a truck. You get paid for the job you do. Although the pay rate for a sales worker is low compared to the wage in other areas of interest, most retailers offer other benefits. These benefits include, but are not limited to, the following: 401k plans with company contributions; health care; stock purchase plans with company contributions; critical need funds for employees who come upon hard times; and some companies even offer college scholarships to employees and their families. Now as you move up in a company, your pay increases with the position. In the same survey done for the average wage of the sales worker, it shows the average rate for a manager is $33.26 (Buckley, 2003, Bureau of Labor Statistics, 2). This tends to be something that is overlooked in the media. You can compare it to starting out in an office as a mail clerk. Sure, you work for a big corporation in a big building on Wall Street, but you still are not making the bank. But as you work your way up, your pay rate reflects it. In any job, you have to start out on the bottom and work your way up to career status. Here is an example of a mother who stuck with her low paying job and in the end got the pay off: