Apple Inc. Total quality managemnt Term Paper Example | Topics and Well Written Essays - 1250 words

Apple Inc. Total quality managemnt - Term Paper Example Quality is can be defined as anything that is in accordance with the need of the time and up to the desired satisfaction level of customers and clients (Bose). Since the customers hold the position of pivot towards the success or failure of any organization, therefore definition of quality and its subsequent implementation is very vital for the survival of any organization. The total Quality management is a separate discipline in the field of management which if implemented in the appropriate manner ensures productivity and desired results. The scope of T.Q.M is very broad and it takes into account all the necessary components of the organizational structure and thereby highlights the areas of improvement and areas of strength. The concept of T.Q.M has introduced new dimensions in the field of management and industry businesses and it has ended the old culture of dependencies on each other. T.Q.M allows adoption of a framework which ensures independence of various components of the system. The prime goal behind the T.Q.M is increased productivity and customer satisfaction (Grigoroudis and Siskos). It provides a detailed descriptive method of adopting and implementing it. This concept is equally implacable to the services as well as product manufacturing industries. In recent times many industries have benefited from its implementation. Apple Inc being an international brand is no exception to this rule and the definition of quality and its implication equally applies to this organization. Apple enjoys the name of a market leader amongst its competitors. Whatever has been achieved by Apple Inc is the result of adherence to the total quality management. It has ensured that each of the three necessary components of the T.Q.M are present in the organization and its products (Blocher). Apple is confronted with continuous challenge in form of the block of competitors both in the domain of mobile phones and operating systems and computers. According to Wall

Business Plans Assignment Example | Topics and Well Written Essays - 250 words

Business Plans - Assignment Example Moreover, others think that there is a need to buy a business plan software. Another reason why people shun the idea of creating a business plan is that they think that it is too complex to do (Superbcoaching .com, n.d.). These people assume that the business plan should be perfect before they can start the business. Some companies think that it is a waste of time. Instead of focusing on the start-up of the business right away, they will be bogged down with writing the plan. Creating a business plan has several benefits. The first benefit that a company can gain from a business plan is that it gives direction to the firm. Similar to a road map, the business plan will show where the company is going and what options it can take to reach its destination or objective. Another benefit that can be gained from a business plan is that it is a valuable source of information for potential investors in the business. It makes it easier for an organization to obtain funding or possible loans from banks and private investors. A business plan also prepares the company for future problems that it may encounter. As one goes through the process of writing the plan, he is made aware of the critical aspects of the business and the various scenarios that will affect its operations. Superbcoaching .com. (n.d.). The top 10 reasons people dont have a business plan. Retrieved January 13, 2012, from superbcoaching.com.au:

Guilt, Shame and Community

Guilt, Shame and Community A shame community is described as a society whose main tool for ruling over is gaining having power over children and continued control over adults in the perpetration of shame and corresponding threat of social rejection. A guilt society is described as a society that is maintained by creating control and consistently strengthening the sense of guilt and the anticipation of reprimanding now for predestined behaviors. Raimond Gaita carefully explains that there is moral challenge in the Australian society in the contemporary society. He arguably disagrees that by keenly depriving the indigenous inhabitants their land the Australian government the most important part of their humanity thereby denying them a chance to enjoy their lives to fullest. In report of bringing them home and Mabo are associated to legal and historical symbols that bring back to what was not given to inhabitants of Torres Strait and Aborigal Islands by taking away the land that formed part of their humanity. Professor Raimond also explains that refuting peoples their humanity is terrible and that it calls a change of attitude and language for the society to remain intact. The drawing on Simone Weil Love sees what is invisible, the professoer recognizes that some ideasÂÂ   can only be understood by the heart. Raimond, sees the Australian High court instituting ruling using wild language and describes the judgment as shameful to those who pay attention with their hearts. There is racial discrimination in the Australian society which is depicted by the phrase, Terra nullius, which is used to imply that Aboriginal people are not full human as the invaders. The latest decisions of Australian High court have been done to bring an end to past injustices and the court had affirmed the full and the same humanity of native people. According to Raimond, those people who were involved in refuting indigenous people their humanity felt guilty, and there was shame to all the members of the Australian society. Raimond belives that just as society should be conceited about national achievements in which people have not been directly involved, the society should also express shame for what wronging its inhabitants and develop a method of amendment to manage the nation shame. Raimond views that if there is no shaming and its consequences, then justice cannot be possible. According to Raimond, true shame societies are reliant on outside sanctions for good behavior not as true guilt societies on an internalized fervor of transgressions. Shame is depicted as an effect to other peoples condemnation. Raimond claims that a society is openly scorned and rejected by fantasying to it that make it ludicrous. According to Raimond, when shame is viewed as a heteronymous forced or involved with issues that are deemed morally irrelevant or insignificant it becomes as a subject of psychological evaluation. Raimond views familiarity of guilt to be socially induced or associated to be ethically irrelevant. Raimond believes that torture, should not be applied to human race during interrogation. But he further adds that in circumstance s where there is a potential threat of terrorism then use of torture should be advocated. Raimond believes the fact that many Australians do not understand what has been substantiated in the report of bringing them home requires to be put in a wider social context. The Australian communitys comment that they never cared enough about Aborigines humanity demonstrates the scope of racial discrimination inAustralia.

Huck Finn :: essays papers

Huck Finn The Adventures of Huckleberry Finn is a well acclaimed book, written by Mark Twain. It was written from 1876-1883, but the story itself is supposed to have taken place some forty to fifty years earlier, back in the era of slavery. The setting for this book is very similar to the place where Twain grew up. He was raised in Hannibal, Missouri, but changed the name to St. Petersburg for the story. This town was situated right along the Mississippi river which plays a very significant role in the tale. Each character in the novel exhibits a certain personality. Personalities of which Twain encountered while being a river boat pilot for four years. The narrator is actually Huck Finn himself. Chapter one introduces Huck Finn and the reader gets to know what he is like. At fist glance he may appear to be only an out of control teenager, but there he is in fact a very dynamic character, just wait until things begin to unfold. Huck yearns to be free from all authority. His guardian, Widow Douglas, is constantly nagging him to be â€Å"sivilized,† but this seems to go one ear and out the other. He enjoys smoking, cursing, hunting and fishing. But she would rather that he learn to be polite and go to school. The reader also sees in this chapter that Huck is superstitious. This occurs when he accidentally kills a spider, which supposedly brings bad luck. The chapter ends when he hears something in the tree outside his bedroom.... Chapter two introduces Huck’s best friend, Tom Sawyer. They both sneak out together, almost getting caught by Jim, the Widower’s slave. But they weasel their way out of it by pulling a trick on him. Which provides Jim with another bizarre story to tell, he always stretches the truth. Both Tom Sawyer and Huck share the same love for adventure and have great imaginations. For instance, they begin to create a plan to start a band of robbers. Tom pulls his knowledge of robbers from books he has read, so the plan ends up quite extreme. He wants all of the robbers to actually kill the people they rob, just because he read it in a book. Huck is definitely more realistic than his friend and backs out of it. During chapter three we find that Huck has been learning how to read and write. And he also begins to see signs of his Pap’s return. His pap is the town drunk, who just wanders around looking

Explore the ways E.A. Poe uses his narrators to create a sense of terror and suspense Essay

Throughout all the stories I have read during the course of studying Edgar Allen Poe, the narrating has been fairly similar and a great sense of tension, fear and believability have been created inn all of them. The stories are all written in the first person, so it is more like a story is being told to you by some one, which makes them all more believable. In ‘The Black Cat’ and ‘The Tell Tale Heart’, it is something that drives the narrator mad that forces him to commit the murders, and in ‘The Premature Burial’ his fear, being buried alive, is driving him mad. In fact he is being driven over the edge of insanity in all the stories we have studied except two – ‘The Fall of the house of Usher’ and ‘The Pit and the Pendulum’, both in which he is nearly killed. In all of them we learn a lot about the narrator, for example, in ‘The Premature Burial’, we learn about his background, and a lot about catalepsy and his fear of being buried alive. The narrators are very descriptive of the other characters in the stories and this really adds atmosphere, and makes the reader feel as if they are part of the tale. For example, in ‘The Tell Tale Heart’, Poe describes the old man- â€Å"One of his eyes resembled that of a vulture- a pale blue eye, with a film over it.† He often uses similes and metaphors, which also helps and makes symbols using characters or objects he mentions, for example, in ‘The Pit and the Pendulum’, he describes the candles on a table, as angels, next to the jury that was about to sentence him to death by torture, as images of the devil. In all of the stories we studied, I can’t remember the narrators describing any of the other characters as ‘good’; they were all evil or bad. I don’t know whether this portrays that Edgar Allen Poe stereotyped people as bad or evil, but all of the narrators he wrote about did. The emotions that were felt by the narrators were very varied, at times they were scared, at other times, they were afraid, but whatever emotions they were feeling, they were very well portrayed and very detailed vocabulary was used. For example- ‘I was sick- sick unto death with that long agony; and when that at length unbound me, and I was permitted to sit, I felt that my senses were leaving me’. The emotions that the narrators felt affected the stories and the more descriptive they were, the more you could picture them and the more the story came to life in your imagination. This could be why Poe was such a successful writer. The narrators always describe their surroundings and the position they are in very well and this also makes it a lot easier to picture the story in your head. For example, in ‘The Fall of the House of Usher’ the opening page is only the narrator describing, in detail, the house and it’s surroundings: – â€Å"During the whole of a dull, dark and soundless day in the autumn of the year, when the clouds hung oppressively low in the heavens.† This amount of description continues for over a page and sets the scene very effectively. You feel like you are there, almost as if you are telling the story from personal experience. All of the stories we have studied have had very good description in them and all scenes were set very believably. For another example, in ‘The Pit and The Pendulum’, the introduction is in Latin, which gives you the impression that the story was set or written a long time ago. After that, there is a long, descriptive page, setting the scene of the story- â€Å"It conveyed to my soul the idea of revolution – perhaps from its association in fancy with the burr of a mill-wheel† The narrators’ reactions to either the murders they had committed or events that were about to happen to them were different every time, unlike the narrator’s feelings about other characters, which were often similar. In ‘The Pit and the Pendulum’ the narrator did not seem particularly concerned when he saw the sight of his own certain death swinging above him – â€Å"While I gazed upwards at it (for it as position was directly above my own) I fancied that I saw it in motion†. But as the pendulum dropped, his language became much more descriptive and intense – â€Å"Down – still unceasingly – still inevitably down!† It gripped you more and makes you want to read on. Maybe this is why he had so many occasions in his stories when he was irate or mad, so the reader became gripped and more interested. The endings of Poe’s stories are often the most memorable part as it is often in the last part of the story where the main murder or event occurs. For example, in ‘The Black Cat’, ‘The Tell Tale Heart’ and ‘The House of Usher’, the main event/murder is at the end of the story, with little said after it. In ‘The Black Cat’ for example, after the murdered cats and wife are found, there are only about twenty lines left of the story, which is not much, considering the huge amount of description Poe uses- † I walled up the monster within the tomb† In a sense it is really only the narrators in his stories that create all the tension, terror and suspense. If it was written in anything other than first person, the same effect would not be given and I don’t think his stories would be as good, or as effective.

Employee Retention

SUBMITTED TO: Dr. RAMZAN SUBMITTED BY: FAHAD KHALID (MSBA) MUHAMMA ASAD KHAN (MSBA) ADEEL JAVED (MBA) ZAIN SOHAIL (MBA) SUPERIOR UNIVERSITY LAHORE How the employee retention in educational institutions affects Organizational effectiveness Abstract: Purpose – The purpose of this paper is to put forward a framework of employee retention in the educational institutions which enables them to work for longer time periods and less chance of leaving the place.It also discusses the factors that how the retention of employee affects the organizational effectiveness. Three different levels of schools have been chosen to collect the information from the employees to analyze the organizational effectiveness. The close-ended questionnaire has been established for this purpose. The sample size of 214 will be taken. The SPSS is used to analyze the data and findings of that are given in the context. The limitation of the study is time constraint. The data collection procedure becomes very muc h difficult.This study is only for the education sector in developing countries like Pakistan. Key words: Leadership style, Recognition, Motivation, educational institutions. Introduction This study is about producing and retaining human resource. Hence the research is about the study for the retention of employees in the educational sector. The educational sector is the source of producing human capital for the country which leads to economic development. The employees in that sector should be retained so that the organizational effectiveness is increased.The problem of academic staff retention is a global one which affects both developing and industrialized countries (wisdom 2006 p-11). The most critical for all; is the human resource factor. Without strengthening human resources and retaining critical skills and competencies with in any organization, other components stand to suffer. In academic institutions, the critical human capital includes academic, administrative and techni cal staff resources. The institutional governance, management and financial reforms undertaken as seen above will be more sustainable if there is stability in the area of human resource. Paschal B. Mihyo 2008 p-10) The issue of academic staff attrition and retention in developing countries has been less well documented in the literature. This is because the issue tends to be subsumed under the general category of ‘brain drain’, without particular attention being devoted to it. This subsumption reflects the close relationship between the brain drain and staff retention in many countries. (wisdom 2006 p-12). The employees who are not satisfied with the organizational retention policy they tend to leave the organization.Many research shows that the employees with the higher age are less tends to leave but the lower rank employees are more tends to leave the organization. There is always a certain amount of employee turnover due retirements, promotions and career developmen t; however specific industries and occupations experience attrition rates far greater than others. One business expert author identified ten primary reasons of the employee resigns (MacCann). * Basic financial needs not met. * Lack of competitive salary * Poor benefits * Poor communication * Negative work environment Lack of recognition * Unfair treatment * Lack of challenge in job * Lack of job security * Life conflicts (Gary S. Trulson p-12) There is a vast literature on the causes of voluntary employee turnover dating back to the 1950s. By developing multivariate models that combine a number of factors contributing to turnover and empirically testing the models researchers have sought to predict why individuals leave organizations. Many studies are based on only a small number of variables which often only explain a small amount of variability in turnover.Another criticism of turnover studies is that they do not adequately capture the complex psychological processes involved in i ndividual turnover decisions. Literature Review â€Å"An effective Employee Retention Program is a systematic effort to create and foster an environment that encourages employees to remain employed by having policies and practices in place that address their diverse needs. † (George C. Sinnott, Commissioner & George H. Madison, Director September 2002 p-2) Employee retention is perhaps the most frequently studied phenomenon in the organizational effectiveness.Most organizations find it difficult to measure and improve employee attitudes related to work. Most of the organizations are working on their retention plans for improving employee`s performance and employee`s satisfaction which leads to organizational effectiveness. Increasing employee satisfaction and thereby reducing employee turnover is critical. Long-tenured employees develop personal associations with customers. These relationships are the Groundwork for a reinforcing cycle of positive links between employees and customers. Employees who recognize relationships with customers provide better service.Customers who receive better service express fewer complaints and thereby create fewer problems for employees. Employees in turn react more constructively to tackle with customers. These reactions result in better service which again leads to privileged organizational revenues. Ultimately it is of importance in the educational institutions where teachers have develop direct relation with the students, if turnover of the teachers increases it will also decrease the satisfaction level of the students as well. So the organizations with the long term teachers have ultimately gain the good success in the market.Teaching staff: In the academia the teaching staff is main factor for improving the organizations effectiveness. The institutions with the satisfied and retained staff work more effectively than other. If teaching staff works for the longer period of time then it will be able to produce the desi red results for the students, if students are satisfied who are the customers and it will increase the reputation of organization in the market. â€Å"Teaching bright students and seeing their students develop are the positive aspects of teaching.The negative aspects relate to assessment, both of the amounts required of the students and that of the staff themselves. Administrative tasks and organizational change tend to be viewed as negative aspects of the job by most academics. Hours of work spent on administration have a negative effect on satisfaction with almost all dimensions of academics’ job satisfaction. † (Hilary Metcalf et al. Research Report RR658 p-xvi). Retention: Employee retention refers to the various policies and practices which let the employees stick to an organization for a longer period of time.The organization is completely at loss when the employees leave their job once they are fully trained. Employee retention takes into account the various mea sures taken so that an individual stays in an organization for the maximum period of time. The completely trained employees should be given more time to stay by contracting them for longer period. As the research shows, â€Å"About two-thirds of academics expected to remain in UK academia until retirement. This was higher in new universities. We would estimate that between three and six per cent would leave the sector in the year following interview.This comprised two to three per cent of those on permanent contracts and five to 11 per cent of those on fixed-term contracts. Forty-three per cent of those who thought they might leave the sector in the following year expected to move to another job; this was most commonly to a UK job outside research and teaching, to an academic job abroad or for fixed-term contracts staff, to a UK research job. Contract staff could be seen as being driven out of the sector due to insecurity: they tended to leave due to their contract ending, the desi re for a permanent job or pessimism about job opportunities in UK academia. (Hilary Metcalf et al. Research Report RR658 p- vii). Employee benefits: In the educational institutions employees are looking forward for monetary as well as non-monetary rewards. The organizations which develop the reward system for the employees are better able to reduce the employee turnover. These monetary and non-monetary rewards may include followings: according to (paschal B. Mihyo 2008 p-xiii) * Free or subsidized education facility provided to staff children. * Private pension fund and health insurance schemes should be developed. Reward and recognition system should be decentralized. * Loan guarantee schemes that can enable staff acquire respectable shelter and means of transport need to be developed. â€Å"Institutions should work towards a reasonable improvement in the working conditions (salary and non-salary) of staff, because this is likely to result in more than proportionate levels of job satisfaction. It is necessary to implement some system of differential rewards. This is inevitable, if certain academic fields are to attract and retain staff.Universities should maintain, or institute, non-salary benefits such as tuition waivers/remissions, preferential admission for staff and their families, and access to childcare and primary school facilities provided by their institutions. †(Wisdom J. Tettey 2006 p-4) Motivation of the staff: Employees who stay with a firm because of motivational reasons derive their satisfaction primarily from the work itself. An average of 75 percent of the respondents identified internal/motivational factors such as achievement, recognition, challenging work, and advancement prospects as the main reasons for staying. Matthew H. Sauber , Andrew G. Snyir & Mohsen Sharifi p-36). Motivation can increase the employee satisfaction and also its efficiency at work place. There is an old saying you can take a horse to the water but you cannot f orce it to drink; it will drink only if it's thirsty – so with people. They will do what they want to do or otherwise motivated to do. The motivation can also have an impact on the job performance of employees. The job performance depends upon the ability and ability in turn depends on experience, education and ; training. On the other hand motivation can be improved quickly.There are many options and an uninitiated manager may not even know where to start. As a guideline, there are broadly seven strategies for motivation. The Present Study The aim of this study to investigate some factors that have an influence on employee retention. Based on the previous research and literature, both employee retention and organizational factors are taken into account. On the organization side it has to focus on the leadership style, motivation and reward system. On the employee side the age, experience and level of job had not given a clear conclusion. So there is no source of expectation from these variables.But other variables are leadership style, motivation and recognition are considered. It has been shown that the employees with higher age are less satisfied with the leadership role of their boss in the educational institutions. It has also shown that the employees with more experience got more recognition in the organization. But due to ineffective reward system they are less satisfied. Following research questions are established. RQ1. To what extent can retention be predicted by the variable â€Å"organization effectiveness†? RQ2 What is the relationship between selected employee variables (age, experience and level of job) with retention?RQ3 Is there a difference between different groups of employees (groups differing n seniority, level of education and whether or not being seen as High Potential) regarding their retention? MODEL RETENTION OF EMPLOYEE LEADERSHIP STYLE MOTIVATION AT WORK PLACE RECOGNITION ORGANIZATION EFFECTIVENESS Methodology Data col lection Data were collected by means of a questionnaire that was distributed on a voluntary basis in educational institutions and among employees, in hard-copy, in the year 2011. The study sample consists of 214 employees which will be in the categories of high level, middle level and low level employees.The high level employees consist of directors, principal and vice-principal of the institutions. The middle level employees include teachers and instructors. The low level employees will be as clerks, cashier, and front desk representatives. The data collected from the secondary schools and higher secondary schools. The participant’s 87. 4% is male and 12. 6 % is female. The majority of the employees (81%) worked full time and other worked part time (19%). gender | Frequency| Percent| Valid Percent| Cumulative Percent| Valid| male| 187| 87. 4| 87. 4| 87. 4| | female| 27| 12. | 12. 6| 100. 0| | Total| 214| 100. 0| 100. 0| | Instruments The questionnaire used for the study to c ollect data is designed with the help of expert researcher. The questionnaire consists of 13 items which would be categorized into three different variables used for analysis. Results and Analysis The first issue for data analysis was the presence of missing figures in the form of NR answers. The most frequent case of missing data was the use of N/A for items related to ‘‘leaders in this organization are role models†7 respondents choose N/R for one or the other.The responses are categorized as it is â€Å"strongly agree† =1 , â€Å"Agree†=†2† , â€Å"Neutral†=3, â€Å"Disagree†=4, â€Å"Strongly Disagree†=5. The value of Cronbach’s alpha is . 724 (72. 4%) which shows reliability of data. The correlation which shows that participation will have negative weak relation with the experience of employees with r=0. 01;0. 05 (5%) and value of correlation is (-. 255). The results also shows that as the age of employee in creases the less satisfied with the leadership style and the value of correlation is -. 285 with significance level 0. 01;0. 05(5%). The reward system of the organization has also n impact on employees and result shows that as the age of employee’s increases they are more satisfied with the reward system. Is reward system of the organization is adequate? age| Strongly agree=1| Agree=2| Neutral=3| Disagree=4| Strongly Disagree=5| 20-2526-3031-3536-40| 863017| 442111076| 00000| 55204887| 2070027| Does your employer make effort for employee's awareness about their work? Cross tabulation | | Does your employer make effort for employee's awareness about their work? | Total| | Strongly agree=1| Agree=2| Neutral=3| Disagree=4| Strongly disagree=5| Strongly agree| age| 20-25| 32| 63| | 30| 6| 131| 26-30| 13| 30| | 11| 0| 54| | 31-35| 7| 11| | 0| 0| 18| | 36-40| 4| 4| | 0| 0| 8| Total| 56| 108| | 41| 6| 211| This result also shows that if employer make awareness for the employees abou t their tasks and assignments at work place. The organizations with who gives the employees clear vision about their job description, the employees in that organizations work with greater efficiency. The educational institutions are more concerned about retaining their employee’s b providing them with clear idea about their vision. Conclusion and FindingsThe study shows that retention of employee in the educational sector has an impact on the organizational effectiveness. The retention depends on the reward system of the organization, motivation and recognition of employee at work place. Another useful focus for further work is a comparison of conditions of services between academic staff and their counterparts, with similar qualifications and experience, who are employed outside of universities. This will help determine, with substantive evidence, whether the views expressed by respondents in this study are indeed supported by the facts.It has been shown that higher potentia l employees are less satisfied with the leadership style and they get less recognition in organization. The educational institutions are the source of developing human resource for the economic development of a country. So importance has been given to that sector for improving and retaining employees in that sector. The age has also has an impact on the retention the employees with higher age are not willing to leave organization because they are now being able to get retirement benefits.The employees with lower age try to get the more and more and they are always trying to get good jobs, and are less dependent. The retention of employee has an impact on the organizational effectiveness. If the employees retained in the organization than the organization effectiveness increases by increase in revenues, increase in competency. It can also get a competitive edge in the market. So the organizations with better motivated employee are able to work better in this competitive world. Refere nces * http://www. managementstudyguide. com/employee-retention. tm * http://www. accel-team. com/motivation/index. html * (George C. Sinnott, Commissioner ; George H. Madison, Director September 2002 p-2) * Employee retention in the Joplin,Missouri public safety communication center (Gary S . Trulson) * NYS Department of Civil ServiceGeorge C. Sinnott, Commissioner * NYS Governor’s Office of Employee RelationsGeorge H. Madison, Director * George E. Pataki, GovernorSeptember(2002) * Leadership style, organizational culture and performance: empirical evidencefrom UK companies Emmanuel Ogbonna and Lloyd C. Harris Int. J. f Human Resource Management 11:4 August 2000 766–788 * The International Journal of Human Resource Management * ISSN 0958-5192 print/ISSN 1466-4399 online  © 2000 Taylor ; Francis Ltd * http://www. tandf. co. uk/journals * Roland T. Rust and Greg L. Stewart Owen Graduate School of Management, Vanderbilt University, Nashville, Tennessee, USA, Heather Mi ller M/A/R/C Group, USA, and Debbie Pielack MBA Enterprise Corps, Lithuan * Natalie Govaerts and Eva Kyndt(Influence of learning and working Climate on the retention of alented employees) (-39_p-42) * www. emeraldinsight. com/1366-5626. htm