Case Study Rogers’ Choclates Free Essays

CASE 9: Rogers’ Chocolates Strategic Management INTRODUCTION Rogers’ Chocolates is the oldest chocolate company in Canada based in Victoria, British Columbia. Rogers’ Chocolates focuses on the premium chocolate market and differentiates itself by delivering award winning quality products at a fair price; this combination creates a good value for its customers. They also have expertise at creating an outstanding customer experience within their Victorian themed retail locations that have also won awards. We will write a custom essay sample on Case Study: Rogers’ Choclates or any similar topic only for you Order Now The company is privately held and currently focuses its business in four market areas, direct retail , online/mail order , wholesale, and sales from a restaurant in Victoria. The company also produces and sells a line of premium ice cream. The company employes 130 people, the majority of which are in retail. Sales from the company’s retail establishments account for 50% of revenue. Production takes place on a one-shift operation in a 24,000 square foot facility and is labor intensive. There are currently no measurements in gauge productivity and efficiency in the plant. The past president focused a growth strategy in the wholesale market and current order fulfillment strategy is to give priority to online and mail-order business, followed by wholesale accounts, leaving the retail locations last to be serviced internally. Sales have seasonal swells during the holidays and demand forecasting has been an issue; they have increased inventory to deal with these sales patterns but still encounter out of stock situations. The new president has been given a goal by the board of directors to double or triple the size of the company within 10 years. PROBLEM STATEMENT The focus on the wholesale market does not inline with the strengths of the company. Furthermore, the issues in operational efficiency with regard to production capabilities and demand forecasting are hindering the company from increased growth potential. ALTERNATIVES Focus on strengthening current retail operations. Focus growing the retail business into new geographic markets. Continue to grow complementary business lines (ie. Ice Cream) Develop core competence in operations management to drive efficiencies and reduce inventories. Upgrade technology in production to increase capacity Create new product lines and packaging to broaden the customer base. Franchise Sam’s Deli. Franchise retail chocolate stores. ANALYSIS In 2006, the chocolate market size for Canada was US$167 million with the premium chocolate market growing at a rate of 20% annually. Competition within the premium market is a broad mix of small local niche players to large multinational corporations and is growing as larger traditional manufacturers enter the market via acquisitions or new product launches. Product differentiation is healthy and there are no indications of a price war starting between rivals. Product innovation appears limited, mostly focusing on new flavor introductions and variations in molding and coloring. Seasonal demands, especially the eight weeks prior to Christmas, can create demand that can challenge small companies with low production capacity and/or inadequate forecasting and inventory management. Competitors vary in the level of vertical integration and companies with large-scale operations and distribution networks enjoy a competitive advantage through economies of scale. Rivalry among competing sellers is active and fairly strong due to the following conditions: There is little to no cost for buyers to switch brand. There is a fair amount of product standardization in the industry. The products in the chocolate market have large seasonal swells and are perishable causing some price competition. Higher fixed production costs adds to this pressure. The addition of new competition by established companies such as Hershey’s and Cadburys. Competitive pressure from potential new entrants is medium as most of the major players in the industry are already in the premium chocolate market; the projected growth rate in the market will strongly attract new upstarts but they will have challenges developing distribution and retail penetration with little to no brand awareness. Firms in other industries will have little impact in this market as there aren’t any strong substitutions to premium chocolate. Competitive pressures stemming from supplier bargaining is mixed; large-scale manufacturers will enjoy less pressure from suppliers due to economies of scale while smaller niche companies will not have as much influence, especially in the area of organic and fair trade raw materials. Pressure from the buyer community is fair; demand is high but so is the ability to switch brands. Growing demand for socially responsible products, such as fair-trade and organic will increase pressure from the buyers. The current driving forces in the market are the high growth rate in the premium market and the entrance of new major firms; consumers’ emerging interest in fair-trade and organic products is also a force to be considered. Key success factors in this market include a well known and respected brand and strong direct sales and/or wholesale distribution; quality and efficient production capabilities are also key success factors. Although profit margins are down, Rogers’ Chocolates is in a strong financial position. Retail accounts for 50% of the company’s revenues although the two new stores in the company’s portfolio are not performing to expectations. Ice cream sales, although small compared to retail, show a strong contribution to overall sales. The key financial indicators are shown below; one area of concern is the major increase in the â€Å"days of inventory† and the accompanying decrease in â€Å"inventory turnaround†. This is a concern due to the perishable nature of the product and the negative affect on customer quality perception when product is sold past the expiration date which has occurred with some sales via wholesale accounts. {draw:frame} A SWOT analysis of the company has turned up the following points: STRENGTHS: a distinctive competence in retail, specifically the â€Å"customer experience† a strong financial base to grow the business a strong regional brand and company reputation to build upon better product quality relative to rivals ood customer service capabilities in retail and online sales. WEAKNESSES: weak wholesale network brand/company awareness is poor outside of the region weak supply chain competences in forecasting problems with operational efficiencies with old technology and high cost changeovers. OPPORTUNITIES: expansion into new areas entering into alliances or joint ventures to expand market coverage continued expansion of complementary products (premium ice c ream) explore new technology within production THREATS increased competition by new entrants in the market slowdown in market growth hift in buyer needs and tastes RECOMMENDATIONS I believe that Rogers’ Chocolates should implement a combination of the following alternatives: Focus on strengthening current retail operations. Focus growing the retail business into new geographic markets. Continue to grow complementary business lines (ie. Ice Cream) Develop core competence in operations management to drive efficiencies and optimize inventories. The Rogers’ Chocolates brand has been built based on a high quality product and the retail experience of their Victorian themed shops and packaging. This is their core competence and strength and it should be the focus of their growth. By solidifying the performance of the current locations and then opening additional stores in new areas the will expand their brand recognition while preserving the quality of their product. There ice cream line is complementary to the business and should be further developed and sold in the stores. Internally, and operational strategy to improve efficiencies in production and demand forecasting will reduce costs, preserve product quality and optimize production and inventory capabilities. How to cite Case Study: Rogers’ Choclates, Free Case study samples

The Tao Da Ching free essay sample

Tao Te Ching Underneath the mysterious language, numerous paradoxes, and ambiguity of the Tao Te Ching lies a helpful, concise passage and interesting way of life. Its complex yet simple verses can give one great insight on moral behavior and righteousness, how to live life simply, face and deal with struggles in both society as a whole and our daily lives, and how civilization should be governed. Written by Lao Tzu, meaning Old Master, Thoughts from the Tao-Te Ching is just a small excerpt from the 81 chapter philosophical document. The central teachings of this chapter include compassion, simplicity, and patience in order to be â€Å"at one† with the Tao and seek enlightenment. The poetic verses written in this chapter are written with a great deal of contemplation and symbolism all of which refer back to one of the three main themes. The way in which Lao expresses his ideas is sincere, simple in words yet complex in meaning, but to the point that his thoughts and ideas are valid enough to believe. We will write a custom essay sample on The Tao Da Ching or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The verses necessitate patience, understanding, and compliance in order to analyze their complex meaning. Lao Tzu puts a large emphasis on how a ruler should govern, in that a leader should be concerned with the lives of his people and not use much force. He states, â€Å"When the Master governs- the people are hardly aware that he exists. †(Stanza 17). He goes on to say â€Å"If you don’t trust the people, you make them untrustworthy. †(Stanza 17). These two of many lines about governing in the Tao, support his claim about little control and the importance of the people. Lao Tzu strongly emphasizes the need for the rulers to apply them throughout all aspects of their lives. He is simply stating that a Master should rule with such moderation that the people hardly realize he is ruling. In order to understand one’s people, a leader must be committed and loyal. He must take time to get to know the people so that their ideas coincide. â€Å"If you want to govern the people, you must place yourself below them. If you want to lead the people, you must learn how to follow them. †(Stanza 66). Governments that are alienated from the people and manipulative do not allow the people to live freely and manage their own ffairs are bad governments. Leadership and government according to the Tao causes less rebellion, honesty, liberty, appreciation, and satisfaction. â€Å"If you want to be a great leader, you must learn to follow the Tao. Stop trying to control. Let go of fixed plans and concepts, and the world will govern itself. † (Verse 58). The previous verse implied that to be a ruler one must follow the Tao, which is to live simply. He must also be patient and let fixed plans go, just let the natural flow of life happen. Lao-tzu emphasizes that good leadership involves having enough patience to wait for natural patterns of life to complete their cycles, and trusting that balance will emerge from those cycles. Wise leaders put power in the hands of the people by providing them with what they need and having the willingness to let the world flow freely. Not only is government a main concept in this chapter, but so is simplicity. Lao makes the claim that materialism and wealth are meaningless, and they only hinder one from reaching enlightenment. Simplicity is not just in living, but in ones thoughts and actions as well. Possessions and money are the root of all evil. The Tao considers wealth senseless, in that it only leads to competition and indulgence. The following quote proves how simplicity should be used in leadership, â€Å"If you want to learn how to govern, avoid being clever or rich. The simplest pattern is the clearest. Content with an ordinary life you can show all people the way back to their own true nature. † A life of simplicity is one without confusion, greed, and desire. By setting an example to the community, they too will apprehend the concept of simplicity and learn that life is much better without the heavy burden of materialism. Another large portion of the Tao is action through non-action, which is considered another form of simplicity. By practicing not-doing, one can attain true happiness in life. Non-action means eliminating actions that are unnecessary and un-called for. â€Å"The Tao never does anything, yet through it all things are done. If people would center themself in this, people would be content with their simple everyday lives, in harmony and free of desire. When there is no desire all things are at peace. †(Stanza 37) People should take things as they come in life and they will live a life full of happiness and pleasure. When a person rids themselves of desire, they can have peace with themselves because their want for things no longer exists. The stress of desire is eliminated and harmony can be reached. According to the Tao, if you let things take their natural course, everything will work out the way it’s supposed to. The concept of patience plays a major role in Lao Tzu’s teachings as well. It is the ability to halt action and give things a chance to settle naturally. He feels that a person must have equal patience with themselves, friends, and enemies. â€Å"The master does nothing, yet he leaves nothing undone. The ordinary man is always doing things, yet many more are left to be done. † (Stanza 38). This claim explains the meaning of patience in that you should ignore your own ambitions and goals because you lose patience if your expectations are not met. If you have your own goals then you will also have difficulty remaining patient. One will learn patience when they can overcome their ego and accept the present. Riding oneself of selfish involvement can create calmness needed to solve difficult problems. A quote that supports patience and ignoring one’s drive to achieve unrealistic goals is â€Å"The world is sacred, it can’t be improved. If you tamper with it, you’ll ruin it. If you treat it like an object, you’ll lose it. †(Stanza 29) If one has patience and resists tampering with things that can’t be changed or achieved, one will attain fulfillment rather than disappointment. A claim made in verse 61 also relating to patience and understanding is stated quite simply, When he makes a mistake he realizes it. Having realized it, he admits it. Having admitted it, he corrects it. If everyone were to embrace this quote and live by it, the change would be profound. Due to ego and fear of a tarnished reputation, people are afraid to admit their mistakes. People don’t realize that by admitting and fixing a mistake could increase integrity with others due to their ability to take accountability for their actions. Having patience with ourselves and others when either makes a mistake could eliminate many differences and lead to a gain in respect. If our nation decided to live by such an idea and became solely concerned with its own people rather than meddling in other affairs we would be at peace. The third teaching and major point found within this text is compassion. One must be able to admit and accept their own flaws and be loving towards their enemies whom also contain imperfections. Humans need to give up the concept that we have enemies in front of us, and learn to get past the differences. This claim is supported by â€Å"Therefore the Master concerns himself with the depths and not the surface, with the fruit and not the flower† (Stanza 38). Compassion is about looking internally and putting others before ourselves. We as humans need to attain compassion for others and see ones beauty for what’s on the inside rather than outside. Rather than fighting with others, we need to work on ourselves for personal growth and reconcile with people. We need not concern ourselves with the enemy or perceive that individual as such, for they are people just like us. The importance of compassion also plays a role in war, â€Å"His enemies are not demons, but human beings like himself. He doesn’t wish them personal harm. Nor does he rejoice in victory. How could he rejoice in victory and delight in the slaughter of men? † (Stanza 31). This quote is stating that we are all humans despite our differences. War is only an option in the direst necessity, and when entering war we must have compassion for the other side. We must not rejoice in victory because killing is not good in any way. The structure of Lao Tzu’s writing was essential in tying back to the main ideas in the chapter. The use of poetic verse provides one with a sense of musicality and softness, yet uses a sense of diligence to make its point. The form of writing makes it very direct and appears to be very simplistic in structure. His words, although they may seem simple to the eye, to the mind they are very complex in thoughts and beliefs. The words may be short in length, but they are very long in meaning. With just one simple sentence Lao Tzu can imply a great deal of ideas to the reader, such as not to interfere with things, and to let the world go on naturally and free of interruption. From the first chapter of the Tao-Te-Ching, the reader can grasp a small portion of Lao’s ideas. Many feel that his way of life is completely unrealistic or impractical. The point of this writing is not to force one into following the Tao if one does not want to; rather to show the importance of simplicity, compassion, and patience in our universe. If everyone implemented those qualities into their life, according to the Tao, one would seek a life of true happiness and true fulfillment.

Dismissal Meeting

Outline One of the most challenging roles of a manager is terminating an employee. Once the decision to terminate an employee has been made, managers find themselves in a rather awkward situation of having to break the bad news to the employee. Terminating an employee is not always a pleasurable activity because it comes with several challenges.Advertising We will write a custom essay sample on Dismissal Meeting specifically for you for only $16.05 $11/page Learn More First, it can be traumatizing to the laid off employee and the other employees who have remained behind. Second, layoffs have emotional effects on the managers who have to plan and conduct the whole process. Finally, termination always comes with issues of compensation and potential threats of lawsuits if it is mishandled. Thus, simply put, terminating an employee is one of the worst things a manager ever has to do. However, if the dismissal meeting is conducted in a professional manner, it can help maintain the employee’s dignity and help minimize any potential eventualities. Introduction One of the most difficult decisions for managers is that of dismissing an employee (Molinsky Margolis, 2006, pp. 145-159). Dismissing an employee often comes with several challenges especially when done in the context of a layoff (Grunberg et al, 2006, pp. 159-178). Yet, dismissal is one of the most common decisions managers must make. It is a usual practice in contemporary business management. Dismissal is usually done as a measure of cutting expenditure to achieve profitability (Gareth George, 2011). First lines managers usually bear the brunt of informing individual employees that they are to be laid off (Armstrong Baron, 2002). To do this successfully requires a lot of tact. Dismissing an employee who is friend is definitely a painful procedure. Such an exercise is bound to leave an indelible mark on the manager implementing the decision. Having to dismiss an employee creates a lot of negative emotions on the manager. Such emotions are sometimes so severe that managers tend to avid or distance themselves from having to undertake the process altogether (Grunberg et al, 2006, pp. 159-178).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Three ways that a manager can cope with any negative emotions that may accompany an employee layoff Layoff can cause negative emotions to a manager who has to implement the directive. Whereas some managers will adjust well after the layoff, some will become aloof and distressed. Still, others are likely to develop insomnia, or become increasingly insensitive (Grunberg et al, 2006, pp. 159-178). In some cases, some managers might become confused as to their actual roles. This creates a sense of guilt, breakdown, and failure. Because these negative emotions can cause heath complications, it is important to cope with them. How a manager copes and behave after the layoff will have a direct effect on employee’s behavior and, consequently, their motivations and effectiveness (Armstrong Baron, 2002). Managers can cope with the above negative emotions in several ways. First, managers can seek guidance from a counselor or a medical practitioner to help them overcome depression and guilt. Second, the manager should get assurance from their superiors that the decisions they implemented were right (Grunberg et al, 2006, pp. 159-178). This validation will help in eliminating feelings of guilt and help assure the manager that after all, they were merely doing their work (Knights Willmott, 2012). Third, a manager should have an open communication with other line managers, the employees and other interested parties. They can also meditate, take some leave, or engage in interesting events such team building, community service, or sports. These can go a long way in helping the manager cope with the above negat ive emotions. A step-by-step process of conducting the dismissal meeting An employee can be dismissed because of several reasons. Once a decision has been arrived at to dismiss an employee for which ever reason, the next challenge is usually how to break the news. The first thing is to organize for a professional dismissal meeting (Stewart Brown, 2012). The dismissal meeting should be arranged only after a well thought out ground work and documentation to validate the decision to dismiss the employee. The dismissal meeting should be done in a manner that maintains the employee’s dignity.Advertising We will write a custom essay sample on Dismissal Meeting specifically for you for only $16.05 $11/page Learn More This is meant to reduce chances of the employee resenting the manager and the organization as a whole (Knights Willmott, 2012). It can also help in minimizing chances of former employees portraying the organization in bad light thereby sa feguarding the reputation of the organization. Communication should told direct i.e. one-on-one not using any other communication method. The dismissal meeting should be conducted by the immediate boss, who is usually the most conversant with the employee and the reasons for the dismissal (Stewart Brown, 2012). Sometimes, there is need to have a third party as a witness. Having a witness helps reduce the feeling of unfair treatment on the part of the employee being terminated. However, the manager must state categorically the role of the witness; that of observation and not to represent or speak on behalf of the employee. The meeting should be conducted in a quiet, private setting with no interruptions. According to Armstrong Baron (2002), the dismissal meeting should be held in a neutral place. It should neither be conducted in the managers’ officer nor in the office of the employee being dismissed. Although finding a private and neutral place can be a challenge in some ca ses, it is integral that the meeting be held where it is possible to manage any emotional involvements and where the meeting can easily be ended once the bombshell has been dropped. Good HR practice requires that a dismissal meeting be held earlier in the day and earlier in the week (Stewart Brown, 2012). Employees should not be dismissed on Fridays or on the eve of holidays. Dismissing an employee on a Friday might give them time to organize some retaliatory attack on the company. Dismissing an employee earlier in the week is a blessing in disguise to the employee since they are likely to have more time to begin another job search immediately. Similarly dismissals should be conducted in the morning hours when employees are fresher and relaxed. Later in the day, the employees will most likely have developed some work related stress (Quick Nelson, 2009) which might bring undesirable reactions to the dismissal.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In the actual termination meeting, the employee must be given an adequate reason why they are being terminated (Gareth George, 2011). The termination meeting should last between ten and fifteen minutes. This is because its purpose is to communicate to the employee in a simple and clear message that the employee is being terminated and the reason as to why. The reasons for dismissing an employee must be adequate and reasonable (Stewart Brown, 2012). The manager should probe the employee to gauge if they have understood and if they have any concerns to raise. By giving the employee a chance to respond and clearing any misunderstandings thereof, the manager will in essence, be minimizing any potential chances of lawsuits for wrongful dismissal. In clear and in no uncertain terms, the employee must be made to understand that that the termination decision is final. The employee needs to understand that the position has already been taken, all options have been explored, and that even o ther interested parties have agreed to the dismissal (Stewart Brown, 2012) and that the manager is merely acting as an informer. This will enable the manager to maintain their composure in the whole process. It can also help in avoiding any potential physical aggression from the employee. During the meeting, the manager must explain the company’s policy on reference checks (Armstrong Baron, 2002). The employee should be told how the company handles reference information. If the company has a policy on providing job designations, employment history, and salary information to prospective persons who request for it, this information should be communicated to the employee during the dismissal meeting. Upon request, the manager should provide a letter of service (Stewart Brown, 2012). The manager should collect company items from the employee. Such items could include job identification cards, company vehicles, keys, cell phones, or any other such materials. Granted, the manage r might opt to collect the items during the termination meeting. Alternatively, the manager might want to avoid embarrassing the employee and allow them to return the things at a future specified date. According to Stewart Brown (2012), these items can be collected later when the employee is formally handing over. Armstrong Baron (2002) have argued that the manager should also take some time to brief the employee on the issue of benefits in the course of the termination meeting. The compensation that the company may provide to the separated employee A number of compensation and benefits packages are available to the employee being terminated. Such compensation includes vacation compensation, severance compensation, and continuation of health insurance compensation (Stewart Brown, 2012). Others include unemployment insurance compensation and retirement benefits as provided for under the Consolidated Omnibus Budget Reconciliation Act (CORA) of 1985. Employers are obliged by these s tate and federal legislation to continue providing separated employees with such compensation. However, there are no legal provisions compelling employers to provide severance compensation or any other benefits to the separated employees. Because layoffs are usually rare, the employee can be paid in full, the last drawn salary in lieu of the notice period. If the employee if being terminated because of performance, the employee will be compensated their last drawn salary. If the employee is being dismissed for disciplinary reasons, the employee will not be paid for the notice period (Armstrong Baron, 2002). Such employees do not enjoy insurance and unemployment benefits. Finally, federal legislation provides that terminated employees are eligible for pension or profit sharing according to the terms of the plan. HR experts believe that as a good practice, the manager should prepare the final paycheck and have it ready at the meeting (Stewart Brown, 2012). This is a positive thing t o do and might help reduce feelings of resentment by the separated employee. A chart that depicts the timeline of the disbursement of the compensation Three ways that layoff may affect a company Layoffs may affect a company in several ways. First, the message might not be communicated well to the victims being terminated. This can infuriate employees and breed in them the feeling that management is insensitive to their needs. This might eventually damage the reputation of the company (Quick Nelson, 2009). Secondly, depending on the manner in which it is handled, layoff can push the sacked employees to seek redress though such acts as lawsuits for wrongful dismissal, vandalizing company assets, or theft (Molinsky Margolis, 2006, pp. 145-159). Thirdly, layoff can reduce the morale of the existing employees. Finally, witnessing an employee being laid off can create a sense of job insecurity and fear in the remaining employees. Thus, it is imperative that managers treat the affected victims in a dignified, respectful, and compassionate manner in order to minimize the above negative effects. Conclusion This paper has established that dismissal is a very challenging role that managers have to undertake (Molinsky Margolis, 2006, pp. 145-159). Managers who spearhead and implement the dismissal of employees usually undergo a lot of negative emotional and psychological stress. Layoff are painful experiences which are sometimes characterized by indelible memories which, if not well managed can lead to distress. Managers have been known to develop insomnia, become aloof or have little feelings (Grunberg et al, 2006, pp. 159-178). In order to cope with these negative emotions, the manager should see a counselor or a medical practitioner. Alternatively, the manager can have a candid communication with their superior and other line managers. Managers can equally meditate, take leave, or engage in team building exercises. When conducting a dismissal meeting, the manager m ust maintain the employee’s dignity and ensure that the meeting is done in a private place (Stewart Brown, 2012). Dismissals should be done in the morning hours, with employees being given adequate reasons why they are being terminated. Termination decisions are usually final implying that any relevant compensation like health insurance, unemployment insurance and retirement benefits should be clearly highlighted (Armstrong Baron, 2002). Layoffs have several effects on a company. If it is not well-handled, the company can find itself dogged with many law suits for wrongful termination. References Armstrong, M., Baron, A. (2002). Strategic HRM: The route to improved business  Performance. London: CIPD. Gareth, J. R., George, J. M. (2011). Contemporary management (7th ed.). New York: McGraw-Hill/Irwin. Grunberg, L., Moore, S., Greenberg, E. S. (2006). Managers’ reactions to implementing layoffs: Relationship to health problems and withdrawal behaviors. Human Resou rce Management, 5(2), 159-178. doi: 10.1002/hrm. Knights, D., Willmott, H., (2012). Introducing organizational behavior and  management (2nd ed.) London: Thompson Learning. Molinsky, A., Margolis, J. (2006). The emotional tightrope of downsizing: hidden challenges for leaders and their organizations. Organizational Dynamics, 35(2), 145-159. doi:10.1016/j.orgdyn.2006.03.005 Stewart, G. L., Brown, K. G. (2012). Human resource management (2nd ed.). Danvers, MA: John Wiley Sons, Inc. Quick, J. C., Nelson, D. L., (2009). Principals of organizational behavior: Realities  and challenges (6th ed.) China: South Western, Cengage Learning. This essay on Dismissal Meeting was written and submitted by user The Watchers to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Dismissal Meeting Develop a fictitious company and write a brief description about the company Guild-ford is a company that specializes in processing and packaging yoghurt, cheese, and fresh milk. The company has its headquarters in California valley, United States. Guild-ford’s main competitor is the pacific gold producers. Guild-ford has 56 employees. They are all driven by their commitment to quality and high standards of service (Mathis Jackson, 2003).Advertising We will write a custom case study sample on Dismissal Meeting specifically for you for only $16.05 $11/page Learn More Guild-ford had previously faced an economic downturn because the market was becoming highly competitive. This challenge would only be solved by restructuring the company, a process that saw nine employees laid-off. This step was an absolute managerial tool rather than a first resort. Research shows that layoffs cause severe human consequences because they are costly for the individual s, their families as well as the entire community. It was inevitable to deal with emotions that the various affected employees had depicted. The remaining employees were also faced by severe emotions that if not handled properly, the company’s production level would have declined by 75% because of reputation decline (Mathis Jackson, 2003). Propose three (3) ways that a manager can cope with any negative emotions that may accompany an employee layoff It is possible that after retrenching some employees, the remaining employees will experience fear and insecurity. The main reason behind this is the uncertainty that is likely to be accompanied by this change. For instance, the left employees are uncertain about their job security. They cannot predict how the company will go on or even what roles they will be playing in the restructured company. The remaining employees live with the fear that the next lay-off might affect them, thus they become unstable in their performance. Ang er can particularly affect the management itself. The manager can feel guilty of laying-off its employees. The manager also has to cope with anger; an emotion that may affect the company’s performance. Moreover, the laid-off employee’s anger can lead to the filing of lawsuits. There is also a possibility that the left employees could engage in gossips that may ultimately affect the company’s reputation. This may go to the extent that the emotionally affected staff get physically sick and quit their job or start looking for other companies where they feel more secure. All the above emotions contribute to a decline in human capital and can be detrimental to the company’s performance (Miller Kahn, 2008). In a restructuring company, such emotions cannot be avoided. When they accumulate to high levels, they become more harmful and translate to serious negative impacts on the firm. The manager has to be keen on the above emotions and must be ready to reduce th eir effects as much as possible. In order to handle the challenges, the following solutions are recommended.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More First, the manager must understand the emotional side and handle it with appropriate sensitivity. The manager has the duty of communicating the importance of these emotions to the middle managers who in turn implement the restructuring decisions. If they fail to respect the emotions, the management might fail to control the anxiety and the fear of employees in the restructured company. The employees might be unable to perform well and to learn new skills. The manager must deal with this by being sensitive to emotions and creating management personnel that pays necessary attention to employees’ emotional problems (Miller Kahn, 2008). Second, enough mourning time must be accorded to the remaining employees. In this case, the employees are given time to share and talk about their emotions. Research has proved that creation of emotional zones can be a very powerful tool-for the obvious reason that if people share their problems with colleagues, they feel somehow relieved. Third, a manager who clearly understands the emotions that may accompany an employee’s lay-off has a better position of reducing the effect of these emotions. For example, the company should do the entire process in a humane way. The way a company handles the lay-off process determines the impact the process will have on the remaining employees. The manager can achieve this by offering the dismissed employees a severance pay and clearly elucidating why the process had to happen. Siemens and Cisco companies are relevant case examples given the way they treated their dismissed employees at one particular time. The companies gave their dismissed employees a fair compensation in form of money. This alone signaled the remaining employe es that the companies cared about their employee’s emotional welfare. An honest and open passage of a massage from the top management is highly appreciated. The laid-off employees get firsthand information on the reason behind the restructuring process, and their eventual lay-off (Miller Kahn, 2008). Describe a step-by-step process of conducting the dismissal meeting The following is a systematic process of conducting such a meeting. It is important to follow the acceptable criterion that does not interfere with the reputation of a company to the valued customers and employees.Advertising We will write a custom case study sample on Dismissal Meeting specifically for you for only $16.05 $11/page Learn More The dismissal meeting should be scheduled early in the week. This permits the dismissed employees an adequate time to apply for employment insurance benefits, connect with the outplacement counselor and review severance arrangements with legal advisors. If possible, the meeting should be convened at the end of a workday. This allows the dismissed to leave in privacy and meet with their families or friends for an emotional support. A third party has to be involved in the meeting who keeps a clear record of what both the employer and the employee say. The third party also confirms that a termination package or letter has been presented to the employee. A letter of reference should be presented to the employee at the dismissal meeting as well. The letter should depict honesty, truthfulness, and must not necessarily have the qualitative assessments of the employee. Similarly, an employee’s duly completed record of employment (ROE) should be ready to be given to the client during the meeting. This allows the employee to apply for employment insurance benefits immediately. A neutral location such as a boardroom or the employee’s own office should be used to hold the meeting. This reduces the level of intimidation of the affected employee. These are some of the valued humane and legal considerations. During the meeting, it is the role of the employer to act in good faith. If an employer for example proceeds in a manner that causes unnecessary embarrassment, then courts may argue that the duty to act in good faith was breached. During the meeting, the employer needs to be direct and to the point. Alternatives may include the use of an employment lawyer. It is also important to avoid debates during these meetings. â€Å"The employee should be told clearly the decision must be final† (Milkovich, Newman, Milkovich, 2005, p. 66). The representatives of the employer must avoid arguments regarding the reasons for the dismissal. In the event of a dismissal without cause situation, the employer should not disclose the reasons. On the other hand, if the dismissal was for cause, the employer has the obligation of reviewing the reasons for the decision. This eliminates the probability of the emp loyees claiming that they were dismissed for cause without being informed. After covering the above steps, the meeting should be brought to a conclusion. The employees have to return any company property they possess. The employee should be given an opportunity to collect personal belongings. Determine the compensation that the fictitious company may provide to the separated employee Guild-ford offered a number of benefits to the laid-off employees. These included the severance pay and unused annual leave. Severance pay was made available to any laid-off employee provided he or she did not decline an offer of a position that is in the same agency, in the same commuting area or that is two grades lower than the employees grade level. The employee, however, had to have worked with the company for one year. The separated workers can also redeem unused annual leave. This involves giving the separated employee a lump sum payment equivalent to the accrued annual leave (Bratton Gold, 200 0). Using Microsoft Word, a graph or an equivalent, create a chart that depicts the timeline of the disbursement of the compensation â€Å"Severance pay can be issued biweekly at the current employee’s rate before separation† (Milkovich, Newman, Milkovich, 2005.67). The total severance pay is carried out for the next 52 weeks. All the nine laid off employees were eligible for this pay. For the Annual leave, only the employees with over 12 months of service to the company were eligible to receiving an amount for their unused annual leaves (Milkovich, Newman, Milkovich, 2005). Only four employees had not received their leave. These were hence eligible for the annual leave compensation by the Guild-ford Company. It took 10 days (from May 1st to 10th) to provide these payments to the employees as follows. Employee’s Name Severance hours Current minimum wage Total amount 1 80 $7.25 580 2 90 $7.25 652 3 100 $7.25 725 4 50 $7.25 725 5 20 $7.25 725 6 10 0 $7.25 725 7 100 $7.25 725 8 90 $7.25 652 9 90 $7.25 652 The four employees eligible for the annual leave were compensated as follows. Employee’s name Annual leave amount Date issued 6 $1500 30th June 2013 7 $1800 30th June 2013 8 $1798 31st July 2013 9 $2000 30th August 2013 Predict three (3) ways that this layoff may affect the company As discussed in the above assay, the lay-offs are accompanied by many emotional stresses from the laid-off employees, the management, and the remaining employees. This can be detrimental to the general output of the company as most of the workers lack the morale to continue working.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The fact that the company was undergoing restructuring was a direct implication that it was operating on a loss as elucidated in the essay. The amount of capital required to pay for the lay-offs is pretty a large sum that can cause another pressure on the company’s available funds for restructuring. However, Failure of the company to observe the law during the layoff process can lead to a poor image and reputation of the company from its internal and external stakeholders. This can affect its sales in future. References Bratton, J., Gold, J. (2000). Human resource management theory and practice (2nd ed.). Mahwah, N.J.: Lawrence Erlbaum. Mathis, R. L., Jackson, J. H. (2003). Human resource management (10th ed.). Mason, Ohio: Thomson/South-western. Milkovich, G. T., Newman, J. M., Milkovich, C. (2005). Compensation (8th ed.). New York: McGraw-Hill/Irwin. Miller, E.G., Kahn, B.E. (2008). Consumer wait management strategies for negative service events: a coping approach. Jour nal of consumer research, 34(5), 635 – 648. This case study on Dismissal Meeting was written and submitted by user Edith J. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. 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Absurdity Of Catch-22 Through Comedy Essays - Fiction, Literature

Absurdity Of Catch-22 Through Comedy Essays - Fiction, Literature Absurdity Of Catch-22 Through Comedy ABSURDITY OF CATCH-22 THROUGH COMEDY The novel, Catch-22, is a comedy about soldiers during World War II. However, this comic scenes and phrases are quite tragic when they are thought about, as most things related to war are, which makes this comedy completely absurd. The best way to represent this idea is through the characters in the book, specifically, Yossarian, Huple, and Natelys whores kid sister and the events that occur with their thoughts and their actions. Clearly, the main character and one whose life is chiefly described, is Yossarian. Yossarian has a slightly sick sense of humor and way of looking at things. In the first chapter, Heller tells us that letters sent by the soldiers had to be reviewed in order to prevent any secret information going out to the public, or, even worse, to the enemy. Yossarian, from lack of anything better to do, censors all the letters. Sometimes he crosses out everything but a, an and the, sometimes adjectives, whatever he feels like that day. For his final gag he signs these letters as Washington Irving to totally confuse the readers of these letters. This is funny, however it is ultimately tragic. These are the letters that every wife, mother and daughter runs to the mailbox for in order to see that their husbands, fathers and sons are all right. This is a letter that could say: Honey, Im coming home, or I love you. When I come home I want to marry you. These letters could change the whole lifestyle of so many people and Yossarian alone is tampering with them. The absurdity of that is immense. A gag of slightly higher consequence occurred in Chapter 12, when Yossarian decided to move the bomb line over Bologna. What I believe is the most ridiculous in the whole process was his reason for doing it. Everyone did not want to go on this mission to capture Bologna. They prayed the rain would never go away, or that the bomb line would mysteriously move, anything just mot to go on this mission. Clevinger, in disbelief at the stupidity of these men, tells Yossarian: They really believe that we wouldnt have to fly that mission tomorrow if someone would only tiptoe up to the map in the middle of the night and move the bomb line over Bologna. Can you imagine? So Yossarian figures Why not?. As hysterical of a joke as this may be, an important city that was taken by the enemy had to be bombed, and now everybody thinks that it was captured already. This joke could have and may have lead to the deaths of innocent people, which is yet not only absurd but is also catastrophic. Two character that, for me, expressed the highest, but the most true absurdity in life are Huple and Natelys whores kid sister. These two characters have one thing in common. They both want to be adults too fast. Huple is only fifteen, and lied about his age to get into the army. The kid sister is twelve years old, but wants to be just like her older sister and seduce men. However the absurdity of this is not at all that they want to become older, because everyone at that age does. The absurdity is that the things they want to do as adults are the things that most adults resent most about being adults. The last thing most men want to do is to be drafted, and the last thing that most women want to do is to become a prostitute in order to support themselves. It is clear that Joseph Heller does not write in a certain pattern visible in the works of other writers. he has his own unique way of expressing the absurdity of the universe in a comic way. This style, in my mind, is very commendable because he makes us laugh, yet understand the meaning and maybe even seriousness of the idea he is trying to get across. The alternative would be to write a tragic novel about men at war which really would not grab the readers attention as comedies do and as this book did.

Law on Torts in Australia Essay Example | Topics and Well Written Essays - 1500 words

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Development of The Constitution Essay Example | Topics and Well Written Essays - 1750 words

Development of The Constitution - Essay Example The English legal system denied provisions granting necessary resources and protection to the people accused of crimes; unless the allegations were proven true. It was the American law which initially offered legal asylum to the accused groups (Paul, 2006). The legal asylum does not imply special and lenient treatment, rather the defendants were provided with minimum services to defend their position. The intent of such measures has been to bring credibility to the judicial system of the United States. Before 1960s, the courts were reluctant to offer counsel services to the accused groups. The services for the counsel were either limited or rejected; the provisions for counsels were provided based upon the financial standing of the accused groups. It was in the case entitled Powell v. Alabama 1963, when the court favoured the counselling services for the accused groups; the ruling encouraged the states to offer judicial protection to the accused groups through counselling. This was considered to be the first ruling which blatantly refused and challenged the interpretation of the British law; the law which discouraged any such counselling provisions for the accused groups. The court ruling considered it to be the legitimate demand of the defence for provisions of legal counselling services; however the court involved the states to determine the extent and nature of counselling to the accused groups. In 1942 during the hearing of Bett v. Brady, the court ruled it necessary to provid e adequate legal protection to the accused group through counselling; however the requirement of legal counselling through lawyer to the accused group shall be evaluated on the basis of necessity. Such rulings confirmed that American law was adopting distinct approach, and in some cases challenged the interpretation of the English law. In 1960 the American law confirmed and reiterated its resolution to provide