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Discuss how far recent UK economic policy has been successful in achieving the macroeconomic objectives BY rave_100 Discuss how far recent I-J economic policy has been successful in achieving the macroeconomic objectives. The four main macroeconomic objectives are: full employment, price stability (low and stable inflation), sustainable economic growth, and a healthy Balance of Payments. A diagram showing unemployment and Jobsharers allowance in the I-J: On the diagram shown above, unemployment within recent years (2008-2013) is seen to be increasing.

In 2011 unemployment peaked at 2. Million which around the time the chancellor George Osborne said “… The government was continuing efforts to help create new Jobs” followed by “Policies like enterprise zones… Are going to make a real difference”. The policy in question is a supply side policy, Enterprise zones which are geographical areas seen as impoverished in which incentives such as tax concessions are offered to encourage investment and provide Jobs for residents to help support genuine growth and create new businesses.

Enterprise zones are effective because lower taxes and less regulation will increase Jobs and incomes in the zones by attracting capital, labor, and economic activity. To make an Enterprise zone successful is must be accompanied with targeted investments in skills and infrastructure, to ensure that they lead to lasting improvements in competitiveness otherwise they do very little to promote lasting economic prosperity.

How successful enterprise zones are depends on the extent of government spending for example, transportation problems: The area may have poor access to roads, rail, and other means to transport goods and services which is a barrier, preventing increases in economic activity. Also spending cuts, a fiscal policy which are Government spending policies that influence macroeconomic conditions. These policies affect tax rates, interest rates and government spending.

During 2011 the I-J government announced big cuts to public spending which resulted in the loss of 10,000 public sector Jobs in a year. This shows how a tight fiscal policy can have adverse effects on full employment. A diagram showing inflation expressed as a percentage in the UK The consumer price index (ICP) in 2010 was 3. 1% in August 4. 4% February 2011. The government’s objective for inflation is to be kept low to a figure of 2+%. Inflation is the reason to increasing price levels or to be specific the continuous and sustained rise in the average price level.

As stated before the ICP, which is also an accurate estimate to the cost to living was above the target rate in 2011 The Monetary Price Committee (MAC) of the Bank of England is responsible for achieving price stability in the I-J. In the UK the most common tool used to control inflation are increases or decreases in short term interest rates, which is a form of monetary policy. Changes in interest rates are effective in altering inflation to achieve the target rate because there are woo types of inflation, which are demand pull and cost push inflation. Hen there is large/strong consumer demand for a particular good or service, the price will inevitably increase. When this happens across the entire economy for all goods, it is known as demand pull inflation. This increase may be due to the MAC, decreasing interest rates which reduces the cost for borrowing and the incentive to save, so consumers borrow/take out more loans and also save less, to purchase consumer goods, and businesses gain confidence to invest in the creation of capital goods and o will employ workers to handle/man machinery and so results in a reduction in unemployment.

On the other hand, higher costs of production factors decreases the amount of total production in the economy, because there are fewer goods being produced, demand for these goods remains consistent and so the prices of finished goods increase (inflation). The Bank of England forecast a sharp fall in inflation during 2012. This is because in 2011, inflation was caused by temporary cost-push factors, which loss effects during the course of 2012. These cost-push factors include:

One-off tax rises (such as VAT) ,effect of devaluation and higher import prices & rising commodity and food prices. In 2012, the rate of inflation fell rapidly as seen in the inflation diagram. How Europe economy effects the UK The Rezone looks more vulnerable than ever before. In this climate of debt default, investors have shown preference for government bonds outside the Rezone, where there is less risk of liquidity shortages. The Erosion’s troubles have led to weakening of the Euro and making Sterling relatively more attractive.

This appreciation in the sterling pound will reflect upon the price competitiveness on sports which will decrease therefore lowering demand for our goods domestically and abroad by foreigners which will decrease our net exports (a component of AD) and so shifts the AD curve inwards from AD-AID resulting in a decrease in inflationary pressure but at the expense of economic growth as the AD curve recedes. Further consequences are that the current account deficit increases therefore weakening the balance of payments.

Also due to the negative growth in AD businesses and consumers may lose confidence in the economy, therefore demand for goods and services decrease and businesses do not invest in capital or labor so nutrients to a higher rate of unemployment/redundancy. So the I-J government uses a combination of fiscal, monetary and supply side policies to achieve their macroeconomic objectives but above their main objectives they are also trying to significantly reduce the Auk’s deficit also known as the “Deficit reduction plan”.. His objective interest rates will be kept low as to not Jeopardize the nation’s finances in conjunction with public spending cuts, welfare spending cuts and tax rises. Though these policies do not seem to be very effective as the UK is looking at ” its hired recession since 2008″ as well as the “debt is set to carry on rising for another three years”.

In retrospect to 2011-2012 the debt has decrease but not as the expected rate the Chancellor and planned through his “the cheese is in the post” strategy where the deficit is currently ” E. 3 billion lower “. In conclusion, the UK government has only successfully achieved the macroeconomic objective of price stability (low and stable inflation) as more recently the ICP was measured at 2. 4% in April which is close to the target rate and considering what the inflation rate during

It means the process of making subordinates to act in a desired manner to achieve certain organizational oils. Three related terms to motivation – motive, motivation and motivators are discussed below: 1. Motive: A motive is an inner state that energize, activates or moves and directs behavior towards goals. 2. Motivation: Motivation is the process of stimulating people to action to action to accomplish desired goals. 3. Motivators: Motivators is the technique used to motivate people in an organization, like pay, bonus, promotion, recognition etc Features of motivation 1 .

Motivation is an internal feeling. 2. Motivation produces goal oriented behavior. For e. G promotion helps to improve he performance of an employee. 3. Motivation can be either positive or negative. Positive motivation provides positive rewards like increase in pay, promotion, recognition etc Negative motivation uses negative means like punishment,threatening etc which induces a person to act in the desired way. 4. Motivation is a complex process as the individuals are heterogeneous in their expectations and reactions.

Motivation process: The motivation process begins – 1. Need or deficiency is felt. 1 . The individual searches for alternatives to satisfy that need. 2. He chooses the one perceive to be the most appropriate. Whether need is satisfied. 4. If evaluation is positive, the need is satisfied. If not, he may try for another option. The following process may be explained with the help of an example. – suppose a worker feels that she is under paid, he experiences a deficiency or a need for an additional income. To satisfy this need, she searches for ways to satisfy it. Or egg – looking for a new Job, working harder, to earn more pay and promotion, she chooses one of the option. After carrying out the chosen option, let’s say working harder & putting in more hours for a reasonable period of time. She evaluates her success. If ere hard work results in a pay increase, she feels good & continue to work hard. If she fails to earn a pay increase, she is likely to try another option. Hence, motivation is a continuous process IMPORTANCE OF MOTIVATION IN MANAGEMENT . 1 . Motivation sets in motion the action of changes In every organization, there are physical, financial & human resources.

The utilization of physical & financial resources depends on ability & willingness of people to work. Motivation puts human resources to action. Motivation builds the will to work among the employees & enables the management to secure the best possible utilization of al resources. 2. Achievement of organizational goals Management achieves goals effectively by motivating the sub-ordinate to contribute their best efforts towards their fulfillment of assigned task. If people are not motivated, no purpose can be served through planning, organizing and staffing function.

By meeting the individual needs through a satisfactory system or reward, management can secure co-operation of the sub-ordinate. 3. Motivation improves By inducing people to work better, motivation helps in increasing productivity, reducing cost of operation & securing overall efficiency. Titivation infuses the willingness to work. One may have the ability to work, but he may not perform according to his ability in the absence of motivation. As such motivation bridges the gap between ability to work & willingness to work. 4. Reduction in resistance to changes. Effective motivation helps to overcome resistance to change.

Motivated employees support all changes that are in the organizational interest because they identify their own advancement with the prosperity of the enterprise. For egg:- a firm wants to introduce a new technology. If the employees are motivated, they are likely to support new technology even though they have to put more effort to learn new skill. If the employees are not motivated, they resist the change. 5. Reduction in employee’s turnover Motivation creates confidence in the employees and secures their loyalty towards the organization. The rate of labor turnover & absenteeism are reduced.

This results in maintaining a stable workforce. 6. Creates friendly & supportive work environment Organization offer various rewards to their employees to satisfy their needs. Organization provides monetary & non-monetary incentives to the employees to supportive relation between employers & employees. Mascots hierarchy of needs Hierarchy of needs means systematic arrangement of human needs in order of their importance. Moscow has arranged all the human needs into 5 categories according to their significance. He classifies human needs into- 1. Physiological need 2. Security need 3.

Social need 4. Esteem needs 5. Self actualization need This arrangement is known as hierarchy of needs. 1. Physiological need These needs are essential for human survival & include need for food, clothing, shelter, sleep, air,etc. 2. Security need These are needs for physical safety as well as economic security and include safety of errors and property, security of Job, etc. 3. Social needs These are needs for love, affection, friendliness, belongings, attention, social interaction, etc. 4. Esteem needs or ego needs These are the needs for self-esteem & for the esteem of others.

Self-esteem need include need for self respect, self-confidence, competence, etc. Need for esteem of others relates to status, recognition, prestige, respect of others, reputation, etc. 5. Self – actualization need This is the need to be what one is capable of becoming & include the need for development of potential abilities, knowledge & skill.

This business Is affordable by the buyer’s and easy to sell. We can also create new designs or we make personalize shirt or couple shirt. IV. Vision, Mission Vision Bida Best shirt vision our vision Is to be the best company in the world-An the eyes of our customers, shareholders, communities and people. We expect and demand the best we have to offer by always keeping eco-friendly and affordable. Mission Bida Best shirt purpose is to have a habit of giving more than the customers expected give. we will strive to better understand others and deliver the highest level of service.

We will make all the customers fit in the new trends when it comes to fashion. V. Market Profile A. Research and Analysis Youth plays or takes the biggest portion of todays population. They are up to different trends, follow the “what’s in? ” in fashion and blend in as much as they can with respect to their own choices. That is the reason why we come up with the idea of creating the “Bida Best” t-shirts- to make them active and be involved in their environment while wearing the shirts with cool designs as representation of unity and global awareness.

Selling these shirts will definitely be difficult due to some important factors that e need to consider; the competitors; a good place to sell it; and the affordable price. “Basil Sports Wear” Is very popular In our area. They make the uniforms of different leagues such s basketball, volleyball, badminton, etc. , making It the 80% of the market share and leaving us the remaining 20% who are not into the sports. The strategy 1 OF3 attractive and appealing to the costumers’ eyes.

It can be a couple shirt, a group shirt, a batch t-shirt or however the customer wishes it to be depending on the arrangement or terms and conditions agreed by the both parties. As for the place where the product will be displayed or sold, it should be near at a landmark where the store can be easily by everyone, especially the youth who are the project’s main target. Lastly, the price which should be affordable by many to be decided wisely. The amount of each shirt should be balanced with the cost of the materials used including labor.

We think not only of what we can gain but also the expenditures we had. Promotions will be held and discounts will be given as part of advertisement, which will make the product in demand. Having a Justified income will only indicate the business’ success. B. Marketing plan Our product is t-shirt printing; we can say that our product is top selling because many people want some t-shirt that is trend like new designs, naming the shirt to be unique and we can make a couple shirts or batch t-shirt. There are many designs that we make sure the customers will like it.

VI. Production/Technical Plan Production Plan The business that we get into is silkscreen printing. It is the art of transferring conceptual design to t-shirts. There are steps that we take to produce our product: 1 . You can make your design or get designs from internet provided it is not patented. . Put on a tracing paper/ to transfer the design to the silk screen you will be use photographic machine. 3. Use a stopwatch to time the length of exposure and then, when the time is up, spray the silkscreen to come up with the design. . You can now print the design using the textile paint and let it dry. Operating strategies Critical Risk Our business is not focused on sportswear like our competitors. We can also have different kinds of products. We have a batch t-shirt for students, couple shirt, etc. We have many things to offer especially in the design of our shirt for our product; we can ustomize it or by personalize it by putting names on it or pictures. We are giving a discount for a whole sale. The order, the big discount they will get.

VI’. Organizational chart A. team members Manager: manage all the work. It makes the responsibilities done. Moreover, his/ her Job is to oversee or volunteer to ensure that the other carry out certain duties. supervise the work and handling the money. Supervisor: Forman: will lead the work Workers: the person who will do the work. In our company, the business legal ownership is partnership. We our group so we have a duties or responsibilities to make our business work properly.

Things Like being overlooked for a promotion, being given baseless write-ups or improvement plans, ND wrongful termination, because the employer or manager disagrees with your sexual orientation are more along the lines of differential treatment. Harassment may Include certain comments and name calling regarding your sexual orientation, or even repetitive requests for dates [Reap, 2010]. There are federal laws that protect against workplace discrimination based on sex, race, national origin, age, religion, pregnancy status, and disability.

Unfortunately, there Is currently no federal statute prohibiting sexual orientation discrimination in the work place. If you happen to work for the federal government, you are protected from sexual orientation discrimination. Several proposals to enact a law protecting employees from sexual orientation discrimination have been considered, but there has been no success in them being passed [Reap, 2010]. Qualified, hardworking Americans are denied Job opportunities, fired or otherwise discriminated against Just because they are lesbian, gay, bisexual, or transgender (LIGHT).

As a result, LIGHT people face serious discrimination in employment, including being fired, being ended a promotion, and experiencing harassment on the Job [Solemnest, 2009]. There Is currently a law that Is being considered that would prohibit discrimination based on sexual orientation and gender Identity. This law Is the Employment Non-Discrimination Act of 2009. This law has been introduced to congress once before, but there was no success. The Employment Non- Discrimination Act (END) has been Introduced In Congress to ban discrimination based on sexual orientation and gender Identity.

The bill would prohibit employers from making decisions about hiring, firing, promoting, or compensating an employee eased on sexual orientation or gender identity. The END also prohibits preferential treatment of lesbian, gay, bisexual, and transgender employees as well as using quotas requiring an employer to hire a certain number of such employees. In addition, it exempts small businesses, religious organizations, and the military, and does not require that domestic partner benefits be provided to the same-sex partners of employees. This act has yet to be passed.

Therefore there is still no federal protection against sexual orientation discrimination In the workplace [solemnest, 2009]. Title VII of the Civil Rights act of 1964 was the first federal law designed to protect most United States employees of applicant’s race, religion, sex, or national origin. This Title was established by the Equal Employment Opportunity Commission (EEOC). The EEOC Is the Agency of the Department of Justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other nondiscrimination laws. When applying for a 1 OFF Employment Opportunity (OWE) employer.

OWE is the condition in which all individuals have an equal chance for employment, regardless of their race, color, elision, sex, age, disability, or national origin. The federal government’s efforts to create equal employment opportunities include constitutional amendments, legislation, and executive orders, as well as court decisions that interpret the laws [Neo, Hollowness, Gerhard, & Wright, 2011]. Based on Title VII of the Civil Rights Act of 1964, the EEOC issued guidelines for defining and enforcing Title Avis’s requirements titled Guidelines on Discrimination Because of Sex.

This regulation initially introduced the concept of conduct that has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment [Burton Ill, 2011]. Not all employers are covered by the laws the EEOC enforces, and not all employees are protected. This can vary on the type of employer, the number of employees the employer has, and the type of discrimination alleged [Neo, Hollowness, Gerhard, & Wright, 2011].

Substantive due process and equal protection arguments under the fifth and fourteenth amendments to the Constitution of the United States are the two methods of analyzing a discrimination claim. In general, both methods employ the same standards of review, but are applicable in different situations. The substantive due process analysis is utilized when a fundamental right (life, liberty, and property) is threatened by governmental action that is applicable to everyone. The importance of the right or interest determines the level of scrutiny.

The equal protection analysis is applicable when the government enacts legislation that establishes a benefit or burden for a class as a “suspect class”, “quasi-suspect class”, or “non-suspect class” determines the level of scrutiny. The United States Supreme Court has not granted or recognized homosexuals as having special status for the purpose of constitutional challenges. The Court has not declared sexual orientation as a fundamental or quasi- fundamental right under the due process clause of the Constitution.

It also has not declared sexual orientation as a “suspect” or “quasi-suspect” class under the equal protection clause. Therefore, sexual orientation is treated as a non-fundamental right, or a non-suspect class, and is subject to low-level scrutiny [Areola, 1992]. Since there are not any current federal laws prohibiting sexual orientation coordination, there is more hope at the state level. Almost half of the United States, including the District of Columbia, has active laws that prohibit sexual orientation discrimination in both private and public workplaces.

The states that have these laws include California, Colorado, Connecticut, Hawaii, Illinois, Iowa, Maine, Maryland, Massachusetts, Minnesota, Nevada, New Hampshire, New Jersey, New Mexico, New York, Oregon, Rhode Island, Vermont, Washington, and Wisconsin [Reap, 2010]. In 1982, Wisconsin was the first state to pass a law providing protections for homosexuals [Greenberg, 1993]. In addition, there are a few states that hold laws that only prohibit sexual orientation discrimination in public work places only [Nylon, on-line].

There is no law in the state of Alabama that prohibits sexual orientation discrimination. State employees are protected in Delaware, Indiana, Michigan, Montana, and Pennsylvania. Public employees are protected in Louisiana and Montana [Reap, 2010]. Orientation discrimination, there might be local laws that cover it. Some local governments have established rules against sexual orientation workplace discrimination in the form of city ordinances [Reap, 2010]. Many cities and counties prohibit discrimination on the basis of sexual orientation in at least some workplaces.

The kidney Is an Important organ in the human body that helps in maintaining the Internal equilibrium of water and minerals. Renal dialysis Is the process of removing toxic substances such as creating, urea, and excess amounts of free water from the blood. Dialysis Is a treatment used when there Is an acute and chronic disturbance In the functioning of the kidney. Renal dialysis plays a major role in improving the patient’s quality of life. Covered in this Report This report covers the present scenario and the growth prospects of the Global Renal

Dialysis market for the period 2014-2018. To calculate the market size, the report considers the revenue generated from the products and services offered by the vendors for the treatment of renal diseases. View our full TCO here Key Regions MEME OPAC Americas Key Vendors B. Braun Melanges GAG Baxter International Inc. Davit Healthcare Partners Inc. Freshness Medical Care Other Prominent Vendors Cocooning Shenanigan Chivvied Diapered Deutsche Gudgeon Blight Meditate Hearer Pharmaceutical Joshua Medical Medical Components Nippon Onstage Medical Chuan Kelly Pharmaceutical Growing USER Patient Population

For a full, detailed list, view our report. Key Market Challenge Associated Risks and After-effects of Dialysis Treatment Key Market Trend Expanding Economies in OPAC Region Key Questions Answered in this Report What will the market size be in 2018 and what will the growth rate be? What are the key market trends? What is driving this market? What are the challenges to market growth? Who are the key vendors in this market space? What are the market opportunities and threats faced by the key vendors? What are the strengths and weaknesses of the key vendors? For more insights, view our Global Renal Dialysis Market 2014-2018 report.

Lenin conceived of change as modification of those forces keeping a system’s behavior stable. Specifically, a particular set of behaviors at any moment in time is the result of 2 groups of forces: those striving to maintain status quo and those pushing for change. 1. Unfreeze – create Initial motivation to change by convincing people that current state is undesirable. 2. Change – identify new behaviors and norms. Communicate. Adopt new attitudes and culture. 3. Refreeze – reinforce new behavior through reward systems, communications, structure etc.

Unfreezing involves reducing those forces maintaining the organization’s behavior at its present level. This is sometimes accomplished through a process of “psychological discrimination”. By Introducing Information that shows discrepancies between behaviors desired by organization members and those behaviors currently exhibited, members can be motivated to engage in change activities. Moving/ Changing – this shifts the behavior of the organization, department, or Individual to a new level. It involves intervening in the system to develop new behaviors, values, ND attitudes through changes in organizational structures and processes.

Refreezing stabilizes the organization at a new state of equilibrium. It Is frequently accomplished through the use of supporting mechanisms that reinforce the new organizational state, such as organizational culture, rewards and structures. Action-Research Model This focuses on planned change as a cyclical process in which initial research about the organization provides Information to gulled subsequent action.

China has a hundred cities with a population of over one million, and will add at least a hundred more over the next twenty years, along with and at least six more megabits containing populations over ten million people. These megabits bring mega-problems including population growth, poverty, insufficient transportation infrastructure, and housing concerns,14 on a scale most Americans cannot fathom. Environmental pollution, urban overpopulation and corruption also hinder the development of society in general.

At the same time, these development issues are becoming more personal and tangible to the public. Environmental and safety disasters are occurring in individuals’ own backyards, and this is moving people to demand more from their leaders. These factors all drive the government to put more effort into improving existing practices and removing obstacles to healthier and more sustainable development, while pursuing the fundamental goal of a harmonious and prosperous society.

Sustainable industrialization is a development process that builds capacity and sets conditions for enterprises of all sizes to meet the Tab’s financial, social, and environmental objectives, and to provide the requisite institutional reform and commitment to innovation. The government also stresses overall structural reform of industry, regulation based on a broader array of instruments and voluntary assures, and both fiscal and financial reform. Practically, China is drawing upon globally-recognized concepts such as echo-efficiency, pollution taxes, cleaner production and echo-industrial parks.

Recently, the government has gone all out to complete pollution reduction tasks. It has emphasized environmental protection for the sake of economic development, public health, rural conditions, and rehabilitation status. 1 5 Thus, the Chinese government’s measurement and actions concerning sustainability are becoming more specific and powerful. Practically, China has introduced carbon cap-and-trade programs to reduce missions. The government set limits on CA discharge for industrial companies and public buildings.

Polluters that emit less than the limit can sell the difference between their emissions and 14 15 http://www. Tab. Com. PC/megabits-megalopolises-institutions/ http:// www. Cited. Net/enhanced/policyholder’s/report/201206/t20120604_230865. HTML Page 6 of 9 the cap to other polluters, thereby aligning environmental goals with market incentives. 16 Green logistics has also been practiced in China for several years as a means of reducing the environmental and energy footprint of freight distribution.

Practices include carbon footprint, echo-driving, green logistics parks and information/communications technologies for climate-sound logistics. 17 Corporate Initiatives & Practice Together with the government’s effort, corporations in China have begun to implement corporate social responsibility (CARS) standards, aiming to embrace responsibility for the companies’ own actions and positively impact the environment, consumers, employees, communities, stakeholders, and other members of the public sphere. 18 These initiatives are primarily motivated by regulatory demands and overspent relations.

For this reason, many TAB programs dovetail with the priorities of local or provincial governments. Another objective is to build a sustainable working environment through encouraging employee volunteerism, which many companies have found to reinforce workplace camaraderie. In addition, consumers in China are growing more concerned about sustainability issues, such as in food safety, public health and air pollution, and are calling for corporate responsibility. One survey even found that China consumers are more concerned than Americans with business ethics. As in the United States, consumers are inclined to switch to brands associated with a good cause, assuming the same price and similar quality. 83% of respondents in China said they refused to buy a company’s product when they learned that the company acted irresponsibly. Companies themselves want to enhance their brand image and build a good reputation. Geol. is a privately-run car manufacturer, perhaps best known in the West for its recent acquisition of Volvo. Galleys recent activities include donations to natural disaster-afflicted areas in China, sponsoring a youth orchestra, and raising ands to help poor students.

Many executives are also adopting the notion of leading by example. They may participate in private or public philanthropy, working closely with not-for-profit organizations such as Roots and Shoots, Project Green Hope, and so forth. Http://en. Wisped. Org/wick/corporate_social_responsibility http:// extemporaneousness. Org/green-logistics/ 18 http://articles. Economists. Mediates. Com/2013-08-10/news/41268124_1 _dioxide- emissions-greenhouses 19 http://www. Chinaware’s. Com/Chinese-consumers-more-concerned-with-business- ethics-than-Americans/ 17

Page 7 of 9 Apple and Nikkei in China As described previously, Apple in China began to realize the importance of building a sustainable working environment, especially for Chinese phone and pad factories. They are pushing supplier Foxing to improve working conditions in these factories. Foxing reduced worker’s hours, increased workers’ wages greatly, installed an automatic shut-off function on machines and provided cushioned seats for assembly line workers. The increasing consumer base in China forced Apple to react to ethical issues damaging its reputation more responsively and quickly.

Perhaps even more than Apple, Nikkei has been widely censured over working conditions in its Asian factories, and has openly admitted that its business is not environmentally sound. 20 Among other initiatives to combat these problems, Nikkei has agreed not to allow forced child labor (referring to children under age sixteen, in the case of China) and has set a goal of implementing cutting-edge data collection systems to reduce solid waste at every contracted factory. 21 Even as far back as 2001, over half of Nine’s rubber waste from Chinese factories are reused, and this figure cached 90% at several locations. 2 Nikkei has even been known to reject prototypes containing PVC,23 a common but probably harmful substance used in plastics-based goods such as footwear. What Next? For an entrepreneur committed to sustainable practices, China and the United States each offer remarkable business opportunities as well as unique challenges. Their similarities and differences are so deeply ingrained as to transcend current states of economic development, and may best be understood through the lens of Greet Hypotheses theory of cultural dimensions.

This framework for cross-cultural immunization posits that there is no such thing as a universal management method or globally-applicable management theory. Even the word “management” has different connotations and lexical derivations across the world. 20 http://www. Reachable. Common=316 http://incline. Com/system/assets/1835/Nikkei_IFFY _CRY_report_original. PDF 22 21 Page 8 of 9 Drawing on Judge and Robbins’ evaluation of American and Chinese work cultures,24 let us take a closer look at how the respective nations compare in terms of Hypotheses five value perspectives.

Whereas the US exhibits low power distance due to a deep- dated belief in equal opportunity, the entrenchment of power and wealth differences in China results in a higher power distance. Taking each culture’s power distance values into consideration, it would be important to have collective buy-in to TAB initiatives in the US for ease of acceptance so employees will feel like participants in the final direction. In contrast, the upper management of China should present a united front when launching TAB initiatives for quicker implementation to avoid any possible turmoil.

Consistent with the American emphasis on personal opportunity and advancement, it s also a highly individualistic culture, especially in comparison with China’s collectivist tendencies. Americans are much more strongly oriented toward the short term, where Chinese workers are both more long-term oriented and more reverent of tradition and cultural obligations. TAB initiatives need to be sensitive to this orientation and able to withstand the short-term acceptance if TAB is truly in the best interest of the company.

A well planned business model should be presented that accounts for long-term changes and trends and embedded in the new mission statement. However, America and China do show similarities in the predominance of distinct male and female roles, as well as low uncertainty avoidance (I. E. , relative tolerance of uncertainty and ambiguity). As this is the case, a pro/con internal and external PR campaign is recommended to set expectations and involve the community in which the business operates so that the public can hold the company accountable should there be any sway in implementing TAB initiatives.

In both countries, Judge and Robbins argue, these factors manifest themselves in several ways that we find highly relevant to entrepreneurs. A consequence-?and, perhaps, cause-?of the American legal and political system is that ethical guidelines are more clearly defined in the US than in China. 25 These ethical norms are woven into American business culture and quite widely acknowledged, at least in principle if not always in practice. Thus, if launching TAB initiatives in the US, careful attention needs to be paid to the legal and political system to avoid any potential deterrents.

Not surprisingly, Chinese workers typically do best in groups, place heavy emphasis on mutual trust, and share much information through unspoken, contextual miscommunication. Their American counterparts prefer individual work (although collaboration is also viable), 24 Judge & Robbins 128 Ibid. , 157 Ibid. , 293 25 Page 9 of 9 partly as a result of an individual-oriented incentive structure. American communication is expected to be almost entirely through words, whether spoken or written,27 with the intention of being understood by those who are outside the context of the original communication.

When conflict arises, Americans usually broach the controversy directly, and default to rational appeal as a means of persuasion. 8 Directness is essential to communication in general, and contracts should leave no doubt about either party’s obligations or expectations. The Chinese approach to conflict is more indirect, due partly to employee-supervisor status differences and the obedience that accompanies seniority and rank. 9 This knowledge reinforces the fact that all TAB initiatives in China should be transparent as not to surprise employees and break trust with the company. It would be wise to exercise the same policy in the US, but take it a step further and document the changes and expectations in a clear manner. In spite of highly disparate business cultures, customs, and ethical frameworks in the US and China, a TAB-based approach likely holds the key to many of the social and environmental issues that have accompanied each country’s rapid economic development.

Conscientious firms have considerable power to mitigate China’s growing pollution problem while creating Jobs for a rapidly urbanize population. Collectively, American firms have remarkable global influence that virtually puts them in the position of a business, development MONGO, and government all at the same time. Companies that remain profitable and well-regarded at home in the States, moreover, position themselves to be sources of employment, innovation, and growth for decades to come.

Despite its traction in China and the United States, sustainable business is a young idea that still faces much criticism. Arguments about economic efficiency and the vague or unquantifiable nature of TAB objectives are best hashed out elsewhere, but a critical leadership dilemma is that outside advisers, issues advocates, government agencies, and other stakeholders can present a web of introductory exhortations, such that following one may completely preclude another -?all in addition to whatever customers may desire.

Chrysler has had several distinct but very different leadership styles. Lee Iacocca, who helped Chrysler at time of near bankruptcy, was very driven to bring the company back to life. Robert Lutz, who helped reshape the corporate culture of Chrysler. Each of these leaders was able to use their own distinctive leadership styles to successfully implement change at Chrysler (See Appendix A). The Influence of Leadership on Management Practices Managers have a position of authority vested in them by the company, and their subordinates and largely do as they are told.

Management style is transactional, in that the manager tells the subordinate what to do, and the subordinate does not do this because he or she is a blind robot, but because they have been promised a reward for doing so. Managers are paid to get things done, often within constraints of time and money. They naturally pass on this work focus to their subordinates. An interesting research finding about managers is that they tend to come from stable mom backgrounds and lead relatively normal and comfortable lives. Many organizational leaders have subordinates, but only because they are also managers.

Leaders with stronger charisma find it easier to attract people to their cause. As a part of their persuasion they typically promise transformational benefits, such that their followers will not Just receive extrinsic rewards but will somehow become better people. Crystal should follow Blue Coat Systems example by; involving its employees in the changing organization, explain why change is necessary, share the vision and reinforce individual behavior with rewards. The leaders at Crystal need to be passionate about the future of the organization (See Appendix D).

Effective people, oriented strategies, methods, and techniques support the initiative by developing a genuine enthusiasm for the proposed changes in the organization and its people. The Implementation Plan incorporates leadership, ownership and ennoblement strategies to reduce unpredictability and to realize the target benefits in individual and organizational performance. The Implementation Plan can support an endeavor as fundamental as a leadership initiative to alter the direction and culture of the organization, or a single project to implement a new system to improve a business factors is ‘ownership’ and without it; failure is guaranteed.

Working with an independent and experienced consultant who has a pragmatic understanding of leadership and management can leverage the detailed knowledge of your business into effective actions that deliver powerful results. The Management Practices Survey (MSP) is a diagnostic survey instrument designed for supervisors and managers. The survey measures employees’ perceptions of how both organizational factors and management practices are influencing performance and motivation. Individuals stubbier surveys and receive aggregated, anonymous feedback from their direct reports.

The results of the survey help individuals identify their strengths and target areas for performance improvement and development. The Factors That Contribute to a Long-Term Commitment to Change Many factors have to be considered when an organization commits to change on a permanent basis. The learning organization proactively creates, acquires, and transfers knowledge that changes behavior on the basis of new knowledge and insights. Learning organizations actively try to infuse their organizations with new ideas and information.

This is accomplished by instantly scanning external environments, hiring new talent and expertise when needed, and by devoting significant resources to train and develop their employees. They also strive to reduce structural, process, and interpersonal barriers to the sharing of information, ideas and knowledge among organizational members. For instance, any carpenter knows different Jobs require different tools. When the situation changes significantly, according to contingency thinking, a different type of organization may be appropriate.

Change can have a tremendous impact on any organization. For instance, when managers are faced with downsizing, they tend to Ochs on the immediate and practical needs that emerge at the time when staff are being let go. After all, employees need to be selected and notified, one of the most difficult tasks for any manager. Jobs responsibilities need to be shuffled, and generally the period where downsizing is occurring is very busy and emotionally taxing. When the organization is going through a down sizing process, a number of problems can occur.

The organization moves towards less risk taking and innovation. Also, destructive conflict tends to increase and internal competition for resources increase. In addition, long-term change can also cause individual staff members to devote less effort to working together and more attention to protecting themselves. The employee does not have a responsibility to manage change, the employee’s responsibility is no other than to do their best, which is different for every person and depends on a wide variety of factors.

Responsibility for managing change is with management and executives of the organization, they must manage the change in a way that employees can cope with it. The manager has a responsibility to facilitate and enable change, and to understand the situation from an objective standpoint. Increasingly the manager’s role is to interpret, communicate and enable, not to instruct and impose. Strong resistance to change is often rooted in deeply conditioned or historically reinforced feelings. Patience and tolerance are required to help people in these situations to see things differently.

Change must be planned, managed, implemented, controlled and monitored but for successful change there must be effective leadership. Leading successful change requires vision, strategy and a necessity for change. There is a distinction between management and leadership for change to be successful. Management produces orderly results which keep things working efficiently. Leadership shows the way to change using personality and skills to motivate people to work together toward a goal and develop a vision of the future.

Future Leadership Challenges Extreme challenges face both organizations and leaders when looking to motivate subordinates toward the organizational goals. Several of these challenges are highlighted through the leader-member exchange theory (ELM) and substitutes for leadership. The ELM theory on the quality of relationships between managers and subordinates as opposed to the behaviors or traits of either leaders or lowersГ?CГ,-1Г?0 (Grittier & Kicking, 2004, p. 617-618). This theory is based on the premise that leaders treat all employees equal and develop distinctive one-to-one relationships with their subordinates.

This style of leadership forms one of two types of interaction between leaders and employees; a) positive in-group exchange, which revolves around mutual trust, respect and liking and is associated with Job satisfaction, positive Job performance, goal commitment and satisfaction with leadership; and b) negative out-group exchange, which is characterized by a lack of mutual trust, respect and liking (Grittier & Kicking). The Marketing and Sales and Delivery departments of Crystal can be grouped into this out-group exchange of the ELM theory.

It is thus to the benefit of the leaders at Crystal that they try to influence subordinates to lean toward the in-group exchange. Servant leadership strategies could aid Crystal in directing subordinates toward more in-group organizational behavior. Crystal may benefit by looking at Southwest (SAW) philosophy of servant leadership. Servant leadership techniques can be seen throughout SAW. SAW contributes their immense success to maintaining an organizational culture based on servant leadership.

SAW maintains that its employees are its greatest asset and makes every effort to increase Job satisfaction and employee morale, which has been evident in the prosperity of the company (see appendix C). Even though most theories suggest that a formal leadership is necessary in organizations there are a variety of situational variables that tend to substitute for, enhance or counteract the effects of leadership. To improve leadership effectiveness these substitutes need to be identified as they can directly influence employee attitudes and Job performance.

Substitutes for leadership can be such anything from the abilities, experience, training and knowledge of the subordinate that reduces the need for the task-oriented/initiating structure of leadership to the basic satisfaction of the tasks that reduces the need for the relationship-oriented leader (Grittier & Kicking, 2004). For example, if the subordinates are experienced and knowledgeable enough and the duties are clear with good feedback no leader is necessary, the subordinates can initiate their own tasks and structures.

Crystal may have such substitutes for leadership in its organization. The leaders of Crystal need o look internally to see where they can use these substitutes to enhance rather than counteract the effects of its leadership. By benchmarking a company such as SAW where employees are encouraged to make their own decisions and are backed in those decisions by management, Crystal can create a more team-disciplined empower its employees by giving more responsibility and authority to make their own decisions within the organization.

Leadership Styles for a Given Situation Leadership styles fall under three theoretical categories: Trait and Behavioral Theories of Leadership, Behavior Styles Theory, and Situational Theories. Early in the 20th century, the prevailing belief was that leaders were born, not made. Only select individuals had inherent traits that made them successful leaders (Grittier & Kicking, 2004). Behavioral Styles Theory is a phase of leadership research that began during World War II as part of an effort to develop better military leaders.

It was an outgrowth of two events: the seeming inability of trait theory to explain leadership effectiveness and the human relations movement, an outgrowth of the Hawthorne Studies. The thrust of early behavioral leadership theory was to focus on leader behavior, instead of on personality traits. It was believed that leader behavior directly affected work group effectiveness. This led researchers to identify patterns of behavior called leadership styles that enabled leaders to effectively influence others (Grittier & Kicking, 2004).

The Ohio State Studies Researchers at Ohio State University began by generating a list of behaviors exhibited by leaders. The research concluded that consideration involves leader behavior associated with creating mutual respect or trust and focuses on a concern for group needs and desires. Initiating structure is leader behavior that organizes and defines what group embers should be doing to maximize output (Grittier & Kicking, 2004). The University of Michigan also conducted a study similar at Ohio State, this research sought to identify behavioral differences between effective and ineffective leaders.

Researchers identified two different styles of leadership: one was employee centered, the other was Job centered. These behavioral styles parallel the consideration and initiating-structure styles identified by the Ohio State group. In summarizing the results from these studies, one management expert concluded that effective leaders end to have supportive employee-centered relationships with employees, use group rather than individual methods of supervision and set high performance goals (Grittier & Kicking, 2004). Behavioral Styles Theory states that leader behavior is something that is learned.

This would imply that leaders are made, not born. This is the opposite of the trait traditional assumption. Given what we know about behavior shaping and model-based training, leader behaviors can be systematically improved and developed (Grittier & Kicking, 2004). Situational leadership theories grew out of an attempt to explain the inconsistent findings about raids and styles. Situational theories propose that the effectiveness of a particular style of leader behavior depends on the situation. As situations change, different styles become appropriate. This directly challenges the idea that one style of leadership is best.

The Contingency Model states the performance of a leader depends on two interrelated factors: the degree to which the situation gives the leader control and influence and the basic motivation. Fiddler believes that leaders are either task motivated or relationship motivated. These basic motivations are similar to initiating structure/concern for production and inconsideration/concern for people (Grittier & Kicking, 2004). References Europe, , CA. Abdicated, J. , & Bates, D. L. (2007). Effect of organizational cultures on mergers and acquisitions: the case of Demolisher’s.

International Journal of Management, 24(2), 303-317, Retrieved July 18, 2008, from Protest Central database. (Document ID: 1317191381).. Bennett, H. (2000). The effects of organizational change on employee psychological attachment. Journal of Managerial Psychology, , . Bennett, J. , & Valuator, J. (2007, November 17). Chrysler may refocus brands; roles for dealers could be revised; stemming overlap. The Wall Street Journal, , p. A. 7. Retrieved July 18, 2008, from Protest Central database. (Document ID: 1384303511) Blue Coat (n. D. ). About Blue Coat Systems, Inc.. Retrieved July 1 1, 2008, from http:// www. Bluebottle. Mom/company/beauteously Burner, B. (2004). Kurt Lenin and the planned poach to change: a re-appraisal. Journal of Management Studies, , . Business Wire (2004, March 18). Bally total fines grows marketing department. Retrieved July 18, 2008, from http://www. Liabilities. Com/company-activities- management/operations/5637343-1 . HTML Backbone (n. D. ). About backbone. Retrieved July 1 1, 2008, from http://www. Casebook. Com/about. PH Fisherman, G. (2007, September 27). RFC Monolithic enters into new credit facility with Wells Fargo Bank. Wireless News, , . Glenn, H. (2008, July 7). UBS gives assurance about capital position.

Wall Street Journal Europe, , 85. Kirkpatrick, D. (2008, June 13). How one CEO backcombed his company. Retrieved July 1 1, 2008, from http://money. CNN. Com/2008/06/12/ technology/Kirkpatrick_backbone. Fortune/ Grittier, R. , & Kicking, A. (2004). Organizational behavior (6th deed. ). New York, NY: The McGraw-Hill Companies. McGee- Cooper, A. , Trammel, D. , & Eloper, G. (2008). The power of LIZT. An inside peek at the innovative culture committee of Southwest Airlines. Reflections, 9, p. 49-54. Retrieved June 27, 2008, from http://web. Boohoos. Com. Explore. Bibliography. Com/ghost/ delivery? Vivid=7&hid=107&sid Manager, C.

P. (1999, Cot. -Deck. ). Making human capital productive. Business & Economic Review, 46, p. 10. Retrieved June 28, 2008, from http://search. Obscenest. Com/login. Saps? Direct=true&db=bah&AN=2441747&site=ehost-live Intestate (n. D. ). Led (Lee) Anthony Iacocca-people of Pennsylvania. Retrieved July 19, 2008, from http:// www. Intestate. Com/states/peep/people/pa_alai. HTML Serene Software (n. D. ). Who are we. Retrieved Cult 1 1, 2008, from http://www/serene. Com/company/our-company. HTML Skinner, D. (2004). Evaluation and change management: rhetoric and reality. Human Resource Management Journal, , .

Smart Business Northern California (2008, June). How to deal with change. Retrieved July 1 1, 2008, from http://www. Sibylline/ National/Article/14704/0/Adaptive_technology. Saps? Category’=182 Sugarcane, B. (2001). A learning-based approach to organizational change: some results and guidelines. Organizational Dynamics, , . Thomas Net Industrial News Room (2008, February 11). Verizon Wireless. Retrieved July 19, 2008, from http:// news. Thomas. Mom/compensatory/812951 U. S. Chamber of Commerce (n. D. ). Southwest Airlines: Southwest’s secret to a positive corporate culture: Its employees. Retrieved June 27, 2008, from http://www. Chamber. Com/Bcc/profiles/ southwest. HTML US Bannock (n. D. ). About US Bannock. Retrieved July 21, 2008, from http://www. Cubans. Com/CGI_w/about/index. CFML University of Phoenix (2002). What’s happening at Ford, Chrysler, Smart and Star?. Strategic Direction, 18(2), up. 14-17. Wells Fargo (n. D. ). About us. Retrieved July 21,2008, from http://www. Wholesaler. Com/ about/ Zimmerman, G. (2007). Deals & projects. National Real Estate Investor, 49(9), . Appendix A Chrysler Synopsis Tina Cline Innovation, market competition and other external forces are facing both Crystal and Chrysler Corporation.

Crystal is making plans to implement telecommunication technologies to increase its product offerings in an already growing market. Chrysler on the other hand is looking at simplifying its product line and cutting its losses. Chrysler has been on an organizational roller coaster since its beginning. In 1978 Chrysler was failing and predictions escalated that the company would soon fall into bankruptcy. Later that same year, Lee Iacocca became president of Chrysler Corporation. He swore to get the company back on its feet. In 1979, Iacocca became chairman of Chrysler and was successful in the federal government to back a $1. Billion dollar loan guarantee and tax concessions for the companyГ?CГ,-1Г?0 (Intestate, 2005). Five years after Iacocca took over the reigns Chrysler was back in business. In 1992 Lee Iacocca retired as chief executive. During this time, Robert Lutz who was president and chief operating officer (COO) of Chrysler Corporation, Highland Park, Michigan embarked on plans to reshape the corporate culture of Chrysler. He replaced the previous systemГ?CГ,-1Г?0 style of apartments with four cross-functional development platform teams; small cars, large cars, Jeeps and pick-ups, and minivans.

He introduced the formation of the Quality Alert System (AS), Learning Laboratories, and the Supplier Cost Reduction Effort (SCORE) (Redden, 1997). In 1998, Daimler-Benz acquired Chrysler making it Demolisher’s. In the early Demolisher’s became one of the top performing auto companies. Lack of internal communication, costly building projects and lavish product upgrades took their toll. The company lost its purpose and lost its disciplineГ?CГ,-1Г?0 (Protest Document ID: 268588941 , 2002).

The roger between these two companies did not last long, in a mere two years time all the top American executives were either retired, left or were fired; morale was at its lowest and productivity once again suffered (Abdicated and Bates, 2007). Chrysler is once again looking to return to profitability, fighting for its share of the market in an unpredictable economy. The company feels that by simplifying its product line and dropping some of its overlapping products that compete with one another it will be able to cut costs by cutting as many as 1,000 dealerships (Bennett and Valuator, 2007).

Appendix B Serene Software Synopsis Roy Cline Serene Software (Serene) is a privately owned company with 29 offices in 14 countries. Serene was founded over 25 years ago and employees around 1,000 people who service over 1 5,000 customers. IT departments struggle to keep up with the demands of the businesses they support and application backlog has never been that enables programmer teams to become more efficient. Serene enables a single infrastructure to be deployed with minimal impact on performance of remote teams. They enable business to improve productivity with a new generation of software.

This software enables IT executives to gain visibility into projects, resources and cost. Serene believes that the CIO should have access to the same quality of information about their field, as does the SCOFF about finances (Serene Software, n. D. ). When Jeremy Burton first became CEO at Serene Software, he found a 25-year-old firm that was very profitable producing mainframe-oriented products. As CEO Jeremy was charged with making the place grow. He found that the R department had been developing many new technologies but lack the backing of a company that was focused on mainframe-oriented products.

First, Jeremy turned R loose to develop the new products that will transform the company. Then he turned to Backbone to hang Serene. (Kirkpatrick, 2008) Backbone is a free-access social networking website where users can Join networks that allow people to interact with other people (Backbone, n. D. ). Jeremy wanted to change a mainframe-oriented business into a software-as-a-service business. This required a change in the organization in structure and culture. Backbone allows employees to get to know the CEO and lets the CEO get to know the employees. Jeremy says that it give me a window into the company.

He can take out his Blackberry and read status updates on various employees. Jeremy is convinced that by improving communications and interpersonal legislations, Backbone has helped him change culture and make the company more modern and efficient. (Kirkpatrick, 2008) Crystal with its plans to increase product offerings could utilize Backbone to improve communications throughout the organization, empower mentoring, and ease the company into a culture of constant change. This technology will allow Crystal to assist its employees in keeping up with the ever changing demands of the marketplace.

Appendix C Southwest Airlines Tina Cline The motivation and leadership within an organization can make or break a company. Leadership can be defined as social influence process in which the leader seeks the voluntary participation of subordinates in an effort to reach organizational goalsГ?CГ,-1Г?0 (Grittier and Kicking, 2004, p. 595). Internal analysis concluded that it was weak in the areas of leadership when it came to its communications between employees and seniors, empowering teams, initiating mentoring techniques and good leadership qualities of leading by example, taking risk and resolving conflict.

Being a successful leader entails that an individual be able to acquire the respect and admiration from the people they lead and motivate. Such leadership qualities can be seen throughout Southwest Airlines servant leadership tiles. Through immense competition and unpredictable economic situations the airline industry continuously struggles to make profits and keep their employees and customers happy. Southwest Airlines (SAW) has had enormous success and record profitability for 35 consecutive years (US Chamber of Commerce).

SAW success has been attributed to its warrior spirit, servant heart and fun-Liking attitude (McGee- Cooper, Trammel and Eloper, 2008). Southwest maintains a culture of servant its industry, including being recognized by Fortune Magazine as one of the top 100 companies to work for. Longtime CEO and chairman of the board, Herb Keller maintains that a most important resource is its employees. Throughout leadership he has developed extraordinary positive relations with his employees and staff at SAW (Manager, C. , 1999). KellerГ? philosophy is that by maintaining employee satisfaction it will maintain its customer satisfaction.

He has surrounded himself with other leaders that emphasis this philosophy as well. Colleen Barrett, right hand assistant and President of SAW, has founded the Culture Committee within SAW. The Culture mission at Southwest is to: create the SOUTHWEST SPIRIT and Culture where needed; to enrich it and make it better where it already exists; and to liven it up in places where it might be flounderingГ?CГ,-1Г?0 (McGee- Cooper, Trammel and Eloper, 2008). The committee is a motivational factor in itself, it is dedicated to doing whatever it takes to keep spirit of company/family philosophy going strong.

Appendix D Blue Coat Synopsis – Roy Cline Founded in 1996, Blue Coat Systems, Inc. Is a publicly-held company based in Sunnyvale, California. Blue Coat secures Web communications enabling IT organizations to optimize security and accelerate performance for all users and applications. Blue family of appliances and client-based solutions are played in branch offices, Internet gateways, end points, and data centers. They provide intelligent points of policy-based control enabling IT organizations to optimize security and accelerate performance for all users and applications (Blue Coat, n. . ). Brian Enemies (Blue president and CEO) has seen the industry change many times. At times he felt helpless during the technology bust at the turn of the century. He has watched his company explode to roughly 900 employees with nearly 400 percent growth in the last five years. Enemies has had to constantly adjust his strategy on the fly due to the constant change. When asked how o get people motivated for change, he responded with the following; Г?,Г?; Involve employees in change. Start with explaining why change needs to take place and share the vision of where going.

The more people are involved with the change process the stronger they strive for the success of the outcome. Г?,Г?; Reinforce change positively. Once you tell people of the coming changes, watch what they are doing, find examples of the individual behavior you are looking for and reward people. Г?,Г?; Always display your passion. The more senior you are, the more critical it is for your passion to be seen and understood. People take their measure of trust and confidence through you. Brian Enemies works nonstop on ways to get the right employees and to prepare them to evolve with the changing industry and company. Smart Business Northern California [ISBN], 2008) Crystal should involve its employees in the changing organization. Explain why change is necessary and share with rewards that will confirm which behavior is desired. The leaders at Crystal need to be passionate about the future of the organization. Displaying a positive attitude will encourage others to be positive as well. Appendix E Bally Total Fitness Synopsis Carjacker Kelly Bally Total Fitness is the largest and only nationwide commercial operator of fitness centers, with approximately four million members and 440 facilities located in 29 states, and Sports Clubs.

Bally offers a unique platform for distribution of a wide range of products and services targeted to active, fitness-conscious adult consumers. In addition to the specific initiatives, Bally has also invested in excess of $200 million in facility and equipment upgrades throughout its system over the past four years, including nearly 20,000 pieces of new, state-of-the-art exercise equipment. Not only hat, but the company has also invested aggressively in the development of innovative fitness programming for members both in group exercise and one-on-one training settings.

These investments have also contributed significantly to the growing level of satisfaction registered by Ball’s members as evidenced through the company’s increased member renewal rate. Although, Bally Total Fitness mission states; to improve health and quality of life for people through personalized, and accessible wellness programs. The company has to find ways to offer new product offerings to keep up with the vastly growing fitness industry. In order to build a throng foundation has continued to expand its operations.

Building a strong foundation includes closing some of the less profitable centers, redesigning other existing centers, and building newly designed facilities. New clubs were built with more space for weight machines and cardiovascular areas and less space for the lesser-used swimming pools and basketball and racquetball courts. The new design cost 60 percent less to build, while providing space for 40 percent more people. With these plans in place, and if revenues from memberships and other products continue to grow the fitness centers will operate more effectively and efficiently.

Bally Total Fitness will move closer to being the biggest operator of fitness centers in not only quantity, and quality as well. “As we create a solid foundation for the future, continuing to build a top seasoned executive team is critical to our success,” said Paul Tobacco, President of Bally Total Fitness. “Looking ahead, we’ll continue to place a strong emphasis and investment in our people at all levels and areas of the organization – in hiring, training and retaining quality employees who will help Bally assist us in generating ‘best in class’ results. ”

The environmental aspects considered for Bally Total Fitness audit are demographics, markets and competition. Demographic trends show that the older segments of the United States, ages 45-65 are growing the fastest. The marketing team will need to target the age range consumers that have the most effect on the market. An estimated 50 million people will be members to a fitness center in Just two years, the year 2010. This is due to an increased desire towards healthy living. The general population is becoming more aware of the benefits of exercise to promote health and wellness.

The FEES also has specific requirements for learning and developing in England and these requirements cover; ; Personal, Social & Emotional development ; Communication, Language and Literacy ; Problem solving, reasoning and Innumeracy Knowledge and understanding of the world ; Physical development ; Creative development It also states that the FEES should provide: ; all children make good progress and no child gets missed or left behind, so all children start on an equal footing. Development and learning opportunities, which are planned around the child and their needs and interests, this ensures each child is treated individually and each child is reviewed and assessed regularly. ; Partnership working between parents and settings to provide the best care for the children and ensure parents is included in their child’s developmental progress. Equality of opportunity and anta-discriminatory practice, this practice ensures everyone Is treated fairly and equally and given support.

For babies and children aged from birth to three, they have the Birth to Three Matters; this was created to support practitioners working with young children and babies. Certain principles underpin the framework, for example, that parents and family are central to the well-being of the child, and that a relationship with a key person at home and In the setting Is essential to young children’s well-being. Most importantly, the framework emphasizes that children learn most effectively when, tit the support of a knowledgeable and trusted adult, they are actively involved and interested.

In other words, children learn by doing rather than by being told. According to Janet Moles she adapted an approach to play which she refers as the ‘spiral of learning. She suggests that children should be allowed to explore using free-play, the adult can then direct the child’s play, and the child can then go back to and outwards into wider experiences. (peg 35) In Wales they have the foundation phase, this is a statutory curriculum for children aged 3-7 years old. It encourages children to be imaginative and to have fun whilst aging there learning more enjoyable.

The foundation stage emphasis more on children learning by doing, to gain first hand experiences through play rather sitting at a desk all day. According to Jean-Jacques Rousseau he said ‘allow children to explore freely in their early years and to make discoveries for themselves without constraints (page) The foundation phase also has specific requirements for learning and developing in Wales and these requirements cover; ; Personal, Social & Emotional development In Scotland they have the curriculum for excellence (CAFE) this curriculum is from 3 – 18 years old.

This curriculum aims to ensure all children in Scotland develop knowledge and skills they will need to grow in life and learn. It aims to develop 4 capacities helping children to become successful learners, confident individuals and responsible citizens. The national curriculum is set out in stages Key stage 1 5-7 years year group 1-2 Key stage 2 7-11 years year group 3-6 Flying start The support and stimulation children receive in their early years and how it affects their abilities and potential throughout life. This is a provision set up for children aged between 0-3 years old and the FSP aged 3-7 years of age.

These are supported by other complementary programmer including Comfort, Sure Start, the Basic Skills Strategy, the Parenting Action Plan and the Childcare Strategy. Taken together, these form a comprehensive suit of programmer targeting the needs of young children and parents and helping to improve outcomes for the most disadvantaged. Flying start could also be linked between High Scope which basically has the same principals they use the same ethos as flying start which the children are free to go outside with adult supervision, all toys and books are at the child’s level, use natural and real hinges such as hammers, wood etc. Thin the High Scope structure many of the familiar features as pre school curriculum such as sand, water painting, role play day care crychess playgroups and nursery the same as flying start initiative. The framework for children’s learning for 3-7 years old came into effect in 2008. This framework became a legal requirement by the Welsh Assembly of Wales. The proposals included developing a curriculum that linked and strengthened the principle and practice in the desirable outcomes for children’s learning before compulsory school age.

The Foundation Phase curriculum advocates that positive links between the home and the providers of care and education are fostered and promoted. The WAG approach to education and lifelong learning is set in the broader context of there vision for children and young people. They have 7 core aims for children and young people developed from the United Nations Convention on the Rights of the Child and these will underpin all of the activities of DECALS.

According to the WAG website they ensure that all children’; ; Have a flying start in life and the best possible basis for their future growth and development Have access to a comprehensive rang of education training and learning opportunities, including acquisition or essential personal and social skill ; Enjoy the best possible physical and mental, social and emotional health including freedom from abuse, visitation and exploitation ; Have access to play, leisure, sporting and cultural activities Are listed to, treated with respect, and are able to have their race and cultural identity recognizes ; Have a safe home and a community that supports physical and emotional wellbeing ; Are not disadvantaged by any type of poverty

UN CONVENTION The UN convention identifies the right of the children and young people to learn and develop into adults and be protected from harm, so it is up to each setting to protect all children in their care from harm. The UN gives children and young people rights which include; Access to services such as education and healthcare Develop their personalities, abilities and talents to the fullest potential Grow up in an environment of happiness, love and understanding Be informed about and participate in achieving their rights in an accessible and active manner. Curriculum Comfrey This is part of the foundation Phase by developing children’s understanding of the cultural identity unique to Wales.

Children should appreciate the different languages, images that are integral in Wales today and gain a sense of belonging to Wales and understand there heritage. All schools/setting will implement a Welsh language educational programmer in the Foundation Phase for children aged 3-7 years. Record of their achievement/]Rooney. The EYES profile is a way of summarizing a child’s learning and development achievements’ through the observations of insistent and independent behavior, mainly from the child’s self-initiated activities. Approaches that influence FEES and other Eye’s frameworks include 1. 2 Interiors (1870-1952) Interiors philosophy saw that children learnt by seeing and doing, she created resources to help independence and a love fro learning from an early age.

Her approach was holistic that a child is learning all the time and most subjects interact with in other areas of the curriculum and that encourages children to learn through their own actions and at there own pace, this could also be linked with the fees cause Interior’s approach is the same way the children learn and this is the period aged birth to 5 years old when they have the greatest capacity to learn. This could also be seen as the same as Margaret McMillan(1860-1931) she believed that first hand experience and active learning to be important. She felt that children could develop has a whole person through play. Regis Emilie Regis Emilie approach is an educational approach focused on early year’s education and was started by Loris Amalgam’s after the Second World War in Italy.

There approach was based on the child being an individual and to learn through an environment which was based on the child’s interests through a self guided curriculum. Teachers/parents take the role of the child’s learning partner and offer strategies to help them when they have problems. This could be influence by the theory of Level Weights (1896-1934) he stated that children and adults build their learning through relationships which they build around other people and their environment. He believed that learning mainly occurs and is extended through interaction with adults or more able others so you can see that the EYES focuses on irking closely with children, observing and planning for their development and environment.

This is not the only approach the behavioral work of Skinner (1905-1990) for rewarding positive behavior and ignoring negative behavior influences a lot of work with children who have learning and behavioral difficulties. Jean Piglet’s (1896-1980) that learning comes though involvement in the setting and he placed less emphasis on the role of the adult. One aspect of his work, Schema, has provided a progress through three stages of learning, assimilation when they are absorbing vents into existing schemas, accommodation when they are changing existing schemas as a result of new information, and equilibration when they have a desire to stay in balance and have an understanding of the world.

He believed that children connect ideas and reach new understandings by using schema, forms of thought, in which children make sense of the knowledge they have’ (page 5) All these theories are linked and it is important that we look at different theorist and how we can support children’s learning When planning it is important that we use the frameworks that is set out under the auricular and the programmer that the setting is using so that the outcomes are set out on the children’s performance. A high adult to child ratio is essential in providing good quality nursery care. The policy to ensure that there is always sufficient staff to give the children the care and attention. It is also important to abide to child ratios these are: Under 2 3. 1-4 5. 1-8 When deciding on the number of adults required, it is important to bear in mind that these ratios are guidelines only: in certain situations it will be necessary to have a higher number of adults than recommendations suggest.

If, for instance, the children or young people have specific support needs, or a risk assessment identifies behavior as a potential issue for the group or event, the number of supervising adults will need to be higher. It is important when we plan to look at the child as an individual and to focus on the child’s skills and understanding, self esteem and confidence to learn new things, to encourage children to be creative, imaginative and to have fun which will make there learning more enjoyable and fun this ensures that each child is treated individually and is observed and assessed regularly. It is also important to play particular emphasis on children who may have special educational needs and that we plan for their individual ability. Policies Our Special needs policy will aim to promote the welfare and development of children in the setting.

As a setting we will work with parents/careers and other outside agencies to meet the child’s needs, taking heed of the code of practice for special educational needs where possible the environment, activities and play opportunities are made accessible for children with physical disabilities, and that all of the child’s individual needs are catered for. I will liaise with parents/career’s about identifies a child with a particular need, parents may be advised to contact there doctors or health visitor for information or advice. We also have a policy on health care, most staff will have a basic food hygiene certificate and at least 50% of staff will have undertaken first aid training. If your child becomes unwell during session we will contact parents straight away for you to collect them.

If at any time during the session an emergency arises, we will contact the emergency services before contacting parents and if necessary treatment or device may be sought from the emergency medical services, we will asked parents permission when going through the contract with us. If a child comes into setting with an infectious disease we will ask the parents to take the children home, this will enable us from the infection spreading to other children and staff. We will advise the parent on the exclusion period that is set out by the department of health. Medication will be considered individually, we can only administrate medicine that as been prescribed.

Medicines will be clearly stored and labeled with child’s name, I ill discuss the medication/dosage/timing with the parents and that a request to administer medication form is filled in. 3 It is important to work in partnership with: ; Colleagues, so as to provide consistent care for children, in a secure and enabling environment. It is important to work together so that the children are being cared for efficiently, and that all staff is doing the same thing. Team work and good communication skills are essential for a consistent approach, in the case of planning a team approach enables staff to produce a more comprehensive set of learning opportunities ; Learning from one another Promote continuity ; Ability to motivate and support others This could be observations learning Journeys etc. His could be a variety of things such as: Post it notes, snapshot or post-its that record Event sampling – good for monitoring settling in/times of transition, potential patterns in behavior, evaluate specific interests or resources Spider’s web – good for assessing attachment to a key figure and what might support the child’s developing confidence & independence e. G. If particular type of activities engage their interest Tracking or tracker observation – similar to spider web observations, DOD for assessing resource use, social grouping and time spent at activities. Target child observations – provides a detailed profile of a child at each minute of ten minute duration Check sheets or tick lists assessment will include reading, writing, speaking and listening skills and social skills.

Children with little English need to have the same provision as any other child, to promote this in the setting I could have picture book which will ensure that the child can look at images, other equipment could be Jigsaws, sand, water play, play dough is ideal for children who do not speak English has this will able the child to absorb engage from the children playing around them. It is also important to ensure that images in any books or posters do not exclude any child on the grounds of there culture. It is important to promote other cultures and religions so that the child feels valued, but also be aware of other festivals such as Christmas/Halloween as this may not be what the parent’s religion, culture celebrates.

It is also good practice to let staff know what is being planned for the term and what you expect them to plan, if any staffs have difficulty with planning to give them the purport and confidence to put this in practice. It is important to speak in staff meeting about staff talk to children I. E. Let children lead the conversation and answer in open ended questions this will help promote the child’s language development and also give them confidence. It is imperative that staff do not use slang words as this will end up confusing the child and parents will not find this acceptable, also avoid the use of language which would be unfamiliar to the children in your care.

It is also important to make allowances for children with additional languages. It is important to work in partnership with parents and families as care would then be consistent for the child, to develop a bond with the parents, would mean the child could feel more secure in being parted from the parents, and that the level of care is the same at home as well as in the setting. Parents have the most knowledge and understanding of their children, according to Enema ‘recent legislation contained within the Education Reform Act 1988, The Children Act 1989 and the Special Education Needs Code of Practice 1993 places a legal responsibility on those caring for children to work in partnership with parents.

Initiatives such as the Parents Charter emphasis the parent’s right to be consulted in decisions concerning their children’s education’ (page). This could be linked with Margaret Macmillan has she emphasizes that if children were going to make any significant progress their parents needed to be involved in there education. Other professionals, such as SENSE, speech therapist, social workers, etc, so as to provide quality care to children, and achieve the best outcome for all children. E. G. , if you suspect a child is suffering abuse, you would then be able to report it to the appropriate professionals, and work together for the safety and well being of the child. Arenas and families, It is important to work in partnership with parents and families as care would then be consistent for the child, to develop a bond with the parents, would mean the child could feel more secure in being parted from the It is also good practice to have meeting if a problem has been identified from a parent concerning there child. Recently a parent has come to me and spoken about the child’s father Just coming out of prison. Mum explained that her boyfriend has en violent towards her during the weekend and that the police are looking for him as he is now on the run. She explained that Social Services have been involved in the case and the boyfriend is no longer part of the child’s life, therefore he is no longer allowed to collect the child and has been taken of the contract list for collecting him. At the present there are no legalities in place to prevent the child’s dad from collecting him from the setting.