Orange PLCs Organizational Culture and Structure

Introduction: The Orange PLC Company Orange PLC Company is one of the most profitable international companies in the global PC business arena. The company has its headquarters in New York. The New York branch has 250 employees in the three departments of production, marketing, human resource management.Advertising We will write a custom report sample on Orange PLC’s Organizational Culture and Structure specifically for you for only $16.05 $11/page Learn More In order to survive and control a sizeable share of the global PC industry, Orange PLC Company has endeavored to remain competitive through an organized structure and culture. Thus, this reflective treatise attempts to explicitly review organizational structure, restructure and culture of the Orange PLC Company located in the United States of America. Orange PLC’s Organization Structure Organization structure refers to systems and channels that control the scope of operations in an orga nization. The organization structure offers an explicit overview of the general operation of a company within efficiency levels (Sylvia Stanley 2008). Work Specialization Knowing how to improve quality is crucial in the growth of a business enterprise. Improved quality has great reward to the Orange PLC Company. Since the production team is permanently employed in the company, they are engaged in the production process to ensure that the company optimizes labor as a factor of production towards efficiency. This is achieved through quality planning of the labor hours of the employees that relate to their specialization, rather than just keeping them on standby (Sylvia Stanley 2008). Besides, the marketing team is constantly trained on the latest marketing models to ensure that they give their best in online and offline marketing of the company’s products. The HRM team has specialized training on efficient performance among the employees to minimize redundancy. Quality planni ng of work specialization is an important policy that aims to promote long term success in business objectives since it is focused to enhance the effective exploitation of human resources (Sylvia Stanley 2008).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Chain of Command The Orange PLC Company has demonstrated that there exists a complex network behind its formal organizational chart. The teamwork-based organization structure actually identifies the hierarchy of the organization structure in order to understand the complex network. In addition, it provides myriad illustrations of the persuasive importance of problem definition within communication contemporary context. Also, the strategies of investigation, ramification, and elements of the problem definition are addressed in its chain of command. The current organization structure of the Orange PLC Company is characterized by a strea mlined chain of bureaucracy in the chain of command. The top bracket in the chain of command consists of the five company board of directors who report to the chairman of the company. Under the board of directors are the departmental managers in the three departments of production, marketing, and human resource management. Team supervisors below the departmental managers report directly to managers and are the bridge between employees and the managers. The ordinary employees are grouped into team units consisting of four employees within the same area of specialization. Thus, whenever there is need to communicate an issue to the chairperson, the team cells will pass the information to the supervisors. The hierarchal procedure will be repeated until the chairperson gets the information. For the self-motivated people, this approach allow them to do more spectacular things as a team and not as human machines (Sylvia Stanley 2008). Span of Control Other factors associated with inhibiti ng learning in organizations are inappropriate organizational structures, work pressure, entrenched attitudes towards learning, and emphasis on meeting targets (Douglas 2000). Fear and resistance to change in organizations that are characterized by high levels of bureaucracy and inter-functional rivalry are the main reasons that impede learning in such organizations. Fortunately, since every employee in the Orange PLC Company is his or her own boss, the cultural structure of the company has spurred a continuous growth in the competitive market. Related to changes in organizational structure are the variations in job design and new structures which provide the employees with an opportunity within the work activities. Moreover, the Orange PLC organization exhibits flexibility in its organizational structure that enables jobs to be redesigned thus, facilitating work based innovations.Advertising We will write a custom report sample on Orange PLC’s Organizational Culture and Structure specifically for you for only $16.05 $11/page Learn More Centralization Orange PLC Company has created a healthy work environment and personal growth perspectives that apply to all situations since all the vital controls organs of the company are centralized. Through centralized and properly designed training procedures, talent promotion, and motivation, productive behavior internalization have presented the best alternative ways of solving problems in role execution. Unless employees take a positive attitude to embrace change and create an environment that motivated the change, quantifiable change may just be a dream (Douglas 2000). Formalization The Orange PLC institution is made up of formal systems of monitoring operations, reviewing performance and rewarding achievements. Employees’ behaviors in the company are influenced by the mutual interests that exist between the company and its workers. This mutual interest offers superordinate o bjective, which can be achieved only through combined determination of the organization (employer) and individual workers in a formalized production control system. Restructuring at the Orange PLC Company Restructuring in an organization refers to the strategies adopted by an organization to introduce an element of change that is meant to improve on the performance of that organization. Restructuring is necessary whenever redundancy becomes the norm of organization performance (Douglas 2000). The Orange PLC Company has restructured to introduce innovation department in the last two years to properly monitor and manage the logistics and challenges that might exist in the transit channels of product improvement. Specifically, restructuring of the production department was necessary in achieving the company’s goal of being the innovation leader in America. The innovative structure was critical in improving leadership skills, evaluation skills, and promoting creativity within the production department.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More As a result, job performance has greatly improved since the attractive rewards for innovation have become a motivational engine among the employees. Orange PLC’s Organization Culture Organizational culture is a manner in which people in a company operate both unconsciously and consciously on their daily activities (Flamholtz Randle 2011). Through understanding the organizational culture, the Orange PLC institution can understand the culture that prevails, drives and supports essential programs within its workforce to accomplish the strategic objectives. Physical structure The physical structures of the Orange PLC’s organization culture promote positive relationships between favorable and effective job performance and work environment as attributes of motivation and congenial conditions. The structure encourages security, comfort and safety, and prevailing physical convenience. Measuring factors such as interpersonal relations, working conditions, support and trust, we lfare provisions, and work environment have greatly contributed to the organizational effectiveness as well as good employees’ behavior at the Orange PLC. Symbols The Orange PLC Company has identified that the key driver of productivity is employees’ morale. It is revealed that engaged and productive workers are more likely to be creative and interested in their work commitments. Satisfied workers are more eager to create positive results in their work. This element has been embedded in the company unity of purpose symbol designed to create the culture of efficiency and support among the employees. Ceremonies, language and rituals With the need to establish a proactive organizational culture, the Orange PLC Company has developed a discursive approach in explaining and exploring shared and coordinated actions on roles and channels through which organizational framework functions in the exchange of information formally. This is of great essence towards understanding its organizational communication. Employees are also allowed to contribute their viewpoints regarding the daily management and operation of the organization. In order for the productivity quotient to become an effective tool, it is appropriate to ensure that workers and the management team both understand the collective perspective of the institution (Douglas 2000). The managers play a significant role in setting up the learning environment for their employees. This culture has created an ideal climate for innovation and communication among the employees. The proactive communication and teamwork culture at the Orange PLC Company spells the rules of engagement, expected behavior, and repercussions for misconduct. These rules appreciate diversity and uphold integrity in judgment. In the process, issues of prejudice are minimized as diversity develops into a positive aspect of the organization (Flamholtz Randle 2011). Consequently, when people are absorbed and made to feel part of these g oals, they would strive to give their best towards the organization and uphold the existing culture with minimal struggle. References Douglas, R. (2000). Does corporate culture contribute to performance? American international college journal of business, 4(1), 45-47. Flamholtz, E., Randle, Y. (2011). Corporate culture: the ultimate strategic asset. Stanford, UK: Stanford business Books. Sylvia, F., Stanley, K. (2008). Creating competitive advantage through intangible assets: The direct and indirect effects of corporate culture and reputation. Advances in competitiveness research, 16(2), 34-38. This report on Orange PLC’s Organizational Culture and Structure was written and submitted by user Barbara Berry 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.

Free Essays on Witchcraft

Witchcraft, term for the principal means by which humans have been thought to work magic, that is, to bring about practical changes by their own will and employing supernatural means. Witchcraft needs to be distinguished from religion, in which humans are totally dependent upon divine beings to grant their wishes, and sorcery, in which supernatural skills are acquired by a process of study, usually involving books and apprenticeship to a master. Most human societies have believed in witchcraft, and indeed the modern Western societies are unusual in their refusal to do so. Traditionally, people have treated witchcraft in two very different ways. On the one hand they have resorted to specialists in it for their benefit: to be freed from suffering, to injure enemies, or to obtain what they desire. On the other, they have blamed it for their own misfortunes, and set out to identify and punish the witch responsible for using the power against them. Most societies, also, have had a well-developed idea of what a witch should be like; They are most often thought of as ugly old women, though references to beautiful young female witches exist. In Europe witches are portrayed as thin and gaunt, much like the Wicked Witch of the West as she appears in the Oz story with her black robe and conical hat. In Central Africa witches are thought of as fat from eating human flesh. In Europe they fly around on broomsticks, a popular Halloween depiction. In Central Africa they travel in saucer-shaped baskets. They often employ animals as assistants in their evil deeds. The witch of Oz had flying monkeys. In Europe they use cats, dogs, or weasels; in Japan, hyenas or owls; in Africa, baboons. Some witches even turn into animal forms. Witches are believed to use supernatural powers, in the form of magic, for evil purposes. Witches are usually regarded as possessed of evil spirits or under the guidance of some undetermined compulsion. . Many have believed in... Free Essays on Witchcraft Free Essays on Witchcraft Witchcraft, term for the principal means by which humans have been thought to work magic, that is, to bring about practical changes by their own will and employing supernatural means. Witchcraft needs to be distinguished from religion, in which humans are totally dependent upon divine beings to grant their wishes, and sorcery, in which supernatural skills are acquired by a process of study, usually involving books and apprenticeship to a master. Most human societies have believed in witchcraft, and indeed the modern Western societies are unusual in their refusal to do so. Traditionally, people have treated witchcraft in two very different ways. On the one hand they have resorted to specialists in it for their benefit: to be freed from suffering, to injure enemies, or to obtain what they desire. On the other, they have blamed it for their own misfortunes, and set out to identify and punish the witch responsible for using the power against them. Most societies, also, have had a well-developed idea of what a witch should be like; They are most often thought of as ugly old women, though references to beautiful young female witches exist. In Europe witches are portrayed as thin and gaunt, much like the Wicked Witch of the West as she appears in the Oz story with her black robe and conical hat. In Central Africa witches are thought of as fat from eating human flesh. In Europe they fly around on broomsticks, a popular Halloween depiction. In Central Africa they travel in saucer-shaped baskets. They often employ animals as assistants in their evil deeds. The witch of Oz had flying monkeys. In Europe they use cats, dogs, or weasels; in Japan, hyenas or owls; in Africa, baboons. Some witches even turn into animal forms. Witches are believed to use supernatural powers, in the form of magic, for evil purposes. Witches are usually regarded as possessed of evil spirits or under the guidance of some undetermined compulsion. . Many have believed in... Free Essays on Witchcraft I am a witch, now please kill me! Many innocent women happily welcomed death by confessing to witchcraft in order to end their excruciating torture during the witch hunt craze between 1450 and 1750. Since many records were lost, destroyed or never kept, the best estimation of the total deaths is several million (4). The main cause of the witch hunts was the Church inflicting fear upon the common and educated man by lying to them about what witches do and who they are. The Church also directly and indirectly increased the pain that accused women would go through during their torture. The Church made it clear, to all those who would listen, that all women were evil and capable of witchcraft. â€Å"The Bible’s Apocrypha states, ‘Of woman came the beginning of sin / And thanks to her, we all must die.’(Apocrypha, Ecclesiasticus 25:13-26.)† (2). Vicious comments like this caused even women themselves to fear what other women may do. This fear only lead to the di strust of woman. A book written by two German men, titled Malleus Maleficarum, â€Å"The Hammer of Witches†, only furthered peoples fear of women’s evil. It states that women are more likely to become witches: â€Å"‘Because the female sex is more concerned with things of the flesh then men; because being formed from a man’s rib, they are only ‘imperfect animals’ and ‘crooked’ where as man belongs to a privileged sex from whose midst Christ emerged.’(Malleus Maleficarum, 1486)†(2). The men that wrote Malleus Maleficarum refer to the bible for reasons to why they consider women evil, so if the Church had never incorporated such things into the bible such things may have never been thought. Many ancient myths portrayed goddess’s as evil. Consequently those images of evil were kept and later attached to witches who kept goddess worship alive centuries later (4). Even devotion to the Virgin Mary (who is the biolog ical mother of Jesus) was considered an indication of e...

A Summary Of Utilitarianism Philosophy Essay

A Summary Of Utilitarianism Philosophy Essay Utilitarianism, also known as the â€Å"English common sense philosophy† dominated the Western world during most of the nineteenth century. Utilitarianism is a normative ethical theory that places the seed of right and wrong solely on the outcomes (consequences) of choosing one action/policy over other actions/policies, hence also sometimes referred to as â€Å"the Consequentialism†. The history of this theory dates back to its true pioneer Jeremy Bentham ( 1748-1832) who gave rise to a new concept in hedonism: The Social Hedonism which was quite different from the Hedonistic doctrines of Aristipppus and Epicurus who are considered to be the fathers of Hedonistic school of thought. Bentham ; the common-sense British thinker is largely held responsible for the shift from † egoistic (individualistic) hedonism to the Universalistic( social ) hedonism. He declared in his book † Introduction to the Principles and morals and Legislation† that all mankind is ruled by two basic masters; namely PAIN and PLEASURE and that all human race is busy in the so-called rat-race of the pursuit of pleasure and the disapproval of pain.He also asserts that good can be equated with pleasure and evil with pain. Here comes in the big question that† How should pleasures be graded as far as preference is concerned?† Whether one should go for ‘short-term and intense’ pleasures or ‘ long-term and mild pleasure’ take precedence over the former. He therefore came up with a detailed outline of principles regarding the preferences of pleasures in his â€Å"Hedonic Calculus†. According to Bentham’s calculus, he emphasized the significance of seven â€Å"circumstances† in order to determine the value of any action, hence presented a criteria for the preference of pleasures influenced by following major factors: Intensity: of the pleasure or pain that results Duration: of either of the two Certainity: The confirmation that pleasant event will be occurring. Promptness : The nearness of the pleasant event. Fecundity: Its ability to reproduce( lead to) more pleasure. Purity: freedom from either present or future. Extent: characterized by the number of people affected by the action John Stuart Mill(1806-1873) adjusted the more hedonistic tendencies in Bentham’s philosophy by emphasizing that it is not infact the quantity of pleasure, but the quality of happiness that is central to utilitarianism. He further argued that pleasure couldn’t be quantified as stated by Bentham and can only be measured in terms of quality only. Mill advocates his rationality of ideas in the following famous words: â€Å"It is better to be a human being dissatisfied than a pig satisfied; better Socrates disstatisfied than a fool satisfied† The implification of this advancement by Mill lead to a belief that the calculus is unreasonable — (there is a distinction between ‘higherâ⠂¬â„¢ and ‘lower’ pleasures). According to Mill, utilitarianism now refers to â€Å"the Greatest Happiness Principle† – GHP. it seeks to promote the capability of achieving happiness (higher pleasures) for the maximum number of people. The Maxim holds as such: † Greatest happiness for the greater number† Act and Rule Utilitarianism The principle of utility can either either be applied to PARTICULAR ACTIONS or GENERAL RULES. The former is called â€Å"act-utilitarianism† and the latter is called â€Å"rule-utilitarianism.†

The Gendered Landscape Essay Example | Topics and Well Written Essays - 500 words

The Gendered Landscape - Essay Example He is also believed to be frequently watching over us, the sand in his hourglass slowly decreasing as it slips through the hand of time. No wonder the saying â€Å"time wasted will not be recovered†. Him being elderly and having white beard symbolizes flow of time and its effect. His scythe show that time cuts down all things; it is a symbol of harvest, death or end of existence. For example, the end of the year (Petre, 2005). The green man is normally related to natural vegetative divine beings and is often interpreted as a figure of rebirth. Green man is a symbol of nature spirit of man dependence on and in union with nature. It may interpret to embrace negative and positive attributes of colour green as green colour may signify a young man with natural vitality and love. On the other hand, the green man can signify hostility and death. Some people say that the green man appears whenever there is a requirement to protect the environment. It is a blend that compromise between a pagan and Christian doctrine. It is seen in churches as a decorative feature and it is also a pagan spirit associates with nature (Anderson & Hicks, 1998). The Cyborg is a machine that characterizes the human being. Science fiction has included the Cyborg into human culture. The Cyborg is as a result of merging of technology and human form. It is evident that those archetypes of green man and the Cyborg signify the wish for human transformation. In my view, there is a need to embrace the Cyborg because technology will soon outshine normal human capability. Gender fits perfectly into this discussion in that the facets of green man and the Cyborg clearly are male and female respectively. This is because green man poses the characters of strength and love while the Cyborg poses the nature of nurturing. Piccinini is an artist who gets her inspiration from real life genetically modified organisms and

Develop a sense of the importance of integrity and ethics in small Essay

Develop a sense of the importance of integrity and ethics in small business ownership - Essay Example This paper will discuss the importance of ethics and integrity in small business enterprises. Research asserts that small-business investors substantially rely on ethical codes in the business setting. For example, the aspect of ethics in matters regarding finance should not be overlooked. This is because such businesses rely on accounting ethics. In case the business owners are not conscious about financial recordkeeping practices, then, they are likely to face tremendous challenges. In addition, they are exposed to risks related to fraud if they do not uphold ethics and integrity in the business (Petryni, 2008). Recently, some of the small businesses have implemented the code of ethics which is normally entailed in the policies of the organization. This code of ethics is normally a statement of values which defines the organization. In most cases, the code of ethics usually addresses issues related to conflict of interest, competition data, assets of the company and employee practices. Furthermore, integrity also forms a crucial part in business since; lack of integrity in the organization leads to poor development of the firm (Longenecker, Petty, Palich, & Hoy, 2012). Contrarily, there are some businesses which do not uphold the integrity and the code of ethics. In such cases, the business is said to run under unethical practices. There are several unethical practices that are practiced in most of the small businesses. One of the most prominent unethical practices is the lack of compassion. According to empirical studies, most of the workers in small business firms are usually exposed to unethical treatment (Longenecker, Petty, Palich, & Hoy, 2012). For example, most small companies offer medical covers for its employees especially if the company operates in risky circumstances. In case an employee is injured while in the line of duty, he or she must be

Japanese Management System Essay Example for Free

Japanese Management System Essay Management Styles Corporation management is necessary for an institution to survive during times of change as it is the role of management to provide a plan of action, leadership and delegation of authority. Management structure ensures growth will be maintained for the organization and that the corporation will continue to function. Multiple styles of management are determined by who has the responsibility for the delegation of responsibility for decision-making as well as the degree of participation in the decision-making processes across the company. In general, management systems appear to be impacted upon by the aims of the corporation, the magnitude of the organization and the cultural context the organization operates within (Kim, pp. 538-39). Optimal management style is essential to a corporation as the style used will determine how the institutions processes are organized, as well as how efficiently employees will work cooperatively or in competition with each other. Work experiences such as employee cooperation, corporation leadership and employee loyalty to the company will be dependant on the style of management used by the corporation. As such, it is important for different nations to develop human resource management practices that reflect their local circumstances and socio-cultural, political and economic situations. For example, some Asian nations such as South Korea, Taiwan and Japan have adopted a HRM strategy that is grounded in Confucian values of respect for the family foremost, and an emphasis on obligations to the collective (Rowden, pp. 163-64). Japanese Management System Japan is a democratic nation and has a highly refined and formalized culture that is in many ways restrained. The work ethics of Japanese business appears to focus dealing with work pressures in ways that are remarkably different to those of western industries. This is due to the lifetime socialization of Japanese citizens to think in terms of the collective, and behaviours that resemble individualism are highly discouraged. One way to ensure that its people conform to the practice of â€Å"maintaining face† is by the use of ostracism to disengage the non-conforming individualist from the group. Hence, team work and cooperative practices are very salient within the Japanese society. Especially, employees work with a high commitment to their organization, and also display a commitment to the economic welfare of their nation. The Japanese legal system maintains the labour standards that currently exist, a principle one being lifetime employment. Although some employees would prefer a different system to lifetime employment, the ingrained cultural management means that the practice is likely to remain. In fact the government and industry work together most cooperatively. The overall aim of the nation and its industries appears to be steady and continuous growth rather than a focus on profits, shareholder interests are secondary, and investors appear to be content with making minimal profits as long as growth is the focus. The form of management appears to be quite paternal and authoritarian (Mroczkowski, pp. 21-22). Japan tends to be very authoritarian in management style, and so there is little dispersion of power sharing across the company. Redundancy does not seem to be a concern for employees, as lifetime employment ensures that they are receiving a wage at home or they are relegated to another part of the company. As part of lifetime employment the homes of employees may likely be owned by the corporation that they work for. Employees tend to go on leisure trips as a group. Many areas of employee’s lives are influenced by the corporation that they work with. This is one of the ways conformity is expected. There is an emphasis on a team-oriented approach to corporate running. This incorporates Common and consistent goals, Organizational commitment, Role clarity among team members, Team leadership, Mutual accountability with the team, Complementary knowledge and skills, Reinforcement of required behavioural competencies and shared rewards. It s expected that such approaches fulfil the familial and community need that there is a gap present in today’s society, and so the company can fulfil a basic human need. Kaizen   The Japanese style of management is clearly characteristic of its collectivist cultural background. Foremost, the most prominent characteristic of the Japanese corporation is that it is family like in quality. As such, the Japanese corporation can be described as an â€Å"entity† firm, in contrast to a â€Å"property† firm. As an entity, the corporation functions as an institution in that it is maintained across time and has an identity of its own, that is separate and non-dependant on the employees and managers who work within it. This system of corporate governance has existed by way of lifetime employment, seniority of wages and promotion, as well as enterprise-based unions. Lifetime employment is characterized by management being primarily of employees who have spent their entire career within the firm. In this way the seniority wage system could be utilized as a promotion process by way of seniority of age and on the job task ability. Performance merit remained and rivalry was highly dependant on ones ability to cooperate with others (Bamber, p. 303).    What Is The Japanese Management System? This segment sketches the chief management practices that are mostly agreed to have applied in Japan until now, at least in large corporations in the manufacturing sector. As we shall notice afterward, the system as illustrated here is currently experiencing significant amendments. Employment and Personnel Practices Amongst many prominent features of the Japanese management structure, one is the lifetime service. The expression is, however, something of a misnomer and is better expressed as enduring employment with a particular firm. In comparison with much western practice, large firms in Japan aim to sign up all their employees, both blue and white collar, directly from the learning system. Regular workers enter the firm at its minor levels and are then projected to keep with it for the rest of their operational lives. Though some movement between firms is bearable, this is generally restricted to immature employees at the start of their profession. Apart from this, there is an indulgent between employer and employee that to depart the firm amounts to a severe contravene of mutual commitment. This system is self-maintaining because large firms hardly ever enlist personnel from other corporations. Once the preliminary exploration phase is over, employees cannot leave without rigorously damaging their profession prospects. To westerners, life span employment seems perplexing, not least because it appears to restrain a firms capability to amend its employment costs in response to varying business surroundings. But the system is underpinned by the use of transitory workers who can be laid off as the need arises. Lifetime service is therefore far from worldwide in Japan, even in large manufacturing companies. Furthermore, women are expelled from the system. Some approximations have indicated that only 40 to 60% of those functioning in large firms and trading houses are covered by lifetime employment (Coad, pp. 314-16). New employees are given exhaustive technical guidance plus a more general orientation into the firms culture covering such subjects as its history and values. Additional training is offered during each step of the employees livelihood, and is anticipated to be taken very sincerely. For example, upgrading to better levels may depend on successful completion of the firms encouragement examinations. Job-rotation is another major trait of Japanese management approach and is not limited to ground levels and carries on all the way through an employees live of business. Besides rewards of job-security, pay and position, Japanese firms offer a broad range of safety benefits. These may consist of financial support with housing and schooling, medicinal facilities, free transportation and social conveniences. Retirement profits are, however, insufficient by western principles. As with life span employment, welfare necessities express the paternalistic relationship among employer and employee, although momentary workers are not permitted to obtain these benefits. They are also disqualified from membership of the organization union.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Finally, the Japanese policy to decision-making involves wide communication and discussion. Suggestions for change are disseminated within the organization and intricate attempts are made to secure agreement from the parties that are likely to be influenced. Ideas for enhancement to operating actions are encouraged from underneath and are considered at every stage until an agreement is completed (House, pp. 6-7). Taken collectively, practices such as lifetime service, constant teaching and job-rotation, seniority-based pay and sponsorship, wide-range welfare necessities, and agreement decision-making provide centre employees with employment sanctuary, non-stop upgrading in pay and status over a long period, extensive all-encompassing safety benefits, proficiency development through training, and a grade of contribution in decision-making. In return, employees are predicted to display full commitment to their job and to their company. Japanese Management in Japan The well-known advocates of learning from Japan be predisposed to assume that Japans employment and personnel practices and the Japanese management style were the foremost causes of the success of large firms, and hence of national success. Although Japans economy has been triumphant, its industry has not been uniformly so. Industrial and hi-tech competitiveness is one of the burning current issues in Japan. Japans dominance in manufacturing has been displayed chiefly in the mass-production and high-technology industries. This could signify that firms in less successful industries have not applied the employment and personnel practices of Japanese management in the way that those in flourishing industries have (Grein and Takada, pp. 19-20). But an alternative and more reasonable possibility is that these practices are less important to success than has been assumed. Conclusion Yet, the Japanese management system should not be conceptualized as if it is composed only by practices within firms. Japans system of alliance capitalism comprises commonly supportive networks of industrial and financial firms and relations with government which play a momentous role in the economys operation.   Theorists argued that Japans system is adjusting to new conditions but that its basic model of corporate governance, struggle and employment remains largely intact. So even if the personnel practices practiced by large Japanese firms are uniting with those of the Western States, Japans overall management system looks likely to retain its pre-eminent character. Works Cited Bamber, G. and Leggett, C. (2001), Changing employment relations in the Asia-  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Pacific Region, International Journal of Management, Vol. 22 No.4, pp. 303. Coad, A.F. (2002), Not everything is black and white for falling dominoes, Leadership and Organization Development Journal, Vol. 21 No.6, pp. 314-16. Grein, A.F. and Takada, H. (2001), Integration and responsiveness: marketing strategies of Japanese and European automobile manufacturers, Journal of International Marketing, Vol. 9 No.2, pp.19-20. House, R. (2002), Understanding cultures and implicit leadership theories across the globe: an introduction to project GLOBE, Journal of World Business, Vol. 37 No.1, pp. 6-7. Kim, J. (2000), Perceptions of Japanese organizational culture, Journal of Managerial Culture, Vol. 15 No.6, pp. 538–39. Mroczkowski, T. and Hanaoka, M. (1998), The End of Japanese Management: How Soon? Human Resource Planning, Vol. 21 No. 3, pp. 21-22. Rowden, R.W. (2002), The strategic role of human resource management in developing a global corporate culture, International Journal of Management, Vol. 19 No. 2, pp.163-164.

Snow of Kilimanjaro Essay -- essays research papers fc

In this story â€Å"The Snows of Kilimanjaro†, the author Ernest Hemingway has basically two main characters, Harry and his wife, Helen. Throughout the story Harry has an infected leg, which seems to be seriously bothering him, it is actually rotting away. The author writes about Harry’s time on the mountain with his wife just waiting for his death. In his story, Ernest Hemingway shows a great deal reality and emotion through his main character Harry, in the books themes, and its symbols. The author’s story is about Harry’s spiritual death as much as his bodily one. From the beginning of the story Harry knew he was dying but knows it with intellectual detachment. In the story Harry says, â€Å"Can’t you let a man die as comfortably as he can without calling him names? What’s the use of slanging me?...Don’t be silly. I’m dying now. Ask those bastards.† (Hemingway, Page 2208 and 2209) Throughout the whole story Harry kind of has this arrogant, cocky dialect, and he is quite rude to his wife. During the story Harry is also lazy and drinks a lot, and at some parts of his life he just lets it waste away. In this quote, the narrator depicts part of Harry â€Å"He had destroyed his talent by not using it, by betrayals of himself and what he believed in, by drinking so much that he blunted the edge of his perceptions, by laziness, by sloth, and by snobbery, by pride and by prejudice, by hook and by crook.†(Hemingway, Pag e 2213) Harry’s talent was that he could do whatever we put his mind to, and he was just lazy and let it slip away. In many modernistic stories the reader usually finds out that the main character is some what alienated from everyone. In this stories case that is true, also. Harry, goes through his own time and just wants to be left alone. He gets sick, and he just wants to give up all hope. It seems like once something goes wrong, or doesn’t go his way he just gives up. He drinks a lot during this story to wash away his troubles and he doesn’t care that his wife claims that it is harmful to his health. All he can say in return is that he is going to die anyways. This is a main part of the story. The symbolism in this story adds to the depth of it. Symbols are used to represent ideas or qualities in a story. â€Å"Only by reading the story ironically, by regarding the symbols of permanence and purity as a mockery of Harry’s unwholesomeness, can one maintain this criti... ...nfluence in his writings is his experiences on great expeditions to Africa.Watts, Emily S. â€Å"Iconography...† Ernest Hemingway and the Arts. Chicago: Illinois P, 1971. 51-95. Watts explains that Hemingway does not write much on the topic of suicide. One might think this would be a large subject in his stories, but he mentions suicide only briefly in one story. Although Harry in The Snows of Kilimanjaro does die, he has little choice in the manner.Works CitedBaker, Carlos. â€Å"The Slopes of Kilimanjaro.† Ernest Hemingway A Life Story. New York: Scribner’s, 1969.Hemingway, Ernest. â€Å"The Snows of Kilimanjaro.† The Snows of Kilimanjaro and Other Stories. New York: Scribner’s, 1970.Nahal, Chaman. â€Å"The Short Stories.† The Narrative Pattern in Ernest Hemingway’s Fiction. Madison: Fairleigh, 1971. Plimpton, George. â€Å"An Interview with Ernest Hemingway.† Hemingway and His Critics. Ed. Carlos Baker. New York: Hill, 1 961. Shuman, R. Baird. â€Å"Ernest Hemingway.† Magill’s Survey of American Literature. Ed. Frank N. Magill. Vol. 3. New York: Marshall, 1991. Watts, Emily S. â€Å"Iconography and technical expression: the agony of man.† Ernest Hemingway and the Arts. Chicago: Illinois P, 1971. Word Count: 2024