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Strategic Management

Strategic Management. I’m working on a Management question and need guidance to help me study.

Read Case #1, Mystic Monk Coffee (Attached Below) and Answer the following questions:
Videos also attached for reference.

Has Father Daniel Mary established a future direction for the Carmelite Monks of Wyoming? What is his vision for the monastery? What is his vision for Mystic Monk Coffee? What is the mission of the Carmelite Monks of Wyoming?
Does it appear that Father Daniel Mary has set definite objectives and performance targets for achieving his vision?
What is Father Prior’s strategy for achieving his vision? What competitive advantage might Mystic Monk Coffee’s strategy produce?
Is Mystic Monk Coffee’s strategy a money-maker? What is MMC’s business model? What is your assessment of Mystic Monk Coffee’s customer value proposition? Its profit formula? Its resources that enable it to create and deliver value to customers?
Does the strategy qualify as a winning strategy? Why or why not?
What recommendations would you make to Father Daniel Mary in terms of crafting and executing strategy for the monastery’s coffee operations? Are changed needed in its long-term direction? its objectives? its strategy? its approach to strategy execution? Explain.

Writing Requirements

APA format,
3 pages in length (excluding cover page, abstract, and reference list)
Research and cite and reference at least 3 peer reviewed journal articles

Strategic Management

The Complexity of Identity. Paper details After reading The Complexity of Identity under the week one material, answer the following discussion questions below. Discussion Questions: 1. Tatum describes identity as “complex.” What are the factors that make identity “complex”? 2. How do you think that (what Tatum calls) your “dominant” and your “subordinate” identities have shaped your sense of yourself? 3. Can you give examples of Tatum’s view that people tend to be more aware of their own “subordinate” identities than of their “dominant” identities? If so, why do you think that is? 4. Think of different aspects of your own identity, such as race or class, and discuss how those aspects of your life may have impacted your views of society? 5. Tatum notes that in many ways we represent multiple different identities, how do we chose what factors of our identity represent who we really are as people?The Complexity of Identity

Hudson County Community College Personal Philosophy of Nursing Essay

Hudson County Community College Personal Philosophy of Nursing Essay.

The paper should address the following:CONTENTPOINTSState your basic beliefs about the major concepts in nursing – Person, Environment, and Health15Why does nursing exist? Why do you practice nursing? What is the difference between professional nursing practice and general nursing practice? State YOUR definition of nursing, not a quote or words of someone else15State your underlying assumptions and beliefs about nursing and its role/function with other health care providers and communities. Include professional nursing roles and values.15What do you believe is the role of professional nursing practice in a complex healthcare delivery system? 15State your view of nursing’s social contract with society and the public image of nursing. 15Summary statement:What is your vision of nursing for the future?What are the challenges that you will face as a nurse?What are your goals for professional development?15APA format -Spelling, grammar, scholarship10
Hudson County Community College Personal Philosophy of Nursing Essay

Franz Kafka’s Metamorphosis

essay writer free Franz Kafka’s Metamorphosis. Paper details Write a short essay of around 700 words in response to the following. Do not consult outside sources or each other. Work on your own, using Kafka’s The Metamorphosis and any material in this module as support. Be sure that you have a solid, defendable thesis statement toward the end of the introduction, which can be brief; focus in on your point quickly. Have a strong, analytic topic sentence that furthers your argument for each paragraph and avoid any sentence-level errors, particularly serious errors such as fused sentences or comma splices. Do NOT summarize; bring up the relevant points from the literature that support your thesis. Pay attention to the author’s language and use quotes to substantiate your claims. Be as specific as you can be. Follow MLA style. Evaluate the integrity of Gregor’s family in their response to Gregor’s transformation. You might consider the family’s relationship before Gregor’s metamorphosis. What are the consequences of Gregor’s metamorphosis for the family and of their treatment of him? What other solutions were available to Gregor’s family?Franz Kafka’s Metamorphosis

Scientific Management Theory And Human Relations Movement Management Essay

Introduction The twentieth century has brought in a number of management theories which have helped shape our view of management in the present business environment. These different theories have aided managers to create new ways of organising and managing people. Mullins (2005) said that the role of managers where that they are “essentially an integrating activity which permeates every facet of the operations of an organisation”. The two theories to be compared and contrasted in this essay are the scientific school of thought theory on management by Frederick Taylor and the Human relation school theory of Elton Mayo. Both theories tried to offer the best way to ensure that productivity is carried out in the work place. Scientific Management Theory The industrial revolution era has brought the need to bring about an increase in the effective rate of output and productivity and that led to the introduction of the scientific management theory by Frederick W. Taylor (1856-1915. He believed that the most efficient methods for completing a task and for the selection, development and motivation of employees could be scientifically determined. The four objectives of Taylor’s scientific management theory were as follows: The development of a science for each element of a man’s work to replace the old rule-of-thumb methods. The scientific selection, training and development of workers instead of allowing them to choose their own tasks and train themselves as best they could. The development of a spirit of hearty cooperation between workers and management to ensure that work would be carried out in accordance with scientifically devised procedures. The division of work between workers and the management in almost equal shares, each group taking over the work for which it is best fitted instead of the former condition in which responsibility largely rested with the workers. Self-evident in this philosophy are organisations arranged in a hierarchy, systems of abstract rules and impersonal relationships between staff. His theories were based on his studies of pig-iron production lines at the Bethlehem Steel Corporation, and centred on the increased productivity of a Dutch labourer by the name of Schmidt. By tailoring Schmidt’s work methods, Taylor was able to improve their output level. Schmidt was rewarded for the increased output by a 60% rise in wages. The theory was applied to the other steelworkers where there was a notable but erratic increase in output. (LJ Mullins, 2006). On the surface, Taylor’s theory of scientific management seemed successful. The Human Relations Movement The Human Relations Movement viewed people as driven by both economic and social needs. It attempted to approach the subject of organisational management psychologically. The theory was based upon increased productivity and employee satisfaction as a result of increased management concern for employee welfare and individual attention. Elton Mayo’s work on human behaviour at The Hawthorne Works of The Western Electric Company in Chicago (1924-1927) produced many conclusions in respect of human relations and motivation theory. These highlighted the need for group collaboration to be planned and developed, also understanding of the influence on the workplace of an employee’s personal circumstances. Key elements of Human Relations theory are: A business organisation is basically a social system. It is not just a techno-economic system. The employer can be motivated by psychological and social wants because his behaviour is also influenced by feelings, emotions and attitudes. Thus economic incentives are not the only method to motivate people. Management must learn to develop co-operative attitudes and not rely merely on command. Participation becomes an important instrument in human relations movement. In order to achieve participation, effective two-way communication network is essential. Productivity is linked with employee satisfaction in any business organisation. Therefore management must take greater interest in employee satisfaction. Group psychology plays an important role in any business organisation. Therefore rely more on informal group effort. The human relations movement came as a criticism to the scientific school. The theory believes that there are other factors that actually motivate workers in an organisation other than the economical and environmental condition of workplace. “despite the economic process brought about in part by scientific management, critics were calling attention to the seamy `side of progress , which include severe labour / management conflict , apathy , boredom and wasted human resources (Wertheim , 2005). The Human relations school found out that workers operate as a team and an informal social interaction exists among them, other than the everyday formal working process. A multidisciplinary behavioural science approach can make an important contribution to the field of organisational behaviour because it adopts a multi-dimensional and inter-disciplinary study of employee’s behaviour applying principles from behavioural sciences. Behavioural science has three main disciplines: Psychology – personality systems Sociology – social behaviour Anthropology – science of mankind and study of human behaviour (cultural systems) It is clear that modern organisations are strongly influenced by the theories of Taylor and Mayo. Their precepts have become such a strong part of modern management that it is difficult to believe that these concepts were original and new at some point in history. The modern idea that these concepts are common sense is strong tribute to these founders. Introduction This portfolio will identify how the role and functions of Human Resource Management are undertaken in my chosen organisation (Sainsbury’s) and make recommendations if necessary. First of all human Resource Management (HRM) is the function within an organisation that focuses on recruitment of, management of, and providing direction for the people who work in the organisation. Human Resource Management can also be performed by line managers. Human Resource Management is the organisational function that deals with issues related to people such as compensation, hiring, performance management, organisation development, safety, wellness, benefits, employee motivation, communication, administration, and training. Sainsbury’s was founded in 1869 by John James and Mary Ann Sainsbury. They opened their first small dairy shop at 173 Drury Lane, London. Drury Lane was one of London’s poorest areas and the Sainsbury’s’ shop quickly became popular for offering high-quality products at low prices. It was so successful that further branches were opened in other market streets in Stepney, Islington and Kentish Town. The retail market has changed significantly over the past decade, and with it Sainsbury’s has continued to transform and change. They are now focused on their UK business, comprising Sainsbury’s Supermarkets, Bells Stores (acquired in 2004) and Sainsbury’s Bank. Their store portfolio has been strengthened through new stores, enhanced store formats and refurbishments and they have increased their position within the UK convenience market. Nectar, their customer loyalty programme, is the UK’s largest loyalty programme with more than 50 per cent of UK households currently participating. Sainsbury’s Human Resources management Human resources look after and employ the employees who work for Sainsbury’s. Human Resources regard staff as the most important resource for a successful business. If the employees are not motivated and only do the minimum work that is required, then all the products and services that Sainsbury’s offer would not make the business successful. If the employees are keen to do their best, are well trained and committed to the aims of Sainsbury’s, then Sainsbury’s will be successful. This is why the human resources department is so important. The diagram below shows the roles and functions of the Human Resource. 19/business/hrm/lesson/hrm1.htm 1- Recruitment and Selection This is one of the most fundamental roles of the HR department in Sainsbury’s. This is because this function ensures that the Company under consideration selects the most skilful and competent person from a sea of applicants at that time. This function involves evaluation of ability and competency of potential employees in relation to what the Company needs. This role falls under the Staffing role of management. If this function is performed well, then the organisation will increase value consequently being on the right pathway to achieve its organisational and departmental goals and objectives. (Hyde, 2004) Recruitment is a costly process for Sainsbury’s and it identifies the needs to employ someone up to the point at which application forms for the post have arrived at Sainsbury’s. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. There are a number of stages, which can be used to define and set out nature of particular jobs for recruitment purposes in Sainsbury’s. The flow chart below shows the recruitment process in detail. What happens in each stage and the point that the candidate is successful or not. Alec Rodger’s Seven-Point Plan and Munro Fraser’s Five-Fold Grading System First of all the Company can conduct educational and psychological measurements. This task will involve assessment of abilities, skills and character evaluation of applicants. Through psychometric evaluation, the Company can ensure that employees have the right attitude necessary to fit into the organisation. Another method Companies use to recruit members of staff is through interviews. Here, the Human Resource Department can ask applicants questions that evaluate their decision making abilities and how they would deal with certain situations if presented with them. The Department can also employ the use of written interviews where applicants answer questions addressing key issues in the organisation. Through these channels, the Department contributes towards organisational performance. 2-Training and development Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help Sainsbury’s. Training is very important in achieving Sainsbury’s aims and objectives as it creates, sustains dialogue and relationships, which increases the level of understanding about the service. Training helps staff appreciate their professional role, which will be reflected in their work. By this the aim will be achieved which is increasing the sales and profit as the employees will know what they are doing and have experience on the job. Also Sainsbury’s will increase the productivity of their employees and Sainsbury’s will be able to identify the members of staff that need further support, assistance or training. Sainsbury’s uses training as an opportunity to reinforce organisational aims and to subtly review areas for improvement to maintain the quality of the service. Training and development is very important to Sainsbury’s and the employees receive a wealth of learning and development throughout their career. Because Sainsbury’s want to be the best at what they do, training and development will not only make sure that the employees have the skills and confidence to do their job well and deliver outstanding customer service and business results, but will also give them plenty of opportunities to grow along the way. Sainsbury’s have wide range of learning and development available using a variety of methods (i.e. workshops, activity and coaching training, workbooks) not all learning and development is relevant for everyone or takes place at the same time in their career so it is spilt into the following 4 steps. Step 1 Induction training (getting started) Mandatory for all colleagues Takes place during the first 2 days Is a basic introduction to Sainsbury’s – explains the way they work (values), how to deliver great service and includes all the legal and compliance subjects such as health and safety and food safety. Step 2 Foundation training (basics to do your job) Mandatory for all colleagues to be at this skill level Takes place during the 12 weeks Introduces the employees to their role and includes all the basics they need to know on how to work productively and safely on their department Step 3 Advance training ( managing, suppervising) For management and team leader colleagues, job experts and those who want to develop for their next step. Takes place once signed off at intermediate level Covers how to manage and supervise in their role Signed off to manage legal and compliance on each department in the first 12 weeks.

these papers should be centered on a thesis or arguable claim, and should contain a focused analysis of one

these papers should be centered on a thesis or arguable claim, and should contain a focused analysis of one or two particular problems, questions, or common themes in the readings. Your paper can be either reflecting the author’s main argument or choosing a singular quote and providing your perspective.