Drawing On What You Have Learned About City Road Persuasive Essay Example For Students

Drawing On What You Have Learned About City Road Persuasive Essay This street is utilized by individuals of every single diverse age and ethnicities. It is an exceptionally bustling one way road, that drives you to the fundamental town community. Will be taking a gander at the social request is made through the road condition and how is it fixed by the police. Social request is about how individuals act in the public eye. It is required all together tort society to work appropriately, Making alludes to the exercises that individuals participate in and the relationship they have with others and items. A guide to his is appeared on City Road, through the manner in which the road condition is composed. They have blue bollards at a specific tallness, so as to ensure vehicles can't come up onto the way, messing up the walkers, particularly individuals with prams and wheelchair clients. They additionally have traffic islands, so as to make crossing simpler for walkers. Out and about, there is diverse shaded landing area, to make it understood to drivers veers to drive and it likewise makes things more secure when walkers go across the street. This is diverse to SST Helene Street, there is just raffia lights to help walkers over. Be that as it may, this eases back traffic down and disturbs request. TO attempt to determine this, they are as of now setting up bollards and traffic islands as it is an extremely bustling road. In any case, this in itself is disturbing social request as it is causing congested driving conditions along the street. The road condition is a case of an imperceptible procedure of making social request, as individuals underestimate. Fixing alludes to the exercises individuals partake in, so as to make society a superior spot e. G. Road cleaners making the definite the lanes are kept clean. Despite the fact that we realize that there are individuals that do this, we underestimate it. This is a case of undetectable procedures of fixing. The police help to fix and fortify social request on SST Helene Street, particularly around evening time. There are a ton of cafés and takeaways on this road and it gets occupied at evening times, so the police are consistently available along this road in a difficult situation, Police are likewise beginning to take on all the more a job in the network, assisting with ensuring our boulevards are perfect This is the equivalent on City Road and the activity Clean Sweep. Requested Lives, Scene 2) The police are additionally close by on City Road. They will be they to control the conduct of others and furthermore to ensure the commotion levels are held down. A case of the police on City Road would be When Jerome was halted by the police, for having no driving permit or protection. (Requested Lives, Scene 3). This is a case of a noticeable procedure. The utilization Of CATV on SST Helene Street is significant in fixing social request. It is an exceptionally bustling road and furthermore a region of horror exercises. By having the CATV cameras set up, it additionally helps the police in their job Of fixing social request. With innovation as advanced as today is, the cameras can zoom in and filter regions. This is the equivalent on City Road, where CATV cameras help the police to recognize hostile to social conduct and petty criminal offenses. In general, a few procedures of making and fixing social request occur on pretty much every road as they help things to run easily. Having these procedures set up is significant inside our general public. There are a few procedures that undetectable, which we underestimate and others, that are progressively noticeable to us.

Model Arch Bridge and tha Design Improvement Essay - 2

Model Arch Bridge and tha Design Improvement - Essay Example Extensions are intended to withstand both live and dead loads. Dead loads will be loads that don't change, for example, the structure’s weight. These incorporate the walkways, deck, railings, and the solid or steel load-conveying individuals. Dead loads represent the impressive and noteworthy level of worry in load conveying individuals. The subsequent burden, live burden, changes; the change can be because of diminished or expanded walker and traffic stacking. When planning an extension, wellbeing and quality of the structure are the most significant contemplations. The shape and by and large structure of the scaffold were chosen by the gathering. The state of the extension was portrayed to full measure on a white bit of paper. The sketch was utilized in to manage the popsicle sticks as appeared in figure 2. The last advance was to stick popsicle sticks on light emissions deck so as to think of a scaffold deck. The last structure is appeared in figure 4. The entire methodology was carried on the first and second last structures. The main extension weighed 193.6 grams while the subsequent one was 245.1 grams. The principal connect upheld a most extreme heap of 6,613 grams, gathered at mid-range, while the second was 21, 818 grams. The heaps to weight proportion of the first and second extension were 34.2 and 89.0 separately. Curve increment security as it gives protection from the powers that demonstration in the twisting of the scaffold. The weight is diverted from individuals to parts of the bargains by curves; subsequently powers are equitably disseminated for the better structure as appeared in figure 5. The subsequent scaffold was fortified in zones that heaps were concentrated, that is at projections and burden focuses. The subsequent extension was additionally strengthened to expand their quality triangular shapes were utilized in keeping square shapes from inclining. A top horizontal propping was utilized in the counteraction of clasping sideways during stacking because of pressure individuals like the top harmony.

Life of a Young Girl in The House on Mango Street - Free Essay Example

The House on Mango Street is a piece written by Sandra Cisneros, an American of Mexican Heritage. It was published in 1984 and details a year in the life of a young girl, Esperanza Cordero, who moves to Mango Street, a Mexican enclave of Chicago, at the age of twelve. The story deals with relationships, family, neighborhood and the aspirations of the main character to own her own house. The house that she and her family move into is the very first house they have owned, but Esperanza is disappointed with its dilapidated state and longs to own her own house. The House on Mango Street is a coming of age novel that explores the challenges of being different and the drive to carve out a place for yourself in the world as a young Latino woman. Esperanza and her family, comprised of her father, mother, her younger sister, and two younger brothers moved to a house on Mango Street. It is the first house that they own as a family, and is located in an impoverished section of Chicago, Illinois. The family has lived in many different places, and Esperanza ponders on how much they have moved around throughout the years. Although she is glad that they own a house, she is disappointed by it because it is not what she expected, even though it is a significant improvement from their previous residence. On moving to Mango Street, Esperanza makes new friends, among them Rachael and Lucy, who live along the same street. She, alongside her sister and her newfound friends, explore the neighborhood and have many adventures in the process. On the verge of adolescence, the girls feel sexually vulnerable at times, such as when they stroll around their neighborhood in high heeled shoes. (Burcar, High heels as a disciplinary practice of femininity in Sandra Cisnerosrs The House on Mango Street 9). Esperanza experiences this sexual vulnerability first-hand when she is kissed by a much older man at her first job. In The First Job Esperanza talks about how she is taken advantage of by her boss at work, I thought that I would because he was so old and just as I was about to put lips on his cheek, he grabs my face with both hands and kisses me hard on the mouth and doesnt let go. (Cisneros 55). Esperanza doesnt speak of this again, but her adolescence is tainted by it. Esperanza describes one of her friends who influences her in more ways than she knows when it comes to understanding her sexuality. Esperanza goes on to describe all the things that Marin teaches her, She is the one who told us how Daveyrs the Babyrs sister got pregnant and what cream is best for taking off moustache hair and if you count the white flecks on your fingernails you can know how many boys (Cisneros 27). Marin is viewed as someone who is lives a fun rebelious lifestyle, and Esperanza looks up to her sup erior knowledge of womanhood. Ultimately her beliefs and her perception of people are changed. For the first half of the year, the girls are still firmly rooted in childhood and are more than excited to make the very most of their youth. They play games such as skipping rope and ride their shared bicycle around the neighborhood, as well as explore the local junk shop. Esperanza goes to school but feels outcasted there because she is embarrassed by her uncommon name and ashamed because her family is poor. Esparanza has trouble fitting in at school and at home, but she continues to grow up and find her way of fitting in. However, over the summer, Esperanza slowly loses her childhood to puberty. Physically, sexually and emotionally she matures significantly (Cruz 916). For the first time, she is excited boys begin watching her dance and takes great pleasure in fantasizing about them. Her hips grow, and she experiences her first crush. During this period, she is sexually assaulted and starts to write in a bid to escape the neighborhood and as a means of self-expression. She only shares the poems she pens with the trusted, mature women in her life. Her bond and affinity for the adults are strengthened when her grandfather and aunt passed away, and she starts to pay close attention to the women along Mango Street. She realizes that they are more stuck in their houses and situations than she is. Esperanza explains that she is named after her grandmother, a headstrong woman who refused to be married until her great-grandfather literally kidnapped her and married her forcefully. After that, her grandmother spent her days gazing sadly out of a window. She and her grandmother were born in the Chinese year of the horse, which is supposed to be unlucky for women. Esperanza refuses to believe this and states that she thinks the story of the name is a lie made up by men who are uncomfortable with strong women. She worries that she will inherit both her great-grandmotherrs name and sorrow. She fears that she will be stuck, just like her great-grandmother and the women on Mango Street. At the start of the school year, Esperanza becomes friends with a girl named Sally, who is more sexually mature and experienced than Esperanza. Sally is abused by her father and uses boys as an escape mechanism, and this makes Esperanza uncomfortable. Their friendship results in Esperanza being sexually assaulted by some boys when Sally leaves her alone. This incidence, along with the lives of the women Esperanza befriends on her street, reinforces Esperanzars desire to move away from Mango Street and to live a more fulfilling life. When, however, she is strong enough emotionally to leave, Esperanza is unable to do so fully, and she realizes that she will never be able to detach herself completely because she feels the need to help the women of Mango Street. By the end of the year, she has matured tremendously, and her desire to relocate is even stronger. She uses writing to escape emotionally from Mango Street with all its challenges and appreciates that writing will eventually help her to escape physically as well in the future. The House on Mango Street is a study in contrasts. Although it is a continuous story, it is broken down into vignettes that are part of the whole but can be read on their own. This is a representation of the characters in the novel, who lead separate lives yet come together to weave the story in the book. The vignettes are of varying lengths, indicative of the different kinds of impact the different characters have on Esperanza (Sun 2370). The vignettes differing lengths is also mirrored by the way Esperanza tells her story, in disjointed, broken sentences. The different lengths give the narration a choppy feel, which reflects perfectly Esperanzars life, which is far from smooth and even-keeled. Through the narration, one gets a glimpse of a Mexican womanrs life, which appears oppressed and full of longing. This is brought out in Marinrs life, who is confined to the compound and has to sneak out of the house to be herself, through dancing under the street lights. It is seen in Esperanzars great-grandmother, who is kidnapped and forced into marriage, and spends the rest of her life wallowing in her misery. Esperanzars great-grandmother gives the impression of being a prisoner of circumstances, an impression reinforced by the fact that she was forced into marriage, and hence into the life she lived. This confinement is seen in Esperanzars wanting to get a house of her own, quiet and clean as an unmarked paper. This could be interpreted as Esperanza wanting to make a clean break from her current life and start fresh, unburdened by her past or aspects of her current life (Cruz 930). Esperanzars desire to escape her life is seen in her desire to write her own story, a desire to almost rewrite her history. Her community places a certain expectation on women, and she feels the need to break free of these expectations. She also wants to run away from the poverty of her neighborhood and the oppressive expectations and living conditions of the society. Women in her locality have limited options, and their only major recourse seems to be marriage, and Esperanza is keen to broaden her prospects, hence her desire to escape. Marin personifies the drive to pursue oners happiness regardless of oners circumstances. She models for Esperanza the fact that no one is stuck to particular circumstances and it is a personrs responsibility to pursue his or her dreams and happiness. This is particularly emotional when contrasted with the women on Mango Street whose lives seem to be stuck beyond a certain level. It answers Esperanzars motherrs statement where she declares sadly, that she could have been somebody. Through glimpses into the lives of Esperanzars neighbors, we get to see a full picture of what life is on Mango Street and the ramifications of the different decisions made by certain characters. Through the actions taken by the other older women and the consequences of those actions, Esperanza is presented with many paths to choose from, with the consequences played out in front for her. In a way, the lives of the older women act as a roadmap for her. Another key theme in this book is choice. In Mango Street, people make different choices and bear the consequences. Characters who resign themselves to their circumstances are pictured as stuck and unhappy, while others, such as Marin, work hard to grasp at shreds of happiness and strive to make their desired life a reality at any cost. Although negative things do happen, such as Sally being abused by her father, ultimately, everybody has some sort of choice in how he or she responds to the circumstances. This concept is mainly brought out in Esperanzars desire to move out of the neighborhood and her belief that writing may be her ticket out of Mango Street Another theme is the pursuit of self-identity, which influences everything that Esperanza does. She defines herself as a writer as well as a woman, although her perception of both changes as the novel progresses. At first, Esperanza wants to change her name to something that is less difficult to pronounce, and that would tie her to her family, and acquire another one she feels defines whom she thinks she is. She wants to move to her own house where she can forge her own identity (Burcar , Fluminensia: Journal for Philological Research 121). After she becomes sexually aware, Esperanza wants to be beautiful, so as to be attractive, but cruel enough that men will not try to hurt her. To this end, she becomes friends with Sally, who is more sexually experienced. However, after her sexual assault, she no longer wants to be cruel and beautiful and is unsure of how to define herself as a strong woman. Eventually, Esperanza stops trying to separate herself from her family, heritage, and neighborhood by acquiring a new name and accepts her position in the community. She no longer forces herself to develop sexually when she is not ready and chooses to define herself regarding her writing. Esperanza learns that the important thing is not how others see you or define you externally, but how you view and define yourself on the inside. On Mango Street, gender roles are entrenched, and men have no issues with beating up their wives and daughters or confining them to the house. Being a female is enough to justify beatings and rape, as in Esperanzars case at the carnival. Esperanza fights this stereotype by rejecting gender roles, refusing marriage and by not acting like a powerless female, as expected by her community. By rejecting stereotypes, Esperanza reclaims her freedom and gains a sense of power. Friendship runs course throughout the book. Esperanza feels isolated and strives to address this by seeking out friendships. She has many types of friendships, those of her peers and older women. As she matures, so does the depth and intensity of her friendships. At first, friendship entails sharing a bike and playing together and blossoms into something that depends upon much more substance and shared values. Esperanza feels that women are isolated and should, therefore, be responsible to look out for each other. Femininity is a major part of The House on Mango Street, and Esperanza strives to understand it, especially with her dawning adolescence. She notices that beauty is the basis of feminine power and envies the beauty of the women close to her. However, she realizes that beauty is not a guaranteed source of power. She strives to gain power that is more enduring, and which grants her freedom hence her interest in writing. Sandra Cisneros uses simple but poetic language to communicate, and this gives The House on Mango Street an interesting tone. She includes Spanish phrases that give the narrative authenticity and color. The break from proper grammar and the use of slang adds to its authenticity and immediacy and draws the reader in as though he or she is part of the story. Although the story is told in the voice of a young girl, it is convincing and believable because of the language used and the details provided. Sandra Cisneros grabs the readerrs interest by wandering from one subject to another and introducing a bunch of different characters briefly. The reader is drawn into the story because it feels so light and immediate. This seeming randomness explores different themes such as identity, loss, escape love, friendship, and roles without seeming to. Her style addresses taboo subjects such as violence and sexual assault matter-of-factly yet sensitively, without making the subject a victim or a statistic. She explores sexual inequality and oppression without apportioning blame. In short, through her writing, the reader feels as though they are looking into peoplers houses and glimpsing bits and pieces of their lives. This makes The House on Mango Street feel more real and authentic to the person reading. The House on Mango Street is a narrative that addresses culture. It points out the challenges that Chicanos face and the derogatory stereotypes they encounter and perpetuate. The writer uses language as a metaphor for the divide that exists between Mexican Americans and the rest of the country. Language and culture play a part in segregating Chicanos but what keeps them isolated is mainly racism and poverty, which ultimately brings shame. Therefore, the isolation is brought on them by people of other cultures and by the Chicanos themselves. The House on Mango Street strives to capture the sense of being different experienced by people when they move from their original home. It brings out the challenges faced by women especially, more so young girls, who may not feel that they are good enough. It captures perfectly the challenges immigrants face because of being poor, different and from a different culture (Sun 2370). The book strives to show that being different need not be a source of embarrassment. Rather, it can be a source of celebration and pride. The House on Mango Street is a call to embrace oneself fully regardless of oners current circumstances. It explores the challenges that come with being different and the consequences of letting fate run its course. It explores the challenges young girls face when they are coming of age, and addresses the choices they make and the likely consequences of those choices. The narrative also points out that circumstances are not set in stone and can be changed if one is ready and willing to do everything it takes.

Sociological Analysis of Brothers Keeper - 656 Words

Brothers Keeper Sociology is an important part of science in that it tends to create a distinction between the different values and norms that people hold in the society. Theories in sociology have been depicted in books and movies. Brother’s Keeper is a 1992 movie by Joe Berlinger and Bruce Sinofsky. The movie tends to reveal the characters of different members of the society. It creates a distinction between the different forms of social orders that exist in the society. The movie revolves around the lifestyle of The Ward brothers who live in Munnsville; New York. The movie’s main theme tends to contrast two groups of people in the society. One group consists of people who come from the rural areas while the other group is that of people from the urban setting. The social norm of the people in the rural areas is based on simplicity and illiteracy. The story revolves around the murder of one of The Ward Brothers. The death of William occurs and his brother Delbert is accused of killing him. Delbert denies the allegations but before he is set free he is taken into custody and made to sign some forms. According the social norms of the people of Munnsville, The Ward Brothers are illiterate and they live a life of simplicity. After the death of William, law enforcers make Delbert to sign some forms that he does not understand because of his illiteracy. This can be seen as a contrast in the social order between the rural setting and the modern urban setting. This notion is

Modern Technology And Science Rule - 3169 Words

ords Since the 18th and 19th century the world has spiralled into an ever-changing and fast paced place where the possibilities are endless and technology and science rule. There was the introduction of machines, modern technology and science which gave the world incredible inventions such as the motorcar, aeroplane, the radio and electricity. These are the things that bought civilisation into modernity, it changed not only how people used the world but how they saw the world and envisaged the future. As times changes, architects gracefully chose to or were forced to adapt to the needs and conditions of their present world which were created by this Modernity. Some of these conditions which will be analysed are; the way in which society started to reject traditions and believe in the present and future, the initial reactions of scepticism towards the development of technology and imagination becoming important as people’s views on the world started to shift. The early 19th century was a tumultuous time for civilians and young soldiers’ alike living in Germany, with unthinkable losses in the war and an uncertain political future, this time of uneasy life with hopes for a better future created widespread despair and wild hopes through the country (Gay 2008, p315). This along with the constantly rising trends of modernity and the worlds need to make it new, an ever growing list of modern men throughout Europe strove to make a difference, one of these men was Walter Gropius. â€Å"AShow MoreRelatedThe Importance Of Economic Globalization704 Words   |  3 Pagescomparative advantage, expanding the scale of production and realizing economies of scale. Economic globalization can promote the transfer of industries and the accelerated flow of production factors such as capital and technology. 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Assessing the Impact of Using Internet for Competitive Intelligence free essay sample

Assessing the impact of using Internet for competitive intelligence Here is the summary of an interesting scientific paper dealing with the impact of using the Internet for competitive intelligence. The Internet, as an information-rich resource and interorganizational communication tool, has transformed the way that firms gather, produce and transmit competitive intelligence (CI). The aim of this article is to assess the impact of the Internet on CI and the subsequent effects on the organization. What is CI? It is a process of knowing what the competition is up to and staying one step ahead of it, by gathering information about competitors and ideally, applying this information in short- and long-term strategic planning. It refers to actionable information about the external business environment that could affect a company’s competitive position. CI is not industrial espionage given that 90% of all information that a company needs to make critical decisions and to understand its market and competitors is already public or can be systematically developed from public data. We will write a custom essay sample on Assessing the Impact of Using Internet for Competitive Intelligence or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The growth of the Internet has led to CI professionals exploiting its information richness and hypermedia capabilities for CI activities. By using the Internet, a company can monitor the presence, posture, products, and prices of other players in its industry. It can track the views of customers and seek out new ideas and expertise internationally. Model : they examine the downstream effects of using the Internet (for research, internal and external use) on quality of CI information and its subsequent effects on organizational performance. Concretely, the model could be summarized as followed: Research + Internal Use + External Use Quality of CI information Impact on organization The first three components symbolized the Internet Usage. Results and implications The results of this study indicate that using the Internet has a positive impact on the quality of CI information. There is a positive relationship between usage of CI information and organizational performance. It shows that the improved quality of CI information through Internet usage has a positive impact on organization. The results suggest that there is a direct positive link between usage of the Internet (for research, internal or external purpose) and the quality of CI information, and a positive downstream impact on the organizations’ strategic benefits. Although there may be some concerns about the reliability and timeless of information published on the Internet, there is little doubt that it is one of the most cost-effective means of obtaining information. However, data must be transformed into knowledge and order has to be created from the chaos of the Internet. The information overload from the Internet also makes focused research difficult but ‘intelligent agents’ have to be developed to automate and alleviate the CI professional’s information gathering workload. My opinion: This paper has been written in 2001, which means a very long time ago when we are talking about the Internet and its information storage capabilities. Do you think this paper is no longer suitable for the current situation we are experiencing (empowerment of the customers through social medias, increased access to the Internet, hackers and so on) ? Moreover, they say that the ‘intelligent agents’ have to learn how to scan the information to find the relevant one and that it’s the most cost-effective means of obtaining information, do you think this notion is still true or must be nuanced ? Bron: â€Å"Assessing the impact of using Internet for competitive intelligence† Thompson S. H. Teo amp; Wing Yee Choo Information amp; Management 39 (2001) 67-83 http://www. cuaed. unam. mx/puel_cursos/cursos/d_gcfe_m_tres/modulo/modulo_3/m3-4. pdf

The Crucible Essays (211 words) - Salem Witch Trials, The Crucible

The Crucible 1. The Crucible ?The Play in Four Acts? 2. Arthur Miller 3. Viking Penguin, October 1976 4. No Edition 5. Rev. Samuel Parris- A Reverend Rev. John Hale- a specialist in witch hunting. John Proctor- A farmer who had an affair with Abigail. But he denies it. Abigal- Has a crush on John Proctor which turns into the Salem which trials. She is Rev Samuel Parris' niece. Also the leader of the group of girls. Judge Danforth- also a Deputy Governor. judge 6. 1. It begins with a group of young women caught in a spell to attract lovers. 2. A Salem meeting takes place in court. They are trying to find out about the witch craft going on. 3. a group of girls accuse an increasing number of innocent townspeople of cavorting with Satan. 7. 8. Set in 1692 in Salem, Massachusetts. 9. A witch hunt which eventually leads to the complaint and trial of scores of townspeople. Eventually nineteen die. 10. nope 11. The irony of a man who gives up his name in an attempt to save his friends, and then later gives up his life in order to save his name. It is all weird. 12. I sorta liked the story, but Im not really into the witchcraft stuff. I would only recommend this story to people that like witchcraft. American History

Starbucks HRM Essays

Starbucks HRM Essays Starbucks HRM Paper Starbucks HRM Paper Human resource management function is a very crucial function in any modern organization that seeks to achieve its objectives including the task of ensuring that employees are motivated by use of effective performance appraisal techniques such as reward schemes. Such HRM function is very crucial to Starbucks Corporation in order to motivate its employees. This is because people are the most important asset an organization has as compared to other assets that aid in running the organization. Therefore for accomplishment of organizational effectiveness, performance appraisal is the most important critical factor that must be paid attention to by the management of any business firm wishing to remain competitive as well as remain international in scope; Starbucks Corporation is not exceptional from such an objective. Human resource has the responsibility to coordinate all the activities within the organization and they have to ensure efficiency in productivity of the organization hence firms should maintain a motivated workforce (Bjbrkman and Fey, 2001). This paper is dealing with how Starbucks human resource department can use performance appraisal technique to improve the performance of its staff. The paper is also aimed at equipping managers particularly those from Human Resource department of the corporation to look critically on the best ways of rewarding employees in the organization. Starbucks Corporation and its Current HRM Strategy Starbucks Corporation is a coffee company in Australia which was first opened in July, 2000 in Sydney and at the Central Business District as a subsidiary of the mother company in the United States. Starbuck roasts high quality whole coffee beans and they sell them with other beverages as prepared in the Italian espresso beverages. The coffee drinks are richly brewed to give the customers necessary satisfaction and pleasure. One of the best known drink brands is the bottled Frappuccino ® which is enjoyed throughout the world. In Australia alone, the organization has been able to expand and now has 89 retail outlets in major areas of the nation such as Sydney, Melbourne, Canberra, Brisbane, Tasmania, Gold Coast, South Australia, and Brisbane. The headquarters for the Starbucks coffee company Australia is at the Frenchs Forest, New South Wales and it serves as the support centre for all the other stores in Australia. The retail stores offer people the finest coffee sourced from coffee farmers across the world in addition to great entertainment, music, good people and excellent customer service. This organization is the only retail international coffee store that has a unique brand that has a global recognition. Most of the customers get access to excellent room tables, comfortable sofas, chairs, bars and other accessories which fit the needs of everyone from the CEO of a company to the secretary of a company (Starbucks Corporations, 2008). This company endeavors to produce economic, social, and environmental benefits as a social responsibility stance for the communities it serves. This organization believes that it is possible to be good and do the best at the same time. Nevertheless, there has been a considerable criticism that Starbucks management has failed to be effective and efficient in its business activities because they have practiced unacceptable managerial activities of planning, organizing, directing, and controlling. The company has not ensured that the respective managers of respective departments are well equipped with human, technical, and conceptual skills that give them an opportunity to integrate the managerial activities above in order to produce results expected from their departments. The absence of such skills by managers has led to the company performance decreasing in some of its potential markets (John and Keith, 1997). Starbucks Corporation has been criticized for not building a strong human resource relationship with its entire workforce who has failed to enhance the success of corporation. In fact there is speculation that the company does not recruit its employees based on their qualifications and their competence. They have not achieved effectiveness and efficiency because they have not developed their staff through training and have not adopted proper compensation systems that have in turn demoralized the employees in their work. Such employees have not been able to cope with effects of competition and thus they have produced poor results (Starbucks Corporations, 2008). Decisions regarding to employees, operations management have not been constantly revised by the management of the corporation in order to match international standards that will foster success in business environment. For example, employees have not been properly trained to cope with new changes like introduction in technology. However, many companies who deal with sale of drinks have also diversified and fight for market share with Starbuck Corporation, a development which has given the corporation rough time in coming up with viable marketing strategies (Starbucks Corporations, 2008). Human Resource Strategy and its role in Starbucks Human resource management in business terms is the coherent and strategic approach to the management of the working force of an organization. It combines academic, social and business practices in the application of techniques to manage a particular workforce. These practices are designed to go inline with the company’s goals, objectives, vision and mission with specific emphasis on growth and development. Starbucks Corporation needs to attract, maintain and also manage its employees effectively. There is an assumption that employees are just business assets in an organization, but human resource development professionals explain that, these employees have varying goals and needs in life which can be utilized by the organization to meet its targets while assisting the individual persons succeed in their careers (John and Keith, 1997). The following are some of the core functions of human resource management in Starbucks Corporation; workforce planning, recruitment and staffing, promoting industrial relations, personnel development and performance monitoring as well as training, compensation and benefit management. It is considered that the human resource practices used in strategic human resource management in Starbucks Corporation should enhance techniques, systems and polices developed in line with the performance appraisal management of the organization’s tasks. This performance appraisal of Starbucks Corporation is designed promote strategic planning and thinking in all aspects of employee assessment, problem solving and counseling (Maund, 2001). Good knowledge of employee behaviors, performance and needs helps Starbucks Corporation to deal squarely with diversity issues e. g. ulture, religion, race etc. in fact; studies have shown that, certain human resource practices in Starbucks Corporation have contributed both positively and negatively to firm performance through workforce alignment. It is also related to employee outcomes including; trust in management co-operation, higher commitment in workplaces as well as better employee efforts and involvement among other factors (Michael, 2006). Manpower planning within Starbucks Corporation is very critical in that, cases of either overstaffing or understaffing is detrimental in one way or another. The economies of scale for the business together with specialization orders are lost if the organization is understaffed. On the other hand, if overstaffing is sustained, it becomes a waste and also expensive for the organization. These factors are therefore part of the planning process being carried out by human resource development officers in Starbucks Corporation. For instance; they should ensure that the organization’s workforce is certainly enough to meet the general duty requirement Human resource strategy is referred to in a layman’s language as the management of the people who are working in an institution or an organization. This is done because employee performance affects how far or how successful an organization can be. Human resource strategy of Starbucks Corporation also involves the managers clarifying to the employees the organization’s goals and objectives. Studies have shown that, there is a unique relationship between the human resource management practices and techniques for a company and its overall performance (Armstrong, 2006). Starbucks Performance Appraisal and its Business Goals The success of Starbucks Corporation is mainly determined by its human resources and hence there is a need for a motivated workforce. In fact human resource of any firm has to be innovative, energetic, creative and motivated in order to remain focused in scope. Indeed any company including Starbucks Corporation should have guiding principles which help the employees to attain set goals and objectives. Such principles define what each and employee is expected to do thus attain their goals. Starbucks Corporation has such principles and such principles also points out how the company promotes trust, pride, professionalism, trust, teamwork and openness in their undertakings. Such principles however, do not concentrate much more on the issue of performance appraisal such as motivation which is a key factor in organizational success. Therefore this paper will attempt to reveal the importance of a motivated workforce as well as the different methods that can be used to motivate the workforce particularly in Starbucks Corporation (Hoyer, 2001). Research indicates that skills, knowledge and experience represent capital due to the reason that they enhance productivity. Companies invest in skills training and development to be competitive, but the failure to manage the person trained could be considered a great setback. Employee retention is basically essential in grasping a complete return on investment. Based on the human capital theory, it is imperative that companies invest in skills training and development, but they should also align the performance appraisal such as compensations and benefits of the person with his or her achievements. Research reveals that in many modern business organizations there is obviously a lack in recognizing the achievements of skilled employees. Without recognition and growth, there is no reason for the employee to carry on his good performance, or worse, to continue his service to the organization (Bjbrkman and Fey, 2001). Motivation can be assumed as the reason or the force behind why a person does what he or she does. Sometimes, it is also a means to make the person perform better and more efficient. Basically there are three assumptions in human motivation as established in research. The first one assumes that motivation is inferred from a systematic analysis of how personal, task and environmental characteristics influence behavior and job performance. The next one infers that motivation is not a fixed trait; but rather it refers to a dynamic internal state resulting from the influence of personal and situational factors. This means that motivation as one technique of performance appraisal may change with changes in personal, social or other factors. Finally, it should further be noted that motivation affects behavior which in turn will lead to poor performance by the employees (Buck, Filatotchev and Wright, 2003). As social beings, basic human interaction and communication are considered as relevant needs that should be attended to in the working environment. The rational and emotional aspects of a person enable one to be participatory and reflective on certain aspects of the operations in the organization. Social interactions are necessary so as to provide for the social needs of an individual. Since people are more than a resource of an organization, their active and contemplative nature will always be open and shown. Aside from the primary needs for existence, social interaction in the form of companionship helps in shaping the character of a person as a quality individual that is capable of doing complex things and acting complicatedly Performance Appraisal Management in Starbucks Corporation Research reveals that employee motivation is the key to the profitability and competitive success of Starbuck Corporation in the current business world i. e. particularly in the hotel industry. Research has shown that Starbuck Corporation dose not pay well its employees and thus they do not carry out their jobs well and in return the company’s performance has been negatively affected. In Starbucks Corporation; for instance, the employer-employee relations are considered not very important thus that the corporation failing to realize its mission effectively. In fact, it has been researched and found out that well paid employees of Starbucks Corporation have translated to satisfied customers i. e. with motivated workforce they do their tasks well thus retaining and attracting more customers. Hence, with improper policies and administrative skills utilized by Starbucks Corporation, managers have indeed created failed to create a satisfied workforce through such an appraisal performance technique. Starbucks Corporation employee performance appraisal technique has taken different forms that include the following: The first factor is of job security which is the primary driving force an employee Centres on while working; it is the ability to retain the job for as many years as possible (Hoyer, 2001). Personal organization and family budget go in line with job security concerns. When an employee is confident of his or her job security at the workplace, his performance is far much better than a case where he or she is not sure of being retained in the next year because he is motivated to work. With job security, some Starbucks employees have failed to know whether at the end of month he/she will be paid thus becoming demoralized to work. This implies that much time is wasted because employees are not okay and thus have do not have enough time to work for the company since they work as they think of quitting the corporation at one time The other factor that is suppose to enhance success in Starbuck is that of pay satisfaction; research indicates that people don’t work unless they receive pay for work done as a motivator which is therefore the key to employee satisfaction. Although employees are paid better than other employees of other organizations, Starbucks Managers normally do not use financial rewards to improve their worker’s performance. Good salaries equally translate to better work. Every worker would want to continue working for an organization which pays him or her well which has not been the case in Starbucks Corporation (Bjbrkman and Fey, 2001). Therefore Starbucks Corporation has not saved time since the management has to spend time of hiring new employees every time because the current employees are not secure and they have reason to look for other opportunities Another source of motivation is that of using rewards and gifts in order to inspire employees in Starbucks Corporation. Research indicates that rewards used by the corporation have been only very big inducements but the small gifts given to anybody have been ignored by the management thus its employees eventually don’t feel appreciated. For example a handwritten thank you note which can be utilized in Starbucks Corporation is normally appreciated and cherished (Foster and Harris, 2005). Everybody loves chocolate, and provision of such kind of rewards especially at the weekends and special days like Christmas and Valentine days, should help to build positive relationships between the Starbucks Corporation management and the employees. Research indicates that gift certificates such as birthday wishes are a morale booster to self-confidence of the employees. Starbucks Corporation has failed to offer sufficient logo merchandizes; for instance, in form of t-shirts, caps, mugs, pens, jackets and computer mouse pads thus not boosting the morale of the employees because they are not proud to be associated with Starbucks failure. In addition, Starbucks Corporation has not been utilizing motivational posters which are supposed to be strategically drafted for individual recognition for job well done. In most cases, people would want to know if their work has made some difference and therefore provision of such rewards by Starbucks Corporation should encourage them thus motivating the employees. Another way of appraising employees that Starbucks Corporation have not utilized fully is that of praising them; for instance if they have fulfilled their undersigned tasks effectively. The firms’ management has not strategized well since they even don’t keep the records of the performance of employees. Any employee who shows commendable improvement are not praised in the organizational weekly, monthly and also the annual meetings. Through this employees have not been motivated since they believe that they are not recognized by the organization and thus not improving their performance. However, this should not just be carried out in the formal meetings only, but managers should make time to meet with individual employees who are reported to have been performing better and praise them for the good work (Harzing and Ruysseveldt, 2004). Recommendations The main aspects of human resource strategy in Starbucks Corporation should incorporate the following areas; employee motivation and retention strategies, employee selection strategies and employee management strategies which in general encompass performance appraisal measures. This strategy if implemented simultaneously in Starbucks Corporation will create a family-like community and environment in the organization. From this study we can conclude that performance appraisal is a key factor to success of any organization including Starbucks Corporation. It should be noted that as a manager, your impact on employee satisfaction is great and immeasurable; therefore the management of Starbucks Corporation should look for convenient, cost-conscious and appreciated ways of performance appraisal such as excellent motivation structures in order to build a motivated, dynamic and committed workforce that will result in better productivity and profitability of the corporation. The most critical factor that results to poor management of many organizations including Starbucks Corporation is that of the inability of senior managers to provide necessary support for the accomplishment of organizations goals through utilization of effective performance appraisal techniques. It is substantiated that the behavior of many senior managers of Starbucks Corporation has contributed immensely to poor success of the organization. This is explicitly witnessed in the performance appraisal process. Senior managers have adopted behavior of self centeredness and they always think that they are the only one who makes viable decisions in relation to goals being attained hence resulting to low morale by existing workforce (Maund, 2001). This has resulted to lower level managers and employees not to perform quality work because they are always not motivated when carrying out their respective duties. The overall management of Starbucks Corporation should not that no matter how well the organization’s values and culture is drafted it requires the will of senior managers to maintain such performance appraisal values and cultures within the organization. The senior managers can change the attitude of their employees if only they can lead by example which will lead to good motivation and thus successful attainment of set objectives. Human resource is the most vital asset in Starbucks Corporation and senior managers have to concentrate their management efforts in their staff development in order to boost their morale and thus increase in productivity. Employees’ satisfaction strategies should be formulated in Starbucks Corporation in order to ensure smooth running of the corporation. It is the key to the economic success of Starbucks Corporation. Research has shown that a satisfied employee does his job well and in return the company’s performance is greatly improved (Hoyer, 2001). The HR department of Starbucks Corporation should formulate corporate and HR strategies that incorporate performance appraisal analysis and clarification of the corporation mission statement. The department should also offer guidelines to the rest of the management when considering how business should develop and in what direction it should be directed to. In this line the HR department should clearly ensure that the strategies developed in the organization should be the ones that direct efforts towards accomplishing the Starbucks Corporation basic mission or purpose (Armstrong, 2006). In order to enhance the activities of Starbucks Corporation, the HR department should redesign the HR department in order to remain competitive in the market place and to respond to any changes in the market place; Also strategic objectives that encompass performance appraisal measures of the organization should be formulated; this implies that the HR department should turn the mission statement in to supporting objectives for each level of management in the corporation. The objectives formulated should be directed to key result areas in the corporation where performance is necessary for business survival. The corporation key result areas that should be considered include; marketing, finance, production, human resources, physical resources, social responsibility, and profit requirement (Thomson and Rampton, 2003). Conclusion From Starbucks Corporation case analysis we can therefore deduce that, ensuring employee performance requires establishing a level of competence which the employee should be aware of as a target to be achieved. This is the measure that should be used by Starbucks Corporation managers in determining compliance with the standards and in identifying problems met by the employees in meeting such standards. For instance; in developing a performance appraisal technique such as efficient motivation structure to enhance the productivity of employees the manager will look at the competency problems of the employees and fashion the program to enable the employees to reach and even exceed the competency standard established for their work. This requires a great amount of perceptiveness on the part of the manager in determining what method of appraising will be most effective in improving employee competence (Thomson and Rampton, 2003). A considerable number of companies including Starbucks Corporation have developed into an essential part of the period of global competition, increasing development, improved business paradigms, and corporate re-organization. The continuing transformation from the traditional industrial framework with its hierarchical companies to a worldwide, knowledge-founded financial system and intelligent corporations, altering ideas regarding the social contract involving employers and employees, an progressively more adaptable pool of talent and a body of workforce, necessitates human resource (HR) strategies to realign and relocate itself in the vicinity of these drivers.

Case Study Analysis of Casual Togs

There is a wide range of problems that may adversely affect the progress and competitiveness of organizations. These include structural problems, communication, management issues and failure to embrace change. Given that there is no fixed approach to management that is ideal for all organizations, each company has to ensure that it adopts the most ideal approach, which can be determined by several factors in the internal and external factors that are specific to the company (Hill et al., 2014). Businesses also need to ensure that they are flexible enough to promptly change in response to the adjustments that might be taking place in the tastes and preferences of their clients or even the tactics that their competitors in the industry are using. Companies that are not flexible enough might fail to maintain their relevance towards their target market segments and lose their competitive edge (Carter et al., 2013). This report presents a case analysis of Casual Togs, a women’s apparel company that is known for its moderately priced products. Most of the company’s products are blouses, shorts and knit dresses. In the analysis, the report highlights the problems that are being faced by the company and the factors that might have contributed to these issues. The importance of addressing these issues in a business is that it provides a guidance or basis for formulating strategies that will help to improve the company’s performance. The report also provides recommendations for Cy, Casual Togs’ principal stockholder, on the changes that he needs to make in the company. It also provides recommendations on how the company should change its management practice, structure and response to change, so as to avoid a recurrence or the problems it faces. The major problems facing the firm With reference to the case study of Casual Togs, there are a number of problems that are currently being faced by the company. One of these is that many of its products are being returned by consumers because of their low quality. For any business, the quality of products that are offered to clients is among the key attributes that determine its performance in the market (Bhardwaj Fairhurst, 2010). For Casual Togs, this also led to the loss of a major portion of its old loyal consumers. It also posed a challenge to the company in attracting new clients. Consequences of this issue include a drop in the company’s revenue and its overall brand position in the industry. It has also been outlined in the case study that the company also faces stiff competition from companies that have long been in the apparels industry as well as new upcoming ones. Another issue that faces Casual Togs lies in the human resource department. The company has failed to attract the necessary skills for it to run successfully. This is evidenced by the halt in the construction of the company’s distribution centre in the middle of the construction, which was attributed to the fact that the company did not get a qualified person who could supervise the construction project. In addition to this, two of the company’s designers resigned. This contributed to a drop in the company’s overall production in its nine centres by approximately 15%. The fact that Andy Johnson, the company’s budget manager and Sol Green, the market analyst could not speak to one another also clearly depicts a communication flaw among the employees in the firm. Judy, who was the company’s vice president, is also depicted in the case study as being aggressive in her communication with other employees. There are several incidents mentioned in the case study that highlight the failure by a section of the company’s executives and employees to embrace change. For instance, Judy objected most of the proposed changes, arguing that they were either too expensive or that they had been suggested by incompetent individuals. Another incident was when Andy rejected suggestions that were made by Bill Smith, his assistant, on new approaches that could be used in the collation and analysis of daily sales printouts so as to make better sales forecasts. Even though there are several other issues that are faced by Casual Togs in its operations, three main issues have been outlined in this section. These include the decline in the company’s competitiveness, human resource issues and the resistance to change among a section of the company’s staff. Causes of the Problems The first problem about the company is the fact that it is losing its old customers, and more of its products are being returned as a result of either poor quality or late delivery to customers. For any business to effectively win over the loyalty of its target customers, it has to be dependable in terms of the products and services it delivers (Dervitsiotis, 2011). Prolonged incidences of poor quality products and services or inconsistencies tend to repel customers. As earlier mentioned, there is high competition on the apparel and fashion industry, which also increases the purchasing power of buyers. Failure of one company meet consumer expectations, regardless of how slightly the gap may be, will make even the loyal customers to switch brands (Talib et al., 2011). Late delivery of products to customers also denotes the incompetence of the department that is concerned with the delivery of the company’s products. Another issue that is affecting Casual Togs lies in the human resource management approaches. With reference to the case study presented, there is evidence of a lack of equal of opportunities for career advancement in the company. An example is Andy, who had worked with the company for 15 years without any promotion because was not related with the other managers and was also of a different nationality. According to Choi et al. (2012), one of the causes of employee turnover is the failure of organizations to provide all the employees with a chance to attain their ultimate career goals. The aggressive nature with which Judy addresses employees in the organization also intimidates the employees and lowers their self esteem. This has an adverse effect on the organizational commitment of employees and has and ultimately, affects their levels of productivity (Adler, 2013; Lutgen-Sandvik Tracy, 2012). The issue of rigidity and failure to embrace change has also contributed to the problems being faced by Casual Togs. One of the organizational aspects that have led to this is the fact that Cy, the company’s president gave all the departmental heads the freedom to make decisions that they considered to be fit for the organization. Whereas it can be argued as an approach that is relevant to the present-day business environment, it poses a challenge to decision making when rapid change are to be made because the opinions of every departmental supervisor have to be considered (Myers et al., 2012). These factors have affected the effectiveness with which Casual Togs adjusts in response to the changes in the market, leading to its dwindling performance. This shows the need for organizations to be flexible enough to maintain its relevance to the target markets (Dervitsiotis, 2011). This section has presented some of the main factors that have led to the existence of the issues that faced by Casual Togs. These include the failure of the company to adhere to quality in the design of its products and the failure to motivate employees, which adversely affects their levels of commitment. Several measures have to be put in place to ensure that the earlier mentioned issues have been overcome. Suggestions for changes to be implemented by Cy, Casual Togs’ President In regard to the issues that have been earlier identified, there are different approaches that ought to be used to change the current situation of the organization. With regard to the quality issues that have led to a loss of clients by the company and increased returns of goods, the direct measure that has to be taken is to ensure that the designers of the company’s apparel products pay attention to detail so as to enhance the quality of the products (Bhardwaj Fairhurst, 2010). There is also a need to intensify the quality management process to ensure that defective products are minimized (Rosenfeld, 2012). As presented in the case study, market research that is carried out mainly focuses in the levels of sales that should be expected in certain seasons. However, it is also vital for the organization to incorporate the on-going trends in fashion so as to effectively address customer needs (Witell et al., 2011). Human resources in any organization are among the most valuable assets, and have a key contribution towards its overall success. However, it is vital for organizations to motivate them so as to increase their productivity and organizational commitment (Bratton Gold, 2012). One of issues that are evident at Casual Togs is that employees from a certain nationality are more likely to be promoted than the other employees. In this regard, Cy, the company’s president, needs to ensure that an equality policy is implemented to provide all employees with an equal chance of promotion within the organizational ranks (Giuliano et al., 2011). This will not only motivate employees to work more, but will also attract talented job seekers. The management meetings that were held between managers and other departmental leaders within the organization were informal, marred with emotionally charged arguments, shouting and door slamming. This is a clear indication of the failure to recognize authority an order during these meetings. It is also quite unlikely that such meetings met the intended objectives. To avoid recurrence of such scenarios, the company’s president needs to change the way board meetings are held from informal to formal (Diefenbach Todnem, 2012). This will instil a sense of order, and will increase the possibilities of attaining the goals set to be met in the meetings. In the presented case, there is evidence of interference of departmental operations by managers or vice presidents of different departments. An individual from a different department could question an action carried out in another department that has no connection to his. Whereas there is need for cross-functional communication and cooperation within an organization (Hongjun Yajia, 2012), such interferences as those depicted at Casual Togs are destructive. To limit this, the company’s president needs to change the structure of the organization (Deb, 2009). Suggestions to prevent future issues at Casual Togs To prevent future problems from occurring at the organization, it is necessary for Casual Togs to ensure that it makes the necessary adjustments. These include structural changes, management practices and their response to changes taking place in the competitive environment. Suggestions for change are provided in further detail below. Management Practice There are a number of changes that ought to be made in the management practices of Casual Togs. The individual in management that raises concern in the case study is Judy, the vice president. Her aggression towards employees, as well as her interference with operations across all departments within the organization, has to be addressed. Given that she is among the majority shareholders in the company and related to the president, there is no possibility of sacking her from the position she holds. Instead, she needs to be encouraged to attend management seminars so as to improve her employee management approach (Bratton Gold, 2012). Rather than being autocratic in her management and aggressive in communicating with other employees in the organization, she needs to change and become a persuasive or democratic in her management and assertive in communication (Adler, 2013). In persuasive management, managers provide a clear explanation to their employees as to why they have made a certa in decision. In democratic management, employees are allowed to make suggestions in the decision making process, and the opinion with the highest votes is selected (Hill et al., 2014). By being assertive in communication, points or arguments are firmly put across to other employees, but respect is still maintained (Adler, 2013). Cy’s approach of management is too lenient to departmental heads within the organizations. This has also affected the way in which he handles suppliers, who often take advantage of his leniency to secure tenders even though they are supplying products at a higher price. Even though his consultative approach to management allows departmental heads to take part in decision making, there is still a need for him to exercise authority, especially when holding meetings with them (Diefenbach Sillince, 2012). Structural Change Before making a suggestion on the structural changes that ought to be implemented in the organization, it is vital to describe the organizational structure of Casual Togs as depicted in the case study. Based on the informal nature of meetings between departmental heads and the company’s president and the lack of a clear hierarchy of authority in the firm, it can be argued that the organizational structure of the company is adhocratic (Deb, 2009). Even though such a structure is ideal in encouraging creativity and innovation among employees and effectively adjusting with the changes in the market, it also has several demerits. These include a difficulty to solve routine problems that may arise in the organization, an unclear line of authority and high exposure of the organization to risk (Diefenbach Todnem, 2012). With reference to the case study, even though Judy is the vice president, she seems to have more authority that the company’s president, Cy. In this regard, the company needs to consider changing its structure to a more formal and well structured bureaucratic structure (Dervitsiotis, 2011). Even though such structures are known to limit innovation and creativity within the organization, it may be ideal for Casual Togs for a number of reasons. These include easing the decision making process, reduction of the exposure to risk and the acknowledgement of a certain structure of authority that has to be adhered to (Bratton Gold, 2012). Implementing such a structure is likely to eliminate the emotionally charged informal meetings’ scenarios and also the interference of individuals like Judy in all organizational departments. Responding to Changes in the Competitive Environment Based on the fact that the apparels industry is highly competitive and dynamic, it is also necessary for the company to be flexible enough and ready to implement changes that will maintain its relevance to the target markets (Rugman et al., 2012). One of the measures that have to be undertaken to attain this objective is to intensify market research and carry it out on a regular basis. This could be through seeking customer feedback or studying the changing trends through observation. Market research also involves studying the tactics or strategies that are being used by competing companies in the industry (Witell et al., 2011). It is through these market research efforts that the Casual Togs will be able to adjust its product designs and marketing strategies to fit the market preferences while at the same time ensuring that it effectively competes with other players in the market. Maintaining a competitive edge in the industry also depends on the skills that the company has in its human resource force (Dervitsiotis, 2011). It is important for Casual Togs to hire employees that are not only qualified, but also innovative enough to come up with designs that will be well accepted by the target markets. Innovation can also be nurtured among employees in the organization by utilizing appropriate motivational and reward strategies (Wright et al., 2012). Workers at Casual Togs also need to be informed on the inevitability of change in organizations, and why they should always be ready for it. By so doing, resistance to change among employees will be reduced. Some of the changes that may need to be implemented at Casual Togs include technological advancements in the production of its apparel and alteration of product designs to reflect the needs in the market (Myers et al., 2012). Conclusion and Recommendations Conclusion This report has presented a case study analysis of Casual Togs, a fashion business that mainly deals in the manufacture and distribution of women’s apparels. After two decades of operation, the company’s performance in the market dropped due because of a number of reasons, which have been highlighted in the report. One of these is the poor quality of products, which led to an increase in the volume of returned products. It also led to the withdrawal of many old customers. Another issue that has been identified is the failure to keep employees motivated enough to increase their organizational commitment. The causes of these issues at Casual Togs have also been presented in the paper, as well as some suggestions on how the president of the company can make the necessary changes to improve the situation at the company. Suggestions that have been provides comprise of management changes, structural changes and how the company can respond faster to changes and competition in the market. Further recommendations that can improve the company’s brand position are presented hereunder. Recommendations In order for the company to appeal to a wider market and increase its returns, it needs to consider expanding its product line. As opposed to the current products that only target ladies, Casual Togs can also consider introducing men’s and children’s clothes. As presented in the case, the products that the company distributes are mainly shorts, blouses and some knit dresses. Introduction of other female apparel like skirts, trench coats and pants can also be advantageous for the company. The case has also highlighted the high costs of production that the company incurs. Though some of these costs are inevitable, the company can reduce the overall costs by using appropriate lean production strategies, which are aimed to minimize the cost and maximize production. Some of the approaches that can be used include minimization or even elimination of errors in the design and production of products and standardization of work processes. In terms of human resource management, the company needs to ensure that it hires and strives to maintain talented and innovative employees that will contribute towards its progress in the market. Some of the approaches to motivation include offering them a reasonable remuneration and rewarding them for unique contribution. Given that the fashion industry is quite competitive, failure to motivate and retain skilled employees may tempt them to cross over and work for competitor companies, which may be detrimental for Casual Togs. References Adler, G., 2013. Management Communication. New Jersey: Prentice Hall. Bhardwaj, V. Fairhurst, A., 2010. Fast fashion: response to changes in the fashion industry. The International Review of Retail, Distribution and Consumer Research, 20(1), pp.165-73. Bratton, J. Gold, J., 2012. Human Resource Management: Theory and Practice (5th edition). London: Palgrave. Carter, M.Z., Armenakis, A.A., Feild, H.S. Mossholder, K.W., 2013. 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Bingley: Emerald Group Publishing. Giuliano, L., Levine, D.I. Leonard, J., 2011. Racial Bias in the Manager-Employee Relationship An Analysis of Quits, Dismissals, and Promotions at a Large Retail Firm. Journal of Human Resources, 46(1), pp.26-52. Hill, C., Jones, G?. Schilling, ?M., 2014. Strategic Management: Theory: An Integrated Approach. Mason: Cengage Learning. Hongjun, L. Yajia, G., 2012. Study on Chain Companies Human Resources Management. Information and Business Intelligence, 267, pp.227-32. Lutgen-Sandvik, P. Tracy, S.J., 2012. Answering Five Key Questions About Workplace Bullying How Communication Scholarship Provides Thought Leadership for Transforming Abuse at Work. Management Communication Quarterly, 26(1), pp.3-47. Myers, P., Hulks, S. Wiggins, L., 2012. Organizational Change: Perspectives on Theory and Practice. Oxford: Oxford University Press. Rosenfeld, S.A., 2012. Competitive Manufacturing: New Strategies for Regional Development. New Jersey: Transaction Publishers. Rugman, A.M., Oh, C.H. Lim, D.S., 2012. The regional and global competitiveness of multinational firms. Journal of the Academy of Marketing Science, 40(2), pp.218-35. Talib, F., Rahman, Z. Qureshi, M., 2011. A study of total quality management and supply chain management practices. International Journal of Productivity and Performance Management, 60(3), pp.268-88. Witell, L., Kristensson, P., Gustafsson, A. Lofgren, M., 2011. Idea generation: customer co-creation versus traditional market research techniques. Journal of Service Management, 22(2), pp.140-59. Wright, B.E., Moynihan, D.P. Pandey, S.K., 2012. Pulling the Levers: Transformational Leadership, Public Service, Motivation, and Mission Valence. Public Administration Review, 72(2), p.206–215. Case Study Analysis of Casual Togs There is a wide range of problems that may adversely affect the progress and competitiveness of organizations. These include structural problems, communication, management issues and failure to embrace change. Given that there is no fixed approach to management that is ideal for all organizations, each company has to ensure that it adopts the most ideal approach, which can be determined by several factors in the internal and external factors that are specific to the company (Hill et al., 2014). Businesses also need to ensure that they are flexible enough to promptly change in response to the adjustments that might be taking place in the tastes and preferences of their clients or even the tactics that their competitors in the industry are using. Companies that are not flexible enough might fail to maintain their relevance towards their target market segments and lose their competitive edge (Carter et al., 2013). This report presents a case analysis of Casual Togs, a women’s apparel company that is known for its moderately priced products. Most of the company’s products are blouses, shorts and knit dresses. In the analysis, the report highlights the problems that are being faced by the company and the factors that might have contributed to these issues. The importance of addressing these issues in a business is that it provides a guidance or basis for formulating strategies that will help to improve the company’s performance. The report also provides recommendations for Cy, Casual Togs’ principal stockholder, on the changes that he needs to make in the company. It also provides recommendations on how the company should change its management practice, structure and response to change, so as to avoid a recurrence or the problems it faces. The major problems facing the firm With reference to the case study of Casual Togs, there are a number of problems that are currently being faced by the company. One of these is that many of its products are being returned by consumers because of their low quality. For any business, the quality of products that are offered to clients is among the key attributes that determine its performance in the market (Bhardwaj Fairhurst, 2010). For Casual Togs, this also led to the loss of a major portion of its old loyal consumers. It also posed a challenge to the company in attracting new clients. Consequences of this issue include a drop in the company’s revenue and its overall brand position in the industry. It has also been outlined in the case study that the company also faces stiff competition from companies that have long been in the apparels industry as well as new upcoming ones. Another issue that faces Casual Togs lies in the human resource department. The company has failed to attract the necessary skills for it to run successfully. This is evidenced by the halt in the construction of the company’s distribution centre in the middle of the construction, which was attributed to the fact that the company did not get a qualified person who could supervise the construction project. In addition to this, two of the company’s designers resigned. This contributed to a drop in the company’s overall production in its nine centres by approximately 15%. The fact that Andy Johnson, the company’s budget manager and Sol Green, the market analyst could not speak to one another also clearly depicts a communication flaw among the employees in the firm. Judy, who was the company’s vice president, is also depicted in the case study as being aggressive in her communication with other employees. There are several incidents mentioned in the case study that highlight the failure by a section of the company’s executives and employees to embrace change. For instance, Judy objected most of the proposed changes, arguing that they were either too expensive or that they had been suggested by incompetent individuals. Another incident was when Andy rejected suggestions that were made by Bill Smith, his assistant, on new approaches that could be used in the collation and analysis of daily sales printouts so as to make better sales forecasts. Even though there are several other issues that are faced by Casual Togs in its operations, three main issues have been outlined in this section. These include the decline in the company’s competitiveness, human resource issues and the resistance to change among a section of the company’s staff. Causes of the Problems The first problem about the company is the fact that it is losing its old customers, and more of its products are being returned as a result of either poor quality or late delivery to customers. For any business to effectively win over the loyalty of its target customers, it has to be dependable in terms of the products and services it delivers (Dervitsiotis, 2011). Prolonged incidences of poor quality products and services or inconsistencies tend to repel customers. As earlier mentioned, there is high competition on the apparel and fashion industry, which also increases the purchasing power of buyers. Failure of one company meet consumer expectations, regardless of how slightly the gap may be, will make even the loyal customers to switch brands (Talib et al., 2011). Late delivery of products to customers also denotes the incompetence of the department that is concerned with the delivery of the company’s products. Another issue that is affecting Casual Togs lies in the human resource management approaches. With reference to the case study presented, there is evidence of a lack of equal of opportunities for career advancement in the company. An example is Andy, who had worked with the company for 15 years without any promotion because was not related with the other managers and was also of a different nationality. According to Choi et al. (2012), one of the causes of employee turnover is the failure of organizations to provide all the employees with a chance to attain their ultimate career goals. The aggressive nature with which Judy addresses employees in the organization also intimidates the employees and lowers their self esteem. This has an adverse effect on the organizational commitment of employees and has and ultimately, affects their levels of productivity (Adler, 2013; Lutgen-Sandvik Tracy, 2012). The issue of rigidity and failure to embrace change has also contributed to the problems being faced by Casual Togs. One of the organizational aspects that have led to this is the fact that Cy, the company’s president gave all the departmental heads the freedom to make decisions that they considered to be fit for the organization. Whereas it can be argued as an approach that is relevant to the present-day business environment, it poses a challenge to decision making when rapid change are to be made because the opinions of every departmental supervisor have to be considered (Myers et al., 2012). These factors have affected the effectiveness with which Casual Togs adjusts in response to the changes in the market, leading to its dwindling performance. This shows the need for organizations to be flexible enough to maintain its relevance to the target markets (Dervitsiotis, 2011). This section has presented some of the main factors that have led to the existence of the issues that faced by Casual Togs. These include the failure of the company to adhere to quality in the design of its products and the failure to motivate employees, which adversely affects their levels of commitment. Several measures have to be put in place to ensure that the earlier mentioned issues have been overcome. Suggestions for changes to be implemented by Cy, Casual Togs’ President In regard to the issues that have been earlier identified, there are different approaches that ought to be used to change the current situation of the organization. With regard to the quality issues that have led to a loss of clients by the company and increased returns of goods, the direct measure that has to be taken is to ensure that the designers of the company’s apparel products pay attention to detail so as to enhance the quality of the products (Bhardwaj Fairhurst, 2010). There is also a need to intensify the quality management process to ensure that defective products are minimized (Rosenfeld, 2012). As presented in the case study, market research that is carried out mainly focuses in the levels of sales that should be expected in certain seasons. However, it is also vital for the organization to incorporate the on-going trends in fashion so as to effectively address customer needs (Witell et al., 2011). Human resources in any organization are among the most valuable assets, and have a key contribution towards its overall success. However, it is vital for organizations to motivate them so as to increase their productivity and organizational commitment (Bratton Gold, 2012). One of issues that are evident at Casual Togs is that employees from a certain nationality are more likely to be promoted than the other employees. In this regard, Cy, the company’s president, needs to ensure that an equality policy is implemented to provide all employees with an equal chance of promotion within the organizational ranks (Giuliano et al., 2011). This will not only motivate employees to work more, but will also attract talented job seekers. The management meetings that were held between managers and other departmental leaders within the organization were informal, marred with emotionally charged arguments, shouting and door slamming. This is a clear indication of the failure to recognize authority an order during these meetings. It is also quite unlikely that such meetings met the intended objectives. To avoid recurrence of such scenarios, the company’s president needs to change the way board meetings are held from informal to formal (Diefenbach Todnem, 2012). This will instil a sense of order, and will increase the possibilities of attaining the goals set to be met in the meetings. In the presented case, there is evidence of interference of departmental operations by managers or vice presidents of different departments. An individual from a different department could question an action carried out in another department that has no connection to his. Whereas there is need for cross-functional communication and cooperation within an organization (Hongjun Yajia, 2012), such interferences as those depicted at Casual Togs are destructive. To limit this, the company’s president needs to change the structure of the organization (Deb, 2009). Suggestions to prevent future issues at Casual Togs To prevent future problems from occurring at the organization, it is necessary for Casual Togs to ensure that it makes the necessary adjustments. These include structural changes, management practices and their response to changes taking place in the competitive environment. Suggestions for change are provided in further detail below. Management Practice There are a number of changes that ought to be made in the management practices of Casual Togs. The individual in management that raises concern in the case study is Judy, the vice president. Her aggression towards employees, as well as her interference with operations across all departments within the organization, has to be addressed. Given that she is among the majority shareholders in the company and related to the president, there is no possibility of sacking her from the position she holds. Instead, she needs to be encouraged to attend management seminars so as to improve her employee management approach (Bratton Gold, 2012). Rather than being autocratic in her management and aggressive in communicating with other employees in the organization, she needs to change and become a persuasive or democratic in her management and assertive in communication (Adler, 2013). In persuasive management, managers provide a clear explanation to their employees as to why they have made a certa in decision. In democratic management, employees are allowed to make suggestions in the decision making process, and the opinion with the highest votes is selected (Hill et al., 2014). By being assertive in communication, points or arguments are firmly put across to other employees, but respect is still maintained (Adler, 2013). Cy’s approach of management is too lenient to departmental heads within the organizations. This has also affected the way in which he handles suppliers, who often take advantage of his leniency to secure tenders even though they are supplying products at a higher price. Even though his consultative approach to management allows departmental heads to take part in decision making, there is still a need for him to exercise authority, especially when holding meetings with them (Diefenbach Sillince, 2012). Structural Change Before making a suggestion on the structural changes that ought to be implemented in the organization, it is vital to describe the organizational structure of Casual Togs as depicted in the case study. Based on the informal nature of meetings between departmental heads and the company’s president and the lack of a clear hierarchy of authority in the firm, it can be argued that the organizational structure of the company is adhocratic (Deb, 2009). Even though such a structure is ideal in encouraging creativity and innovation among employees and effectively adjusting with the changes in the market, it also has several demerits. These include a difficulty to solve routine problems that may arise in the organization, an unclear line of authority and high exposure of the organization to risk (Diefenbach Todnem, 2012). With reference to the case study, even though Judy is the vice president, she seems to have more authority that the company’s president, Cy. In this regard, the company needs to consider changing its structure to a more formal and well structured bureaucratic structure (Dervitsiotis, 2011). Even though such structures are known to limit innovation and creativity within the organization, it may be ideal for Casual Togs for a number of reasons. These include easing the decision making process, reduction of the exposure to risk and the acknowledgement of a certain structure of authority that has to be adhered to (Bratton Gold, 2012). Implementing such a structure is likely to eliminate the emotionally charged informal meetings’ scenarios and also the interference of individuals like Judy in all organizational departments. Responding to Changes in the Competitive Environment Based on the fact that the apparels industry is highly competitive and dynamic, it is also necessary for the company to be flexible enough and ready to implement changes that will maintain its relevance to the target markets (Rugman et al., 2012). One of the measures that have to be undertaken to attain this objective is to intensify market research and carry it out on a regular basis. This could be through seeking customer feedback or studying the changing trends through observation. Market research also involves studying the tactics or strategies that are being used by competing companies in the industry (Witell et al., 2011). It is through these market research efforts that the Casual Togs will be able to adjust its product designs and marketing strategies to fit the market preferences while at the same time ensuring that it effectively competes with other players in the market. Maintaining a competitive edge in the industry also depends on the skills that the company has in its human resource force (Dervitsiotis, 2011). It is important for Casual Togs to hire employees that are not only qualified, but also innovative enough to come up with designs that will be well accepted by the target markets. Innovation can also be nurtured among employees in the organization by utilizing appropriate motivational and reward strategies (Wright et al., 2012). Workers at Casual Togs also need to be informed on the inevitability of change in organizations, and why they should always be ready for it. By so doing, resistance to change among employees will be reduced. Some of the changes that may need to be implemented at Casual Togs include technological advancements in the production of its apparel and alteration of product designs to reflect the needs in the market (Myers et al., 2012). Conclusion and Recommendations Conclusion This report has presented a case study analysis of Casual Togs, a fashion business that mainly deals in the manufacture and distribution of women’s apparels. After two decades of operation, the company’s performance in the market dropped due because of a number of reasons, which have been highlighted in the report. One of these is the poor quality of products, which led to an increase in the volume of returned products. It also led to the withdrawal of many old customers. Another issue that has been identified is the failure to keep employees motivated enough to increase their organizational commitment. The causes of these issues at Casual Togs have also been presented in the paper, as well as some suggestions on how the president of the company can make the necessary changes to improve the situation at the company. Suggestions that have been provides comprise of management changes, structural changes and how the company can respond faster to changes and competition in the market. Further recommendations that can improve the company’s brand position are presented hereunder. Recommendations In order for the company to appeal to a wider market and increase its returns, it needs to consider expanding its product line. As opposed to the current products that only target ladies, Casual Togs can also consider introducing men’s and children’s clothes. As presented in the case, the products that the company distributes are mainly shorts, blouses and some knit dresses. Introduction of other female apparel like skirts, trench coats and pants can also be advantageous for the company. The case has also highlighted the high costs of production that the company incurs. Though some of these costs are inevitable, the company can reduce the overall costs by using appropriate lean production strategies, which are aimed to minimize the cost and maximize production. Some of the approaches that can be used include minimization or even elimination of errors in the design and production of products and standardization of work processes. In terms of human resource management, the company needs to ensure that it hires and strives to maintain talented and innovative employees that will contribute towards its progress in the market. Some of the approaches to motivation include offering them a reasonable remuneration and rewarding them for unique contribution. Given that the fashion industry is quite competitive, failure to motivate and retain skilled employees may tempt them to cross over and work for competitor companies, which may be detrimental for Casual Togs. References Adler, G., 2013. Management Communication. New Jersey: Prentice Hall. Bhardwaj, V. Fairhurst, A., 2010. Fast fashion: response to changes in the fashion industry. The International Review of Retail, Distribution and Consumer Research, 20(1), pp.165-73. Bratton, J. Gold, J., 2012. Human Resource Management: Theory and Practice (5th edition). London: Palgrave. Carter, M.Z., Armenakis, A.A., Feild, H.S. Mossholder, K.W., 2013. 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Bingley: Emerald Group Publishing. Giuliano, L., Levine, D.I. Leonard, J., 2011. Racial Bias in the Manager-Employee Relationship An Analysis of Quits, Dismissals, and Promotions at a Large Retail Firm. Journal of Human Resources, 46(1), pp.26-52. Hill, C., Jones, G?. Schilling, ?M., 2014. Strategic Management: Theory: An Integrated Approach. Mason: Cengage Learning. Hongjun, L. Yajia, G., 2012. Study on Chain Companies Human Resources Management. Information and Business Intelligence, 267, pp.227-32. Lutgen-Sandvik, P. Tracy, S.J., 2012. Answering Five Key Questions About Workplace Bullying How Communication Scholarship Provides Thought Leadership for Transforming Abuse at Work. Management Communication Quarterly, 26(1), pp.3-47. Myers, P., Hulks, S. Wiggins, L., 2012. Organizational Change: Perspectives on Theory and Practice. Oxford: Oxford University Press. Rosenfeld, S.A., 2012. Competitive Manufacturing: New Strategies for Regional Development. New Jersey: Transaction Publishers. Rugman, A.M., Oh, C.H. Lim, D.S., 2012. The regional and global competitiveness of multinational firms. Journal of the Academy of Marketing Science, 40(2), pp.218-35. Talib, F., Rahman, Z. Qureshi, M., 2011. A study of total quality management and supply chain management practices. International Journal of Productivity and Performance Management, 60(3), pp.268-88. Witell, L., Kristensson, P., Gustafsson, A. Lofgren, M., 2011. Idea generation: customer co-creation versus traditional market research techniques. Journal of Service Management, 22(2), pp.140-59. Wright, B.E., Moynihan, D.P. Pandey, S.K., 2012. Pulling the Levers: Transformational Leadership, Public Service, Motivation, and Mission Valence. Public Administration Review, 72(2), p.206–215.