Monaghans Conributions to Society Foodservice Management

Introduction The Food service industry has experienced significant growth over the past few decades. This growth and development has been facilitated by the contributions of some of the innovative individuals in the industry. One person who has made considerable contributions to society’s food service management is Thomas S. Monaghan.Advertising We will write a custom research paper sample on Monaghan’s Conributions to Society Foodservice Management specifically for you for only $16.05 $11/page Learn More This great American entrepreneur has contributed to the hospitality industry field through innovations made by his successful fast food pizza franchise, Domino’s Pizza. This paper will set out to describe Monaghan with particular focus on his company, and the contributions that he has made to the hospitality industry. Brief History of Thomas S Monaghan Thomas S Monaghan was born in March 25, 1937 to his father who was a trucker and his mother who was a nurse. Monaghan’s father died in 1921 when Monaghan was four years old leaving the task of raising Monaghan to his mother. As a nurse whose job provided her with very low weekly wages, Monaghan’s mother was unable to provide for her two sons and they were soon taken into an orphanage in 1943. While at the orphanage, Monaghan was under the care of nuns and this led to his deep devotion to the Catholic faith (Zuber 141). Monaghan and his brother stayed in the orphanage for the next six years and they were eventually taken back by their mother in 1949. Monaghan served with the US Marine Corps from 1956 to 1959 when he was honorably discharged and after this, he returned to Michigan where he enrolled for a degree in architecture at the University of Michigan. While in school, Monaghan collaborated with his brother to open a small pizza business which was expected to help pay for his education (Dicke 134). However, Monaghan ended up dropping out of scho ol and running the business on a full time basis with great success. Domino’s Pizza Domino’s was started in December 1960 by the two Monaghan brothers, Thomas and James. The two bought a small pizza shop called Dominick’s in Ypsilanti, Michigan using the $900 loan they had obtained to start their business. Later in the year 1961, James Monaghan sold his stake in the business to Thomas who henceforth became the sole owner of the business. Monaghan adopted the official â€Å"Domino’s Pizza† name in 1965.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The first major development in Domino’s Pizza occurred in 1965 when Monaghan adopted the â€Å"simple menu† concept (Dicke 132). This concept essentially eliminated the subs and specialty pizzas, which increased the business’ workload. By making these eliminations, Domino’s Pizza was able to improve efficiency and therefore attain higher profits and sales. The company started to experience significant growth in the late 60s owing to the popular new business model of franchising. Monaghan was able to expand across the Midwest and by 1968, the business had five franchise locations. Monaghan promoted internal franchising by encouraging the store managers to buy their own franchise of Domino’s (Zuber 141). This approach was highly successful since it ensured that the Domino’s culture was carried on by the new owners who were already familiar with the operations of the company. Domino’s Pizza has been a strong player in the US and international pizza market for decades. The company operates in 65 countries and has more than 9300 locations internationally (Hitt and Ireland 2108). Monaghan’s long and successful involvement with Domino’s Pizza ended in 1998 when he sold a controlling 93% stake in the company to Bain Capital, a Boston-based private equity investment firm. This sale was made at $1 billion and following the sale, Monaghan ceased active involvement with the company he had founded in 1960. Zuber reveals that Monaghan disengaged himself from Domino’s so that he could devote himself full-time to a number of Catholic charities (140). Contributions to Foodservice Management A Monaghan’s company also focused on customer satisfaction, adopting a philosophy of â€Å"Total Satisfaction Guarantee† in 1993. Hitt and Ireland reveal that this philosophy has been a cornerstone of the Domino brand for decades (2108). To ensure customer satisfaction, Domino’s engaged in customer surveys and ensured that best practices were adopted. During the 1980s, Monaghan adopted a policy of taking the best practices from one franchise and applying them to the rest of the operation. Hitt and Ireland reveal that by taking the best practices of one location and applying them to all, Domino†™s was able to ensure continuous improvement of quality (2108).Advertising We will write a custom research paper sample on Monaghan’s Conributions to Society Foodservice Management specifically for you for only $16.05 $11/page Learn More Monaghan put in a lot of effort toward refining the pizza making process. Dicke reveals that by the end of the 1960s, Monaghan had visited numerous pizzerias all over the state to gain knowledge on more efficient methods of operation (133). From these experiences, Monaghan was able to refine his pizzeria by restructuring the interior and rearranging counters, coolers and work areas. These modifications improved the flow of work in all phases of the operation therefore leading to greater efficiency. Monagham also made some innovations including the dough trays that ensured that losses from damaged crust were significantly reduced (Zuber 139). Monagham also developed the corrugated pizza box that ensured that the pizzas were able to retain their heat for longer. This innovation made it possible for customers to enjoy hot pizzas even after a 30-minute delivery time. Monaghan is credited with promoting uniform quality in the food service industry. To him, the production process of Domino’s was a unified whole that required standardized materials and a detailed division of labor (Hitt and Ireland 2108). The end product was required to be of a good and uniform quality. Even as Domino’s expanded through franchising, Monaghan took responsibility for remodeling, equipping, and training the owners of the new outlet. This ensured that the quality of Domino’s remained consistent even as major expansions occurred. The Domino’s franchise is well known for delivering its pizzas in a timely manner. Monaghan’s company is the market leader in pizza delivery and it enjoys a market share of up to 20% in this segment (Hitt and Ireland 2108). This can be credited to Monaghanà ¢â‚¬â„¢s concern with improving service time in addition to offering quality customer service. Domino’s has been able to establish a niche for itself in its ordering and delivery processes. Tracy argues that if a business is able to increase the speed at which it delivers the specific results that the consumers want, it will be able to increase the value of its products (140).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Conclusion This paper set out to provide a brief history of Domino’s Pizza founder, Thomas Monaghan and describe his contributions to foodservice management. The paper documented that Monaghan started with a single pizza store in 1960 and expanded over the years. Monaghan contributed to the service industry by improving store efficiency. Monaghan was able to show that efficiency and speed of delivery could be achieved without sacrificing on the high standard of food quality that the customers expected. Due to his contributions through Domino’s Pizza, Monaghan will remain to be one of the most influential figures in food service management for generations. Works Cited Dicke, Thomas. Franchising in America: The Development of a Business Method, 1840-1980. North Carolina: UNC Press Books, 2002. Print. Hitt, Michael and Ireland Duane. Strategic Management: Concepts and Cases: Competitiveness and Globalization. NY: Cengage Learning, 2011. Print. Tracy, Brian. Create Your Ow n Future: How to Master the 12 Critical Factors of Unlimited Success. Boston: John Wiley Sons, 2002. Print. Zuber, Amy. â€Å"Tom Monaghan: Domino’s Pizza Founder sees great things for the Chain on the Horizon.† Nation’s Restaurant News 12.3 (2004): 139-144. Print. This research paper on Monaghan’s Conributions to Society Foodservice Management was written and submitted by user Bianca O. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Descarte 2nd med essays

Descarte 2nd med essays 1. Locate Cogito argument and say how it is supposed to go. 2. Locate 2nd argument and say how it is supposed to go. Within his second meditation Descartes seeks "to save himself from the general seas of skepticism..." (Blackburn, 1999, p 20). In other words he attempts to limit the all-consuming spread of doubt brought about by the evil demon hypothesis. Descartes holds that the Cogito argument establishes this point of certainty, this belief he can be certain is true, even if he is dreaming, or God or an evil demon is trying to deceive him as fully as possible. To be more specific "Cogito, ergo sum," translates to "I think, therefore I am," (Blackburn, 1999, p 20) and this forms the basis of Descartes belief in the certainty that if nothing else, he exists. Following this conclusion Descartes then argues that our clearest perception of ourselves is of ourselves as thinking things. In this paper I will aim to analyze the above two arguments. The cogito argument is located in the second paragraph of the meditation. Descartes wonders if the doubt can extend even to his own existence. But discovers that even reverting back to the evil demon hypothesis, if he is deceiving me I must exist in order to be deceived. Thus he states "I am, I exist, is necessarily true, every time I express it or conceive it in my own mind." So the premise follows that whenever I am thinking, I will have clear and distinct perception that I am thinking. So Descartes does not claim to know he has existed through time, but only that he exists at the moment of the thought, for the evil demon could have planted false memories. The proposition I am, I exist, doesn't rely on the idea that he is assured that he thinks. He has the view that thinking is self-intimating and all thinking is fully available to consciousness. He also has to defend against the proposition that 'I think, therefore I am,' is privileged over for example a propos ...

International law, environment and multinational enterprises (MNEs) Essay

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Harlem Rena - Essay Example This re-birth of the cultural, social, education and civic norms, changed the society as a whole. This era in which the great depression was going on and millions of people were jobless, put a new life in the black people of America (Carry, 1998). This era had produced many great scholars, poets and authors. Out of which, the poems of two such poets and the concept of double consciousness developed in their work () is discussed here. The poem discussed first is Langston Hughes’s â€Å"Let America be America Once Again†. It is an emotional piece of culture in which the poet credits America being the land of free, brave and harmonious people. The society which sets its foundation on educational institutes and industrialization, the country which was the land of dreams for many black people around the world and specially in America, who fought for America, died for it and relied on it. The poet terms America as the land of free where there is no freedom, no matter how much sacrifices you have made. There is strong disgust about the inequality, coercion, poverty and injustice through which every black person had to go through. This poem depicts the mentality of white superiority over the black and red people. Both of whom had given blood in the foundation of this very country. Langston also saddened by the fact that the black people being humiliated on the base of their culture, they were called barbarians because of their civilization, their self-respect is being shattered and their self-esteem is being drown in the fury of white supremacy. And it shares a strong emotional feeling that it is not the America for which his forefathers wandered around the world, it is not that America for which they had sacrificed their lives. It was never America to me said the poet. But in the end he didn’t let the hope go down and believes that America would be America again. Second poem selected here is James

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A company overview of FedEx

A company overview of FedEx US based FedEx Corporation, is a universally acclaimed corporate giant for logistics and transportation and is a conglomerate of many subsidiary companies like FedEx Express, FedEx Ground, FedEx Freight, FedEx Office, FedEx Custom Critical, FedEx Trade Networks and FedEx Services functioning under the FedEx brand name (FedEx, 2009). FedExs core competencies lie in package routing, delivery and employee relations. Frederick W. Smith instituted the FedEx Corporation in 1971 under the name Federal Express. In 1998, the Federal Express Corporation was as FDX Corporation. It was in January 2000, that the FDX Corporation was renamed as FedEx Corporation and its subsidiaries were re-branded as well. Federal Express came to be known as FedEx Express since then; the small-package ground service RPS got re-branded as FedEx Ground; the shipping provider Roberts Express got renamed as FedEx Custom Critical; Caliber Technology and contract logistics provider Caliber Logistics were united to for m FedEx Global Logistics; FedExs retail arm renamed as FedEx Office. Ever since its inception in 1971, FedEx showed extraordinary growth and truly metamorphosed into a gargantuan company. Today the company stands tall with a marked revenue upswing of $35.5 billion (though down 6% from $38.0 the previous year the loss can be mainly attributed to global economic slowdown) (FedEx Corp. 4th Qtr. Earnings, 2009, June 17). FedEx comprises of a strong workforce of more than 290,000 employees and contractors. FedEx is renowned for its various ace service and innovatory HR practices, policies and procedures. This is proven by its consistent appearance on the Fortune magazines lists Worlds Most Admired Companies, Americas Most Admired Companies and 100 Best Companies to Work for in America. FedEx enjoys nonpareil leadership in various realms of HRM such as employee motivation, employee retention, diversity of work and benefits and compensation. The key contributing factor to FedExs ginormou s success and reputation is its People-Service-Profit (PSP) philosophy according to which FedEx views human resources as the prime contributor for its profitability. Strategic HRM FedExs objectives are to offer 100% service quality, immaculate customer service and overnight parcel delivery. FedExs corporate strategy is differentiation that transcends product, market and geographic boundaries. FedExs is able to maintain its competitive edge by way of its uncanny ability to innovate and by its being leader in technology. All the HR strategies elaborated below facilitate FedEx to enjoy competitive advantage by ways of innovation, technology, human resource and management capabilities. HRM Organizational Objectives Faultless delivery of tens of thousands of packages within stipulated maximum of 48 hours with an immaculate service quality is definitely a wondrous accomplishment. Despite the fact that FedEx adopted technological innovations well ahead of time, its capability and power to provide first-rate customer service is possible chiefly because of its committed, inspired and well-trained manpower. FedEx strategically manages its manpower resources. FedExs organizational strategy is Compete collectively, Operate independently and Manage collaboratively (FedEx, 2009, Mission, Strategy, Values). FedEx Corporation aligns its HR activities with its organizational strategy and by doing so it is capable of attaining such incredible and improbable success. People-Service-Profit (PSP) doctrine religiously adopted by FedEx Corporation assures that the organizations priceless human resources are well cared for and empowered as well. Owing to the fact that the employees are taken good care of and are d elegated with more power and authority, they reciprocally take care of the organization by delivering ace quality of service thereby facilitating the organization in reaping more profits (Chang, Labovitz Rosansky, 1995, p.34; Birla, 2005, pp.9-13). Hence the People-Service-Profit (PSP) slogan forms the basis for all decisions made by the FedEx top management. Key HR Strategies FedExs core HR strategies and their alignment with organizational objectives are discussed as under: Recruitment and Selection Strategy FedEx recruits capable and qualified manpower for all hierarchical levels. It set up promotion from within policy with the intent of providing fair chance to all employees to employ their skills and competencies at work to the full (Birla, 2005, p.196). The company committed to a no lay-off policy so long as its survival is not imperilled (Frock, 2006, p.67). Communication Strategy FedEx employs several processes like Open-Door Policy (ODP) (Frock, 2006, p-204), Guaranteed Fair Treatment Program (GFTP) (Frock, 2006, p.207) and Survey-Feedback-Action (SFA) (Frock, 2006, p.206) to establish sound and good bipartite communication networks. Employees from all hierarchical levels are made to actively get involved and interact freely in the various discussion and QA programs employed by FedEx. Compensation Strategy FedEx offers extremely competitive pay schemes (Dessler, 2003, p.358). It also gives pay-for-performance incentives. It ensures fair treatment of all employees. It vouches job security for all employees. Training and Development Strategy FedExs Training strategy facilitates in fulfilling its organizational objective of cent percent customer contentment. The organization practices promotion-from-within policy. Hence it ensures that adequate and all-encompassing training comprising leadership conceptions, quality management and organizational philosophy is provided to employees belonging to all rungs of organizational hierarchy. HRM Models Harvard Model Harvard model sketches four key HR domains 1) Human Resource Flows recruitment, selection, appraisal, termination etc.; 2) Reward systems pay packaging, employee motivation etc.; 3) Employee empowerment empower and delegate employees with more power, authority and accountability; and 4) Work systems work definition, managing diversity of work and alignment of human resources (Price, 2007, pp.35-37). The above four policy areas result in the 4 Cs Commitment, Congruence, Competence and Cost-Effectiveness. The characteristics of Harvard Model of HRM that are prevalent in FedEx environment are the following: Human Resource Flows Recruitment and Selection FedEx is consistently showered with laurels such as best employer, most admired organization and great place to work. FedEx, having earned such recognition and accolades does not obviously have any trouble with enticing and luring the best work force. FedEx carries out both internal and external recruitment drives. In FedEx, collaborative effort is valued more than individual effort. Equal employment opportunities are given to skilled and competent potential candidates at all hierarchical levels. FedExs Job Change Applicant-Tracking System (JCATS) offers opportunities to irregular workers to acquire regular employment (Shen, 2007). Also FedExs Leadership Evaluation and Awareness Process (LEAP) provided employees from non-managerial positions search positions at managerial levels (Holbeche, 2001, p.294). Appraisal FedExs performance appraisal done annually relates pay hikes to individual performance. Performance goals are decided and agreed in advance but of few notable characteristics that deserve appreciation and guaranteed pay hikes are enthusiasm, team playing skills, commitment, customer orientation and technical know-how and expertise (Cook, 208, p.205). Pay reviews for hourly paid workers are done once every 6 months. Reward Systems FedExs rewards system comprises of various awards such as The Five Star Award, Super Star Award, Bravo Zulu, Circle of Excellence and Golden Falcon Award that are instituted to motivate and boost the morale of the employees and push them towards even more better performance (Mcshane, Von Glinow Sharma, 2008, p.552). Employee Empowerment FedEx caters to customers demands by even exceeding their expectations, which is why it is possible to deliver such a top-rate customer service. In order to meet and exceed customers expectations, FedEx resorted to employee empowerment (Kandula, 2004, p.143). Employee empowerment is the most established and proven means to gain competitive edge over peers. Employees are empowered to the extent of even chartering flights on their own so as to meet the customer delivery requirements. FedEx has even empowered truck drivers so that they are accountable for scheduling their delivery routes in order to meet the delivery schedule. Federal Express records Service-Quality Indicator (SQI) depending on various parameters like a) prompt delivery of shipments; b) delivering past the stipulated deadline; c) unable to track the status of the shipment within half an hour of a customers enquiry. SQIs intent is to comprehend the causes for failure and reduce such instances in order to increase custom er satisfaction. Keeping SQI at desired levels was possible due to employee empowerment. Managing work diversity FedEx won the accolade 100 Best Companies to Work For from Fortune magazine due to its capability of managing work diversity (FORTUNE, 2009, January 23). From the above four policy areas identified in the context of FedEx, we can infer the following Commitment By putting the people first as in the FedEx philosophy People-Service-Profit (PSP) and adopting various employee-friendly HR practices detailed above (recruitment, selection, rewards system, employee empowerment), the workforce will definitely remain committed to fulfilling FedExs goals. FedEx work environment is conducive to innovation and its practices are employee-friendly to ensure that they are kept motivated ever. Congruence All the HR practices outlined above have their objectives aligned perfectly with FedExs goals that is to offer unparalleled customer service. Competence FedExs core competence is its leadership in innovation, human resources and processes. FedEx with its best employer tag and excellent HR practices is able to easily attract and retain talented pool of workforce and this mainly contributes to its success in its operational area. Cost-Effectiveness Obviously, FedExs processes are cost-competitive and facilitate in a great manner to maintain the competitive edge over its competitors. Guest Model This model posits that provided a unified set of HRM practices and procedures is employed in a logical and consistent manner, with the objective of accomplishing the prescriptive objectives of great dedication, superior quality and task flexibility, then super-ordinate employee performance will ensue. Further such a collective performance excellence from employees will eventually result in superior organizational performance too. Guest models six components are 1) an HRM strategy; 2) a set of HRM policies; 3) a set of HRM outcomes; 4) behavioural outcomes; 5) performance outcomes and finally 6) financial outcomes HRM strategy FedExs strategy is differentiation that transcends product, market and geographic boundaries in order to attain 100% customer satisfaction. HRM practices policies Recruitment selection, training, appraisal, rewards, job design, involvement, job security, open-door policy, promotion-from-within, no-layoff-policy, profit-sharing policy, fair-treatment policy HRM outcomes Employee commitment, service quality and flexibility Behavioural outcomes Motivation, involvement and collaboration Performance outcomes High productivity, high innovation, low turnover, low absenteeism, less customer complaints Financial outcomes Profits, good ROI (Return on Investment) Key HRM Activities Recruitment Recruiting the right skilled and talented workforce is crucial to fulfilling FedExs organizational strategy and this becomes a key HRM activity that facilitates FedEx maintaining its competitive edge over its peers as well. The Recruitment and Selection procedures practiced at FedEx are detailed under the HR Planning and Development section below. Rewards FedEx has set up various awards that are defined below to acknowledge talent and to actuate exceedingly gifted employees (Mcshane, Von Glinow Sharma, 2008, p.552; FedEx Overview, n.d.). These awards, tokens of appreciation and accolades immensely facilitate in motivating the employees to improve and do even better and fix high standards for them as individuals and as teams. The Five Star Award The highest and best award one will get in FedEx for exceptional performance is the Five Star Award. The employee who contributes to an extraordinary extent to enhance teamwork, service quality and profitableness receives this most coveted award. Super Star Award Employees who perform consistently and are constant achievers in terms of performance deserve this Super Star award. Bravo Zulu Bravo Zulu is slang used by US Navy for well done. Employees whose performance is outstanding are sure to receive this award. Circle of Excellence Team and collaborative effort demands appreciation, recognition and encouragement. This award is one such award given to teams rather than individuals that do exceptionally good. Golden Falcon award Employees who offer extraordinary customer service by exceeding the customers expectations deserve the Golden Falcon award. Internal Communication Bipartite communication involving the top management and the employees is prevalent in FedEx Corporation. FedEx is committed to Open-Door Policy (ODP), Guaranteed Fair Treatment Program (GFTP) and Survey-Feedback-Action (SFA) in order to facilitate such a bipartite communication. Open-Door Policy (ODP) ODP facilitates employee empowerment by enabling them to call into question / to register their displeasure (or) discontent regarding various organizational policies such as hiring, career, benefits, compensation, etc. The formal accusations and charges thus registered are put forward to the open door forum and are later on forwarded to the respective official to be handled (Frock, 2006, p.204). Guaranteed Fair Treatment Program (GFTP) FedEx requires having a professional grievance handling system to cater to such a huge workforce. GFTP precisely satiates such a need. GFTP facilitates employees to record their grievances, displeasure and discontent on several aspects like disciplinary measures, appraisals, layoffs, downsizing and placements. Such issues are processed at three levels of managerial hierarchy. The manager at the first hierarchical level who is the employees immediate superior reviews the issue. Any issue that reaches second level is carefully reviewed by the Vice President of the section. If the issue is still not resolved at the second level also, then it is addressed by the Supreme Court of FedEx Corporation headed by none other than Fred Smith (Frock, 2006, p.207). Survey-Feedback-Action (SFA) FedEx instituted SFA with the purpose of enhancing employee top management relationships. Employees are made to form teams or work groups amongst themselves and chosen representatives from such teams have to complete questionnaires on several management aspects and superiors. The advent of technological innovations have facilitated setting up of on-line SFAs so as to give instant, easy and immediate access to its global team of employees (Frock, 2006, p.206). FedExs bipartite communication mechanisms described here thus let openness and transparency prevail in the operations and hence should be appreciated for the same. HR Planning and Development The core HR Planning and Development activities / processes namely the recruitment and selection, training and development and succession planning that are performed in FedEx are elaborated below: Recruitment and Selection FedExs organizational objective is to provide unrivalled quality customer service. So recruitment becomes a critical process that needs to be carried out with careful consideration. FedEx only recruits people who were ready to accept challenges and take risks and also possessed enterprising attitude. FedEx entices functional experts by providing them stock options as well as chance to work in exciting and ambitious environs. FedEx adopts a logical and well-planned procedure to carry out recruitment and selection. FedEx supports recruiting students / graduates for intern positions so as to train them for taking up challenging job offers in the future (Working at FedEx., n.d.). Roughly around 25,000 employees are recruited at FedEx for various permanent as well as ad hoc positions. Keeping pace with the technological innovations and internet, FedEx automated the whole job application and application screening procedures. Job applicants can apply online by clicking the Career Centre ico n in the FedEx home page http://www.fedex.com. Vacancies prevailed in various areas such as administrative support, aviation maintenance, customer service, e-commerce, engineering, operations, HR, IT, marketing, truck drivers, vehicle technicians etc. are updated in Personnel Records and Information System (PRISM) (FedEx Overview, n.d.). Prospective applicants can apply online for jobs that commensurate with ones skills, talent, education, training and experience. College graduates and students are also welcome to apply online for internships and permanent positions as well. Prospective candidates can complete information pertaining to their preference (job and place of work). FedEx job application system allows such prospective candidates to create and store on-line resumes. The candidate details are then checked with job eligibility criteria stored in PRISM and suitable candidates are identified. Such short-listed candidates have to further take an aptitude test that quizzes thei r Math, English and reasoning skills, followed by interview. Candidates who clear the interview further undergo a fitness examination and a background credentials check, and finally are given appointment letters. The new (online) system facilitated the screening procedure and drastically brought down the time taken for the procedure by about 50%. There is no race, gender, religion, nationality, disability or age discrimination when it comes to providing employment opportunities. Fair and equal treatment is provided to one and all at FedEx. Thus the recruitment and selection procedures at FedEx are carried out efficaciously thereby helping FedEx to maintain its competitive edge over the rest. Training and Development FedEx has a well-defined training program in place so as to train the new hires and to facilitate them to perform the tasks they are expected to. FedExs training and development program not only imparts job-specific skills and competencies but also contributes greatly to the wholesome development of human resources. FedEx provides an environment that favours continuous learning and hence stagnation of skills or plateauing is highly unlikely. New recruits are made to undergo a very effective orientation program that is formulated with the intent of making first day at office or on-boarding in general a beautiful, enjoyable and unforgettable affair. The orientation program comprised of a New Hire Orientation Kit that includes 1) letter from the CEO; 2) checklists; 3) welcome letter personalized and signed by the managers; 4) first day / first week / through the year employee work schedule. And then the kit also includes a half-an-hour video program Welcome to our World that details out the benefits and facilities of FedEx (Connor, 2003, January 1). The orientation program enabled the new recruits to become conversant with the doctrine, policies and procedures, and the type and nature of relationship between higher-ups and equals at FedEx. An on-the-job training program commences once after the orientation program is over. The training program is designed as per the type and nature of job and tasks the new recruits were required to execute. The higher-ups who are in-charge of the new recruits are also instructed as to how and in what manner the new recruits need to be provided on-the-job training. The employee types such as customer service representatives (CSRs), couriers and service agents, who have to interact more with customers were trained with extra care and significance. The training program for such CSR trainees was a rigorous eight-week schedule during which they were trained about FedExs service types and were put in conditions simulating real work environment. They were taken through computer screens which they will be required to use during their work; they were made to listen to customer live calls in order to get a flavour of the actual job environment. Tests were also conducted as part of the training p rogram and the trainees have to obtain good scores in these tests in order to complete training successfully and be put to actual work. Couriers / service agents have to successfully complete a four-week on-the-job training before being assigned to real field tasks. FedEx is a learning organization that provides a continuous learning atmosphere to facilitate honing the skills, capabilities and competencies of the employees. To evaluate the competencies and proficiencies of the employees, they are subject to taking up a job-knowledge online test once every six months. The performance of the employees becomes an employee training record and is stored in Personnel Records and Information System (PRISM). By way of such evaluation it is possible to determine the areas in which employees ought to enhance their competencies and are assisted and trained further in improving their performance. If despite being trained the employees flunk the job-knowledge tests, they have no other option but to quit FedEx. Such is the significance of periodically assessing the employees job proficiencies. FedEx started the Leadership Development Institute (LDI) during the 80s, and this was instrumental in formulating various training sessions and programs for employees from various hierarchical levels of management. The LDI backed training programs covered three subjects Core Management Principles, outdoor-based learning, and Electives. LDI was staffed by Managing Directors and senior managers together to be called as Management Preceptors. FedExs LDI recognizes leadership material by functioning the Leadership Evaluation and Awareness Process (LEAP) (FedEx Overview, n.d.). LEAP is established on various leadership attributes such as charisma, dependability, flexibility etc. Team play is crucial in this LEAP process. This program is designed to cater to and evaluate the needs and potential of all employees who evince interest and involvement in donning leadership roles. Interested candidates are made to participate in a one-day introductory classroom session Is Management For Me? in order to make them conversant with managerial capabilities and responsibilities. On successful completion of this, the candidate progresses to the next stage to finish the leadership awareness activities. During a 3-6 month period, LEAP candidates are trained and evaluated in leadership qualities. Depending on the candidates performance during this tenure, the manager makes a written recommendation by either favouring or rejecting the candidates attempt for acquiring managerial positions (Murley, 1997, p.502). Succession Planning FedEx believes in fostering and nurturing in-house talents and in promoting them to top rungs of management. FedEx also gives chances for employees from non-managerial cadres to get promoted to managerial positions. FedExs Leadership Evaluation and Awareness Process (LEAP) (Murley, 1997, p.502) was established in 1988 to enable non-managerial employees opt for managerial positions. The LEAP essentially involved assessing the leadership skills and capabilities of the employees who wish to get into managerial positions. FedEx gives preference to in-house talent and hence posts job vacancies in its on-line job portal called Job Change Applicant Tracking System (JCATS). FedEx encourages mentoring and coaching which is yet another non-formal but efficient way of succession planning. FedExs mentoring and coaching programs are carried out efficaciously in FedExs Leadership Development Institute (Murray, 2001). These are the various means by which FedEx facilitates career progression within the organization. Performance Monitoring and Enhancement The HR performance needs to be monitored regularly to enhance the effectiveness. So performance monitoring in FedEx is carried out and the various ways by which the HR performance is assessed are given below: Performance Appraisal System FedExs appraisal system links pay increases to the employees productivity and performance. Annual performance appraisals are carried out and employees are evaluated on the basis of various job-specific attributes few noteworthy ones being customer orientation, team skills, loyalty, technical expertise etc. (Cook, 208, p.205). Apart from hefty pay packages, several attractive prerequisites like 1) tuition fees reimbursement, 2) travel discounts and 3) jump-seat availability (free flight privileges for employees). All such prerequisites are provided over and above the already entitled hefty pay packages. FedEx also offers a 10% profit-sharing scheme for those valued employees. All such enticing aspects related to compensation and benefits keep the employees happy and motivated and enable FedEx to enjoy unmatched position when compared to its peers. Staff Surveys FedEx conducts staff surveys on an annual basis and this serves to be crucial business enhancement tool. Participants are supposed to provide replies to 32 questions electronically in a two week period (Mosley, n.d.). Active participation of staff has been witnessed over these years. This Survey-Feedback-Action (SFA) procedure was introduced with the objective of helping top management in deciding upon issues related to promotions. But then SFA was practiced in reality only to the magnitude of evaluating the employees belonging to the managerial cadre. The employees from various teams are supposed to respond to the 32 questions asked about their higher-ups and the overall management anonymously. The survey results are collated and tabulated and given to the concerned team managers. The managers carry on feedback sessions with the employees, conduct a detailed discussion about the survey results obtained and spot the issues which ought to be handled. Once the feedback sessions conclud e, the team members need to draft a formal plan of action to resolve the spotted issues. The plan is thereon reviewed on a regular basis to monitor the advancement of the corrective measures being carried out. Few sample questions from the survey are as follows: I feel free to tell my manager what I think My manager lets me know whats expected of me Favouritism is not a problem in my work group My manager: helps us find ways to do our jobs better The SFA helps 1) to assess the managerial performance, 2) to resolve employee problems and 3) to enhance relations at work place. Turnover rates FedEx has a very less and insignificant turnover rate of about 1 percent. This being the best employer knows the trick of successful and effective employee retention mechanisms. There is no dearth of career plans or opportunities for the FedEx employees and this is one crucial reason why FedEx is capable of successfully retaining its invaluable workforce. Promotion-from-within policy enables elevating the employees in the hierarchical rungs from within. Also employees performance, efforts and contributions are well-recognized and exceptional employees are awarded for their competencies and proficiencies. Also open and transparent communication too plays a great role in reducing the employee turnover rates. Also, employees should take pride in what they do and this is where imparting proper training to hone the employees skills becomes essential. FedEx has a well-defined on-the-job training mechanism which greatly helps in enabling the employees perform a meaningful job for which they can own pride and responsibility. Motivation and Job Satisfaction FedEx thrives on innovation. For innovation to prevail at impressive levels, creativity, productivity and discretionary efforts are prerequisites. Such attributes are fostered by high levels of employee motivation and job satisfaction experienced by the employees. FedEx has won a slew of accolades thanks to its job-satisfied and motivated workforce. FedEx environment is conducive to innovation and this in turn motivates the workforce to perform exceedingly well. HR Policy Requirements Here we compare and contrast three identified HR policies of two diverse organizations. The two organizations taken for study and comparison of HR policies are 1) Northumbria Police and 2) UCL Londons Global University. The three policies that are considered for comparison are 1) Diversity and Equality, 2) No Smoking, 3) Work life Balance HR Policy 1 Diversity and Equality Northumbria Police versus UCL Londons Global University Northumbrias Diversity and Equality Policy (Northumbria Diversity Equality, 2009, April 8) strives to boost, encourage and preserve diversity, equality and human rights and inform individuals and community about the significance of honouring equality, diversity and human rights within the Northumbria Police. The policy is formulated to evince the Northumbria police support and compliance to enforcing anti-discriminatory, equal opportunity and fair treatment measures in the workplace. UCLs Race Equality Policy (UCL Human Resources Race Equality, n.d.) aims to promote racial equality in all its functions and to value diversity of staff and student and to forbid illegal acts of racial discrimination. The Policy goes about defining racism and means of implementing the policy. UCLs Equality objectives are clearly defined and an Equality Action Framework is formulated too. Special mention about dealing with the acts of harassment and bullying is made and institution of boards and committees to keep acts of inequality under check and control. Managing work force diversity and promoting fair treatment in recruitment and selection procedures at UCL is emphasized. Both the staff and student communities are included in defining the various equality initiatives that are required to be taken as per the policy. HR Policy 2 No Smoking Northumbria Police versus UCL Londons Global University Northumbrias No Smoking Policy (Northumbria No Smoking, 2009, April 1) states about the existence of No Smoking policy within the building premises and vehicles under its control. The objectives of this policy is to 1) ascertain that non-smokers are not involuntarily exposed to tobacco smoke, 2) to educate people about the health hazards associated with smoking, 3) to help those who wish to quit smoking and 4) to accommodate smokers as well. UCLs No Smoking Policy (UCL Human Resources No Smoking, 2007, June 1) strives to create a smoke-free healthy environment f

Performing A Full Golf Swing :: essays research papers

To begin executing the proper golf swing, your feet must be shoulder width apart. When gripping the club, place the club in the joints of your left fingers with the thumb pointing down the center or slightly to the right of the shaft. (This is written for the right-handed golfer, all left-handers must reverse everything). Place the pinky of the right hand in between the index and middle fingers of your left. Do not grip the club any tighter than you would a baby bird. The next step is the placement of the ball with respect to your stance. Firstly, with mid range irons the ball should be placed in the center. With high irons and wedges, the ball should be toward your right foot. With low irons and woods, the ball should be towards your left foot or the front of your stance. Secondly, the ball must be placed at the correct distance with respect to how far it is from your body. Your knees should be slightly bent and your arms should be pointing nearly strait down. The club should be at an angle in which the head is flat on the ground. The back swing is the part of the swing that many golfers struggle with. First, keep your right elbow close to your right side the entire time. Second, your left arm should be practically straight. This rule is not that strict, some bending is acceptable. Next, the turning of your body can best be done by imagining a rod down your spine from your pelvis to the back of your head. You must rotate your body around this imaginary rod. When rotating, start with your shoulder, not waist. Your waist will move slightly following your shoulders. During this process, your head should move very little. It should certainly not move up and down. Fourth, the path that the club follows in your back swing is called the swing arc. This swing arc should be about 45 ° with respect to the vertical. The fifth step is at the top. Here you must â€Å"cock† your wrists and point the club at the target. This isn’t as important as the â€Å"cocking† of the wrists. Many golfers do not ex ecute a full golf swing and the club does not point at the target. This is acceptable. A final check is to look at what your legs are doing. Performing A Full Golf Swing :: essays research papers To begin executing the proper golf swing, your feet must be shoulder width apart. When gripping the club, place the club in the joints of your left fingers with the thumb pointing down the center or slightly to the right of the shaft. (This is written for the right-handed golfer, all left-handers must reverse everything). Place the pinky of the right hand in between the index and middle fingers of your left. Do not grip the club any tighter than you would a baby bird. The next step is the placement of the ball with respect to your stance. Firstly, with mid range irons the ball should be placed in the center. With high irons and wedges, the ball should be toward your right foot. With low irons and woods, the ball should be towards your left foot or the front of your stance. Secondly, the ball must be placed at the correct distance with respect to how far it is from your body. Your knees should be slightly bent and your arms should be pointing nearly strait down. The club should be at an angle in which the head is flat on the ground. The back swing is the part of the swing that many golfers struggle with. First, keep your right elbow close to your right side the entire time. Second, your left arm should be practically straight. This rule is not that strict, some bending is acceptable. Next, the turning of your body can best be done by imagining a rod down your spine from your pelvis to the back of your head. You must rotate your body around this imaginary rod. When rotating, start with your shoulder, not waist. Your waist will move slightly following your shoulders. During this process, your head should move very little. It should certainly not move up and down. Fourth, the path that the club follows in your back swing is called the swing arc. This swing arc should be about 45 ° with respect to the vertical. The fifth step is at the top. Here you must â€Å"cock† your wrists and point the club at the target. This isn’t as important as the â€Å"cocking† of the wrists. Many golfers do not ex ecute a full golf swing and the club does not point at the target. This is acceptable. A final check is to look at what your legs are doing.

An Effective Technique and Material in Learning English Essay

An Effective Technique and Material in Learning English English has an important role in many aspects of life. This statement leads us to the reason of why this language should be taught in schools. In Indonesia, English is used as the first foreign language that should be learned by the students even from elementary school until university. In using the language, there are many elements that have to be mastered, covering reading, listening, speaking, and writing. Song refer to a piece of music that have words and can be used in language teaching. It is suggested to include songs in language learning as well. The possibility of using songs in English as a foreign language class has been actively considered for the last two decades. It is considered because songs have many values in language teaching. Orlova (2003), states that it is possible to suggest that among the methodological purposes that songs are used in class, it is possible to rank the following: 1. Practicing the rhythm, stress and the intonation patterns of the English language. 2. Teaching vocabulary, especially in the vocabulary reinforcement stage 3. Teaching grammar. In this respect songs are especially favored by teachers while investigating the use of the tenses. 4. Teaching speaking. For this purpose, songs and mainly their lyrics are employed as a stimulus for class discussion 5. Teaching listening comprehension 6. Developing writing skills. For this purpose a song can be used in a variety of ways. From the songs, we can learn many things such as vocabulary, grammar, listening, speaking, writing, and of course reading. Benefit of Song Griffe (1992: 4) points out some advantages in using songs and music in the language classroom. There are some categories mentioned by Griffe, namely in classroom atmosphere, cultural input, text and student interest. They are as follows; 1. Songs create enjoyable classroom atmosphere Dealing with classroom atmosphere, songs and music can be used to make students relaxed and provide enjoyable classroom conditions. 2. They can introduce the culture of the songs. Either songs or music is reflection of the time and place that produce them. When the teacher brings songs into classroom, he will also bring the culture of the songs in the classroom. 3. Songs can be used as texts Songs also can be used as texts in the same way that a poem, short story or novel provided in the language classroom. From explanation above, songs have many benefits. Some of them are songs can motivate the students and make them more confident in their ability to listen the materials. The Criteria of Song Selection The important thing about choosing a song to do with a class is to make sure that the lyrics are clear. It can be very frustrating for the students not to understand a word. The recording should also be a good one. Lynch (2008), provides three principal song selection criteria, as follows: 1. Use songs that are popular with the students whenever possible. Unfortunately, students frequently select songs for classroom use which are objectionable in some way making the song unusable. 2. Songs must have clear and understandable lyrics. Nothing is worse than a song almost nobody can understand. If you have trouble understanding the lyrics by listening, then another song needs to be selected. 3. Songs should have an appropriate theme. There’s enough bad news, negativity and violence in the world already. Songs with any type of negative theme should be avoided. There are plenty of positive, upbeat, even humorous songs available. It is realized when teaching the students; we should choose the songs with suitable level of difficulty. The suitability of the song is a particularly important issue. It should be known whether or not the students like the song. The use of Singing Procedure There are various ways of using songs in the classroom. The level of the students, the interests and the age of the learners, the grammar point to be studied, and the song itself have determinant roles on the procedure. Apart from them, it mainly depends on the creativity of the teacher. Some examples of these techniques are: 1. Gap fills or close texts . Focus questions 3. True-false statements 4. Put the lines into the correct sequence 5. Dictation 6. Add a final verse 7. Circle the antonyms/synonyms of the given words 8. Discuss Many experienced textbook and methodology manual writers argue that songs have a great educational value. It can’t be denied that children, teenagers, and adults like music. While they are singi ng it, they are also doing other activities like learning, remembering new vocabulary, studying to pronounce words, etc. So, let’s try to learn English by using song and get the result!

Free Essays on A Prayer for Owen Meany

for Owen and his needs. Also, the author uses his â€Å"prayers for Owen† to illustrate to the audience that this man who is so rare must be a gift of God and must be prayed about and often reflected upon. He is a sign of the holy and the supernatural. The setting of the book is in many places because of the author’s erratic flavor in which he chooses to reminisce. In most scenes, the author tells of his life in the late 40’s / early 50’s in Gravesend, New Hampshire. The author himself is writing from his home in 1987 in Toronto, Canada, however most action takes place in his flashbacks occurring in and around Gravesend, (whether it be the Academy, 80 Front Street, or The Meany Granite Quarry.) What is significant about Gravesend is that it is an extremely older town founded by Mayflower descendents, many of which belong to the families of the town’s elite, aristocratic older society. The Wheelwright family can be traced back to the town’s founders, and John’s grandmother is considered an aristocrat of Gravesend. The main theme centers around the emerging theme of religious faith and doubt. John struggles throughout the book to resolve his religious faith with his skepticism and doubt, but at the end of the novel he isn’t required to make a real choice between the two extremes. John begins the novel by saying that Owen is the reason that he is a Christian man, and the rest of the novel explains his reasoning. It also themes around courage and belief through the means of faith. To John, Owen’s existence is a miracle and Owen is a distinct proof of God’s existence.... Free Essays on A Prayer for Owen Meany Free Essays on A Prayer for Owen Meany The title A Prayer for Owen Meany is referred upon several times throughout the story. The author uses the â€Å"prayers for Owen† by illustrating the reverend’s difficulty to create proper words for Owen and his needs. Also, the author uses his â€Å"prayers for Owen† to illustrate to the audience that this man who is so rare must be a gift of God and must be prayed about and often reflected upon. He is a sign of the holy and the supernatural. The setting of the book is in many places because of the author’s erratic flavor in which he chooses to reminisce. In most scenes, the author tells of his life in the late 40’s / early 50’s in Gravesend, New Hampshire. The author himself is writing from his home in 1987 in Toronto, Canada, however most action takes place in his flashbacks occurring in and around Gravesend, (whether it be the Academy, 80 Front Street, or The Meany Granite Quarry.) What is significant about Gravesend is that it is an extremely older town founded by Mayflower descendents, many of which belong to the families of the town’s elite, aristocratic older society. The Wheelwright family can be traced back to the town’s founders, and John’s grandmother is considered an aristocrat of Gravesend. The main theme centers around the emerging theme of religious faith and doubt. John struggles throughout the book to resolve his religious faith with his skepticism and doubt, but at the end of the novel he isn’t required to make a real choice between the two extremes. John begins the novel by saying that Owen is the reason that he is a Christian man, and the rest of the novel explains his reasoning. It also themes around courage and belief through the means of faith. To John, Owen’s existence is a miracle and Owen is a distinct proof of God’s existence....

Ancient Egypt essays

Ancient Egypt essays I first began my research at the Smithsonian Institute National Museum of Natural History. Ancient Egyptian history covers a period of over three thousand years. Most modern countries histories are only hundreds of years old. Only China can come anywhere near this in term of historical continuity. Egyptian culture declined and disappeared nearly two thousand years ago. The last trace of this culture ceased to exist in AD 391 when the Byzantine Emperor Theodosius I closed all pagan temples throughout the Roman Empire. It wasnt until Napoleon's invasion of Egypt in 1798 that the marvelous artifacts of the Egyptians were seen in Europe and their ancient culture began to awaken from its long slumber. Daily life in ancient Egypt flourished around the Nile and the fertile land along its banks. The yearly flooding of the Nile enriched the soil and brought good harvests and wealth to the land. The people of ancient Egypt built mud brick homes in villages and in the country. They grew some of their own food and traded in the villages for the food and goods they could not produce. Most ancient Egyptians worked as farmers, field hands, scribes and craftsmen. There were however a small group of people who were nobles. The ancient Egyptians thought of Egypt as being divided into two types of land, the 'black land' and the 'red land'. The 'black land' was the fertile land on the banks of the Nile. The ancient Egyptians used this land for growing their crops. This was the only land in ancient Egypt that could be farmed because a layer of rich, black silt was deposited there every year after the Nile flooded. The 'red land' was the barren desert that protected Egypt on two sides. These deserts separated ancient Egypt from neighboring countries and invading armies. They also provided the ancient Egyptians with a source for precious metals and semi-precious stones. The ancient Egyptians believed that mummifying a person's body after...

Advanced Finance Essay Example | Topics and Well Written Essays - 500 words

Advanced Finance - Essay Example Particularly, the returns on the shares went above the UK Index from March 9th until April 8th, hence making significant returns from the investments. Sentiments indicate that the rise of AstraZeneca shares in market have been on the rise due to the improved pipeline, while other reason contributing to the rise being the approach of Pfizer in supporting the share price (Stephens, 2014). Another portfolio that made huge returns in the market through the gaming period was British American Tobacco (BATS) LN shares. The total returns from the entire game were 4.033, with the BATS LN Equity performing best from early February to mid-March, with the rest of the gaming period comparing significantly with the UK FTSE 100 Index. The BP LN is another area with highest recorded returns of 7.626 through the entire gaming period. Its Equity performance was when compared to the UK FTSE 100 Index shows too much similarity, in that the shares graph is hand to hand with each other, while its performance curve also kept on rising until the end of the gaming period. The rise of BP shares is a mid some fears of the falling oil market prices. However, traders are citing on the issue of market takeover bid from the Royal Dutch Shell as being the reason behind the rise of BP shares (Routers London Business Daily, 2014). The next area of investments that created significant returns was the Imperial Tobacco Group (IMT) LN, whereby the total returns generated were 3.407. The performance IMT LN Equity index was comparing well with the UK FTSE 100 Index, with the IMT performance index rating higher than the UK FTSE 100 Index for most of the time. The reason behind the continuous rise of Imperial Tobacco Group shares could be due to the cost optimization program that delivers further incremental savings, just as predicted in the company’s 2014 end year financial statement (Hargreaves, 2015). Another area where the shares created significant returns through the gaming period was the BT

Pharmco National Essay Example | Topics and Well Written Essays - 500 words

Pharmco National - Essay Example What is effective and evident practice of one manager does not necessarily mean appropriateness to other managers as well. Sharing of knowledge as one context in the system does not get an absolute support from the employees, considering the fact that it is one investment that they nurture through years of experience and they are not set of giving it. Doubts relating to threats in position exist among managers that impede them to be one in meeting the intranet prospects. Likely, each function performs in a world different from the others and concentrates on meeting the objectives of their particular area only. Knowledge capturing by intranet system differs from person to person interaction in conceptualization of information. Knowledge barrier is evident in all concerned functions, particularly among Marketing and Sales role that speak their own language in performing their respective responsibility. The Intranet system does not bridge the differences of each area and utilization of knowledge for use by others. There is absence of common contextualization of the knowledge management system that makes it difficult to acquire participation of involved personnel. 1. The project fails to account the details of the nature of responsibility of involved function.