Team Performance within Marks and Spencer

Team Performance within Marks and Spencer Performance management is a systematic process which improves performance of organization by developing the performance of individuals and teams. It is a strategy of getting better results from the organization, teams and individuals by understanding and managing performance within an agreed framework where goals are planned, standards and required competence are clearly defined. Strategic performance management is a process for establishing mutual understanding about what is to be achieved, and for managing and developing people in a way that makes it possible to achieve the goals in the short and longer term. It deals with broader issues of the organization. It is a tool to evaluate how the business is performing. Line management plays a key role in strategic performance Management who drive and fully owned this as per corporate governance regulation. I like to quote some other definitions as below, Performance management is: The development of individuals with competence and commitment, working towards the achievement of shared meaningful objectives within an organisation which supports and encourages their achievement (Lockett, 1) Performance management is: the process of Directing and supporting employees to work as effectively and efficiently as possible in line with the needs of the organisation (Walters, 3) Performance management is a strategic and integrated approach to delivering sustained success to organisations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors (Armstrong and Baron, 4) Be able to set performance targets to meet strategic objectives. Links between team performance and Strategic objectives. Team performance is directly related to companys strategic objectives. Organisation consists of number of people who works collectively to achieve common objective of the company which is profitability, thus if team performs well whole company will perform well. Every member of a team is assigned with specific day to day tasks which he/she is expected to do well and contribute fully for team collective output. Within team tasks are divided and resources are shared, they are interlinked and work with in cycle so, if one member doesnt finish his / her task in time it may slow down a whole next chain which can lead to slow down performance of a team as a whole. Slow progress may result loss of potential opportunities existed in the market and result in loss revenue which goes directly against the strategic objective of the company. Therefore, it is vital that each member of staff is chosen on the merit of job requirement and are fully equipped to perform his/her tasks with given time period. Team is judged on the basis of result they deliver. In Marks and Spenser each role is aligned with specific duties as per job description, over all aim is clearly defined, each member of staff is expected to deliver best customer services and are assigned with specific day to day tasks which ultimately lead to achieve organisational objectives such as monthly sales targets. Greater the team performance is the better chances are to meet organisational objectives. This proves that team performance is directly related meeting strategic organisational objectives. The principle is everyone will be working together to contribute to corporate profits. 1.2) Tools and technique available to set team performance targets There are many performance improvement models and tools available to set team performance targets, decision makers choose any model which best suits companys needs and assist its process. Ive listed below some which are most commonly used, Balance Scorecard: A multi-dimensional framework for managing strategy by linking objectives, initiatives, targets and performance measures across key corporate perspectives. Business Process Reengineering: An approach to review and redesign organisational processes in order to achieve improved performance in terms of cost, quality of service and timeliness EFQM Excellence Model: Organisational improvement framework for assessing strengths and areas for improvement across the spectrum of an organisations activities. Investors in People: National standard for improving organisational performance by training and developing people to achieve organisational goals. ISO9001 Quality System: Global standard and approach for quality management systems. The standard focuses on the management of processes and documentation in order to meet customer needs and expectations. Six Sigma: A disciplined methodology for process improvement that deploys a wide set of tools based on rigorous data analysis to identify sources of variation in performance and ways of reducing them Management by Objectives: It is a process where objectives are agreed with in organization so management and employees understands what they are in the organization. It is driven by objectives. Evidence over the past five years suggests that the use of the various improvement models and tools has been variable with equally variable impact. The aim of the review is to raise awareness and understanding of some of the more popular performance improvement models and tools available to organisations and to share learning in their use to date. It is hoped that the review will enable authorities to make more informed choices on the use of appropriate approaches or tools if appropriate to use them at all. MS uses investor in Business model and invest vast amount of its resources on training and coaching to improve people skills to contribute more professionally and provide best customer services. There is a full time coaching staffs assigned for each shift whose duty is to be on the floor and assist instantly where ever any member needs assistance or to ensure the customer services is at its best. Every contribution adds to achieve corporate profit. 1.3) Value of Strategic Performance tools to measure future team performance Managing employee or system performance assist the effective delivery of strategic and operational goals. It saves time, assist to measure the output, it improves business results. It helps to check if efforts are in right direction and are serving the purpose of the organization rather wasting time. Companies are using integrated software to record employees contributions that assist them to measure, analyze and enhance employees output. This brings direct or indirect benefits to the companies. Direct Financial Gains Maximizes sales Minimizes costs Avoid any overruns Comply with the organizational Goals Speedy implementation of any changes in strategic or operational goals. Marks and Spencer (MS) took a great advantage by implementing and constant reviewing and adapting right strategic performance tool which best suits its need and manage to turn its portfolio from making loss to producing profit since 2006 onwards, since then they are managing to keep company in profit despite tough market condition like recession hit economy where buying capacity is at its low. Be able to agree team performance targets to contribute to meeting strategic objectives 2.1) How to determine required performance targets with in teams against current performance The term KPI has become one of the most popular terms in business development and management. In theory it provides a series of measures against which internal managers and external investors can judge the business and how it is likely to perform over the medium and long term. Different organisations need to monitor different aspects of their environment, there are many monitoring modules, and Ive chosen to list some of them below, Product/ service Competitive analysis Customer satisfaction Marketing management Personnel management IT management Contingency planning For each monitoring module, one can then establish what the current level of performance is in a measurable and understandable way. This is the current performance. From industry sources, the benchmark level can normally be introduced (getting to benchmarks is often a difficult process and one requiring a mixture of low cunning and/or sophisticated analysis). Then a target level of achievement can be entered. Let us take an example of customer satisfaction module in Marks and Spencer. Customer Satisfaction; Current Benchmark Target 60% 90% 100% A mystery shopper also visits twice monthly and assessed each store. If they are maintaining standards and providing best customer care which MS is renowned for and then award score. Each store is expected to score 100%. The KPI is central to a number of other elements in the planning platform which provides the Basis for answering the three crucial planning questions: Where are we? Where do we want to be (and when)? How are we going to get there cost effectively? The most rapid way to establish the KPI within any set of monitoring information is to work through the three criteria in sequence. Is the control information key to success of the organisation? Can we measure it and influence it? Does it provide leading edge indications of future developments? In MS when a new member of staff joins the company, proper induction is conducted, his role is fully briefed to him / her in detail and all key performance indicator markers (KPIs) are agreed with in one to one meeting with Manager. First three months are considered as probationary period where staff is expected to learn and demonstrate all basic qualities which are required at this role. There is a standard Career path and Job titles are self explanatory, so with in probationary period staff is provided with a title as trainee customer assistance. After successful completion of probationary period the staffs is promoted to qualified customer assistant. Next level is to become section coordinator which leads to become section Manager at next level. 2.2) need to encourage individual commitment to team performance in achievement of organisational goals. The overall aim of performance management is to establish a high-performance culture in which individuals and teams take responsibility for the continuous improvement of business processes and for their own skills and contributions within a framework provided by effective leadership. This stage refers to working to ensure the performance objectives are achieved. Identify development needs and support it with professional training one need. When performance objectives are agreed, line managers will need to plan how to achieve expected level of performance. Provide all support and resources which he/she may need to undertake specific day to day tasks. For any new role Introduce comprehensive induction and probation period is to assess employees performance and assess their need. All employees should be motivated to work effectively and efficiently. This applies to all including one who has been working for same post for over the years. The essentials of effective performance management includes, Appreciate its purpose Clarity in process cycle and how individual can best contribute in it. Recognition of responsibilities Prioritizing task Effective communication and feedback Suggesting ways to meeting individuals targets. Rewarding employees MS always encourages staffs and provide full support to increase performance. Staffs are rewarded with bonuses and reward vouchers based on feedback from customer as well as from mystery shoppers. Managers work closely with staff on the floor and assist them wherever required. Career path is designed to encourage employees to perform at their best which ensured their professional growth. It is highlighted that without every ones individual performance and contribution over all success of organization is not possible. 2.3) Application of delegation, mentoring and coaching to the achievement of the organisational objectives Mentoring is a popular tool of personal development and type of training which is long standing. It refers to support, advice and guidance of most experienced person with in organisation to new or inexperience person for his personal development which brings benefits to organisation. It is essentially a supportive form of development. It focuses on helping an individual manage their career and improve skills. Personal issues can be discussed more productively unlike in coaching where the emphasis is on performance at work. Mentoring activities have both organisational and individual goals. Coaching refers to developing persons skills to improve job performance in order to achieve of organisational objectives. It is generally short term more organised and time bounded with regular meetings. Coach needs to be qualified or experienced with formal occupational role. It focuses on development of work related and more specific issues or immediate goals. MS has kept a specific role as a coaching member who preset on the floor and helps staff with their day to day activities and trains them wherever required. Mangers also work on the floor with team and use mentoring wherever they feel necessary. Mangers also delegate work with in team and seeing them through with successful completion while paying attention to manage other tasks. All this leads to team success which ultimately help to achieve strategic objectives i.e. Best store lay out and customer service which brings more sale and help corporate profit. 2.4) evaluate a team performance plan A Team Performance Plan is a detailed plan used to: Identify the desired performance levels of the team Identify how these performance levels will be achieved Provide guidance and direction to the team Measure progress towards the desired performance levels Although there are no strict rules as to the format of a Team Performance Plan they normally contain the following information: Specific goals for team development Performance measures Actions required to achieve goals An indication of how long goals will take to achieve The Team Performance Plan should align with the organizations overall objectives. This can be achieved by: 1. Aligning the Team Performance Plan with the Team Purpose 2. Aligning the Team Purpose with the organizations objectives Team Performance Plans might include the following types of goals: Key Performance Indicators (KPIs) Goals to improve team competency Team building goals One of the most fundamental purposes of performance management is to align individual and organizational objectives. This means that everything people do at work leads to outcomes that further the achievement of the basis of performance management 7 organizational goals. Individuals and teams are provided with the opportunity to formulate their own goals within the framework provided by the defined overall purpose, strategy and values of the organization. Objectives should be agreed, not set, and this agreement should be reached through the open dialogues that take place between managers and individuals throughout the year. In other words, this needs to be seen as a partnership in which responsibility is shared and mutual expectations are defined. MS set KPI for each member for staff as per their role, lets take an example of customer assistant who is assigned with following objectives, Quantitative objectives include date rotation of all products which help to bring down daily waste ratio and ultimately help to increase profitability of store. Staffs is expected to keep a close eye on inventory to ensure products are available at all the time which help to achieve weekly sale targets of the store. Qualitative objectives includes all products are tagged with correct price and place in a right position which is legal requirement and standard of MS. Staffs are expected to ensure customer safety is paramount. If there is any spillage on the floor it should be cleared quickly and any slippery floor is sign posted to aware customer with any possible hazards. Staff need to ensure the Environment is clean and customer friendly. Staffs are fully aware of product position and its description to answer and satisfy customer query if any. Be able to monitor actions and activities defined to improve team performance 3.1) Process for monitoring team performance and initiate changes where necessary Performance management provides better management control; it is flexible and responsive to their needs. It facilitates to comply with companies legal requirement. It also helps out in Audit. Workers know the criteria they will be appraised against. Goals are pre-defined. All businesses, whatever sector they are in, will have plans, aims and objectives. In some cases these can be very sophisticated but in some small businesses very modest. Whatever they are a business will need to monitor its performance in relation to these goals. Following are different ways of monitoring team performances, Meet with Team Conduct weekly or bi-weekly meetings with team leaders to review issues, share experiences, and resolve problems and concerns. Make sure that team leaders hold similar meetings with their team members, and that identified issues are recorded, communicated, and followed through to closure. Communication: effective communication may require nothing more than routine, informal, interaction among the team. Recognize Success Positive reinforcement is a key element of effective team building. This can be as simple as a few words of praise or public recognition, or nomination for a more formal rewards and recognition, such as Impact. Monitor Team Morale On a small project, management by walking around will be sufficient to assess team morale. On a project with multiple subprojects and/or a distributed team, more formal techniques such as team surveys may be used to identify problem areas that require corrective action. Conduct Team Performance Reviews Make sure that the process defined in the Employee Performance and Development Program is followed to provide regular, constructive feedback on each persons performance on the project. Reviews should occur at the end of each major phase, whenever the team member or his/her team leader is about to leave the project, at the end of the project, or on a minimum six-monthly basis. Lets take an example of Marks and Spencer where manager walk around on the floor every hour or so and observe each members performance against their agreed daily tasks, if needed they provide direction to member by prioritizing tasks. I like to pick Mckinsey 7-S Model to define a broad view of what contributes to performance effectiveness. McKinseys 7-S frame work In 1981 Richard Pascale and Anthony Athos started investigating success of Japanese industry, in the same time Tom Peters and Robert Waterman were exploring what made company excellent. The Seven S model was born at a meeting in 1978 between these four authors it was taken up by global management company called McKinseys, since then it is known as their 7- S model. It is used to organise a company in holistic and effective way. Shared Values This is interconnected centre of McKinneys model which describes what organisation stands for and what it believes in. Strategy It is a plan division of available resources over the period of time to achieve identified goals. Skills It refers to core competence of company workforce and their distinctive capabilities. Staff Number and type of staff members with in organisation Style Refers to Management style and how they act to achieve companys goal. Systems A procedure, process and routines which explain how the work should be conducted, financial system, MIS, performance appraisals and recruitment process etc. Structure The way Management structure is outlines, its hierarchy, i.e. centralised or de centralised, a matrix etc. 3.2) Evaluate team performance against agreed objectives Performance reviews are conducted by filling up appraisal forms with set of question in relation to KPIs set out and previously agreed with employees in one to one meeting. The outcome of review performance determine what action are required to ensure improve performance and future tasks are met. Any training required should be planned and resources are allocated in budget. Reasonable steps are taken to rectify problem if any. Excellent performance should be rewarded with bonus etc and it is assured to employees that their feedback/comments are valuable and their efforts are recognised. Any capability issue should be taken with care. Any underachievement should be dealt with as per companys policy guidelines and employee should be engaged in way where all efforts are made to provide enough support to staff to increase their output in order to achieve their targets. Manager should use all methods to increase staff performance that includes flexible hours, sharing of work load, providi ng new pattern of work, independent occupational advice, additional training and support. Marks and Spenser (MS) pays great attention to outcome of performance review, a copy of each review is attached with employees personal file. Any recommendations for training needs are scheduled at earliest opportunity. Any under performer is dealt with as per companys standard guidelines. 3.3) evaluate the impact of the team performance in contributing to meeting strategic objectives The out put of appraisal confirms if member has been able to meet his KPIs, if yes how should you rate them as that rating has a direct reflection of his/her contribution to companies objectives, if employees does well he is rewarded with incentives i.e. bonus payment as well as salary increase if he falls behind he is dealt with as per companies policy. In Marks and Spenser up until last year all employees were rewarded with Bonus payments because MS did well against its budget as well as its forecast. It was evaluated that this can not be achieved with out a great hard work team members had put it. 4) Be able to apply influencing and persuading skills to the dynamic and politics of personal interactions 4.1) determine influencing and persuading methodologies to gain the commitment of individuals to a course of action Market research shows that organization that invests and care about motivation of staff generally performs better. Organization is tasked with developing individuals and rewarding and retaining those who perform well. Organisations have a vested interest in finding out if the incentive schemes that they implement are resulting in the desired behavior from individuals. I like to highlight below the link between incentives and employee motivation. Paying for performance Advocates of pay for performance systems argue that good systems motivate employees towards achievements that support corporate goals and strategies. Rewarding the right behaviour By rewarding staff for their right behaviour motivates them to make the good performance consistently or make every effort to deliver best services all the time. Incentives and staff performance Incentives are very much welcomed by staff weather its time off or free drinks or bonus payments it motivate them to achieve higher goals or achieve excellent performance. The rewards usually relate to the achievement of certain goals, either personal, team or organisational, or a combination of all. In addition, the critical success factors are: 1. To keep the scheme simple 2. Participants should be able to calculate their incentive 3. Payouts should be meaningful 4. Targets are set in month 1 and goal posts are not moved during the incentive period Incentives do not work well in isolation from other management practices. Rather, they are further supported by other elements such as good working conditions, performance management, performance appraisals, and training opportunities. Weak administration and processes will inhibit its effectiveness. There are three contributing factors for performance motivation. Money Social recognition Performance feedback. Traditional Motivational Models and persuading methodologies to gain the commitment of individuals to a course of action Maslows hierarchy of needs Each of us is motivated by needs. Our most basic needs are inborn, having evolved over tens of thousands of years. Abraham Maslows Hierarchy of Needs helps to explain how these needs motivate us all. Maslows Hierarchy of Needs states that we must satisfy each need in turn, starting with the first, which deals with the most obvious needs for survival itself. Only when the lower order needs of physical and emotional well-being are satisfied are we concerned with the higher order needs of influence and personal development. Conversely, if the things that satisfy our lower order needs are swept away, we are no longer concerned about the maintenance of our higher order needs. Source (http://www.businessballs.com/maslow.htm) Douglas McGregor theory x y Theory x (authoritarian management style) The average person dislikes work and will avoid it he/she can. Therefore most people must be forced with the threat of punishment to work towards organisational objectives. The average person prefers to be directed; to avoid responsibility; is relatively UN ambitious, and wants security above all else. Theory y (participative management style) Effort in work is as natural as work and play. People will apply self-control and self-direction in the pursuit of organisational objectives, without external control or the threat of punishment. Commitment to objectives is a function of rewards associated with their achievement. People usually accept and often seek responsibility. The capacity to use a high degree of imagination, ingenuity and creativity in solving organisational problems is widely, not narrowly, distributed in the population. In industry the intellectual potential of the average person is only partly utilised. Tools for teaching, understanding and evaluating xy theory factors There are a number of fundamental concepts that underpin the Excellence Model that are reflected in the criteria and sub criteria of the framework. These concepts are: 1. Results orientation 2. Customer focus 3. Leadership and constancy of purpose 4. Management by processes and facts 5. People development and involvement 6. Continuous learning 7. Innovation and improvement 8. Partnership development 9. Public responsibility. Source (http://www.businessballs.com/mcgregor.htm) Frederick Hertzberg theory Herzbergs research used a pioneering approach, based on open questioning and very few assumptions, to gather and analyse details of critical incidents as recalled by the survey respondents. Herzbergs research identified that true motivators were other completely different factors, notably: achievement recognition work itself responsibility advancement In MS Bonus payments, rewards vouchers are used to gain individuals commitment which has been very successful. In addition names are posted on notice boards who ever achieve best customer services award of the month to recognise their employees effort. This also motivate other employees to work extra hard and be no 1 next time. Promotions are also awarded to persuade employees to take more responsibilities and face fresh challenges in order to progress on professional career. 4.2) discuss the impact of individual dynamics, interest and organizational politics on securing the commitment of individuals to a course of action. The approaches and tools vary. However all aim to address one or more of the following objectives, with the ultimate aim of improving performance: 1. Help understand what customers need; 2. Help organisations and employees become more results orientated; 3. Improve the quality of service to customers by improving processes or practices; 4. Provide a structured approach to strategic management; 5. Create links between individual, service and corporate objectives; 6. Translate strategy in to performance measures and targets and in doing so rationalise performance information; 7. Help demonstrate individual staff contribution to organisational objectives and create ownership of performance by staff involvement in the improvement process; 8. Identify strengths and areas for improvement; 9. Aid internal and external communication. Marks and Spenser selected Mary Gober method as chosen service style in order to enhance its reputation, improve sales and business results, and make employee and customer proud of Marks and Spenser. Through employees efforts, this service style became a part of MSs very nature, character which never fades away. It acts as a powerful force, consistently delivering great service every time customer interacts. The method really helped changing individuals behaviour throughout the chains of store. It emphasised that employees should be positive, take ownership and responsibility, be respectful and be determined from the minute they say Hello to customer to the minute say Goodbye, everything In Between and Beyond. This makes a dramatic, powerful impact on the customer and leaves a feel good impression. Summary The study of strategic performance management gives us the knowledge that how managers achieve the organization overall long term goal. The study of SPM is all about the need for finding common ground between strategy management and operations management. While strategy management seeks to make strategy relevant to employees day-to-day responsibilities, operations management seeks strategic context for implementation and improvement projects. This assignment give us an idea and understanding to find out the gap between management strategy, management accounting, and strategic human resource management to analyze the link between organizational strategy and systems of planning and control.

Father and Son Essay -- essays papers

Father and Son Just whom is Edmund Gosse’s Father and Son written for? Is it for the Father, or for the Son, or, as Edmund Gosse tells us, for the public, so they can have a record of life in a rigidly religious family? Edmund begins his book by telling you that it is a historical record, an important chronicle that is to be used, basically as a reference for a period of time. Yet, in the first sentence of the first chapter, we can see that this is truly not his purpose. The first words on the page does not reference a historical event; they are, instead, cathartic. Edmund tries very hard to convince his reader that â€Å"this is not an autobiography† (217). Try as he might, he did not persuade me. I will grant that for Edmund Gosse to profess to have written this book as if it were a biography of his father, or even as a historical chronicle, was beneficial. First off, by writing something which is to document a period of time Edmund would be writing in the methodical and scientific style of his father, which then would mirror the lifestyle in which he is forced to live. Secondly, Edmund wants the reader to see his father as he did, with honor, awe, resentment and even shame. Edmund does this quietly, he does not shout his shame, he merely reiterates it as a anecdote of a story â€Å"...his very absence of imagination aided him in his work. (113)† . Finally, Edmund, being able to portray this book as a portrait of someone other than himself, is a chance to humble himself, no matter what he says about the father, to the reader. All of these methods that Edmund uses to sway our thinking actually serve only to benefit Edmund Gosse himself. This actually makes it more of an autobiographical account than ... ...ren. They are the sons and daughters of Life’s longing for itself. They come through you but not from you, and though they are with you, yet they belong not to you. You may give them your love but not your thoughts. For they have their own thoughts. You may house their bodies but not their souls, for their souls dwell in the house of tomorrow, which you cannot visit, not even in your dreams. You may strive to be like them, but seen not to make them like you. For life goes not backward nor tarries with yesterday. You are the bows from which your children as living arrows are sent forts. The archer sees the mark upon the path of the infinite, and He bends you with His might that His arrows may go swift and far. Let your bending in the archer’s hand be for gladness; For even as he loves the arrow that flies, so He loves also the bow that is stable.†

Organizational Characteristics Essay

This paper will describe the culture and the organizational characteristics of a chosen organization, Publix Supermarkets. Detailed throughout will be the common characteristics of the organization as it operates on a day to day basis. Specifically the system based on individual units, rules and norms expected of the associates and supervisors as well as the hierarchy will be established for the reader to garner a better understanding. Furthermore, the communication networks, organizational orientation, approaches to and by leadership members, as well as the decision making and communication procedures put forth by members of management will be analyzed. This paper will describe which 4 of these listed characteristics are most influenced by communication between members and levels of Publix Supermarkets. The author has been employed with this supermarket chain for more than 7 years and has ample knowledge and understanding on the organization as a whole. Common Characteristics of an Organization Publix Supermarkets is a grocery chain unlike many others for a variety of reasons. Founded in 1930 in Winter haven, Florida by George W. Jenkins, Publix is known for its customer first atmosphere and pleasurable shopping experience. The grocery chain whose motto states they will never knowingly disappoint their customers operates in Florida, Georgia, South Carolina, and Tennessee and currently has more than 1000 stores in operation (Publix.com). Jenkins’ supermarket chain has continued to grow on their customer friendly business sense. Publix has since become a Fortune 500 company and is privately held and owned by its employees. For as well as they treat their customers, the chain treats its associates and management staff just as well if not better. Publix workers who have been with the company a base number of years receive shares of stock for every 1000 hours worked, and can purchase more shares of stock at almost any time during a given year. The grocery chain is also well known for its high ranking employee benefits and treatment in the employment world. Rules/Norms (Written and Unwritten) Outside of the big green P logo, the Publix atmosphere is what customers relate to with the chain more than anything else. Communication with customers is a major asset in following proper Publix protocol. The smiling helpful associates, clean stores, and consumer friendly set up of product is where Publix truly prides itself as an organization. Each experience ends with a friendly cashier and bagger, and the bagger will always bring the customer to their vehicle and help load product into the car for them. Believe it or not this all relates to performance evaluations that are done quarterly, where associates are evaluated on their behavior amongst the customers. Customer intimacy is something Publix takes very seriously. The Publix image extends onto its associates as well. All employees are expected to show up to work on time and be clean shaven in full clean uniform attire. Each department and job class has their own specific uniform; however all include proper hygiene, reasonable hairstyling, and proper equipment to perform their tasks to better serve the shoppers. Publix is an organization that understands how to promote their brand by utilizing all available options to do so. Clean stores and clean happy associates promote the â€Å"Publix Way.† This plays a major role in nonverbal communication between Publix associates and their customers. Aside from dress code and customer relations, two major elements, there are many other standards Publix employees are held to. A good example of one unwritten Publix rule would be: communication between associates when out on the sales floor during business hours must be respectful, and if at all possible must include the customer. Also, outside from positive communication both verbal and nonverbal with customers and fellow associates employees are expected to communicate both effectively and respectfully with management teams as well. Hierarchy The Publix store level hierarchy is something that runs seemingly parallel in each department throughout the store. Each department and sub department have their chain of command as follows: part time associates, full time associates, assistant department manager, and department manager. The two major departments, grocery and customer service, have the most associates, in order to better supervise their employees there is a position called a team leader that fits into the hierarchy between the full time associates and the management team. Publix is a company that only promotes from within. This is a big selling point for associates and applicants alike. Knowing that the opportunity for advancement is always there is a major asset for the associates in the store. Communications between the different levels of the chain of command are fluid. The associates can go to their department managers, or team leaders, with any concern or idea. The department managers at store level then communicate with the store’s assistant manager and store manager about the associate’s ideas and concerns. Communication Networks The information Publix gathers through their retail channels is usually information based on product analysis and placement that they can pass down to the management teams at store levels to assess further. Ultimately the store will take the advice of corporate and try to taper the information in the way it works most effectively for each store. Each store can take the same information and depict it differently. Information about new products, events, or openings may not influence all stores, or influence them all at the same level. There are times, during major events like hurricanes, holidays, or back to school time, where Publix store level employees must take the information sent to them by corporate including sales figures and forecasts in order to build the proper displays and floor models for customers to browse. Having product out that customers take interest in can help drive sales. The communication between the different levels of Publix Supermarkets goes hand in hand with communication networks at the store level. Leadership Approaches A major tool in the line of communication at Publix is how they allow anyone who is willing to step up and be a leader, do so. When every associate feels that sense of empowerment in their employment it urges them to lead in a different way, work harder and do a better job to lead by example. Publix pushes their associates to be role models both in the stores, and in the community. The management teams are in place to ensure guidelines are followed, but showing quality leadership through positive communication means so much more. Communicating with leaders is always a situation associates take very seriously in any industry or business. This is no different in the retail world at Publix. Associates voice their concerns and feelings to their leaders, whether it be management, team leaders, or even fellow associates who take on the responsibility of leading a specific group. At Publix supermarkets the communication had with leadership is always something associates should come away from feeling they were heard out and understood, good virtue for any organization to sustain. Conclusion Publix through the years has become one of the most widely respected organizations in America. This is due to the quality product and customer service put out the grocery chain, but also playing a role in the respect factor is the culture of the organization. This of course starts at store level and works its way to the corporate ranks, and is in large part to do with positive, effective communication. Publix supermarkets are known throughout the world a company that is great to work for, just as much as they are to shop at. Through utilizing all of the common communication characteristics Publix has continued to promote a very associate friendly atmosphere through the years. The supermarket chain takes pride in the fact that each associate understands their value to their company and takes pride in hiring quality applicants. Publix utilizes its rules and norms, hierarchy, communication networks, and strong leadership approach in all day to day activities in order to remain a successful industry leader.

Using Contests as Door Openers

Using Contests as Door Openers In a world where its near impossible to land an agent or publisher, and indie publishing appears to be a monstrosity of complexities, it might be time to consider contests. And dont talk about how most of them are scams, either. There are more publishing scams out there than contests, my friend. Why focus on contests when your goal is publishing? Because contests are a roundabout way to open a door to getting published. And you get to toy around with submitting more than that book youve obsessed over. You can also submit novellas, short stories, flash fiction, and poetry. Suggestions on entering contests to aid your career: 1) Stick to contests that result in publication. Whether its a website, a journal, or a publishing house, getting publication credits in your portfolio matters. You need credibility. 2) Extract from your book-length work and create a short piece or two. There are way more short story competitions than novels contests. Take the gist of your longer piece and turn it into a short submission. The point is to make people realize you can write. If you win, THEN tell them you also write novels. 3) Choose reputable contests, not something cutesy and cheap, so that when you win you are respected, not chuckled at. Show that even when you enter contests, you are a professional. 4) Be willing to pay entry fees. They fund the publishing, the judging, and the prize money. Better to pay $25 to enter and win $1,000 than pay $0 and win $50. The latter doesnt look as good on a resume or pitch letter. 5) Consider those contests that offer feedback. Those critiques might right some wrongs in your work. 6) Choose contests where the judges are agents, publishers, or editors. Even if you dont win, you might catch someones eye. Some authors enter contests regularly while still pursuing publication. Theres no point in passing up this sort of opportunity. Especially during a time that writers are a dime-a-dozen and landing attention is like screaming into the wind. While youre planning your query letters or indie promotion, make time for a contest or two each month. It might be the catalyst to take that stalling writing career to a higher level.

Fourth Grade School Supplies List

Fourth Grade School Supplies List In the fourth grade, students begin to establish a foundation for developing research skills, writing skills, and critical reading skills. The supplies listed here are typical of the tools students will use to learn fourth grade skills. As always, you should check with your teacher to determine the specific supplies youll need. No. 2 Pencils Students will go through many pencils and erasers in the fourth grade, so it is important to keep a full supply in the home.Eraser packs Dont be caught unprepared!Planner Time management skills are important for success in the fourth grade, as students often find homework assignments require a bit more organization and planning than ever before.Colored pocket folders Teachers often require separate folders for individual subjects.Binder In the fourth grade, subjects may be separated in a binder. Some teachers encourage students to keep time management aids in binders.Wide-ruled paper This type of paper is often required for essay assignments.Highlighters Students begin to use highlighters to mark important information on study sheets and notes.Red pens In the fourth grade, students may start to switch papers for grading. Red pens and pencils are used for grading other students assignments.Pencil box Its important to stay organized.Backpack Many schools require students to use clear backpacks. Pencil sharpener Youll need one for test day!Bookmarks Youll be reading more advanced books.Colored pencils Students begin to study geography in the fourth grade in much greater detail. Colored pencils will be used for maps and other projects.Ruler Students begin to work with graphs in the fourth grade. Geometry is also a subject students will explore in some depth.Flashcards Students begin to learn concepts in math such as order of operations. It is important for students to fully memorize multiplication tables.

Does religion cause war Research Paper Example | Topics and Well Written Essays - 500 words

Does religion cause war - Research Paper Example A major example of this is the Crusades which were expeditions of Christians in Europe during the 12th and 13th centuries for the recovery of Israel (Wiegand, 2011). Although the frontline issue of the Crusade is to rescue the Holy Land of Israel from its perpetrators and for other countries to be converted into the Christian religion; it doesn’t change the fact that this movement caused violence and struggle toward its enemies. They thought that it is appropriate to force people to convert into their religion (Wiegand, 2011). Another recent event which is speculated to be caused by conflicts with religion is the bombings of the World Trade Center (Poole. 2011). Regarding these thoughts, the big question is, does religion really causes war? In this paper, some cases and articles, which relates the concept of religion and war, will be discussed and try to answer the question if the prime mover for the development of war is religion, or is it something else behind it. Religion can be defined as set of beliefs concerning the cause and nature’s purpose of the universe, or the practice of religious beliefs (Poole, 2011). In the definition, the word â€Å"belief† is the key word for religion relies on what people believes in. The religious belief is the basis for the everyday living of a certain individual or group of people. Religious beliefs are the main factors which influences the decision-making and principle an individual have. Hence, many people have the notion that religion is one of the major causes of war. However, I think that this is not always the case for different interpretations and views of several form of religion do not always go about conflict and hence is not always a predisposition to the formation of war. Religion has been entailed in the formation of war since its creation. There are many form of religion which is practiced in the world today. Some

Walmart Research Paper Example | Topics and Well Written Essays - 2500 words - 1

Walmart - Research Paper Example Walmart stands distinguished among the crowd of aspiring organizations because the managers vigorously and regularly collaborate with employees to improve the policies and gain more customers. This proves that organizational designs which integrate such effective tools improve service behaviors of the employees and make them invest extra time, hard work, and brainwork in the functions they perform. Such motivated style service delivery inflicts a very different and fresh influence on the customers also. Apart from organizational design, the organizational culture of Walmart fully acknowledges the importance of both positive organizational behavior and diversity as a way of winning loyalty of more customers from diverse background. All such aspects of Walmart’s management will be analyzed in this research paper and will also be compared with the service practices of other large retail stores to find out how Walmart corporation manages to stand out of the crowd. Introduction: Wa l-Mart Stores, Inc. or simply Walmart is an American multinational retail corporation which runs a large chain of department stores around the world. The success of this renowned business corporation is such that Fortune 500 has revealed it to be the world’s third largest public corporation. As one of the world’s most prestigious companies, currently over two million employees are privately employed at Walmart. It is also the largest grocery retailer in the US. There are already 8500 stores operating in as many as 15 countries under different names and the head of Walmart has thrown light on more plans for growth on an international level. While addressing the Wake Forest University students recently, Mike Duke who is the president and CEO of Walmart claimed that in order to face the fierce competitiveness in the present global economy and to stay ahead of the other reputable national and international organizations, Walmart will have to speed up its growth process. In the same address, Duke announced plans to conquer Africa also â€Å"by making a preliminary offer to buy Massmart Holdings Ltd† (Daniel). This paper aims at reviewing literature as a way of finding out what it has to say on the success of Walmart and what management strategies are employed by the management of this corporation to satisfy the needs of both employees and customers. Role of innovation in sustaining business success and growth: The growth of the international Walmart business outside the US is described by Duke as absolutely phenomenal and accelerated in context of building new department stores and serving dynamic needs of a diverse line of customers (Daniel). It is claimed by the Walmart organization itself that innovative leadership, concerned management, and a deep commitment to save public’s money have together given this business a global reputation due to which it is still in