Profile of Ford Motor Group - Henry Ford organisation Lab Report

Profile of Ford Motor Group - Henry Ford organisation - Lab Report Example The organisation culture of FMC has also been a heritage for the company, which would be evaluated in the report. Finally the framework of FMC for motivating the employees would be scrutinised so as to understand the human resource management initiatives of the company. FMC has always believed in one theme when it comes to human resource, i.e. ‘One Team, One Plan, and One Goal’ (Ford Motor Company, 2013). It has always tried to deliver solutions which will affect not only the business but the lives of people. It is the motto of the company to support and develop its human resources that design, develop, and sell the best vehicles in the world. Company Overview FMC is one of the most famous automobile manufacturers in the world. The company is headquartered in Dearborn, Michigan, USA. It was founded in 1903 by Henry Ford. FMC was the most sold automobile brand across the world before World War II. The large scale car manufacturing concept was introduced by Ford Motors in 1914 (Ford Motors Company, 2011). Ford has been a stable company all throughout its journey, though the company was also a victim of the global financial crisis which engulfed many stable leading companies of America, but Ford managed to save itself from bankruptcy. It recorded an operating profit of $ 8.8 billion in 2011, or $ 1.51 per share earnings. This revenue figure states that there has been an increase of $463 million in 2011 from 2010. The net income amounted to $20,213 in 2011, which is much higher than the net income of 2010, $6,561 million. The company is also into financing of vehicles, insurance and leasing (Bloomberg, 2012). Profile of Henry Ford ‘Entrepreneurs are not born, rather they become through the experiences of their lives’, has been stated by Professor Albert Shapiro of Ohio State University (National Content Standards for Entrepreneurship Education, n. d.). This saying is appropriate for Henry Ford. Henry Ford was born on the 30th of July 1863. He is well-known around the world, of course for FMC, but apart from this, he is also known for developing the system of mass production with the help of assembly line. Henry Ford discovered the creed called Fordism, which preached mass production of inexpensive products by offering high wages to workers (Seligman, n. d.). He had intense commitment towards reducing the cost of production and offering automobiles to Americans, which they can easily afford to buy. It was the vision of no one other than Henry Ford, to offer unprecedented mobility to the people which changed the lives of millions around the world. He is not only remembered for the automobiles that his company produced, but also for improving the standard of living of people through his inventions such as Ford Model T, or Qadricycle, and the assembly line approach (Ford Motor Company, 2012). Henry Ford introduced better automobiles after Qadricycle, and in order to publicise them, he drove his own race cars. The first c ar that FMC sold was in 1903, and it was a Model A car which was sold to a dentist at a price of $850. However, Henry Ford became one of the richest men in the world, mainly because of Model T cars. Even during 1914, he paid $5 per day wage to his workers. Henry Ford had a view that if the

Children's Literature - The Owl Service Essay Example | Topics and Well Written Essays - 750 words

Children's Literature - The Owl Service - Essay Example Gardner’s story continues the legend into the modern era. Alison and her family along with Gwyn and his family are caught together in a generational re-enactment of the story that typically ends in disaster thanks to the magic of the valley in which they live. The story’s relationship with the legend can be traced within the language and structure of the individual scenes such as the one found at the beginning of Chapter 20 in which Gwyn attempts to convince Alison to run away with him. The passage in question begins with the changes in the atmosphere around the house. This atmosphere introduces the building tension of the legendary story and the conflict between ‘Lleu’, who is symbolically represented, and Gwyn for Alison’s affections. The oppressive atmosphere is suggested on a physical level first, opening with the knowledge that â€Å"the weather changed overnight. A wind came, dragging clouds along the mountains.† This oppressiveness is brought down to the human level by Nancy, who â€Å"went about in silence and did her work with a perfection that made the house unbearable† yet Alison is afraid to leave it for fear her mother may see her leaving her appointed place. This mother is an unseen presence in the seen, just as she is in the story, yet she is always watching, always aware of what is going on, â€Å"Mummy saw us up the mountain. She was watching through binoculars. She was waiting for me.† This ever-present, al l-seeing eye introduces the concept of being watched over by less-than-sympathetic supernatural eye without moving outside of the realm of the natural and the normal. This is what Jackson suggests is the heart of the menippean fantasy. â€Å"It does not invent supernatural regions, but presents a natural world inverted into something strange, something ‘other’. It becomes ‘domesticated’, humanized, turning from transcendental explorations to transcriptions of a human condition† (Jackson 1981: 17).

Computer Network Security Essay Example | Topics and Well Written Essays - 1000 words

Computer Network Security - Essay Example It is now considered as a fundamental fact that if an application is connected and operates on the network, it can be exploited and compromised. Organizations are keen to build a layered defense of protection to counter cyber threats from internal and external entities. Likewise, there is a requirement to constantly monitor live traffic from and to the World Wide Web, remote connections, the real-time interaction of users to applications, Internet gateways and client interactions with the applications. Code reviews are essential, as patches from vendors must be tested first before implementation into the live environment. However, for effective implementation of patches, patch management practices must be documented and standardized. Likewise, there are effective tools available for performing effective patch management. Secondly, configuration management also plays an essential role in ensuring security for mission-critical aviation applications. For instance, if a faulty hardware c omponent is replaced with the new one, it is important to address issues with hardware compatibility, as any malfunctioned device may introduce the vulnerability. Thirdly, change management procedures must also be documented and approved by the respective application owners prior to any changes to the application. For instance, change request form requiring any changes within the application can be approved and documented for ensuring no vulnerable spots in the architecture and infrastructure. All the identified attack interfaces must be addressed by taking the following factors into consideration (Mitigating security threats by minimizing software attack surfaces.2008): Uninstall and prevent unnecessary features Default utilities and programs that are installed within the operating systems must be utilized (If required) Strong access management by user authentication Remove all default passwords on the application server

Leadership Philosophy Coursework Example | Topics and Well Written Essays - 1250 words

Leadership Philosophy - Coursework Example positive influence, developing right priorities, integrity, creating positive change, problem solving, right attitude, developing people, vision, self-discipline and team building. All these aspects are very important in respect of a comprehensive approach to leadership. However, one of the most important qualities of a leader is to have a vision. A vision is a clear image or idea about the aspirations of a leader. A vision comprises a set of specifically defined objectives that an individual or a firm aims to achieve, along with ways to achieve the same. Vision can also be defined as a picture of the future, where a leader defines the aspirations, develops plans for achieving the same and predicts future changes related to the venture. Maxwell explained that vision is developed by combining the past, present and future ideas. An individual is able to learn different lessons from past experiences, which act as cornerstone for vision development. The present helps an individual in determining resources that he/she would require while giving a physical shape to the vision. The future enables development of the bigger picture of a particular idea conceived in an individual’s mind. The paper is a self-reflective essay about a particular vision of the author and the various measures to be adopted for giving physical shape to the vision. Personal health is an asset for every individual. Yet, with increasing complexity in the surrounding environment, most of us are unable to enjoy a healthy life. One of the important aspects of maintaining health is food. Our food consumption behavior is reflected on our health. For instance, high consumption of fast food results in obesity, while excessive dieting causes malnutrition and related diseases. Most individuals want to eat healthy food, but hate to compromise on requirements of the taste buds. Consequently, taste gets more preference over health. The above situation is common for almost every individual and considering

Post devolution, do separate or dual identities exist in England and Dissertation

Post devolution, do separate or dual identities exist in England and Britain - Dissertation Example Such assumptions were based on the esoteric understandings of the two labels, British and English, and tended to affect the framing of the concept of a so called national identity that were based on territorial differentiation and the respective identities, nature of citizenship, and social inclusion. The nationalistic identity of any state which is dependent on its socio-political characteristics, may go through various transformations (like devolution); and under pressures from the changed local, political, and social conditions, may undergo differentiation. Under changed circumstances the nationalistic identity of ‘Britishness’ may take a back seat, with the regional identity of ‘Englishness,’ eclipsing the former. ... The Existence of Separate or Dual Identities in England and Britain post devolution period 1 Introduction 1.1 Background History â€Å"The history of England [is] not in England but in America and Asia† J.R. Seele Since 1997, United Kingdom has been undergoing devolution as regards to its 4 member states, England, Wales, Northern Ireland, and Scotland. England has been ‘eventually promised’ a new and ‘Greater London Authority,’ with a separate and Assembly and mayor, while separate regionally elected assemblies are also on the annals for England; while the remaining 3 states have been given varying degrees of autonomy in their assemblies. Thus this entire process of devolution spells out into new territorial contours within the realms of United Kingdom. A look at the history shows us that Britain did not quite have a homogenous nature right from the time of its conception, and the then British foreign secretary Robin Cook, ascertained that the concept of this â€Å"homogeneity of British identity that some people assume to be the norm was confined to a relatively brief period. It lasted from the Victorian era of imperial expansion to the aftermath of the Second World War...The diversity of modern Britain expressed through devolution and multiculturalism is more consistent with the historical experience of our islands† (Cook, 2001). The topic or concept of ‘British,’ after being reviewed by various experts has been found to consist of a large and gaping conceptual void (Kumar, 2000, 576). Historical records, in general, are found aplenty, starting with political, constitutional, social, and economic histories of England, yet there has

Marketing Plan College Case Study Example | Topics and Well Written Essays - 1250 words

Marketing Plan College - Case Study Example This will provide Ownership Properties with an opportunity to leverage its core competencies while servicing its business clients in an exclusive environment. Ownership Properties, INC is a privately owned and operated real estate investing /managing company. The group specializes in investing ideas, occupying strategies, inner city locations and serves primarily investing clients. Its available investment properties have between three and five bedrooms plus categories, and include all local and nationwide homebuilders. OPI has a high instance of repeat business across all its brands, particularly with custom homebuilders. The housing market is currently somewhat depressed, due to the economic downturn and restrictions being made on qualifying loans and financing. This threat to these critical sectors could be considered as short to medium term, as indications of a return to business . Observed. Ownership Properties, INC must continue to focus on delivering an exemplary business service at competitive rates, in order to cultivate repeat business. Ownership Properties, INC offers value and benefits to its clients in earning percentage commission on all deals. Its clients need to know that they can depend upon and develop a relationship with the management company that will ensure efficiency, ample value for their money and reliable support when they need it. OPI chooses to build very strong customer relationships, and we want to stay an integral part of the investing market. Market Demographics - Investor sources: California, New Jersey, New York, Chicago and Portland. Market trends can be categorized as follows: Taxation investing - 15% of client base. A 1031 exchange of certain types of property may defer the recognition of capital gains or losses due upon sale, and hence defer any capital gains taxes. Section 1031 investors are mostly seeking to invest concurrently in multiple real estate deals. Quality is a secondary concern to quantity. These prospect investors are the easiest and the most corporate of all time, as their main concern is taxation. Section 1031 investors may purchase investment property without question or even a site visit, as long as the deals can be closed within their desired timeframe. A specific timeline and term have to be met in closing the deals. Investors could incur large losses if they do not meet the specific terms of the 1031 exchange. Cash investing - 25% of client base. This portion consists mostly of experienced investors, who have multiple properties and extra cash on hand to obtain a higher rate of return than the regular CD or passbook account at a local bank. These are the most efficient and mature clients, who can close deals within two days if the price is right. OPI tends to favors these type of customers because they are low maintenance. Long-term investing - 60% of client base. This kind of investing is always connected with financing. The investors who are interested in long-term investing are usually short of cash, but have good credit histories. They are looking for high returns, but are skeptical. fully depend on the rent in covering the mortgage. Since this group has little or no investment experience, investment advisors must usually devote a lot of time to consulting, confidence

Principles Of human Resources Management Essay Example for Free

Principles Of human Resources Management Essay INTRODUCTION The management of organization human resource to make them attain the organizational goals and work effectively towards contributing to the growth of the organization in contemporary times has taken a new dimension from the traditional way of personnel management. Human resource is considered as the most valuable resources in the organization; without which other resources cannot be coordinated and utilized to the optimal sue of the organization. The formation of effective relationship with workers and enabling a working environment where there is informal relationship goes a long way to motivating workers to performance. According to Farrazzi Gatti (2007), â€Å"†¦developing deep, genuine relationships- both internally among co-workers †¦is one of the most important skills need for performance in workplace† Thus, Human Resource Development (HRD) is a vital process used in contemporary times to make an organization Human resource inapt and adequately equipped to face the challenges of the time. According to Wilson (1999:27), â€Å"An alignment between strategy and training and development is now commonly regarded as a good business sense in all corners of the globe†. This is more adduced to the limited resources and finance to aid an organization in the attainment of its goal. Thus, HR development will go a long way in the organization to attain effectively set goals in the most efficient way. For Colours R Us (CRU) company to effectively get the best in its human resource management , the management of the organization need to put in place conducive working environment; one that would motivate workers to want to remain long in the organization. This is obtainable through formation of deep relationship among workers. Getting the right people at the right place is a function of human resource planning. Motivation of workers plays a significant role in maintaining and making the positioned ‘right people’ stay and build up a long career in an organization. IMPLEMENTING AN EFFECTIVE HRM IN CONTEMPORARY BUSINESS Effective Human Resource Management practices are recognises as to enhance an organisation’s competitive advantage by creating both cost leadership and differentiation. Today’s competitive global environment has made organisation maintaining a competitive advantage puts a premium on having a committed and competent workforce. Low-cost, high- quality products and services are a result of committed employees all working hard to produce the best products and provide the best services that they can at the lowest possible cost. Thus, it is important that the Human Resource Managers are made to get in touch and be included in the organisation’s strategic plan, since they have the wealth of experience in the motivation of the organisational workforce into putting their best in the attainment of the strategic goals of the organisation. Furthermore, the possession of information about human resource planning put the Human Resource Manager in a good position to partake in the strategic planning of the organisation. For example, with the available information on human resource planning, this along side with the organisation strategy would bring about the hiring of the best human resource that would be in a better position to efficiently meet the organisation’s goals. In this view, Sims (2002), has it that, As effective partners in helping organisations successfully achieve their goals, Human Resource Management managers need to have a clear understanding of exactly what are the organisation’s strategies, and then they must ensure that their own efforts are consistent with provide support for those strategies. To the extent that the Human Resource Management function is seen as a strategic partner and/or a centre of expertise, of course, its manager should also be actively involved in the formulation of corporate and business strategies as well as other functional strategies. A closer integration between top management goals and Human Resource Management practices helps to elicit and reward the types of behaviour necessary for achieving an organisation’s strategy. According to Matanmi (2001:7), â€Å"as a concept HRM has relatively recently, developed as a generic (i.e. broad, all-embracing), and yet specialised management field that particularly draws its strengths from such multi-disciplinary sources of knowledge that include (but) not exclusively restricted to) personnel management, organisation behaviour   (OB), industrial and labour relations, economics, law, psychology and sociology†. In the process of HRM, there is an increasing emphasis on the personal needs of the organisation and its members. Thus, how effectively an organisation’s employee contribute successfully to the attainment of the organisational goals depends to a larger extent upon the ability of its HRM staff. Hence, the challenges of the HRM are to create an organisational environment in which each employee can grow and develop to his or her fullest extent (Sims, 2002:4). Furthermore, Rowden (1999) have it that Human Resource Professional need to master global operating skills. They should learn to do business in non-native environments, with individual of different backgrounds and perspectives and with products and services used in different ways. Human Resource Professionals should also be masters of the business environment. They need to understand financial reports, business goals, and consumer and investor important. â€Å"Also they must have the business acumen necessary to understand and support the business function. This will make Human Resource Professionals and indispensable part of a team assigned the task of charting a business’s future†. (Hussey 1995). Thus, it is seen that for the Human Resource source professionals to actively partake in the strategic planning of an organisation they need to be vast with skills that cut across financial planning, critical visioning and thinking, analytical skill and be informed with the ever changing technological development and better utilisation of modern information technology packages. This will make them be equipped to put the organisation a head of its competitors. SITUATIONAL ANALYSIS OF COLOURS R US (CRU) HRM PROBLEMS The workers in Colours R Us (CRU) are not motivated enough to make their stay and build up a career in the organization. The working environment is not conducive; as workers find it difficult to meet their personal needs in the locality where CRU is located. These include restaurants services, baby day care services, security of workers who engages in night shifts. The necessary amenities are not there to aid the worker abide in their work and stay long in the company. Another major issue that is making CRU not to attract the best workers and to retain those it has is the level of remuneration available to the company’s staffers. However, CRU gives an average remuneration, the locality where the company operates from there is higher level of payment. The software companies and communication call centers are well positioned to pay more. This alone, would be an obstacle in motivating the right workers to want to be employed and build up a career with CRU. This is also a cause to make already employed workers in CRU to wanting to move out. Furthermore, the statistical number of workers in the organization shows that women are more than male permanent workers are. Women workers usually leave within short period of assuming their post as workers in the company. There is the problem of getting more workers to operate the company’s diversification operation in the production of ‘Magnificence in Miniature’ RECOMMENDATIONS FOR MANAGING THE COLOURS R US (CRU) HRM PROBLEMS As a Consultant with ‘Right People Right Place’, my recommendations for CRU Company, to solve its HRM problems, include the following: MOTIVATIONAL IMPROVEMENT FOR THE COMPANY’S HR CPU as an organization has not done very well in the motivations of its staffers. Though the company pays its staffers the average pay in the industry, the workers put in much time. Motivation would keep the staffers to contribute meaningfully in the organization and they will be interested and prepare to build up a lasting career with the company. Lindner (1998), argues, â€Å"Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. Monetary incentive is not only the channel of motivating workers. The sense of belonging and appreciation of workers contribution to the organization goes a long way to motivating workers. To be effective, managers need to understand what motivates employees within the context of the roles they perform. Of all the functions a manager performs, motivating employees is arguably the most complex. This is due, in part, to the fact that what motivates employee changes constantly†. The CPU management should adapt different ways for motivating employees who serve long hours and permanent from short- term workers. Motivating short-term worker, this should be done differently from those workers who are overworked or who put in lengthy work performance in the organization (University of Chicago Newsletter for Supervisor and Managers, 2004). In motivating a short-term worker the management of CPU, need to adopt the following strategic approach: Reinforce the significance of short-term employees work by explaining their importance and how they contribute to the organization’s growth. Introduce short-term employees to the people who use their work to demonstrate the effect the quality of their work has on others. Counter assumptions that someone else will do the work if short-term employees do not come through. Discuss the role short-terms workers play in the CPU manufacturing and working process. They should be made to understand that their work is as important as that of other employees. The Management of CPU should demonstrate interest in their long-term plans for HRM for short –term workers. Plans should be devised to identify those areas where skilled short-term workers may have value elsewhere in the organization. The management should help short-term workers to identify other opportunities before their assignment in your department is over. On the other hand, to motivate those workers who have work lengthy period and over work for the organization, the CPU management can motivate this group by adopting a strategy that follows the sequence of: The CPU management should let the lengthy period and over worked employees know that the company value their stay in the organization and appreciate their contribution to the growth of the organization. They should be made to know they stand to be adequately rewarded. The management of CPU should display the quality of a team player by requesting from this category of workers what they require to made them comfortable and keep the work going. The management of CPU should provide a feedback to workers that put in lengthy work hours, stay, and make them fell appreciated for their contribution in the organization. ADOPTING A MUTUAL EXCHANGE MOTIVATIONAL STRATEGY Mutual exchange is another strategy the management of CPU can adopt in motivating their workers. Here, where a worker has accomplish an assigned task he or she should be given something in return based on   earlier promise made by the supervisor; this may come in form of   a day off, or early closure for the   day’s work etc. According the Moore (1991), the negative effect of this appraoch is that it is not the most effective approach for motivating   workers; as the workers and supervisor may not reach a balance on what should be exchanged for the accomplishment of an assigned task.   RECRUITING MORE MALE WORKER The management of CPU should engage in recruiting more males than females. The environment where the company is situated is not conducive for female worker to work adequately. There is absence of day care for nursing mothers and those women with little children; the vicinity is not safe enough for night female worker. Considering these facts, the male worker will do more to cope in the environment than their female counterparts will. STRATEGIC ALLIANCE FORMATION WITH OTHER INTENSIVE CARE AND FACILITY PROVIDING ORGANIZATION The major reason for the workers leaving the CPU Company within short period is adduced to the lack of amenities to contribute to workers convenience in working for the company. The locality where the company is situated lacks these basic amenities. The management of CPU can enter into strategic alliance by inviting and forming strategic partners with small organizations to provide basic services that the workers lack, such as children day-care services, security, inter-alia. REFERENCES Ferrazzi, Keith Gatti, Lisa (2007), â€Å"The Human Element of Successful Training† June Volume 61, 6c ABI/ INFORM Global P. 68 Hussey, D. (1995), â€Å"Human Resources: Strategic Audit† In International Review of Strategic Management Vol. 6 Pp 157-195. Lindner, James R. (1998), â€Å"Understanding Employee Motivation† in Journal of Extension. June 1998 Volume 36 Number 3 Matanmi, Segun (2001) Strategic Management of the Human Resources in Nigeria for the next Millennium: some notes   (unpublished article) Lagos State University. Moore, Dianne-Jo (1991), â€Å"7 Motivational Strategies Managers Motivation Of Workers† Modern Machine Shop http://findarticles.com/p/search?tb=artqt=%22Dianne-Jo+Moore%22 (2/11/06) Rowden, R.W (1999), â€Å"Potential Roles of the Human Resource Management Professional in the Strategic Planning Process† in SAM Advanced Management Journal. Vol. 64, Issue 3. Pp 22 Sims, Ronald R. (2002), Organisational Success Through Effective Human Resources Management West Port, CT: Quorum Books. Pp. 1-5, 8, 9, 20, 23. University of Chicago Newsletter for Supervisor and Managers’ (2004), â€Å"Strategies and Tactics Methods to Manage Your Work, Your Staff, and Your Results† Volume VI Issue 9 September http://hr.uchicago.edu/newsletter/itk20040901/toc.html (1/11/06). Wilson, John P. (1999), Human Resource Development: Learning and Training for Individuals and Organizations London: Kagan Page