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Management and Leadership, 2008.
An account of the rules of leadership and management and how they are effectively utilized.
2,038 words (approx. 8.2 pages), 10 sources, APA, $ 64.95
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Abstract
The paper discusses the differences between leadership and management and states that they are dramatically different. The paper adds that the consensus of many leadership and management researchers, is that each requires different skill sets to do well, and that leadership is centered on invoking and sustaining worker commitment. The paper quotes one of the world's leading experts in leadership, who remarks that management and leadership have many similarities, yet the most differentiating element is the character of the leader. The paper concludes that leaders who concentrate on pushing responsibility into their organizations rather than hoarding it, create a more effective culture in the long-term.
Outline
How the Four Functions of Management
Recommendations for Maintaining a Healthy Culture
From the Paper
"What many organizations do however is have subordinates complete surveys where they specifically rate their superior's managerial and leadership qualities relative to an ideal score. Using factor and discriminant analysis techniques to find significant clustering of attitudes and perceptions, researchers are finding that typically subordinates will judge their superiors' managerial versus leadership ability judged from the handling of only a few of the many decisions made during a period of time. Additionally, ratings may result from just one or more salient situations, the supervisor's outward behavior, his or her personality traits, or some uniquely subjective combination according to Lord (2000). Further, the research shows that managing and leading often overlap and conflict in these statistical analyses of attitudinal variables. As a result, the methodologies used for attempting to quantify the differences between managers and leaders are often not extrapolated to broader organizational applications. As Gordon and Yukl (2004) have often stated there is a lack of research rigor on the part of practitioners, a lack of empirical rigor on the part of academics, and differences in the research goals, all of which lead to the multiple taxonomies mentioned earlier in this paper. Gordon and Yukl (2004) also mention that in defining the role of manager versus leader, one cannot completely exist without the other. While psychographic research of subordinates yields the tendency on their part to create quick judgments of a manager's character, integrity, honesty and skill set, those with leadership-like qualities are seen as much more able to define a vision that makes sense for their organizations. This dichotomy of time horizons, span of control, and ability to motivate through a compelling vision over just using their legitimate power is what differentiates leaders from managers, and to the extent they inspire versus demand is to the extent to which they accomplish their goals."
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e-Business: Theory and Applications, 2008.
An analysis of current theories and potential applications for e-Business.
7,886 words (approx. 31.5 pages), 39 sources, APA, $ 170.95
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Abstract
This paper provides an overview of current e-business theories and develops a basis for determining potential applications of e-business in real world settings. The paper provides a critical review of the relevant peer-reviewed and scholarly literature, combined with case studies of companies that have benefited from e-business initiatives. The paper concludes with a recapitulation of recent e-business journal articles and their findings, followed by a summary of the research, conclusions, and recommendations.
Outline:
Introduction
Review of Related Literature
Methodology
Data Analysis
Summary and Conclusions
From the Paper
" For many companies today, establishing a presence online has become part and parcel of doing business; however, e-business opportunities and initiatives are frequently regarded as being both risky and challenging, particularly for bricks-and-mortar companies confronting new challenges such as a lack of e-business skills, resistance to process redesign, and the ambiguity associated with changing the information technology (IT) infrastructure of the company (Daghfous and Al-Nahas, 2006). In this regard, Jackson, Harris and Eckersley (2003) emphasize that, "As managers increasingly recognize, the Electronic Age calls into question many established 'good' business practices while also creating new challenges and dilemmas" (p. 4). Likewise, Galagan (2001) cautions, "In such a fast-moving competitive market, there are many ways for companies to take a wrong turn. Bad business models, narrow market niches, low margins, premature entry into a market, and going with the wrong technology have finished off many companies and made others targets for acquisition" (p. 33). In this environment, identifying relevant current e-business theories, real-word applications and the potential for future applications represents a timely endeavor."
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Strategic Management at IBM, 2008.
A discussion on the successful strategies and operation of IBM.
2,081 words (approx. 8.3 pages), 5 sources, MLA, $ 65.95
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Abstract
The paper discusses the IBM business group and states that IBM remains an international leader in the IT industry due to the emphasis they place on the satisfaction of its customers' needs and the technological advancements they incorporate in their products. The paper emphasizes that the development and implementation of the necessary strategies has taken into consideration the various internal and external forces that influence IBM. The paper concludes that the company has an established brand and good reputation, they do not base their strategies on them, but develop new ways in which to address the market.
From the Paper
"The corporate mission of IBM's is extremely appropriate for the industry in which it operates and it is also relevant to the nature of the operations conducted by the organization. It emphasizes on both the incorporation of the latest technologies, but also on the desire to completely satisfy the customers' needs and wants. Given that the mission statement is only a generic presentation of the company's goals, it is only normal for it to contain limited information. But I could also state an increased focus on the personnel. In this order of ideas, IBM's mission statement could also relate to their efforts of integrating the employees into the corporate culture and the efforts the company makes to train, motivate and reward its employees. Foremost, in the social context of increased attention to reducing the negative effects of operational process onto the natural environment, IBM could also state its dedication to developing environment friendly procedures and techniques that reduce the waste eliminated and pollute less."
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Is Wal-Mart Good for America?, 2008.
This paper evaluates if Wal-Mart is beneficial for America from the perspectives of its social and community impact, economic impact and political impact at the local level.
2,505 words (approx. 10.0 pages), 8 sources, MLA, $ 76.95
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Abstract
The paper discusses how Wal-Mart's dominance in retailing is attributable to the company's extensive supply chain, its ability to gain suppliers' lowest pricing in exchange for selling their products through its extensive retail chain of stores and superstores and its ability to keep wage and operating expenses low. The paper explores the social and community, economic and political implications. The paper concludes that Wal-Mart is good for America and has become the retailer of choice for the struggling middle class, yet it does extract a price for the value it delivers.
Outline:
Introduction
Social and Community Impact
Economic impact
Political Impact
Conclusion
From the Paper
"Wal-Mart's impact on the social systems and communities on a local level is already significant and becoming more pervasive. With this impact comes the responsibility to manage their corporations' many strategies, initiatives and plans with foresight as to their impact on social systems and communities as well. Despite claiming they have a commitment to ethical corporate behavior and support at the community level, even going as far as to create a (Global Ethics Office 2), the company's track record in terms of lessening the quality of life for retailing workers has been empirically proven (Freeman, 38) and (Drogin, 45)."
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Women in Management Positions, 2008.
A review of the article "Management Women and the New Facts of Life" by Felice N. Schwartz.
948 words (approx. 3.8 pages), 1 source, MLA, $ 33.95
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Abstract
The paper examines the article "Management Women and the New Facts of Life" where the author addresses the realities of employing women in top positions. The paper discusses the issues of maternity leave and childcare and the need for workplace flexibility. The paper explains the author's belief that women are sufficiently valuable in terms of adding value to a company that it is worth the investment to suit them better in terms of lifestyle and family.
From the Paper
"The beginning of Schwartz's article rather surprised me, particularly as I am part of a generation that strives towards equality for women and men. How could an article that claims to be about "Management Women and the New Facts of Life" begin with a statement like the cost of employing women in management being greater than the cost of employing men. As the article progresses however, the author makes clear the opening statement as one that acknowledges the realities of women in the workplace. The main reason for the opening statement is based upon the biological fact of maternity and the socialization processes connected with it."
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Diversity in the Workplace, 2008.
This paper discusses diversity issues in organizations today.
1,635 words (approx. 6.5 pages), 7 sources, MLA, $ 53.95
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Abstract
The paper defines diversity management and discusses the trend to provide diversity training to improve working relationships and foster understanding between workers. The paper talks about legal requirements by state and federal government that mandate all organizations to be sufficiently diverse with respect to race, gender, age and ethnic backgrounds. The paper also addresses common and subtle diversity issues within organizations.
From the Paper
"With economies becoming very interdependent and organizations becoming increasingly global in nature, diversity in the workplace is become more and more common. Teams are also becoming the norm for organizational structures. Management styles are evolving to manage the new complications and issues that arise as a result of this new form of structure. Global teams and virtual teams, are but few of the team scenarios that are encouraging organizations to review what diversity means to the organization and how they can harness this diversity for maximum good. Diversity often occurs naturally as a consequence of global interchange. But, in many situations, organizations seek to make their workforces more diverse in the hope of getting the best advantage of human resource talent and skills."
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Proposal for a New Business, 2008.
A review of the necessary concepts to be considered when opening a new facility.
1,712 words (approx. 6.8 pages), 5 sources, APA, $ 55.95
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Abstract
The paper discusses a proposal for starting a new business and states that the goal is to register profits. The paper analyzes a pharmaceutical operation in which increased chances of retrieving revenues never ceases. The proposal is based on the partnership of two associates which is funded through personal transfers and a bank loan. The paper states that the company aims to address the needs of a wide customer palette. The strategy used is one in which promotion is one of lower retail prices than those implemented by the competition. The operational facility chosen is based on a given budget and is located in a populated area.
Outline:
Executive Summary
The New Business
Conclusions
From the Paper
"The increased costs of the drugs is an impending problem within the United States and to reduce it, or at least ensure they attract the customers, the new business will implement lower prices in comparison to the competition and will also use a lower markup. In this order of ideas, the pricing strategy used will be a variable pricing strategy, which states that the retail price to the end consumer is based on the costs incurred during the product's manufacturing. An actual price per unit of product is difficult to estimate due to the variety of sold products and their numerous prices, but a rough average would be around $2 per tablet."
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Human Resource Development In A Global Marketplace, 2008.
A review of the role of human resource development in assisting an organization to achieve successful business performance in a global marketplace.
1,551 words (approx. 6.2 pages), 4 sources, APA, $ 50.95
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Abstract
The paper discusses that today's global marketplace has changed the definition of the role of human resources in the business world. The paper then examines those changes and its effect on the role held by human resource managers.
Outline:
Introduction
The Role Of HR In Today's Marketplace
Assessment Of The Extent Of Global Participation
Challenges: Differences In Culture And Management Styles
Challenges Of A Global Marketplace
Summary and Conclusion
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From the Paper
"Bray (2006) states: "Barney (1991) developed a model that demonstrates that, for a resource to be the source of sustained competitive advantage, it must create value (V) for the firm; it must be rare (R); it must be inimitable (I); and it must be nonsubstitutable (S)." Bray states that when this model is applied that human resources has the "highest probability among all resources of being the source of sustained competitive advantage for the firm." (2006) With this in mind, Bray argues that a firm should "focus its entire pool of human resources..." (2006) When human resources is considered in the organization Bray states that human resources is distinguished as: "...individuals (or an elite group of individuals such as top management teams) and human resources as the total pool of human capital." (2006) However in Barney (1991) the emphasis was placed on HR resources referring to both manager and worker characteristics and the work of Wright McMahan and McWilliams (1994) posited that "...the larger pool of human capital that constitutes the entire organization is more likely to be a source of sustained competitive advantage." (Bray, 2006) A resource, according to Bray "must also be rare if it is to be a source of sustained competitive advantage." (2006) In fact, the organization that is globally based has a better change at acquiring the 'rare' human 'resource' because it has a larger pool to choose from. Bray specifically states: "Therefore, firms that, because of their international operations, can draw from more than one labor pool have a greater potential for developing a human-resource-based sustainable competitive advantage than do domestic firms that can draw from only one labor pool. Transnational organizations by virtue of transnational representation and a transnational process are particularly able to draw upon the rare components of their multiple labor pools, and are, thus, more likely to develop sustainable competitive advantages." "
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Communities of Practice, 2008.
An analysis of how communities of practice function and of their growing importance in businesses, organizations and worldwide.
4,096 words (approx. 16.4 pages), 9 sources, APA, $ 110.95
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Abstract
This paper discusses how the globalization of knowledge pools and resources is responsible for the growing number and importance of communities of practice. The writer defines the term and gives the criteria that must be met for a community to qualify as a "community of practice." The author also describes various ways in which such a community functions and explains how informal networks and professional communities benefit the organization in which they exist as well as the individual members. Additionally, te author lists ways to cultivate communities of practice, and also notes some of their downsides. The paper includes a case study of an organization that set up a community of practice, and charts.
Case Study
Communities of Practice and Organizational Performance
Cultivating Communities of Practice
From the Paper
"With communities of practice, one cannot think in concrete or opposed terms. There is normally a continuum. For example, knowledge can be more or less explicit. Similarly, explicit knowledge is not freed from the tacit. It is not possible to make everything explicit and eliminate the tacit. It is only possible to change relationships. As a result, the process of making something explicit, formalizing or sharing are not just translations; they are instead transformations--the development of a new context of both participation and reification where the relations between the tacit and the explicit will be renegotiated."
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De Beers Consolidated Mines, LTD., 2008.
A review of the challenges that face De Beers Consolidated Mines, LTD and the company's strategic capability to revive their diamond operations.
1,983 words (approx. 7.9 pages), 9 sources, MLA, $ 63.95
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Abstract
This paper discusses the history and development of De Beers Consolidated Mines, LTD from its founding in 1888 until today. It specifically looks at the severe competition that De Beers faces today and the challenges that it needs to overcome. The paper then analyzes the company's strategic capability to revive the diamond operations and retrieve the desired financial and non-financial results.
Table of Contents:
Thesis Statement
Company Description
Company Problems
Conclusions
From the Paper
"But during recent years, they have been faced with a wide series of challenges. The most relevant problems refer to a diminished public perception (in Africa for instance, they have been accused of paying rebels to extract diamonds and with the money received, these rebels would purchase weapons and engage in violent reactions ) which often materializes in loss of customers. Then, electrical power problems and the restrictions imposed in South Africa are yet another matter of concern. The best way to resolve the issues would be for De Beers Consolidated Mines to change their approach to the market and develop new strategies that do not apply to monopoly, but to highly skilled, developed and experienced company that wants to revive the industry and make a difference."
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