ShantanuT01/DACTYL-Pretraining huggingface dataset:
Introduction Devising effective business strategies that improve the overall performance of an organization and its successful participation in the global market has become one of the most burning ambitions that managers in companies that intend to increase customer preference, profitability and sustain competitive advantage have assumed. Studies point out that as a business in the local and international market is becoming more diverse and competition increasingly intense, formulating an effective business strategy has turned out to be one of the effective ways a business can exist and compete favorably. In an oorganizational setting, the term organizational behavior is used to describe the dynamics that exist between individuals and groups in a typical workplace in addition to the operational nature of the organizations in question. There is a myriad of factors that come into play whenever people interrelate, intermingle, or work together in organizations. These factors account for the organizational behavior issues which are significant in the day to day running of business organizations. It is also imperative to note that the study of organizational behavior is growing in importance bearing in mind that contemporary multinational organizations are comprised of employees who have to work as cohesive teams in spite of their distinct cultural values and socio-economic and political backgrounds. Bernardez (2009) points out that some of the practical approaches that businesses have embarked on include developing useful core competencies, value chains, supply chains, strategic directions, and competitive advantages. As this paper examines, businesses are developing core strategies and improving on them to enhance their performance locally and globally. It is on this front that this paper analyses Haier Group, it is business strategies and how they impact on its performance. A background of Haier Group Haier Group is a global white electric appliance company with its Headquarter in Quingdao China (Chan 2011, p. 148). Studies indicate that the company, formerly known as Quindao Refrigerator Plant, has today established itself as a renowned brand in the whole world ranking among the top four most significant manufacturers of white goods. In China, Haier Group is the largest white goods maker, and its various products include computers, cell phones, vacuums, televisions, microwaves, dishwashers, air conditioners, freezers, and refrigerators. Chan (2011, p. 150) indicates that its massive growth and business successes are due to the ability of its management team to make effective strategic decisions and efficient implementation of core competencies. The company’s annual sale from over 13,000 different products it produces is approximately $8.6 billion (Chan 2011, p. 152). The company has an
The article Backyard without Fences provides an ingenious analysis of the dynamics of the American consumer product market. The insights provided in the article as well as the recommendations that the authors give to the consumer product companies in the US are not only accurate, but also backed with sound empirical research. The article focuses on the changes in the current the consumer products market, exploring the most profound factors that might prompt the declining of the “fence” that initially protected the markets of most consumer products companies in the US market. As pointed out in the article, most companies in the US consumer products market enjoyed an unquestioned dominance in the industry. However, the trend is rapidly changing with many of the former industry giants struggling to remain relevant and profitable in the current market. While these companies had sizable consumer populations around them, they are currently in a desperate position as a result of these changes. In an effort to constuct new and more effective fences that would ensure that these companies regain their former glory, the article recommends several measures that include the need for executives to effectively understand the state of the consumer base that is increasingly becoming more sophisticated. The article comes up with incredibly interesting recommendations that would enable the consumer product enterprises in the US to regain control and enhance their productivity in the 21 st Century. For instance, they indicate several emergent market segments that the consumer products companies must fully understand so as to build their territories around them. These include the millennial generation, the Hispanic Americans, and the baby-boomers. The changing state of the social-economic groups in the society also critically influences the market. As pointed out in the article, the middle class in the American society is declining which calls for a change of strategy especially for the consumer product companies that traditionally aligned their products to the needs of this group. Certain aspects of these groups have been highlighted that facilitate the understanding of their specific behaviors. These include their connectivity through the use of technology, their changing preferences and tastes, and also their percentages in the consumer products market. These aspects are very relevant and important especially in trying to understand consumer behavior in the modern society. For instance, the proliferation of technology provides customers with new ways of shopping and comparing product prices. The knowledge about the ways in which different consumer groups use technology in buying different products is vital for organizations aiming at securing these market groups. In the article, the millennial generation is presented as tech-savvy and able to search for product information fro
Even now, scholars have not come to a consensus as to the root causes of the so-called Great Potato Famine. There are a great number of theories, but it seems that none of them fully reflects all the complexity of this phenomenon. The main problem is that very often many historians tend to be partial and even prejudiced while interpreting the factors, which contributed to starvation. What we know almost for a fact is that this tragedy diminished the country’s population by approximately twenty percent. Some people died from starvation, some were forced to leave the country in order to save their own lives and the lives of their children. There is a widely held opinion that the famine sprang from the so-called late blight, a potato disease, which destroyed virtually all harvests of 1845. Certainly, such explanation may appear very plausible, but it does not acquit those people, who could have averted this calamity. It is often argued that that the inaction of the British government aggravated the effects of the famine. In addition to that, several historians believe that the Po
Discussion Performance appraisal involves systematic review of staff performance on a written basis, at regular time intervals; and holding of appraisal interviews at which employees have the opportunity to discuss performance issues past, present, and future, on a one-on-one basis, usually with their immediate line manager. Performance appraisal applies a systematic approach to supplement organizations on going processes of assessing their staff. Performance appraisal covers a whole spectrum of employees in organizations. Past practices of had confined performance appraisal to managers and supervisors. However, there is current evidence that most organizations are expanding performance appraisal schemes to include not only secretarial and clerical staff, but also manual employees. Organizations in both private and public sector also extent performance appraisal schemes to cover higher echelons of organizations, to include directors (Deb, 2006, p. 200). Performance appraisal schemes in organizations fulfill multiple objectives. This is important in that several objectives can be attained. It is important for everyone in the organization, particularly organization’s decision makers, to be fully aware of precise objectives of performance appraisal system expects to fulfill and specific priorities within these objectives (Towers, 1996, p. 199). Performance appraisal in organizations assists in identification of training and development requirements of workers. Without appraisal schemes in organizations, would not be accurately identified in organizations. In addition, appraisal of employee’s performance provides them with feedback on job performance, thus creating a basis for improvement and development. Performance appraisal in organizations is directly associated with motivation of employees. This is because it offers some of the vital components of effective strategies of motivation (Chandramohan, 2006, p. 138). Methods of Performance Appraisal in Organizations Organizations utilize a wide variety of techniques and criteria for appraising their staff performance. Organizations in both private sectors ensure that they adopt appropriate and effective appraisal methods for evaluating their staff. For instance, majority of organizations review performance against objectives that those organizations have preset. This stemmed from the Management by objectives philosophy. Organizations ensure that these objectives are specific and measurable, and challenging to employees, though achievable. This has encouraged organizations to set effective objectives which have ensured substantial employees’ participation in the process of setting organizational goals. Shared goal setting in organizations has led to enhanced feeling of commitment by employees to meet goals that have jointly been agreed upon (Schuter, 2007, p. 279). Since organizations have extended performance appraisal to all levels of organizations, a number of performance variants have been developed. For example, methods of setting objectives, definition of
Introduction Appropriate management of organizations incorporates a variety of domains, including the development of organizational structure, job design, and reward system that will enable goal attainment. Walmart is considered one of the biggest companies working in the contemporary retail industry. This paper aims to provide a brief description of Walmart, evaluate its structure and current issues, provide recommendations for improvement, and discuss compensation packages for employees and executives. Company Description Walmart is an organization operating in the retail industry, both online and offline, that sells a wide range of products at affordable prices. For an extensive period, this organization focused solely on operating its physical store locations, but in recent years, the shifting consumer demand urged it to explore online shopping. Efron (2017) describes the goal of the company in the following manner – “Wal-Mart improves its profit and loss (P&L) every time it is able to save customer money” (para. 10). Therefore, the focus of daily work for this establishment, which shapes its structure and people management strategies, is the ability to present essential products to their customers at convenient locations for affordable prices. Being the largest retailer in the country, this company has to focus on managerial excellence in regards to organizational structure and human resources to ensure the retention of its competitive advantage. According to Efron (2017), approximately 1% of the US population is employed by this organization. Thus, millions of people work for Walmart and fulfill the daily tasks to ensure that customers at these supermarkets can receive desired products. The number of stores that operate under this brand name in 2019 is estimated at 4,769 locations (“Total number of Walmart stores,” 2019). The type of organizational structure that Walmart has is a functional hierarchy, which incorporates crucial components such as vertical authority structure and the ability to impact the entire company simultaneously. More specifically, this business has a structure that implies strict division for each domain of work, for instance, human resources or logistics. Additionally, apart from the CEO, each employee has a supervisor or manager who oversees the work and ensures that the current goals are reached. These regional and store managers can communicate with the head office and efficiently implement changes or new strategies on site. It can be argued that the organizat
Mammography screening is one of the most recognized options for analyzing breast tissue in adult women. Recommendations note that clinicians need to explain all the benefits and drawbacks of this process due to mammogram’s potential in increasing cancer risk (Løberg, Lousdal, Bretthauer, & Kalager, 2015). Nonetheless, mammogram also has different limitations in cancer screening, and they can significantly reduce the effectiveness of this test. For instance, some breast tissue may be considered suspicious on the mammogram but not be breast cancer (Welch, Prorok, O’Malley, & Kramer, 2016). As a result, a patient can undergo unnecessary treatment that causes side effects and lowers one’s quality of life. Women with dense breast tissue are in a group with a higher rate of false mammography results (Hugo et al., 2018). They should be offered to undergo other tests to determine whether they are or at risk of having breast cancer. One of the options for patients with dense tissue is ultrasound. This procedure does not use radiation but high-frequency sound waves, which do not have the same adverse effects on patients’ health (Hugo et al., 2018). In contrast, the accuracy of this procedure allows it to be an alternative for women who cannot undergo mammography due to the increased potential of false mammogram results (Hugo et al., 2018). Moreover, if the residence area of a patient does not have mammography equipment available, ultrasound can be used instead. Another option for women with dense breast tissue is magnetic resonance imaging (MRI). Similar to ultrasound, MRI does not rely on radiation, but its accuracy remains under question for this particular screening (Hugo et al., 2018). Overall, the decision of the advanced practice nurse concerning choosing an appropriate method should be based on a woman’s personal choice, patient history, financial concerns, and equipment availability.
After the Mayflower and Tecumseh’s Vision are two films that form the first and second parts of a five-part documentary known as We Shall Remain . The two documentaries explore the lives of two Indian leaders during the encroachment of white settlers and pilgrims on their land. After the Mayflower captures the period of the white pilgrims during the time Indians were led by Massasoit in the 17 th century. Tecumseh’s Vision captures the time the Indians were led by Tecumseh in the 19 th century. Long before the leadership of Tecumseh and Massasoit, native Indians interacted with the European settlers and welcomed them in their land. Their shared their land, hunting expertise, food and supplier with these settlers thinking that they would protect them from other Indian tribes. Things started to change in the 17 th century when it became clear that the European settlers were after their land. This essay compares and contrasts the situations of encroaching white settlement that faced Tecumseh and Massasoit. In After the Mayflower , Massasoit welcomes the New England settlers in their land under close supervision. He allows them to use their land to build a home without engaging in a confrontation. Massasoit sends a few native warriors to investigate the behavior and actions of the visitors. The fact that the settlers were accompanied by women and children made them believe that Europeans were harmless. The narrator of the film says that it was a customary tradition of the Indians to welcome guests accompanied by women and children (“After the Mayflower”). Tecumseh had witnessed the killing of his father by the settlers and knew what they were capable of achieving. His brother’s (Lalawethika) vision set him on a path of renewal to harness the energy of the Indian people by creating a great political and military confederacy obligated to eliminate the expansion of whites. Massasoit was gullible and easily persuaded in the eyes of the white settlers unlike Tecumseh who was stern, respected and inspiring. In After the Mayflower , Massasoit is seen signing every treaty the white men brought to him without much hesitation. There is a scene that Massasoit storm into the village of the whites furious that
High priority issues Falling sales – The issue is a newly opened store next door offering better products, simulation is done by analyzing impact of having a new item with variety of uses and the old item on the other hand you are used to and determine what you will prefer. The supervisor should shop in the new store and get to see how they are doing things differently and we will work at a strategy of giving better service and market our new services. Reduced sales will result from lack of proper advertising or it could result from deliberate attempts from employees to chase customers due to lack of motivation. Simulation is done by thinking like a customer while budgeting and carrying out purchases and the kind of service expected or received in the past. Mostly, one will go for high-tech products like internet gadgets. The company should carry out advertising and product promotions to push the sales of the music systems but stock the items needed by the consumers. However, if such products have demand in other store, they can be marketed there and if possible sent there. About the new store, we should stock highly moving items-internet related items, offer after sales customer care and do aggressive advertising. Product promotions as well will help push the sales. Simulation will be carried out by putting in stock newly manufactured internet gadgets and the normal music theatres, then ask a client to choose what one likes to take for free, most will go for he first option and that should be stocked more. The market trends speak louder, customers of electronics want to be given variety so they can compare and choose what they want to use. We will give them many products under one roof so they can choose that which they want, simulation is done by having two stores, one stocked by same products, and another store by a variety of same products for comparison, the store with variety will attract more purchasers than in the first store. A working and stable WAN is very crucial in the stores operations. Management should make it a priority to install a reliable WAN so as to help coordinate the system’s stores and do sales real-time. Lower priority issues Attrition: Employees could leave because of many reasons ranging from lack of motivation to work, low salary and the excitement of working for a new store. Simulation is done by analyzing level of satisfaction at work in relation to the best working environment within the locality and what can lead to employee turnover. Management should contact the leaving employees to know reasons for their leaving and try to remedy this to avert more employee turnover. Some incentives may be introduced in due process. Disability laws are essential since they give the disabled a chance to buy from us or work at the company. Simulation is done by working on a small wooden structure showing current access routes and another for proposed
In present-day society divorces became a generally accepted and habitual phenomenon. However, the prejudices concerning divorces are broken down, the narrow-mindedness as to the gender roles still is rather strong and children are always expected to stay with the divorced mothers. In the article I’m a Better Mother Since I left My Child Daylle Deanna Schwartz, the author, admits that in some situations it is better for children to live with their single father. She believes that it is not compulsory to live with a child to be a good parent and it is more important for the adults to be themselves. I appreciate the author’s will of power in opposing the public opinion and agree with the author’s point of view that parenthood means much more than living in the same place. The author admits that in some cases it is better for children to stay with their father after the divorce of the parents, and I agree. Schwartz writes that her small daughter was influenced by public opinion: “She sadly told me that she wished I were at home baking cookies like some of her friends’ moms” (p. 2). In this naïve claim of a nine-year-old girl, the public opinion on the household chores and care for children as the main functions of the woman in the society are reflected. I agree that it is very difficult for a child to accept the differences between the generalized model of a happy family and the family of his/her own. It is not easy even for adults to alter their views on the accustomed gender roles, for this reason, the author was isolated in the society and deprived of the support of her friends. Leaving one’s child with a single father after divorce is considered to be shameful for a woman. Trying to save their accustomed picture of life, the members of the society deny everything that does not fit in it, without clear argumentation of their choice. Thus, it requires moral strength to oppose public opinion and make decisions being guided by the personal considerations, interests of a child but not the social prejudices. The author admits that she could not fulfill all her parents’ functions better feeling like half a woman and a dysfunctional mother if she had not changed their life. The author states, “I bucked the traditional belief that says a mother’s place is with her child, no matter what. But I didn’t need to live with her to be a good parent” (p. 2). The author is strong enough to prove that th
The name of the hate cult group is the healthy people’s family which is focused on creating a lot of negative publicity for the fast food industry that is promoting a lifestyle of obesity and nutritional deficiency in the country. The group was started thirteen years ago in response to the increasing rates of obesity around the world which were mostly attributed to the growing fast food industry and the unhealthy food served in most of these restaurants. The group was founded by two members, Marcus Harvey and Thomas Pendgrass, who held the belief that fast food, violated the bodies of human beings, making them unclean and unhealthy. They established the healthy people’s family based on the notion that the global fast food industry was designed to solely eliminate the nutritional and healthy lifestyles of people around the world (Cox et al, 2009). The two founders established a paradise that would offer the cult’s members a lifestyle that is free of any unhealthy foods that were being pushed on people by the fast food industry. In 1999, Harvey and Pendgrass acquired a large 14 acre farm in the outskirts of Missouri, USA where they would go on to establish the healthy people’s paradise. The large piece of land enabled the various members of the group to grow nutritional and healthy foods which included cabbages, carrots, fruits, lettuce, onion and parsley. In the farm compound there were three buildings where one was used as the food store, the other as a gathering place and the other as a place for sleeping. All male and female members shared the same quarters and they were all required to participate in health living activities. On joining the group, new members had to first undergo a cleansing ceremony conducted by Marcus Harvey himself because he considered himself to be the prophet of purity and health