ShantanuT01/DACTYL-Pretraining huggingface dataset:
This is an analysis of a case study about Hyten Corporation, which aims to introduce formal project management to foresee the successful implementation and completion of its projects. In a pursuit to develop a new product, timely delivery of the new product to the customers is paramount for the success of any project. Due to this critical factor of success, the director of sales (Knapp) and the director of engineering (John Rich), met to seek a way forward. While Rich thought formal project management was necessary in Hyten, Knapp was concerned about the recruitment of external personnel to run the development of the new product. This is the controversy surrounding Hyten on how to adopt the formal project management approach. The approach of formal project management taken by Hyten Corporation involved expansion of the Business Development Department. This approach is advantageous to the firm because of limited resources used to hire new staff, and changes the informal perceptions by managers and other employees towards the Business Development Department, to formal ones. Other than integrating formal project management into the activities of the business development department, there is the issue of sourcing outside resources for a project management team to oversee the implementation of a project. Despite the fact that outside sourcing for personnel is associated with a more objective judgment, use of internal personnel is beneficial because it is associated with less resistance and the individuals know how to get their way around the operations of the organization. However, if the management is very sure that the company does not have any personnel that meets the requirements that enable him or her to become part of the project management team, this should be articulately communicated to avoid misconceptions. What are some of the major problems facing the management of Hyten in accepting formalized project management? (Include attitude problems/personality problems) There is no coordination, and communication, among the departments, and this has warranted change. On the other hand, there is resistance to change from what the departments have been used to, as well as resistance to the recruitment of outside personnel (Kerzner, 2006). Opposition of external personnel to form part of the formal project management team is based on the notion that there are equally competent personnel within the organization who can form the formal project management team (Kerzner, 2006). Do any of the managers appear to have valid arguments for their beliefs as to why formal project management should not be considered? Excellent project management skills are paramount for every manager. The problem at Hyten is a lack of clear understanding of individual or departmental roles and responsibilities, which, according to Pinto (2000) lead to project failure. This being the case, the arguments presented by the different managers are valid. Prior to seeking experts from outside, each individual with the required skills and experience should be given an equal chance of e
Problem statement In this case study, the General Manager of Qualibrand, Mr. Orosa is faced with a prospective joint venture proposition. A quick look at the situation reveals that Qualibrand Company is the right choice to consider in the joint business venture with Autoliv because it has good marketing capabilities in the targeted market in terms of sales of its products. However the venture involves production and distribution of a new product which Qualibrand lacks knowledge in and thus possesses limited technological expertise to produce. In addition to this, Mr. Orosa has not factor in the future goals and objectives of Qualibrands as related to possible profits and losses or further market expansions derived from increased demand. Another problem that is inherent in this assessment structure is that Qualibrand does not cover all aspects required before involving itself in a joint venture. In addition to this, the potential market (Thailand) is already saturated by other self established suppliers of the same product and this will pose a serious problem when it comes to distribution and marketing. Problem analysis Qualibrand Company has been dealing with the production of minor car accessories and distribution of differentiated products on a local level. This venture proposes a production capacity higher than what qualibrand can handle. In addition to this, it is a new product to Qualibrand which means new technology, better labor and new marketing and distribution strategies in order to efficiently ensure success in this joint venture. On the same note, there are some aspects that have been neglected during the whole process. For example there is no specific timeframe as to how long the alliance will last or how the profits and losses will be divided in the future of the venture. To add on this, there is no clear information on how the joint venture will affect Qualibrand’s current operations. Also Mr. Orosa would be the general manager if the joint venture went through but it is clear that he and Qualibrand as a whole lacked the expertise to produce and market this new product both in terms of skills and experience. As Schniederjans (1998) literates, poor management skills leads to poor results and without this knowledge, the venture was bound to fail. Also, Autoliv has not fully addressed the human resource aspect. This is because SMACA as a partner is given a small portion on the overall management of the venture yet its contribution is of great significance to the whole operation. This would bring some unforeseen conflicts in the future if not addressed. In addition to this, Qualibrand has not considered how it will handle its human resource during the transition. As suggested by Autoliv, in order to be fully compliant they require new employees who are conversant and experienced with the technology and production of the seat belts. The other option would be to offer training to the current employees a process which would evidently take time and consume more resources in terms of finances. This is the most important aspect to consider because the employees are core
Introduction Hall-effect technology was first discovered in 1879. It was discovered by a physicist who was trying to prove the theory of electron flow (Ramsden 12). The physicist, Dr. Edwin Hall, discovered that a magnetic field affected the flow of current in a gold rectangle that was placed perpendicular to the magnetic field. This discovery gave rise to the advent of hall-effect sensing technology. Hall-effect sensors are devices that are magnetic and are used either to measure magnetic fields or as magnetic switches. This technology is often employed in speed detection, current sensing, positioning, and proximity switching. Hall-effect sensors are designed using basic engineering principles and are used in various applications. Design Basic hall-effect sensors operate as magnetic field sensors. For them to be usable in various applications, they require signal conditioning. This conditioning includes an amplifying stage and some temperature compensation. If the voltage used is uneven, then there is a need for voltage regulation. A basic hall-effect sensor consists of a regulator, hall element, a differential amplifier, and voltage input. This type of sensor is an analog device and it produces a voltage equaling its magnetic field. The magnetic field that is produced in this sensor can be either positive or negative. This means that the amplifier records both plus or minus power supplies. Hall-effect sensors are available in a variety of voltage ranges. There are 4.5 to 12, 4.5 to 10.5, and 6.6 to 12.6 VDC sensors. The transfer function of these sensors can be expressed through an equation or a graph. The transfer function value in this case is determined by null-effect, sensitivity, and span. Digital output sensors on the other hand consist of a regulator, amplifier, Schmitt trigger, and a regulator. Its transfer function incorporates hysteresis and current sinking. Digital sensors can use regulated or unregulated power supplies. Their output depends on operation point, differential, and release point. Applications Hall-effect sensors are applied in various devices and mechanisms. The choice of application is primarily based on
Introduction The National Commercial Bank of Saudi Arabia was established in 1953. It was the initial bank in Saudi Arabia. Most of people, who knew about banking, depended solely on it for financial services. The citizens did not know about any other bank, as it was the only one, which existed (Baker 112). Currently, this bank is the biggest in whole of Middle East. The latest information gotten about it indicates that it has a paid up capital of US $ 1600 million. Towards the end of 2007, the overall amount of assets that it owned were US $ 55658 million. In the same year of 2007, it managed a net profit of US $ 1610 million. The bank is known for its efforts in delivering quality services to its customers for a long period it has existed in the market. Through leveraging technology, National Commercial Bank of Saudi Arabia is in a position to offer the most modern services among its competitors. It has also tried to maintain the traditions of Saudi Arabia, during its time of offering these services to its customers. It has 266 retail outlets that are committed in offering Islamic banking services. One of its strength is its wide customer base, which is approximately 2 million, which is managed well through effective array of delivery control (Shaw 105). More to its effective services to customers, the National commercial bank of Saudi Arabia has approximately 942 ATMs and 7000point of sale outlets. It initiated the introduction of online-banking services in Saudi Arabia. It managed this, through the usage of credit cards to facilitate the mobile banking
Introduction Western movies are a genre of the film production in America. They mostly capture the unrefined America between its civilization and traditions. They are filmed on basis of war, discovery, personal journeys and romance. They are the oldest and most flexible genre of films (Howard, 1996). Evolution of the western movies over time The early 20 th century films: Stagecoach The film ‘Stagecoach’ is an American Western movie produced in 1939. It was directed by John Ford while the screenplay was written by Dudley Nicholas and Ben Hecht. The screenplay was written based on a short story called ‘The Stage to Lordsburg’ by Ernest Haycox. The Ford Corporation bought the story’s rights soon after it was published in a magazine. The short story has been familiarized with another short story titled “The Outcasts of Poker Flat” authored by Bret Harte in 1892 (Howard 4). The movie was made at a time when the current popular culture and genre was the major source of motivation and influence on movie production. Ford had in the earlier 1900s made many Western movies that had not made it big. This prompted him to move on to other genres where he worked for over a decade, only for him to return to the Western movies with a new movie, Stagecoach. By then, Western Movies were commonly known as talkies or talking pictures and had stopped selling with audiences finding them irrelevant. Given that, Ford found it hard to get a producer to work on Stagecoach, because they claimed that Western had now become low budget, and were even more unwilling because Ford was going to use an unpopular person as a major cast (Howard 9). One producer however eventually agreed to fund The Stagecoach film that has come to be referred as the film that brought a comeback for the American Western films and where actors were finally blended with the genre. The film is simple in all its aspects and formal. The movie lacks clarity on main characters and instead equal attention is given to all the casts. This is attributed to Ford’s intention to equalize the society in some way at a time when there was a nationwide financial crisis that the government was trying to put under control (Howard 11). He has presented the prostitute with a big heart and the wayward escapee from jail that reformed to a good man. On the other hand the people viewed as good from the society’s perspective like the alcoholic doctor and the banker who is a thief are exposed. Ford just like the movies of its age would command has represented a typical community in his cast of the Stagecoach film. The movie is in black and white where he has adapted some real-life thrilling and dangerous scenes perhaps because technology in film making was still budding. The sequence of the story and the charac
The quality of work in organizations may be predetermined by a variety of factors. Despite the existing options, knowledge, and resources, human resources remain one of the most critical aspects of work engagement and results. Therefore, much attention is usually paid to such a field as the psychology of work and organizations that aims at analyzing labor practices, improving working conditions, and evaluating human relationships. To succeed in organizational psychology, one should properly define all the necessary terms. According to Leutner and Chamorro-Premuzic (2018), personality and intelligence are concepts with a long history, starting from the emergence of industrial-organizational psychology and following recent technological and social changes. In this paper, employee behaviors and performance at work will be discussed through the prism of the existing theories of intelligence and personality and other important aspects of organizational psychology. Modern companies get access to different resources and experiences within the global framework to achieve positive organizational outcomes and success. Work engagement, personality traits, and the level of intelligence are the elements of workplace behavior that determine the potential progress and organizational development, and good leaders must apply these concepts properly. Theoretical Background Intelligence Definition Individual differences play an important role in career building, and psychologists offer using personality and intelligence as the concepts for consideration. Intelligence is one of such differences in human resource management and organizational psychology (Scherbaum & Gold
Description of the Issue Local economic development incentives constitute essential aspects of urban development economic policies. Such incentives are meant to enhance the development of cities that are considered underdeveloped. The enticements assume different forms. However, the common ones are the policies for providing tax incentives together with improvement of infrastructure (Anderson and Wassmer ‘Bidding for Business 82). Government provides enticements for financial development in different ranks starting from home and state echelons to countrywide ranks. Fundamentally, economic incentives refer to the cash and or near-cash aid that is provided by local, state, and/or national government to boost or attract various businesses to operate within a given jurisdiction (Greenbaum 75). The key goal of offering local financial enticements is to foster progress within certain targeted areas. In return, this strategy helps in employment creation in the underdeveloped cities while also encouraging infrastructural growth to take place in stagnant cities. In the long-term, the plan also generates revenues to states and local governments. Amid these benefits, the issue of whether local economic incentives, which are aimed at fostering urban development in the US, qualify as a cost-effective mechanism of inducing economic growth in the underdeveloped urban areas is relevant to public policy developers. Importance of the Issue The effectiveness of local economic development is an important issue facing many metropolitan areas in the US. For instance, ensuring distribution of various businesses within all metropolitan areas and/or retaining economic activities without negating the attraction of new business is of paramount importance to both suburbs and cities in the US (Rubin and Rubin 38). The significance of these concerns is akin to the relationships between unemployment, flourishing of crime, deterioration of metropolitan areas infrastructure, and economic development. Success stories in retention and fostering of growth of the existing businesses within metropolitan areas together with attraction of new economic activities provide solutions to some of these challenges, such as a reduction of crime rates by providing employment (Anderson and Wassmer ‘Local development incentives’ 109). Consequently, cost-effectiveness of local economic development incentives that are offered to metropolitan areas such as Detroit is crucial in speeding the process of improving the livelihoods and security amongst metropolitan urban populations. Background of the Issue The challenges of inducing development in metropolitan cities in the US date back to 1936 when Miss
Proposal Vanderbilt University Medical Center is the company proposed for analysis in terms of its profitability, sustainability, and overall effectiveness with the help of different tools such as the SWOT analysis, sustainability analysis, value chain analysis (NetMBA.com, 2007), and a number of other different methods that can contribute to the overall image of the organization. The organization is engaged into a chain of activities including health care services and educational field which can be considered its major specializations. At the same time, it is important that the company can perform its functions effectively regardless of the number of fields in which it specializes including research and health care as well as education. As suggested in the study by Senge, Smith, Kruschwitz, Laur, and Schley (2008), “societies are not monolithic” (p. 8). In this respect, the difference between various components of the society should be addressed in an appropriate way bearing in mind this very difference. The evaluation of the Vanderbilt University Medical Center can help demonstrate the practical implementation of analysis in terms of the effectiveness of the organization and its sustainability taking into account the employees and employers relations, corporate social responsibility component, and the roles and potential benefits of stakeholders from changes that may be introduced. Harvard Business School Press (2005) states “strategy in the absence of effective implementation is pointless” (p. 64). In other words, the evaluation of the organization is necessary for further improvements because knowing the theoretical framework of the organization, it is easier to apply practical decisions to its elements. In addition, every step in critical thinking requires a profound approach which is
Of all the complexities that one can encounter in a company, cultural blindness must be the most unpleasant surprise. A complete opposite to the cultural segregation, it is nonetheless humiliating and upsetting for the employees involved into the conflict caused by cultural blindness. As for the definition of the notorious phenomenon, Newton & Ender (2010) have put it quite right: “Like color blindness, cultural blindness is difficult to deter because it can disguise itself as helpful behavior. Cultural blindness occurs when you are aware of a cultural issue, but choose to pretend it does not exist or to ignore it” (87).Surprisingly enough, I have had an experience concerning cultural blindness quite recently. In West Delta Corp ., the organization where I happened to work for a short period of time, the cultural blindness of the head of the company was obvious. Mr. Patterson could not see the boundaries between the American and the Asian cultures, which his employees belonged to; as a result, the situation in the office left much to be desired. I must mention that there were five key factors which triggered the cultural blindness. The first and the foremost one was the fact that Mr. Patterson belonged to the dominant culture, i.e., the American one. As for the second reason for him to behave in such inappropriate way and treat the ethnical minorities like anyone else in the office was the fact that Mr. Patterson himself had been living in Europe (France) for a considerable amount of time. Having lived in the USA for long enough to assimilate and integrate into the American culture, Mr. Patterson yet knew little to nothing about the ethnicity issues which Asians have in the majority of the American states. The latter, doubtlessly, added to his cultural blindness and made him see no difference between the Asian and the American employees. The third reason for the boss to have no idea of the difference between the two cultures whatsoever was related to the previously mentioned one. Being deeply integrated into the American society, Mr. Patterson had forgotten his roots and has accepted the American culture completely, thus, presupposing that his employees would act in the same way. Mr. Patterson obviously decided that the Asian people working with him must have accepted the American culture in the same way he did. As for the fourth reason for the boss to be so unwilling to accept the employees’ culture and national specifics, one must mention that Mr. Patterson’s key concern is the corporation’s income. Thus, focusing on whether the company is going to benefit from another idea, he forgets about the relationships with the employee and, consequently, does not pay attention to such trifle as the employees’ culture or national specifics. Finally, the last, but not t
Introduction China is the second largest economy in the world after the United States of America. Having the world largest population, China is a target market for major exporters of the world. However, trade barriers have always hindered the entry of exports into its market. One of such barriers is the country’s socio-cultural environment. The paper compares the socio-cultural setting of China and Haiti in an effort to show how it influences the countries’ progress. Socio-cultural environment of China and Haiti The socio-cultural environments of China and Haiti have similarities and differences. To begin with, the ethnic composition of the two countries is different. For example, Haiti is a highly multi-ethnic nation that has a composition of Blacks, Poles, Mulattoes, Jews, Chinese, Arabs, Germans, French, and Indians among others. According to Crosta (2002), the Blacks form the major ethnic group in Haiti comprising of about 93% of the total population. On the other hand, China is lowly multi-ethnic. Its population comprises 91.51% Han Chinese. The Hans are the largest single ethnic group in the world. The total population of China in 2013 was at 1,357,380,000, which is the world’s largest population figure while Haiti is a small nation that has a relatively small population. Crosta (2002) confirms that the culture of Haiti is deeply rooted in African and French traditions. On the other hand, China had a cultural revolution in the 1960s that did away with the country’s traditional culture to incorporate the needs of the ruling government. The official language in China is Mandarin, which is an ethnic language that is spoken by most of the citizens. In Haiti, the major official language is French, which is borrowed from French colonial masters. There are also differences between religion in China and Haiti. In China, the major religion is Buddhism, which makes 11-16%. In China, Christians only make 3-% while Muslims make only 1%. The rest of the population adheres to traditional religions such as Dongbaism, Moism, and Ruism. On the other hand, Christianity in Haiti is the major religion that comprises 80-85%. The socio-cultural environment of China and Haiti affects the countries’ development. Factors such as language are important in the development of a country. Uniting the people of C