The New U.S. Meat Industry essays

The New U.S. Meat Industry articles The new U.S. meat industry of food retailers, meat processors, and homesteads and farms blend into less and bigger organizations are rising. These new mammoths like Wal-Mart could drive up food costs for buyers and drive down domesticated animals costs for shoppers and drive down animals costs for makers. Markets have consolidated or obtained different stores, producing a few significant staple chains and huge general product stores and stockroom clubs have showed up on the retail scene. While advertise power is by all accounts uprising open strategy guarantees that all members will profit by the new structure. With this new structure the quantity of meat preparing firms has dwindled quickly, boosting the piece of the overall industry held by the industrys biggest players while the quantity of butcher plants have plunged. Food request and innovation are the two powers of the meat industrys change to an increasingly conservative structure. Shoppers are searching for food that is anything but difficult to get ready while additionally encouraging safe eating, improved sustenance, and more prominent consistency. The U.S. food advertise is famously moderate developing with food spending rising more gradually than shopper livelihoods. Buyers are purchasing all the more advantageously arranged food results of reliable quality, in spite of the drowsy development of over all food spending. With expanded utilization from poultry overall revenues in the meat and pork preparing ventures fixed. Meat is the single biggest use thing in the buyer basic food item truck, and animals speaks to the single greatest thing on U.S. horticultures salary explanation. The Sherman Antitrust Act, the Clayton Act, and the Federal Trade Commission Act express the countries responsibility to a free market economy where rivalry benefits both customer and organizations. This new structure ought to mirror these laws and desires that advantage all members. ... <!

Carp and Carper Law Essay

Over 18 years back, in June 1988 President Corazon Aquino marked the Comprehensive Agrarian Reform Law and in this way established the framework for the usage of the Comprehensive Agrarian Reform Program. The law was passed after almost a time of warmed conversations in Congress. It was passed after the slaughtering of 19 workers who were individuals from an exhibit of 15 000 laborers requesting a gathering with the President and under the ensuing tension of an alliance of 13 significant farmers’ associations who had shaped an amazing umbrella gathering, the Congress for a People’s Agrarian Reform, comprising of one and a half million individuals. The usage of the change didn't go easily and met, as in different nations actualizing an agrarian change, solid opposition from huge landowners. Some utilized their political impact to forestall appropriation, while others attempted to dodge the change by illicit land moves, land use transformation and other unlawful methods. Besides, the proprietor ruled Congress postponed diligently the allotment of assets for the execution of the program. However, notwithstanding numerous hindrances the Department of Agrarian Reform (DAR) and its collaborating organizations have achieved a considerable lot of their targets. Somewhere in the range of 2 million landless ranchers have gotten a plot of place where there is their own and around 1 million inhabitants were given secure tenure conditions. The change has improved the prosperity of the rustic culture and added to financial solidness in the open country. With an inclusion of around 40 percent of the country populace and 75 percent of all cultivable land the change can be considered as one of the best as of late. While some enormous latifundia are still to be secured, the opportunity has arrived to reflect about the future job of the Department and its staff once the land procurement and dissemination part of the change has been finished, I. e. in the post land securing and appropriation (post LAD) period. As the involvement with the Philippines and in different nations has demonstrated the insignificant allotment of land to change recipients isn't adequate. So as to become effective they must be furnished with supporting administrations. In the past they were, to an enormous degree, provided by the Department of Agrarian Reform. Be that as it may, if a primary piece of its exercises reaches a conclusion, the inquiry emerges whether there is despite everything requirement for DAR and assuming this is the case, for which errands, or whether different entertainers are more qualified to complete the rest of the exercises. In this situation the Department got mindful of the requirement for an investigation which would audit different institutional alternatives for supporting change recipients and the country network overall. The Department moved toward the German Technical Cooperation (GTZ) to aid the planning of such an investigation. GTZ has, for over 30 years, helped out the Government of the Philippines in executing its improvement programs. It has given extraordinary accentuation to financial changes and destitution lightening. In acknowledgment of the significance of keeping up the increases of the change for the easing of provincial neediness GTZ reacted well to the solicitation. In meeting with the Director of the Policy and Strategic Research Service, Mrs. Martha Carmel Salcedo, GTZ appointed five agrarian change experts and a task administrator to direct the investigation. A guiding advisory group made out of DAR and GTZ was answerable for the coordination of the investigation. The experts arranged an examination of the different segments of the program and made proposition for horticultural and rustic advancement in a period after land obtaining and circulation. So as to approve their fundamental discoveries and ends GTZ composed territorial meetings in Davao, Cebu, Zamboanga, Baguio and San Fernando and a national workshop in Metro Manila. The gatherings gave an open gathering to conversations among delegates of government and common society about the eventual fate of CARP, DAR and its collaborating offices. The perspectives communicated in these gatherings were considered by the experts and to the extent achievable fused in the examination. Chief Salcedo and her staff followed the different phases of report planning and offered significant remarks on before drafts, without, be that as it may, meddling in the reasonable work of the advisors. So as to give important foundation data which is required for the comprehension and avocation of the different choices proposed, the book follows in its initial segment the occasions that portrayed the usage of the program and depicts in a few sub-parts its fundamental segments. It evaluates program achievements and effect. It investigations inadequacies and limitations in its execution. Each sub-part pinpoints exercises learned and recognizes segments which require further intercessions. In the second piece of the book the advisors give a few alternatives to institutional change for the future advancement of the country network and give uncommon accentuation to the job of the Department of Agrarian Reform and its specific units. Based on their examination in the initial segment of the investigation they propose various suggestions which the legislature may consider so as to protect the accomplishments of the change. In this setting it is recommended that full use ought to be made of the experience of the capable and inspired staff of DAR, both in the field and in base camp. Then again it is essential to understand that agrarian change and country advancement can't be accomplished by government mediations alone. While the legislature can give the general lawful structure, maintainable provincial improvement requires the dynamic cooperation of neighborhood level self improvement gatherings, self-sufficient worker associations and NGOs.

Religious Discussions

Religious Discussions IAP, as you might have heard, is a fun and exciting time to be at MIT, because there are about a million events going on every day. Ive been checking the IAP events schedule pretty regularly, but unfortunately, most of the events that I find interesting take place during my Italian class or work hours. But today I was finally able to attend one of the seminars I found intersting. Unfortunately, it wasnt as interesting as Id hoped, but Im really glad I went. The topic, you might be surprised, to know, was religion. MITs Asian Christian Fellowship hosted Doubters Anonymous, which listed the following description in the IAP guide: A discussion group about hard questions regarding faith and Christianity. Practicing and retired Christians, agnostics, atheists, and general doubters are all encouraged to come. Discussion will follow the questions that you anonymously suggest at the beginning of the meeting. Facilitators are Kevin Ford (an MIT chaplain and pastor) and Garrett Smith, who is well versed in Judaism, Eastern religions, and Christianity. Regardless of where you are on your spiritual journey, come and pose your hard questions about faith, science, Christianity, and doubt. As someone who considers herself spiritual but often has a hard time believing things on blind faith, this seminar seemed particularly interesting to me. The two speakers took turns answers some tough questions, like How do Christians view Muhammad, who said that God spoke to him? Are we to simply disregard his personal spiritual encounter? and As a scientist, how can I believe in things described in the Bible like the sun standing still, Sodom and Gomorrah, etc? Unfortunately, the seminar seemed more geared towards Christians hoping to strengthen their faith by overcoming these questions, rather than someone like me, who wasnt actually looking for a solid answer. Because of that, I found some of the answers less than satisfying. For example, the speakers explained their personal reasons for believing in Jesus rather than Muhammad, which was insightful, but without an Islamic point of view, the discussionwasnt really much of a discussion. One of the interesting things the speaker mentioned was that he thought that there should be a huge price for declaring faith- thatll keep you honest. When members of a certain religion are persecuted, only those who really believe in it will risk it. Think about it- when people are less tolerant, religion is more pure. Crazy. Looking at it from the reverse: part of the problem with Christianity today, in this speakers view, is that if you grow up in a Christian family, theres a huge price for NOT declaring your faith. So you end up with a lot of people who say theyre Christians when theyre really not, which really dilutes the power and message of those people who are truly faithful. The world is unfortunately brimming over with the effects of this phenomenon as it applies to all religions. The second question I mentioned above was perhaps more interesting, because one of the students at the seminar suggested that we change it to reflect some recent letters to the editor which had been published in the Tech. Rather recently, MIT appointed Dean Randolph its first ever Chaplain. This inspired a letter to the editor of the Tech by someone who opposed the apointment of a chaplain, and, as you can imagine, a few responses to that. Ive provided the links to the letters below, but be warned, it gets heated pretty fast. My personal opinion is that the original letter writer is being horrendously narrow-minded, but see for yourself: MIT does not need a chaplain Responses published on 1/16 Responses published on 1/23 One of the speakers wrote on the board, Is there purpose in the universe? pointed to it, and asked can science answer this question? He claimed the answer was no, because science isnt designed to answer that question. Even among scientists, its pretty commonly accepted that the limit of science merges with philosophy. That theres a point at which things might just be unknowable, and thats where faith comes in. As for the miraculous, science-defying events that happen in the Bible, he claimed that people just wrote what they saw, and we have to figure out what they meant by that. He posed the following example: If youre at the beach in the evening and the sky is a very pretty red, you might say, what a pretty sunset. You dont say, Wow, look at the way the suns rays are refracting through the layers of the atmosphere as its angle of declination to our line of sight changes over time. You say, thats a pretty sunset- but thats terribly scientifically inaccurate! Im not sure how far this goes into convincing skeptics of the truth in the Bible despite its miraculous proclamations, but it certainly got a good laugh out of the crowd. The other speaker took a different route: he claimed that there are so many miraculous things that happen all the time that we take for granted that we just never bother to try to explain them. For example, the miracle of birth. Sure we know all about the biology of it, but we seem to be so caught up in our detailed knowledge of the sperm fertilizing the egg and the chromosomes splitting and so on and so forth, that we never really seem stop to think that all of those cells doing their thing actually creates a new person. Thats pretty miraculous, if you stop to think about it for a second. Like I said, I had a lot of problems with some of the things the speakers were saying, but it did provide some interesting food for thought which should keep me mentally occupied for awhile. So, in case you were wondering- yes, there is a religious following at MIT, but like in everything else, were still MIT students about it- so we think too much and make science jokes about it too. =) You can see more IAP activities related to religion here. Responses to comments: Isshak said: do you like to read Kafka ? You should read The Trial, its a great book ! What do you like to read ? I havent read any Kafka, but I do read pretty much anything and everything, so Ill be sure to add that to my list. Ive literally walked down an aisle of the library and pulled a book off the shelves at random for leisure reading. In general, though, Im a big fan of fantasy, however cheesy and unoriginal it might be. I just love reading about people who are doing more exciting things than me, leading brave and epic lives and fighting evil and what not, because Id totally love to be one of those characters. Im also a big fan of Kurt Vonnegut, because his stuff is very sarcastic and satirical, and sarcastic just might be my middle name. One other thing I love to read but am never, ever able to finish is Hispanic literature. Its just so hard to get through a whole book in a non-native language. It takes SO long, but I absolutely adore Gabriel Garcia Marquez and Isabelle Allende anyway. They write with whats called magical realism which is a style that relies on blurring the line between fantasy and reality. Sorry for the long-winded answer, but you did ask me a question about one of my favorite topics ever. =) Justin Powell asked: Also this might be a dumb question but I have looked for the emails of the bloggers a few times and have not been able to find them Where the heck are they?? This one has already been answered, but for anyone else whos wondering, all of the bloggers have contact information listed to the left of their banner photos at the top of each of their entries. Feel free to contact me at asklaura at mit dot edu. I will reply to your email, but I can make absolutely no promise as to how quickly Ill accomplish that. Also, to everyone who sent in blog entry ideas in response to my last entry: youre awesome! Obviously they wont all be happening right away, but rest assured that Ive taken note of them and will be tackling them eventually. If you ever have any personal questions or blog entry ideas, please let me know. Believe it or not, the comment section below is not specifically designed so you can have a first post war. And like I said, I do reply to all the emails I get from you guys. Eventually. =)

Leadership of Anne Mulcahy - Free Essay Example

Sample details Pages: 4 Words: 1255 Downloads: 3 Date added: 2017/09/18 Category Marketing Essay Type Argumentative essay Topics: Leadership Essay Did you like this example? CASE #1: Anne Mulcahy – Xerox CEO David Rieker Anne Mulcahy was an employee of Xerox for 24 years that she spent within Sales, Human Resources and served as the chief of staff for former CEO, Paul Allaire. At 47 years old, all of that changed when Mulcahy took over as the CEO of Xerox. She had an excellent reputation within the company but nobody, not even herself, had pinned her as the CEO type. Many companies still believe in the old adage, that the CEO has to be a strong willed male, who saw the big picture, distanced himself from the rest of the company and has particular â€Å"leadership† characteristics. Mulcahy did not exude any of these above-mentioned characteristics besides the fact that she was very strong willed. As mentioned in the Fortune article, she was very straightforward, hard working, and disciplined. She was completely loyal to Xerox, not only the company itself, but the brand and the people within it. During her reign at Xerox she has shown that she has incredible integrity and while she can be compassionate, she is able to be tough when necessary. After reading articles on Mulcahy, and the Leadership Experience text, I believe that she clearly fits within the High Task-High Relationship category on the Fieldler’s Contingency Model. She is able to be strong willed and eliminate departments that are not performing well, even though she had an integral role in creating that specific department. She was honest, compassionate, and tough at the exact same time, she was not afraid to give everyone the good news along with the bad news. The Fortune article showed that Mulcahy was willing to work shoulder to shoulder with all of her subordinates, this in turn gave her an unusual credibility and an ability to stimulate her team. She coaches her company toward achievement, while combing task and relationship behaviors. Mulcahy is clearly a relationship-oriented leader because her biggest concern is the people wi thin Xerox. In the Fortune article, she said nothing spooked her more than waking up in the middle of the night and thinking about what would happen to the nearly 100,000 employees and retirees if the company went south. Mulcahy led by example, she didn’t take a weekend off for two years, took work home with her to better understand it, and when everybody at Xerox saw her working hard, they knew that she was working hard for them. Seeing a leader like this motivates employees into doing a better job, they don’t feel like they are being pushed into completing tasks, rather pulled by the motivation of Mulcahy. In the text of The Leadership Experience, Path-Goal refers to a leader’s responsibility to increase subordinate motivation and attain personal and organizational goals. Mulcahy had a goal to resurrect Xerox into the giant that it once was and dig it out of the debt that it had buried itself in. In order to achieve this goal, she clarified the followers ’ path to the reward, which in this case was a successful Xerox and jobs for all employees. She worked closely with all employees in order to clarify the jobs that needed to be done in order for this goal to be realized. Mulcahy increased employees desire in the goal attainment with a supportive leadership style. In the Xerox article it stated that she rewarded those who stuck it out with Xerox by not only refusing to abolish raises but with symbolic gestures as well, including giving all employees their birthdays off. Mulcahy said in the Fortune article that everyone has to work hard, measure results, tell the truth, and be brutally honest. She not only stood by all of these characteristics throughout the rebirth of Xerox, but she exemplified them. After reading the Anne Mulcahy case, I went through and found what I believe to be her top ten list of values, traits, and characteristics. While I believe she demonstrates many more than ten, I wanted to narrow it down to h er most important in role as CEO of Xerox. These include: Achievement, Affection, Competent, Competitiveness, Courageous, Creativity, Helpfulness, Integrity, Loyalty, and Personal Development. I found Achievement an easy answer to a characteristic of Mulcahy, she showed that she had an acute sense of accomplishment, success and she wanted to contribute to making Xerox relevant again. Mulcahy showed Affection during her time as CEO, she took the position specifically in order to help the nearly 100,000 employees and retirees of Xerox, because she loved the company and felt that they were all family. While many people didn’t believe that Mulcahy showed the competency of a CEO, she clearly proved each and every one of them wrong, by being a very capable and effective leader. Mulcahy showed how courageous she was throughout the Fortune article, while many people in that position may have turned down the offer, she took complete advantage of it. It was brought up in the Fort une article that many times the board asked her to file bankruptcy, but she stood up for her beliefs and never once thought about doing that to her company. She showed her competitiveness by taking risks in a company that tried to stay in the Stone Age and do things just because that is the way they have always been done. In the Money article, her creativity proved to be key with investing money in RD, now nearly two-thirds of Xerox equipment sales come from product lines that have been introduced within the past two years. Helpfulness may be one of her biggest assets, this is what brought the company together and made it successful again. Her determination to helping everyone in the company and improving Xerox proved to resuscitate the company back to life again. Integrity was shown from the start, she was always honest, sincere, and genuine, which also in turn helped her to become respected by the company as a whole. Loyalty is what brought her to the CEO position, she loved Xerox and the people within the company, and she also respected Xerox and felt like it was her duty to bring this company back to what it once was. Lastly, one of the qualities that she illustrated was the need for personal development. She wasn’t groomed for the CEO job when she took it; she needed to develop herself into the CEO that she saw necessary in running the company effectively. Mulcahy worked weekends, studied accounting on her off time at home and also worked shoulder to shoulder with subordinates in order to see what was working and what wasn’t. Anne Mulcahy’s mission was to put Xerox back on the map and create a strong company that could support the many employees and retirees. She was very successful in doing so, she brought a company that was resistant to change and buried in debt, to a company that was creating new and successful products while digging their way out of debt, without filing for bankruptcy. Her vision for Xerox is to stay o n top of the printer and copier technology, keep investing money in research and development, and create a beneficial environment for employees to succeed in. After reading the many articles, it is obvious that Mulcahy has demonstrated everything needed to carry out her vision and mission. Although many thought she was not a prototypical CEO, she has shown great success in turning around a dying company and made it her priority to do so in a way she felt necessary. Don’t waste time! Our writers will create an original "Leadership of Anne Mulcahy" essay for you Create order

Cyber Security And Vulnerability And Immigration - 1447 Words

Introduction Cyber security/vulnerability and immigration are some of the aspects that have raised concern in the recent past and significantly affect the ability of organizations in meeting their set objectives and goals. The current global setting has made our global economy highly sensitive to information as any form of security failing that may result in a long-term expense to the business. The situation will negatively affect consumer trust as well as spoil the overall reputation of the organizational brand. Some of the aspects influenced by the cyber threat and immigration challenges include management of sensitive consumer information and the use of corporate intellectual property among other critical issues. Therefore, a business organization that invests in information technology as an approach to curb insecurity enables organizations to be in a position to manage the challenge (Merchant Van der Stede, 2012). Cyber security as a vital element that should be addressed by business organizations, especially by the executive board as it has a great impact on business performance. Hence, the traditional approach used by the group to curb the menace is not adequate for the development of firewalls and anti-virus are embraced (Fugini et al., 2016). Therefore, it is imperative to appreciate that a better approach should be employed that guarantees the management of efficient organizational structure among other critical issues. Protecting reputation Management controlShow MoreRelatedThe United States Homeland Security948 Words   |  4 PagesThe United States Homeland Security has set rules that impact the future of its citizens. Homeland Security partners with our federal, state, and local law enforcements to fight against crime. They have a set list of common core roles such as the following: to prevent terrorism and enhancing security, secure and manage our borders, enforce and administer our immigration laws safeguard and secure cyberspace, and ensure resilience to disasters. To keep with these goals they provide several employmentRead MoreThe Department Of Homeland Security1176 Words   |  5 PagesCitizens criticize policies in national security as infringing on civil liberties, and an ongoing debate ensues over the sacrifice of civil liberties in the name of national security. The DHS continues to evolve in analyzing future threats and identifying means for the organization to meet them. The DHS’s overall mission is to, â€Å"†¦ensure a homeland that is safe, secure, and resilient against terrorism and other hazards.† (U.S. Department of Homeland Security 2015, np). The overall mission of theRead MoreCritical Infrastructure Protection1140 Words   |  5 Pagesthe nations security, public health and safety, economic vitality, and way of life, according to the National Infrastructure Protection Plan (NIPP). This paper delves into the mission and responsibilities of the U.S. Department of Homeland Security, and references other sources related to infrastructure security. Department of Homeland Security (DHS) ONE: The Mission section of the DHS website lists five core missions. The first one is to prevent terrorism and enhance security. Number twoRead MoreHomeland Security And Homeland Defense1390 Words   |  6 Pages Many people think homeland security and homeland defense are the same thing, but that is incorrect. Both have played a role in keeping America safe, but after 9/11 that role expanded greatly. The U.S. was determined to prevent another catastrophic attack from unfolding while searching the globe for those responsible. In a world constantly evolving, our enemies and their tactics evolve with it. To effectively combat the incredible amount of threats America faces, many federal entities and missionRead MoreHomeland Security And Homeland Terrorism1206 Words   |  5 PagesHomeland security can be seen as a loosely based term as it is still a relatively new area of the United States strategy. Since its creation, post September 11, 2001, there has been a plethora of additio ns and revisions. The homeland mission lies not only within a specific agency, but demands collected participation from U.S. agencies and foreign entities to remain strong, efficient and innovative. One can examine homeland security as having the responsibility of maintaining and protecting the UnitedRead MoreCritical Infrastructure Protection1106 Words   |  5 PagesProtecting an infrastructure takes an important security initiative called Critical Infrastructure Protection (CIP). The United States critical infrastructure is protected by the Department of Homeland Security. Examine three areas of the Department of Homeland Security: mission, operations and responsibilities The first area is the Department of Homeland Security’s mission. The Department of Homeland Security (DHS) was created in 2002 by the Homeland Security Act. In 2003 the DHS started their operationsRead MoreEssay about Assignment 2: Critical Infrastructure Protection1280 Words   |  6 PagesCritical Infrastructure Protection Eustace LangleyCIS 502 May-23-2013 Facilitator: Dr. Gideon U. Nwatu Strayer University Critical Infrastructure Protection Introduction The Presidential Policy Directive (PPD) on Critical Infrastructure Security and Resilience advances a national unity of effort to strengthen and maintain secure, functioning, and resilient critical infrastructure (The White House Office of the Press Secretary, February 2013). 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On September 20, 2001, President George W. Bush issued an executive order 13228 to establish an Office of Homeland Security within the White House and assigning the Governor of Pennsylvania, Tom Ridge as its Director (BullockRead MoreThe Reconciliation Of The Ba1825 Words   |  8 PagesObjective: Identify organizational security risk exposure; identify cost-effective mitigation strategies; and prepare for recovery strategies. Response: Nearly every organization on the planet has a security procedure regarding privacy. But due to the overwhelming shift to digital information, this practice is more important and far more of a threat than in previous years. However, due to the capabilities of both, internal and external threats, no universal set of security procedures has been established

Management Styles in the Workplace Free Essays

Title: Management Styles in the Workplace Purpose Statement: My purpose today is to inform you on four different management styles in the workplace. Thesis Statement: It is important for managers to understand their management style when certain situations arise in the work place, by knowing your management style you will become a better leader. Introduction: Have you ever been told, â€Å"Do it this way or don’t do it at all? † if so do you know what type of leadership or management style this. We will write a custom essay sample on Management Styles in the Workplace or any similar topic only for you Order Now Well today, I’m going to inform you about four different type of management styles; democratic, autocratic, paternalistic, and laissez-faire. Also, I am going to explain the advantages and disadvantages of each management style. Main Point 1: Democratic Management Style A. What is it? a. According to Building a Management Style, Democratic management builds commitment among employees in order to generate new ideas. It is one that seeks input from all employees and allows the staff to use their own work methods, to get the task done in a timely matter. The Democratic Management Style is similar to the participatory leadership style because it produces moderate task efficiency but high satisfaction, according to the textbook. These two types of management style result in a transformational leadership approach according to the publication by Larry Thompson. This approach results in staff empowerment by making the staff or team feel that they are part of the decision making process, which will motivate your team and generate new ideas. B. What are the Advantages and Disadvantages a. Advantages: i. It is people centered ii. Encourages others to share ideas iii. Tolerating alternative views (understanding at there is more than one way of accomplishing the goal) b. Disadvantages: i. The manager could be taken advantage of due to employees not working to their full potential. ii. Moderate task efficiency iii. Slow down decision making process Main Point 2: Autocratic Management Style A. What is it? a. According to Building a Management Style autocratic managers do a complete 180 has far as treating his/Her staff. The book states this type of manager is single-minded about getting long-term results, and help from others. b. Autocratic management style is very similar to high directive leadership style studied in the textbook, such as; productivity is high, with little concern for people and their satisfaction level. The autocratic management style only offers one-way communication, and that is through the leader. This type of management style falls into the transactional theory according to the publication by Larry Thompson. B. What are the Advantages and the Disadvantages? a. Advantages: i. Although this type of management style seems pretty forceful there are many advantages. According to Managementstyle. org a few of the advantages are: 1. Instructions are forceful, 2. can make fast decisions, 3. less unexpected side track situations due to lack of communication. b. Disadvantages: i. With such a Hitler style management approach there will disadvantages to using the autocratic management style, according to Managementstyle. org, such as: 1. The staff may feel useless as they are not consulted 2. Input from the staff is not allowed 3. Staff waiting on instructions (will cause delays) Main Point 3: Paternalistic Management Style A. What is it? a. According to learningmanagement2. com the paternalistic management style is combination of both democratic and autocratic management styles. Paternalistic managers will ask for the staff views and opinions, which allows them to feel involved, but in the end the manager will make the finial decision. b. According to Dr. Daniel Theyagu, who is a corporate trainer and seminar leader, suggest that by using the paternalistic management style approach, the leader will learn to move away from delegation to empowerment. i. Dr. Daniel Theyagu suggests leaders should stay involved with the development of their staff, so that the manager can be aware of his/her staff’s needs. ii. It is important for constant communication, to clear up any uncertainty among the staff and make sure everyone is on the same level for common values and goal of the project or task. iii. Dr. Daniel Theyagu also believes that when people feel involved they are more likely to ‘â€Å"buy in’ the visions and values of the leader. † Main Point 4: Laissez Faire Management Style: A. What is it? a. Laissez Faire Management style is also known as negligent leadership style in the textbook. According to the business dictionary website, laissez-faire management styles is a non-authoritarian approach to management. This type of manager feels that or â€Å"believes that people will excel when they are left alone to respond to their responsibilities and obligations in their own ways. B. What are the advantages and disadvantages? a. Advantages: According to about. com this type of management can be very effect if: i. When leaders are still there for consultation and feedback ii. Members are able to work alone and still be motivated iii. If Members are highly skilled, they do not need to wait on management to tell them how to complete the task. b. Disadvantages: In most cases the disadvantages out way the advantages because i. The lack of guidance may leave the staff feeling neglected. ii. According to the textbook, leader take no part in the decision-making process and offers little advice or direction. Conclusion: We are all managers of your own lives, but one day we will be leaders of others. Democratic management style allows others to take part in the decision-making process. Autocratic management style leaders make decisions without regards to others. Paternalistic allows for others input, but the decision is still up to the leader. Laissez-faire management style is a more hands off approach, and this type of leader style is not recommended for most situations. Knowing what the different types of management styles are, and what they mean, this can be an informative advantage to maybe using certain management styles in certain citations. References Autocratic,Paternalistic, Democratic, Laissez faire and Unorthodox management styles Laissez faire management style  » Tag Archive  » Business tips – BSMR. COM . (2011, October 8). Business tips – BSMR. COM  » Tips and advice about business . Retrieved February 23, 2012, from http://www. smr. com/tag/laissez-faire-management-style/ Matlwa,  M.. (2009,  May). Building a management style. Accountancy SA,18-19. Retrieved February 28, 2012, from Accounting Tax Periodicals. (Document ID:  1748263211). Management Styles. (n. d. ). Welcome to Learn Management 2. com. Learn about management here. Free management lessons and revision notes.. Retrieved February 23, 2012, from http://www. learnmanagement2. com/leadership%20styles. htm Autocratic Management Style. (n. d. ). Management Style. Retrieved February 24, 2012, from http://managementstyle. org/autocratic-management-style. hp/ Dodd, C. H. (2012). Managing business and professional communication (3rd ed. ). Boston: Allyn Bacon. The Democratic Leadership Style. (n. d. ). Leadership Toolbox: Your Source for Leadership Development Resources. Retrieved February 24, 2012, from http://www. leadership-toolbox. com/democratic-leadership-style. html Theyagu, D. (n. d. ). Autocratic vs Consultative Leadership. EzineArticles Submission – Submit Your Best Quality Original Articles For Massive Exposure, Ezine Publishers Get 25 Free Article Reprints. Retrieved February 23, 2012, from http://ezinearticles. com/? Autocratic-vs-Consultative-Leadershipid=1054914 Thompson,  L.. A study of the relationships between leadership style and employee and customer satisfaction in a wireless telecommunications company. Ph. D. dissertation, Our Lady of the Lake University, United States — Texas. Retrieved February 28, 2012, from ABI/INFORM Global. (Publication No. AAT 3354209). What is laissez-faire leadership? definition and meaning. (n. d. ). BusinessDictionary. com – Online Business Dictionary. Retrieved February 23, 2012, from http://www. businessdictionary. com/definition/laissez-faire-leadership. html How to cite Management Styles in the Workplace, Essay examples

Sprint La Conexion Familiar Case Study

Problem facing Sprint Trade unions aim at ensuring that employees get good working condition and remuneration (Bacon 752). Hence, they compel organizations to increase employees’ salary and improve working environment, which lead to increased operations cost. This underlines the reason why organizations strive to make sure that their employees are not unionized (Booth 34).Advertising We will write a custom case study sample on Sprint La Conexion Familiar specifically for you for only $16.05 $11/page Learn More The basic problem facing Sprint in La Conexion Familiar is ensuring that its employees remain non-unionized as unionization will lead to increase in operations costs. Besides, the company will not be able to exploit its employees since they will be able to fight for their rights through the union. Initially, employees were not allowed to take bathroom breaks. They were expected to be at their workstations at all times, and this added to the company’s output. Besides, the company controlled the amount of water that every employee consumed to make sure that they did not keep on leaving their workstations. Trade union curtails the powers that employers have over their employees (Boxall and Haynes 570-573). Hence, Sprint will not be able to fire its employees at liberty once they join a trade union. Besides, the union will ensure that all workers are treated equally, which will mean increasing the wages of the non-English speaking workers. Sprint has gone to the extent of establishing policies to help in making sure that its staff does not join a union. The main problem is to dissuade employees from joining the union. All employees have the right to join unions and employers are not allowed to intimidate them (Clawson and Clawson 100-104). However, managers in Sprint are going against the labor laws by using intimidation to discourage employees from joining trade union. Despite the intimidation, the company cannot o vercome staff’s determination to join a labor union. A majority of the staff is willing to join a labor union. The company has remained non-unionized for many years. Hence, the management fears that allowing one section of Sprint’s operations to join trade union will prompt other sections to demand for the same. Hence, the company is not ready to allow workers in La Conexion Familiar to join a union.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More On the other hand, the company knows that even if it does not allow employees to join a trade union, they will use other means to make sure that they are unionized. Thus, it is hard for the management to reach a consensus with employees. The management is trying to threaten the employees that it will close the plant if they join a union. However, no employee can yield to these threats. The closure of the LCF plant will have nega tive impacts on other plants owned by Sprint. Hence, the management will be forced to comply with employee demands as a way to safeguard the image of its plants. Action the management can take Labor laws prohibit organizations from using intimidation or coercion to discourage employees from joining trade unions (Brown 166). All employees are at liberty to join a trade union of their choice. Sprint has made sure that it factors in these provisions in its union policy. It discourages its managers from intimidating employees that wish to join trade union. However, this does not happen during the negotiation process. The management goes to the extent of threatening employees that it finds participating in the unionization process. Besides, Sprint has tried to sell La Conexion Familiar as a way to preserve its non-unionized legacy. The main reason why employees seek to join a trade union is poor working condition and remuneration. Hence, to address this problem, Sprint needs to sit down with its employees and look for ways to address their complaints (Kerr 42). Trade unions compel organizations to improve the working condition for their employees (Hyman 210). Hence, Sprint does not require waiting until employees demand to join a trade union to improve its working condition. The company should talk with the employees to identify the challenges that force them to join a trade union and work on them. This will avoid cases of employees staging an organizing drive. Apart from improving the working condition, Sprint should take the initiative to remunerate its employees in line with their performance or workload. Paying employees according to the workload or performance will lead to them not thinking of joining a trade union (Lucio and Weston 79-82). To deal with the looming organizing drive, Sprint management ought to meet with the employees and promise to address their complaints.Advertising We will write a custom case study sample on Sprint La Conexion Familiar specifically for you for only $16.05 $11/page Learn More This will help to postpone the drive as employees wait to see if the management will keep its promises. Whenever organizational managers work closely with employees, it becomes hard for employees to revolt since the management responds to their complaints (Rynes, Gerhart and Minette 385-390). Consequently, rather than considering the costs associated with labor unions, Sprint management needs to move swiftly and assure its employees that it will work towards improving their working conditions and remuneration. This will reduce the employees’ urge to join trade unions thus dealing with the looming organizing drive (Martin et al. 67). Implications of Sprint’s response The future of long distance service market depends on how Sprint will respond to the looming labor crisis. If the company goes ahead with its endeavor to stop its employees from joining trade union, it will kill the long dista nce service market. Employees require being motivated to offer quality services. Hence, denying the employees the right to join a union without solving their problem will demotivate them, and eventually kill the long distance service market. On the other hand, if Sprint agrees to allow employees to join trade union, it will enhance the quality of long distance service market. LCF focuses mainly on the long distance service market. Therefore, allowing employees to join trade union and solve the looming problem amicably will lead to employees improving their services (Sheehan, Barker and Rayner 55). In return, this will help in expansion and growth of the long distance service market. The action that the Communication Workers of America (CWA) takes will depend on the response that Sprint takes. If the company denies its employees the right to join a trade union, CWA will take the necessary measures and file a petition with the National Labor relations Board (NLRB). NLRB is the body re sponsible for solving disputes between employees and employers in case labor conflicts. The board may take time before giving its judgment. However, based on the seriousness with which the CWA is treating this matter, it appears that it is ready to take all the necessary time to see that LCF’s staff gets justice. Hence, CWA is likely to mobilize all LCF’s staff to pressure Sprint to yield to their demand. In case this endeavor fails, CWA will seek for assistance from the National Labor Relations Board.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Works Cited Bacon, Nicolas. â€Å"Trade unions responses to workplace restructuring: exploring union orientations and actions.† Work Employment Society 18.4 (2004): 749-773. Print. Booth, Alison. The Economics of the Trade Union. Cambridge: Cambridge University Press, 1996. Print. Boxall, Peter and Peter Haynes. â€Å"Strategy and trade union effectiveness in a neo-liberal environment.† British Journal of Industrial Relations 35.4 (2002): 567-591. Print. Brown, William. â€Å"The changing role of trade unions in the management of labour.† British Journal of Industrial Relations 24.2 (2009): 161-168. Print. Clawson, Dan and Mary Clawson. â€Å"What has happened to the US labor movement? Union decline and renewal.† Annual Review of Sociology 25.1 (1999): 95-119. Print. Hyman, Richard. â€Å"Trade union research and cross-national comparison.† European Journal of Industrial Relations 7.2 (2001): 203-232. Print. Kerr, Allan. â€Å"Why Public Sector W orkers Join Unions: An Attitude Survey of Workers in the Health Service and Local Government.† Employee Relations 14.2 (2003): 39-54. Print. Lucio, Miguel and Syd Weston. â€Å"The politics and complexity of trade union responses to new management practices.† Human Resource Management Journal 2.4 (2007): 77-91. Print. Martin, Andrew, George Ross, Lucio Baccaro, Anthony Daley, Lydia Fraile, Chris Howell, Richard Locke, Rianne Mahon and Stephen Silva. The Brave New World of European Labour: European Trade Unions at the Millennium. London: Berghahn Books. Print. Rynes, Sara, Barry Gerhart and Kathleen Minette. â€Å"The importance of pay in employee motivation: Discrepancies between what people say and what they do.† Human Resource Management 43.4 (2004): 381-394. Print. Sheehan, Michael, Michelle Barker and Charlotte Rayner. â€Å"Applying strategies for dealing with workplace bullying.† International Journal of Manpower 20.2 (1999): 50-57. Print. This case study on Sprint La Conexion Familiar was written and submitted by user Xavi A. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.