Drexler’s Bar-B-Que Free Essays

ENVIRONMENT OUTPUTS PROCESS INPUTS | 3. Apply the systems model to illustrate how Drexler’s Bar-B-Que operates within its environment. Before applying the system model to Drexler’s, first we will discuss a little bit about the system theory itself. We will write a custom essay sample on Drexler’s Bar-B-Que or any similar topic only for you Order Now The organization itself is an element of a larger system, the environment. Within time, every organization takes, processes and returns resources to the environment. The decisive factor of organizational effectiveness is whether the organization survives in the environment. In simpler meaning, systems theory is when an organization takes resources (inputs) from the larger system (the environment), processes the resources and returns them in a changed form (output). Input – Mrs. Scott talks to her customers, new and old, about what they are looking for within the restaurant. Process – Mrs. Scott gathers and analyzes the customers’ suggestions. Output – Mrs. Scott implements her action plan and the environment (customers) receive the service they suggested. This process is basically a revolving system to improve customer service and business activity. Due to Mrs. Scott’s actions, she has closed down the restaurant and upgrade to a bigger building to accommodate her new and regular customers. Managers need to possess two key ingredients: authenticity and social intelligence Mrs. Scott possess both of these assets because she makes sure that Drexler’s menu is the same with the same ingredients, she makes sure that the restaurant is original in its deliverance. She also knows that to be successful she needs her customers’ input to keep them coming back for more. There are 5 dimensions of social intelligence: Â   empathy, presence, situational radar, clarity and authenticity which Mrs. Scott all possesses. How to cite Drexler’s Bar-B-Que, Essay examples

Market Structures In Australia Market and Characteristics

Question: Describe about the Market Structures In Australia for Market and Characteristics. Answer: Introduction Market structure is the organization of a given market, policies guiding the market and characteristics of the market. Market structure can also be regarded as a reflection of the critical aspects in a given market. A market structure constitutes of factors such as the number of companies within a given industry, categories of products being produced, and the freedom a firm to join and exit a given industry and the number of customers available within the market as discussed in in the content of this paper. The ability and inability of a given firm to influence the market operations through price determination is also factor within a market structure. In any given market structure, the rate of competition is influenced by the ability a firm within the industry high or low ability to dictate the prices in the market. From the perspective of a market structure, the lower the inability of a firm in an industry to influence the market the higher the rate of competition (Marshall and Baker 2012). All companies and business in Australia can be attached to a given market structure. There are four market structure which are attached to the business and firms in Australia. These market structures include: monopoly, oligopoly, monopolistic competition and the duopoly market structure. The paper analyses the four types of market structures and how they organized in Australia. Discussion Oligopoly market structure Oligopoly market structure is a type of a market structure in which a few firms within a given industry control the market. This is market structure is composed of low number of firms within the industry due to various barriers which hinder several firms from joining the industry (Finn 2010). The freedom of joining the Australian oligopolistic market structure is prevented by several factors such as the patent rights given by the Australian government to firms within this market structure. Another factor hindering entry of firms in the market is financial required in order to venture into business related to this kind of market structure. In Australia oligopoly market structure is composed of two major supermarket chains thats Coles and Woolworth supermarkets (Mazzeo 2002). These two chain stores controls a round seventy to eighty percent of the market shares covering all the market standards. In an oligopolistic market structure firms deal with different types products. This differentiations comes as results of branding, sorting and the kind packaging a firms decides on. The market structure is full of coordination since one firms decisions affect the other firm. Characteristics of Australian oligopoly. The firms in this market tend to use similar price tags for products Products are differentiated from each other Firms avoid price wars The market is more of sales competition rather than price The three is use of a kinked demand curve in price determination Monopoly Monopoly is a market structure where there is only one seller in the whole market. The single seller in the market deals with a specific product with no any close substitute. Monopoly can occur naturally or legally (Katsoulacos and Xepapadeas 2009). Natural monopoly happens as a result from the barriers such as prices and raw materials while legal monopoly happens as result of protection given by the Australian government such as the franchise, government and patent and copyright. The market is made up of one seller and several sellers. The seller determines and sets the prices in the market and can at some level apply different degrees of price discrimination to obtain the profit target. There are different types of monopoly in Australia ranging from governmental monopoly, technological monopoly, natural monopoly and natural monopoly. Characteristics of monopoly market structure The market is composed of a single seller or producer in the market The product in market has got no close substitute There is barrier to entry and exit of the market Both seller and the buyer have the same information concerning the product Monopolistic competition A monopolistic type of market structure which involves several seller and buyers. The sellers in the market deal with differentiated products from one another either as a result of quality or branding. The products offered in a monopolistic competition market structure are almost them though lack perfect substitutes. In this type of market structure firms take prices set by other firms in the market without any consideration of their own prices (Nadal at.al 2005). Monopolistic competition market structure unlike perfect competition maintains spare capacity. Most of the firms making up this type of market structure are the modeling firms in Australia. Characteristics of monopolistic competition market structure The market is made up of several buyers and sellers whose activities do not affect each other There is freedom for entry and exit The sellers in the market determine the prices Perfect competition market structure The perfect competition market is a kind of market structure which meets the market equilibrium (Buchanan and Callus 2013). The market meets perfect conditions. This kind of market structure meets the following and is always imaginary and does exist in the real life situation. Large number of sellers and buyers: the market is made of several sellers and buyers. Both the parties have the willingness and ability to buy and sell goods at a given price Perfect competition: buyers in a perfect competition all the buyers have knowledge about the market and the prevailing prices Products in the market are homogeneous: products in the market have perfect substitutes All firms in the market are price takers: there is no single firm determining the price of products in the market Freedom of entry and exit: firms in a perfect competition market are allowed to enter in to the market and exit any time they are willing Conclusion A market structure is made up four main structure each having its own characteristics. Australian competition market is made up of oligopoly, monopoly and monopolistic market structures. The perfect competition market is an imaginary market structure which does not exist in the real Australian market. Firms and business in Australia are attached to the either of the market structures discussed above. All the firms and businesses in Australia have the freedom to join any market depending on the line of production, willingness and the availability of resources. References Buchanan, J. and Callus, R., 2013. Efficiency and equity at work: The need for labour market regulation in Australia. Journal of Industrial Relations, 35(4), pp.515-537. https://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.323.4044rep=rep1type=pdf Finn, M.G., 2010. Perfect competition and the effects of energy price increases on economic activity. Journal of Money, Credit and banking, pp.400-416. Katsoulacos, Y. and Xepapadeas, A., 2009. Environmental policy under oligopoly with endogenous market structure. The Scandinavian Journal of Economics, pp.411-420. Marshall, D.C. and Baker, R.G., 2012. The evolving market structures of gambling: Case studies modelling the socioeconomic assignment of gaming machines in Melbourne and Sydney, Australia. Journal of gambling studies, 18(3), pp.273-291. Mazzeo, M.J., 2002. Product choice and oligopoly market structure. RAND Journal of Economics, pp.221-242. https://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.472.7484rep=rep1type=pdf Nadal, J.P., Phan?, D., Gordon, M.B. and Vannimenus, J., 2005. Multiple equilibria in a monopoly market with heterogeneous agents and externalities. Quantitative Finance, 5(6), pp.557-568.

Pluto Telecommunications

Pluto telecommunication is among the leading companies offering telecommunication services in Ireland, ranging from event production and conference management to marketing support and project management. In the recent times, the company has been on the brink of crumble due to internal wrangles in some of its departments including sales, marketing, and customer services departments that have had several face-off incidences, attributed to bonus allocation and time pressures.Advertising We will write a custom case study sample on Pluto Telecommunications specifically for you for only $16.05 $11/page Learn More Each department holds an unpleasant opinion of the resulting to unhealthy departmental competition, loss of business and general customer dissatisfaction. Acknowledgement of managerial differences is vital in improving the working relations and increasing productivity (Buchanan Huczynski 2007). Analysis In carrying out the analysis of the Pluto telec ommunications company, Sogi analysis comprising of the societal, organisational, group and individual analysis is used. However, Pluto has been analysed with the exclusion of societal level. Organisational analysis Organization tradition Organization tradition refers to the common practices carried out within different departments in an organization. These practices make the organization different from others, and aim at enabling it to have a competitive edge (Organizational analysis 2012). The culture fosters the beliefs and practices common to all the members of the organization, enabling them with a sense of belonging and the motivation to work more diligently as opposed to those who do not uphold this culture. In Pluto, Ms Tsang strived to work towards a culture of unity and assumed she had achieved it. She was, however, surprised all her efforts had been thwarted by the disagreements among the three departments. The departments had developed other subcultures. Culture determine s the interaction of the organization with the outside world and the mechanisms used in achieving its goals. Therefore, a strong culture serves as a hallmark in portraying the actual identity of the organization. Having a dynamic culture alone does not guarantee success. There are some large organizations with strong cultures, but still suffered losses due to inflexibility in accepting changes especially those that threaten personal interest as explained in the Iron Law of Oligarchy (Michels 1911). Organizations such as Hewlett Packard were able to make profits since their strong cultures were backed by flexibility towards change. Comparatively, Pluto telecomunications’ culture did not undergo the relevant transformation required, thus the problems it faces. Inspite of the organization’s adaptability culture, the subculture that cropped up served as a significant barrier towards the realisation of their goals.Advertising Looking for case study on business economi cs? Let's see if we can help you! Get your first paper with 15% OFF Learn More Organization structure In Pluto telecommunications, a hierachy development is observable in which members of each department report to a departmental head, who in turn reports to Ms. Tsang. Mathew Craven had the opinion that differentiation as the main reason for the problems; as stated in the contigency theory (Lawrence and Lorsch 1967). Pluto is viewed as flexible and adaptive towards the various changes in technology a factor attributed to the presence of distinct groups in the organization. However, the organization is viewed differently in terms of differentiation due to the absence of integration within its units of operation as intense competition arises greater change and confrontation of conflict (Beer 1990). The assumption by Ms. Tsang was that the company’s unity was deflated by the wrangles that arouse as a result of subdivision. Lack of integration is the main cause of paralle l communication between the departments, for instance, when a new product was launched by the marketing department without communication to the sales and customer departments. The inconsistencies in the dependence of the three departments have been underestimated by the organization’s senior management, and this has resulted into lack of communication between the departments (Lawrence Lorsch 1967). Functional categorisation has contributed to the narrow specialisation of the departmental heads, other than facilitating an outside the box thinking. This makes it impossible to establish clear roles of each department and with each department treats the other as a completely different entity. When Ms. Tsang remained with the directors and asked them of the way forward, they could not talk infront of each other, a clear sign of group-thinking a problem similar to that faced by the CEO of Marks and Spenser, Sir Richard Greenbury (Buchanan Huczynski 2007). Organisational analysis is better viewed through the ‘SWOT’ theory that outlines its strenghts, weakness, opportunities and threats. Strengths are characterized by voluntary staff participation in programs, improvement of financial resources, good facilities and company recognition; this leads to incorporation of new programmes and increasd investment opportunities among other visionalised aspects (Rural development Initiatives 2001).Advertising We will write a custom case study sample on Pluto Telecommunications specifically for you for only $16.05 $11/page Learn More However, organisational analysis results to instability of the organistion making it handicapped by limitation in facilities, lack of expertise as people are used to overliance of one another and general decrease in funding especially from external sources (Rural Development Initiatives 2001). The behavoiur displayed by the espoused theory in Organizational analysis is that of being defensive, resis tant to change and, employee to employee protection from the manager (Beer 1990). Group level analysis Group structure Each of the three departments in Pluto telecommunications portray a different character from the others as a result of expansion of the organisation leading to the difficulty in internal communication. The sales team group exhibits characters of a reserved group with each group being guided by its individual needs as a driving force towards achieving the set targets. This mode of operation hampers the spirit of team work and is the likely reason for the lack of cooperation between the sales team and both the customer service and marketing teams (Buchanan Huczynski 2007). The customer service department is rather bureaucratic in its handling of the employees. Its employees comprise of the receptionist and the company engineers, who are governed by strict rules and guidelines set by the organization’s top management. Their mode of operation is a forced type, w hereby they have no choice but to work. Their goals are driven by the organization rather than self-interest. In this department, communication is simply done via memos and emails; hence, it is more of institutionalised than the other two departments (Buchanan Huczynski 2007). The major challenge to these types of organisations is that they will encounter problems in adapting to new changes (Allcorn 1989). The marketing department on its side tries to work as a team. However, it displays an assorted relationship with its counterparts in customer and sales. This is echoed by its opinion of the experiences and interactions of its counterparts in the two departments. Such attitudes and lack of a driving force towards cohesion by the heads of the respective departments is detrimental, not only to the organization’s unity but also on its reputation to the public. The lack of interraction leads to contradicting modes of operation, as was experienced by the customer service manager when a customer asked about the product launched by his company and he had no idea (Buchanan Huczynski 2007).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 Group culture Each of the departments displays a totally different nature, in the way they carry out their activities. A look at the sales team creates an impression of an elite group whose culture is centred on competition and individualism. Their status is described by classy items, such as flashy cars and mobile phones, which drive a sense of pride in the team. As expected, arrogance and unwillingness to share with people of the other departments arises. The customer service department tends to derive its culture from an institutionalised governance. It tends to shy away from speaking out its concerns, and it is obliged to follow the rules since the members presume to be safer that way (Allcorn 1989, p. 250). This authoritative leadership could suit engineers, but it might totally hamper communication between them and their colleagues, especially in circumstances where the style is informal to some extent. In this culture, there is maximum monitoring of resources and staff are yo ur most important resource. They react to people especially those in authority making it hard to accept change(Handy Aitken 1986). The marketing department on its part has a tendency of avoiding interactions with other departments due to the nature of its work. This cripples the organization’s management efforts aimed at creating a unified body. In such circumstances, each member becomes loyal to his department, more than even the organization itself. These subcultures ultimately lead to deraillance of the general organization’s objectives. These objectives are more often than not compromised as a result of unhealthy interdepartmental competition. Individual level analysis Leadership style According to Allcorn (1989), there is no significant link between the leader’s characteristics and the organization’s performance. However, this is not the case as there is a sustantial evidence of highly successful organizations that are attributed to the strong and e ffective leadership. A critical analysis of the departments is likely to reveal huge differences in performances that are based on the qualifications of the leadership. For instance, the marketing department, having the largest number of MBA graduates, is likely to achieve its goals quite easily as less time will be wasted on supervisions. Presumably, Ms. Tsang’s managerial challenges could be arising from leading the less educated or trained; and for this reason, she feels blamed for the disputes facing the departments. She tries hard, to show confidence as the only lady among gentlemen. She is, however, betrayed by her anger outbursts, which exposes her weakness. Leadership should be the development of a vision on how the future should look like – giving directions on how to achieve it and enmesh all its members in its net (Buchanan Huczynski, 2007, p. 360). However, neither did Ms. Tsang nor did her directors raise any issue as apperrtains the vision, and also non of them had shown constructive participation. Ms. Tsang, therefore, needs to redefine her mode of leadership to a more transactive and transformative one. From this, she may manage to get the highest potential from her subordinates (Buchanan Huczynski 2007). Individuals and motivation Motivation is a major problem facing the Pluto telecommunications company. As has been seen, the sales department seems to be enjoying the most out of its job with short timelines. The customer service team, on the other hand, experiences quite unfavourable terms as its timeline is usually dictated by the organization and takes unusually long time. Its motivation, usually comes from fear of not achieving rather than self drive. This reward system, among the sales staff, has been more of a curse than a blessing to the organization because the competition has promoted individualism rather than teamwork. Studies have indicated that the â€Å"stick over carrot† system of motivation has severe long- term effects on the ultimate goal of the organization. People tend to perfect on whatever they are doing if they are doing it in their own will and under positive motivation. However, if subjected to the pressure, they underperform and may not deliver much as stipulated in the McGregor X Y theories. The marketing department does not have clearly defined targets; it lacks a scale of measuring the contribution to the organizations overall goal. Setting goals that are specific is motivating than setting general goals (Locke and Latham 1990). If the marketing department members realised that they had a larger workload than the rest, they would develop feelings and become too personal, and this could make them fail to achieve. Each department, in this case, is motivated in a different way. The sales department is motivated through extrinsic means customer service is forced to deliver through fear and marketing department is not motivated by unspecified goals. Since the extrinsic motivat ional methods influence the employees’ performance, they cannot be relied on to produce long-term goals. This is partly because they are bound to transform with the adjustments in the operating environment. Also, they do not provide an environment of sharing ideas through teamwork as each person competes to be the best individually rather than as an organization (Buchanan Huczynski 2007). Conclusion As a result of the expansion of the company, the challenges facing Ms Tsang and the company is as a result of the sub cultural divisions that have cropped within the organization’s departments, threatening to split it. It is said that unity is strength; therefore, the company will not be able to face the external factors with their internal misunderstandings still unresolved. Their infighting weakens their bargaining prowess in the economic sector as has been clearly seen through their loss of customers. Communication- being an important tool in any organization- has been broken down as depicted in the open contradictions of the management. The different time orientation of each department has further led to the lack of understanding on the needs of each department. Alternatives Do nothing This tactic is aimed at avoiding confrontations and losing of business by the organization. This would, however, result to more severe effects to the organization’s stability and may eventually break down the whole body in the long-run. Openly confront Ms Tang The directors have to move away from their group mentality and voice their opinions to Ms Tsang. This should be done tactically so as to avoid confrontation with each other. Having such open discussions will help in bringing the organization to its feet, in terms of communication and creating awareness on the needs of the other departments. During discussion, people should control their emotions, while the members of the management should make sure they sort out issues at higher levels rather than doin g it at personal levels. People tend to work effectively, and self motivated when their boss incorporates their views in making decisions for the organization (McGregor 1960). Re-structuring the organization The management should consider reconstructing the organization. One of the alternatives would be to convert the departments from process oriented to market oriented. This would allow flexibility within the organisation and so the ease with which the departments would interchange their roles. This will also equip each department with wider skills in different fields, hence breaking the job monotony. This also makes the workers feel more involved and appreciated, which boosts their attitude towards work. This, however, poses a risk of decrease in communication at work and lack of specialisation. The restructuring process would further cost the company money, implying an increase in expenses of the organization. This also means that workers will have to be trained in whichever fiel d they are allocated. Introduction of the involvement culture This involves participation of the employees towards the organization’s activities such as getting their views on both the internal and external factors affecting the organization. The organization should consider setting up service boxes where the employees, as well as customers, give their observations on what they suppose should be done in achieving the organization’s goals. This helps in increasing the loyalty and commitment of the workers to the company. Pluto telecommunications should be encouraged to employ the aspect of adaptability culture. This will make it responsive towards the customer’s needs, whilst taking care of the employees’ welfare. Changing and improving on the reward system The rewards offered should not only result to short-term achievements, but should most importantly factor in long-term achievements alike. Efforts should be directed at coming up with intrinsic motivati on factors, other than relying on extrinsic factors alone. The organisation should as well come up with a flexible system in which the employees are free to decide on the best way of having their benefits, such as choosing from holidays, being given shopping vouchers, subsidising their medical fee or school fees for their siblings and so on. The employee’s needs should be listened to and possible ways of providing assistance explored. This gives the employee a feeling of self-worth and being appreciated (Buchanan Huczynski 2007). Replacement of the directors Another option will be choosing on new departmental directors. This will clear the personal grudges carried by the current managers into their offices. It will once again open up communication channels between departments, while at the same time harnessing new skills and ideas from the fresh appointees. The new appointees will be eager to make work in their new positions, and also willing to effect any changes. The main drawback, however, will be in the time they will take in settling down and strengthening the relationship with other employees (Buchanan Huczynski 2007). Organizing regular meetings and centralising departments This will help in strengthening the communication between the directors and Ms Tsang, and will help departmental directors in knowing the progress of each department other than only their own; moreover, centralising the departments will make it easier to monitor their progress. This will also be easier for them to communicate personally and settle any disputes as well as share ideas on the way forward. However, this will mean constructing new offices and facilitating the movements (Handy 1993). Recommendations As an immediate cause of action to salvage the organization, the directors should voice their opinions and agree to correct on their mistakes. This should be done in a respective and constructive manner. Secondly, introduction of regular meetings will help in restoring the communication channel and possibly resolving the conflicts. For the long-term cause; there is a need to modify the culture of the entity, to make it involvement focused, with the objective of creating a cohesive relationship among the three departments. Focus should be shifted from extrinsic motivational factors to intrinsic factors with clear goals and guidelines. Employees are encouraged to work together as a team through the introduction of a variety of motivational factors. Pluto ensures that each department understands the role of each other (Allcom 1991). Plan of action A plan of action involves organizing for the meeting of directors so as to discuss pertinent issues and resolve their individual differences. This should take around four days. It should involve establishing of weekly meetings aimed at assessing the progress of the organization and making relevant adjustments. This should take a number of weeks. Introduction of the involvement culture should take a few mon ths (Buchanan Huczynski 2007). Bibliography Allcom, S. 1991, Workplace superstars in resistant organisations, Quarum books, New York. Beer, M. 1990, Organizational Behaviour and Development. Harvard University. Web. Buchanan, D. A. Huczynski, A. H. 2007, Organizational Behaviour, 7th edn, Prentice Hall, London. Handy, C. B. Aitken, R. 1986, Understanding shools as organizations, Penguin Books, London. Handy, C. 1993, Understanding Organizations, Penguin, London. Lawrence, P. R. Lorsch, J. W. 1967, Differentiation and Integration in Complex Organizations. Web. Locke, E. A. and Latham, G. P. 1990, A Theory of Goal Setting and Task Performance. Prentice Hall, New Jersey. McGregor, D. 1960, The Human Side of Enterprise. Web. Michels, R. 1911, The Iron Law of Oligarchy. Web. Organizational analysis 2012, Encyclopà ¦dia Britannica Online. Web. Rural Development Initiatives 2001, Strengths, Weaknesses, Opportunities and Threats Organizational Analysis (SWOT). Web. This case study on Pluto Telecommunications was written and submitted by user Bennett Cabrera 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.

Machiavelli and Aristotle essays

Machiavelli and Aristotle essays Since pre-school weve been taught to do onto others as you would like them to do to you. Clearly Niccolo Machiavelli missed that lesson! He does however realize how important it is to be a good leader; however he does feel that its necessary to sometimes risk the love of the people in order to achieve greater success. According to Aristotle power and happiness lies in virtue whereas Machiavelli believes that power and happiness lies in not necessarily being virtuous but at least appearing to be. Ultimately, power has nothing to do with happiness for Aristotle; unfortunately power has everything to do with happiness for Machiavelli, where in lies the dramatic difference between the two men. Machiavelli wrote a guide about how to attain political power by whatever means necessary, so you can obviously conclude that the man doesnt have many morals. Hes all about getting to the top no matter what it takes. Its not so much that Machiavelli disagrees with Aristotles views but that in some sense considers them to be naive. Aristotle would want his political leader to be charitable no matter what the costs, however this could possibly leave him broke to uphold his status. Machiavellis idea of a perfect leader is a frugal leader. Instead of giving to everyone, you only give to such people like soldiers, that way you may not be loved by everyone but at least youre not hated and youre not broke either! You never get anywhere in life if you do what everyone wants you to do. Virtue is not always the answer, even if its a good one. As the saying goes, nice guys finish last. Im assuming that by the sound of it, that would be Machiavellis motto. I wish it werent true, but in m ost cases you have to knock someone down to get to the top. However, why is it so important to get to the top? Sure, its all good and well but its not the answer ...

Human Resource Issues in Setting up Projects in France Essay

Human Resource Issues in Setting up Projects in France - Essay Example Managers must screen the external environment before entering the market. If these factors are neglected before going to the country, organization may end up in loosing huge amount of money and resources (Human Resource Management, pg 1, 2008). That is why HR managers should consider all the aspects very carefully as the availability of the required labor force also depend upon these factors. Other than that a company has to answer the question that why they want to go to that country, who will be the workers, what will be the structure, from where will the finances come and what are the legal requirements to consider. As a HR manager ones job is to find out about the labor force availability and the legal requirements. Both the areas are the most important areas for the company to enter in a new country, as workers are the one who are responsible for running the business, where as legal laws keeps a check on your activities and business (Globalization and Environment, pg 2, 2009). The final decision is highly based on the report submitted by the HR manager. It is not a surprising thing that a company wants to do business in France, the simplest reason is that the company wants to enter into the worlds 6th economic power, which is open to all and has been a center of innovation, lifestyle and creativity. There are many reason... As there are benefits for setting up a business in France, there are drawbacks as well, and to minimize those drawbacks Human Resource manager has to use different approaches to analyze the environment of the country (Rose, pg 123, 2006). One such approach is PEST (Political, economical, social and technological) analysis. It is a very useful tool to screen the environment of any country. The analysis helps the company to set the directions, predict the growth and decline and environment for operations (Mathis & Jackson, pg 132, 2006). PEST Analysis of France Political environment: The political environment is stable in the country for the new investors from abroad. Government has formed policies to support such business and at the same time safeguarding the interest of the employees by giving flexible working hours and good retirement packages. There is no political uncertainty in the country, thus it is safe to invest as far as political factors are concerned (Mathis & Jackson, pg 110, 2006). Environmental conditions: 80% of the countries electricity is generated through nuclear plants, where are the main source of increase in temperature, where as, being the industrial country it is now facing environmental challenges. Thus any new business will have to deal with new environmental policies in order to set up the business (Daft, pg 123, 2001). Social environment: France is one of the most liberal countries in the world, but still face some social issues such as the diversity of among its residents and their life style conflicts. There is a huge % of child born with out a married couple and increase

Barclays Bank Seychelles Dissertation Example | Topics and Well Written Essays - 10250 words

Barclays Bank Seychelles - Dissertation Example 1.1 Reasons for Topic Area and Choosing Particular Organization 4 1.2 Project Objectives and Research Questions 5 1.3 Overall Research Approach 5 PART 2 - INFORMATION GATHERING AND ACCOUNTING /BUSINESS TECHNIQUES 8 2.1 Sources of Information for Analysis and Evaluation 8 2.2 Methods Employed to Collect Information 8 2.3 Discussion of the limitations of information gathered 9 2.4 Ethical issues during information gathering 9 2.5 Accounting and/or business techniques used as explained with discussion of their limitations 10 2.5.1 Assumptions in the preparation of financial statements 11 2.5.2 Resulting limitations in financial statements based on assumptions 12 2.5.3 Limitations of Ratio Analysis 14 PART 3 – RESULTS, ANALYSIS, CONCLUSIONS AND RECOMMENDATIONS 16 3.1.1 Description of Results Obtained and Their Limitations 16 3.1.2 Limitations of Results Obtained. 16 3.2 Presentation of results 17 3.3 Critical Analysis/Evaluation of Results and Explanations of Significant Findings 23 3.3.1 Brief Introduction 23 3.3.1.1 Overview of the activities of BSS 23 3.3.2. Analysis and Discussion 24 3.3.2.1 Profitability and Efficiency 24 3.3.2.1.1 How interest income as major source of revenue behaved for the last three years? 24 3.3.2.1.2 Profitability phenomenally high after interest expenses has been deducted 26 3.3.2.1.3Further evidence profitability and efficiency 27 3.3.2.2 Liquidity 30 3.3.2.2.1 Liquidity as observed against profitability 31 ... 37 37 4.4 How has undertaking the (Research and Analysis Project) RAP helped you in your accountancy studies and/or current employment role? 38 4.4.1 The financial statements and profitability, efficiency, liquidity and solvency and wealth maximization 39 4.4.2 A group of stakeholders along with owners of the business need to meet their needs as well. 41 4.4.3 To satisfy the needs of stakeholders decision makers must have accountability 42 42 References: 45 Part 1 – Project objectives and overall research approach 1.1 Reasons for Topic Area and Choosing Particular Organization The reason for choosing my project topic area – an analysis of business and financial performance – is to the see the most appropriate application of knowledge regarding and choosing the particular organization that was the focus of your research work. Doing this would be as way to have a strong basis for experiential learning outcome of the BSc (Hons) Applied in Accounting degree programme . What else could be more experiential at this point than to talk and research about a real organization like Barclays Bank Seychelles? Applying ACCA previous learning would be most appropriate when one sees the real events of the events and assuming from the point of view of research that conclusions recommendations for decision makers is something more than an ordinary management act. If I assume as one of the owners of the bank, it would be like asking whether I should maintain my investments with the bank after I have known and researched more information about the company. What else could be more interesting? Choosing a bank like that of Barclays Bank Seychelles (BSS) allows availability of some information for analysis including the financial statements and industry data. Choosing the

Cultural background Essay Example | Topics and Well Written Essays - 250 words

Cultural background - Essay Example My father is a Spanish who lived in Venezuela and travelled a lot to Spain. It is a common tradition for Hispanics to stay with relatives while on short vacations and so my father did. Being a capable member of the family, he took the responsibilities of every extended family member experiencing financial difficulties, sicknesses, and other life issues. In Hispanic culture, individual in the same family are vested with the responsibility of taking care of those unfortunate in the same family. Hispanic parents instil the importance of honour, respect for the elderly, good manners, and respect to authority to their children right from their childhood. Some common etiquette includes a handshake, a hug and a kiss on the cheek to signify greetings. The Hispanics have common attire that is worn to various important places including the church, or social gatherings. From the Hispanic culture, I have learnt the importance of placing great value on my looks as a sense of honour, pride, and dignity. I am a religious person and most of the Hispanic’s are, most of them professing the Roman Catholic faith. My mother being from Venezuela, we have adopted some of their cultures like love for Venezuelan fine arts, music and dances, and