Friday, May 15, 2020

MCAT Scoring 101

MCAT Score Frequently Asked Questions    MCAT scoring information will no doubt have you lying awake at night, worried that you may have missed something. Sometimes, you can get so worried about your score, that it prohibits you from doing your absolute best on the exam itself. Lets not go there, shall we? Heres MCAT Scoring 101. This article contains details about how your MCAT score works, so you dont divert any of those very important brain cells toward needless fretfulness. Trust me, youll have enough to worry about when it comes time to prepare for this bad boy! MCAT Scoring Basics When you get your MCAT score report back, youll see scores for the four multiple choice sections:  Biological and Biochemical Foundations of Living Systems,  Chemical and Physical Foundations of Biological Systems,  Psychological, Social, and Biological Foundations of Behavior, and  Critical Analysis and Reasoning Skills  (CARS).  Ã‚   MCAT Score Report When you get your score report back, youll see your percentile ranks, confidence bands and score profiles. The percentile rank is merely how well youve done in comparison to others whove taken your exam. Youll see percentile ranks for every one of the four sections and your overall score. The confidence bands are visual clues to show the approximate area where your score lies, since the scores from the MCAT will never be perfectly precise (statistics rarely are). The confidence bands help discourage distinctions between test-takers with really similar scores. The score profiles show your weaknesses and strengths across all four sections.   MCAT Scoring Numbers Each one of the four sections can earn you between a 118 and a 132, making your highest possible cumulative score a 528 since the cumulative score is the sum of the four sections instead of an average. At press time, the national MCAT score average was a 500.   MCAT Raw to Scaled Scoring Your scores are based on the number of questions you answer correctly, but since you realize that you will be answering more than 15 questions per section, there is some score scaling involed. You are not penalized for incorrect or incomplete answers; only your accurate answers are counted.  The scaling system is not a constant thing, either, in order to account for different questions on different exams. A new raw to scaled score table is defined for each MCAT administration to provide for variances in testing questions. MCAT Scoring Retrieval So, how do you get your score report? In order to retrieve your MCAT scores, youll need to use the MCAT Testing History (THx) System on the AAMC website and will have to have an AAMC login user name and password. The THx is the online score release site that you use to view your scores and send them to different application services/schools. Your scores will be available about 30 – 35 days after you test, so keep that in mind when you register if youre pushing your application deadline! Current MCAT Score Release Dates Sending Your MCAT Scores Once you access your score report after logging in, click the link that reads â€Å"send all my scores.† On the next screen, you can scroll through different application services and schools to which youd like to submit your scores. Click the recipients youd like and then scroll to the bottom of the screen and hit Submit to send your scores. Since AAMC has a full disclosure policy, you may not send select scores to schools. If you choose to send, youll be sending every one of your MCAT scores from each test administration if youve tested more than once. More MCAT Scoring Information So, now you know the basics! If youd like more answers to all of your MCAT scoring questions, then take a peek at these MCAT Score FAQs to find out about things like what good MCAT scores look like based on the top 15 schools, average national MCAT scores, score percentiles and more!

Wednesday, May 6, 2020

Mirrored Worlds - 1566 Words

There are many instances throughout literature where two pieces, told by two different narrators, and telling two different stories can be found to have similar textual qualities. This instance can be shown between A Narrative of the Captivity and Restoration of Mrs. Mary Rowlandson by Mary Rowlandson herself and Our Nig by Harriet E. Wilson. The stories depict the great suffering of two individuals who express similar qualities in their writings; the qualities being that each piece is a captivity narrative, there is a struggle with faith, and a silenced sexual subtext. The first piece by Rowlandson tells the story of a white Puritan woman. She is captured by Native Americans, and goes through many hardships as she is held against her†¦show more content†¦The second similarity between the two pieces is seen with their struggles with faith. Rowlandson starts off in the beginning of her narrative already a Puritan follower. Her plight through captivity, she says, only str engthened her faith. Many say her narrative to be a religious allegory, telling the tale of her captivity on the surface, but further looking to the deeper journey of faith that she endures. The entire narrative shows Rowlandson’s religious journey, and even while looking at the twenty removes that take place, one can see that each of these removes represent the stages of her spiritual journey. Jordan Stein argues in the â€Å"Historiography of Sexuality† that Rowlandson, â€Å"suggests that her experience displays God’s truth rather than her own† (483). This other major point seen in her work shows she believes her capture to have been a test of her faith by God himself. In terms of a strengthened faith that is not exactly what is found by Frado in Wilson’s Our Nig. Frado starts off as having no real religious beliefs. At the Bellmonts house she soon befriends Aunt Abby and the Bellmonts son, James, who both have strong religious background s. Throughout the story, both characters hope for a conversion in Frado and push with her to attend church, religious meetings, and to teach her the Bible. Frado also has a strong desire for a conversion because she loves these two characters and wants to make them happy; she however,Show MoreRelatedCave Johnson : A Man Of Big Ideas894 Words   |  4 PagesGreat job, astronaut, war hero, and/or Olympian! With your help, we’re gonna change the world! There were people who would call him a villain, but no one ever really aims to be the evil one. Cave Johnson was a man of big ideas, a man who wanted to change the world. Cave Johnson lived in endless pursuit of heroism. People said it was about the money. Aperture was as much a company as it was a research facility, and their impressive products sold for a pretty penny. 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Tuesday, May 5, 2020

International Business Expansion of Chili-Free-Samples for Students

Questions: Disucss about the Marketing Expansion Plan for Chilis Restaurant. Answers: Introduction This report is based on the analysis of a particular company and the industry where the company is based in. The analysis is based on the plan of market expansion of the company internationally. The competitors of the company are also analyzed in this case and the target customers of the company. The company that is taken into consideration is Chilis Grill Bar restaurant. This is an American style casual type dining restaurant that mainly depicts the Tex-Mex type of cuisine. This restaurant was established in the year 1975 in Texas by Larry Lavine. The restaurant chain is currently owned by Brinker International. The first location of the company on Greenville Avenue in Texas. Discussion about the company and the industry related to it Analysis of the industry The marketing strategies of a company can be of two different types, which are domestic marketing and international marketing. Domestic mainly defines the type of activities related to marketing which are performed within the boundaries of a specific country. This type of marketing activity is confined within the customers within a specific country (Albayrak, 2015). The advantages of domestic marketing are, the communication barriers are less, the data related to the consumers is easily accessible, the competition is less, the company has knowledge about the taste and preferences of the consumers. International marketing is the type of marketing is the type of marketing which is not confined within the boundaries of a specific country (Alon, Ni Wang, 2012). There are some challenges related to the international marketing strategies of a company. The cultural and social differences between two countries, the barriers related to language and the difference in customer habits act as challenges for a company in its international marketing activities. In this case, Chilis is a chain of restaurants that is headquartered in Dallas, Texas. The analysis is based on the expansion of this company in New Zealand. The reason behind this observation is the absence of a restaurant of Chilis in this country. The concept of the restaurant is unique and it offers a variety of cuisine of the Tex-Mex style (, 2017). Analysis of the company Chilis is a casual and fun dining restaurant that opened its gates in the year 1975 in Dallas. The restaurant was opened by converting a post office to create a little joint that was funky in nature. The main attractions of the restaurant are its burgers, fajitas and ribs. The restaurant mainly promotes gatherings with friends and family. Chilis has its branches in around 32 countries in the world (, 2017). The restaurant has recently completed its 20 years of operation. Chilis Inc. is now a part of Brinker International and the menu of the restaurant includes a variety of options like, appetizers including burgers, sandwiches, fajitas, tacos, burritos and quesadillas. The restaurant has its operations in many different countries in Europe, Asia, Middle East, Central America or South America and Africa (, 2017). These countries include, India, Japan, Indonesia, Malaysia, Singapore, Russia, Germany, Bahrain, Kuwait, Jordan, Lebanon, Qatar, Oman, Saudi Arabia, Canada, Mexico, United States, Brazil, Peru, Morocco and many more. The restaurant features in 1580 locations in the world among them some are owned by the company itself and some are franchised. The international operations of the company have been successful and it has shown huge growth since its inception in the year 1975. The restaurant chain is thereby suggested to open their branch in New Zealand as this is one of the places where they are not operating currently (Baum, Schwens Kabst, 2013). Analysis of the environment (PESTLE Analysis) Political factors New Zealand is a stable democratic country and the political system is based on the British model. The political conditions in this country provide a safe and profitable business environment. This factor implies that the business of the restaurant will be feasible in this country (Cadogan, 2012). Economic factors New Zealand has a strong economic environment and the policies taken by the government have also facilitated the economic growth of the country. The country has a flourishing tourism industry and this factors is favorable for the growth of the restaurant business in this area. So, it can be said that Chilis can plan to open its branch in this country and this will help the company to grow as the tourism industry is closely related to restaurant business (Chen Miller, 2012). Social factors The social factors of a particular country or region are related to the families and religion of the group of individuals of that particular area. The citizens of New Zealand are social in nature and show a lot of hospitality to people. This factor will contribute to the success of the restaurant in this area. The reason behind this is mainly the people here, who are welcoming to different cultures (Fleisher Bensoussan, 2015). Technological factors New Zealand has the fastest growing technological sector. The improvement in technologies in the recent years has promoted massive production. The technological change in New Zealand is not uniform in all parts of the country, as the vision of the effect of this technological advancement on the economy of the country is not quite clear. This can prove to be a hindrance in the growth of the restaurant in this area. The reason being that the technological environment of New Zealand will not contribute to the advancement of the restaurant chain (Hitt, Ireland Hoskisson, 2012). Legal factors The legal system of New Zealand is also related to the English laws and rules. The system of judiciary of this country is robust and independent. The legal framework of this country is sound in nature and is further supported by independent and free media and also ensures transparency levels that are high in the decision making system of the corporates and the government as well. This sound and transparent legal framework will be helpful in the expansion process of a new foreign company as many types of legal bindings are associated with international expansion of a company (Ivens Valta, 2012). Environmental factors The environmental factors in New Zealand are suitable for the success of the restaurant in this area. The reason behind this statement is the huge wealth of natural resources and the fresh produce of different varieties of fruits and vegetables that will facilitate the growth of the restaurant in this country (Khan, 2014). Cultural differences between the two countries The culture in New Zealand is of the laid back type and is dynamic and unique. The culture of this country is influenced by both the European as well as British customs. The country is also affected by the Polynesian and Maori culture. The culture of this country is a mix of different cultures which include the Pakeha culture and the Maori culture. The people of New Zealand are highly educated and sophisticated people and represent the vibrant and unique society which is multicultural in nature (Kim Mauborgne, 2014). The United States has a population of around 325 million and acquires the third position in terms of land area. The population of the country is a mix of Native Americans and a huge number of immigrants from different parts of the world. Owing to this reason the country is considered to the most diverse country in terms of culture. The American culture is influenced by almost every culture from around the world. The American culture also influences all the cultures in the world (Michalski, 2015). From the discussion above it can be derived that the difference in culture between the two countries lies in the diversity. While the US culture is influenced by many cultures in the world, it is much more diverse as compared to the culture in New Zealand. Analysis of the competitors of the company The restaurant that is recommended for expansion in the country of New Zealand will have to face stiff competition in this area from the top restaurants in this country. New Zealand is a country which lots of natural resources and tourist attractions as well. This factor facilitates a boost in restaurant business as it is directly related to the tourism sector (Upson et al., 2012). Two examples of the competition of Chilis in New Zealand are as follows, Depot Eatery and Oyster Bar is a restaurant located in Auckland Depot and is under the highly recommended lists of restaurants. This is also a casual dining restaurant and has bar where oysters and shell fish are served. The main weakness of the restaurant is the absence of the beer or wine bar which is one of the main attractions in Chilis. Food Truck Garage is also a restaurant that is located in Auckland and offers healthy and tasty fast food. This restaurant serves fast food in the American style. The weakness of this restaurant is the limited customer base as it only serves in a truck and does not have fine dining facilities. On the other hand, Chilis offers American cuisine with a casual approach in the fine dining environment (Zhou, Wu Barnes, 2012). Target customer analysis The target customer segment of Chilis in New Zealand are the tourists and the local people as well. The restaurant offers quality food in a casual dining environment and this will help in attracting customers who are searching for American style food in a casual dining restaurants along with drinks and beverages. This is a unique concept for a restaurant in this area (Yksel, 2012). Strategies of market entry The market entry strategy refers to the various ways in which a company plans to enter a foreign market in such a way so that the levels of risks are low and the company can gain high returns. There are many different strategies that can be applicable for entry of a particular company in the foreign market. The different strategies include, direct exporting, franchising, licensing, joint ventures, partnering, buying any company, turnkey projects, piggybacking and greenfield investments (Albayrak, 2015). The market entry strategy that is recommended for Chilis in New Zealand is Franchising. This strategy is the best suited to food outlet, as the levels of risks are low and the restaurant can gain swift market expansion. The reason behind the selection of this strategy is that the business model of the company is repetitive in nature. The brand of Chilis is highly recognized in the world, and this will facilitate the strategy of franchising (Zhou, Wu Barnes, 2012). Strategies of marketing mix Marketing of a particular organization can be defined as the set of marketing tools that can be used by a company so that they can receive the response that is desired by the company from the target market. Marketing mix of a company consists of 4 Ps which include, Product, Price, Place and Promotion (Alon, Ni Wang, 2012). The marketing mix plan for Chilis restaurant is as follows, Product The products that are offered by the restaurant will remain the same as in all other countries of the world, which include, the appetizers, burgers, enchiladas and fajitas, main course, soups and salads, grills, tacos, seafood and many more. Price The appetizers should be priced between 6 dollars to 10 dollars, the salads need to be priced between 4 dollars to 10 dollars, burgers and sandwiches should be priced between 6 to 10 dollars and the burritos should be priced between 8 to 10 dollars (Baum, Schwens Kabst, 2013). Place The restaurant should be located in Auckland city of New Zealand. This area has beautiful natural beauty and is a perfect holiday destination. This area attracts lots of tourists who can thereby increase the revenue of the restaurant. Promotion The promotional activities of the restaurants can be done by digital marketing methods, which includes the use of social media and other ways of marketing (Cadogan, 2012). Recommendations The recommendation states that the Chilis restaurant venture can be successful in New Zealand. The restaurant will prove to be profitable for the management of the organization. This expansion can open new avenues for the restaurant chain. Conclusion The report can be concluded by stating that the international business expansion of Chilis will be profitable for the restaurant chain and it will be suitable for the country as well. The restaurant has its branches all over the world, so it is advisable for the company to set up a branch in New Zealand as well. The reason being that Auckland city of New Zealand is blessed with natural beauty and is a center of attraction for tourists, which in turn will be profitable for the restaurant business. References Albayrak, T. (2015). Importance performance competitor analysis (IPCA): A study of hospitality companies.International Journal of Hospitality Management,48, 135-142. Alon, I., Ni, L., Wang, Y. (2012). Examining the determinants of hotel chain expansion through international franchising.International Journal of Hospitality Management,31(2), Gupta, A. (2013). Environmental and pest analysis: An approach to external business environment.Merit Research Journal of Art, Social Science and Humanities,1(2), 13-17.379-386. Baum, M., Schwens, C., Kabst, R. (2013). International as opposed to domestic new venturing: The moderating role of perceived barriers to internationalization.International Small Business Journal,31(5), 536-562. Cadogan, J. W. (2012). International marketing, strategic orientations and business success: reflections on the path ahead.International Marketing Review,29(4), 340-348. Chen, M. J., Miller, D. (2012). Competitive dynamics: Themes, trends, and a prospective research platform.The Academy of Management Annals,6(1), 135-210. (2017).Restaurant Menu - Order Online for Lunch Dinner | Chili's.Chili's Grill Bar Restaurant. Retrieved 4 November 2017, from Fleisher, C. S., Bensoussan, B. E. (2015).Business and competitive analysis: effective application of new and classic methods. FT Press. Hitt, M. A., Ireland, R. D., Hoskisson, R. E. (2012).Strategic management cases: competitiveness and globalization. Cengage Learning. Huang, R., Sarigll, E. (2014). How brand awareness relates to market outcome, brand equity, and the marketing mix. InFashion Branding and Consumer Behaviors(pp. 113-132). Springer New York. Ivens, B., Valta, K. S. (2012). Customer brand personality perception: A taxonomic analysis.Journal of Marketing Management,28(9-10), 1062-1093. Khan, M. T. (2014). The concept of'marketing mix'and its elements (a conceptual review paper).International journal of information, business and management,6(2), 95. Kim, W. C., Mauborgne, R. A. (2014).Blue ocean strategy, expanded edition: How to create uncontested market space and make the competition irrelevant. Harvard business review Press. Michalski, E. (2015). Foreign market entry strategy.Acta Scientiarum Polonorum. Oeconomia,14(2). Upson, J. W., Ketchen, D. J., Connelly, B. L., Ranft, A. L. (2012). Competitor analysis and foothold moves.Academy of Management Journal,55(1), 93-110. Yksel, ?. (2012). Developing a multi-criteria decision making model for PESTEL analysis.International Journal of Business and Management,7(24), 52. Zhou, L., Wu, A., Barnes, B. R. (2012). The effects of early internationalization on performance outcomes in young international ventures: the mediating role of marketing capabilities.Journal of International Marketing,20(4), 25-45.

Sunday, April 12, 2020

Tesco Supermarket Management

Executive Summary This paper evaluates how elements such globalization, organizational culture and structure, leadership, change management, decision making processes, communication strategies and motivational methods affects Tesco plc in organizational and people management. These are important elements in ensuring the success of any organization.Advertising We will write a custom report sample on Tesco Supermarket Management specifically for you for only $16.05 $11/page Learn More The discussion has revealed how globalization caused the corporation to expand its tendrils to other emerging markets. Tesco has been involved in acquisitions and takeover bids to maintain its competitive advantage. In organizational culture, it has been revealed that Tesco has a strong commitment to its customers to deliver quality products and high quality standards of services. The paper has also discussed how the corporation switched from a functional to a divisional orga nizational structure to enable it effectively manage its global operations and the massive number of employees. The ever changing global economic environment forced the corporation to adopt an organizational structure that could foster cost-effectiveness, organizational efficiency and employee commitment. The corporation’s leadership style is about influencing individuals to achieve more for the company rather than sorely relying on the leader to make achievements for the company. These and many other issues are discussed in the paper. Introduction Ever since Tesco plc was founded by Jack Cohen in 1919, it has been able to sustain its growth to become a globally recognized grocery and general merchandising retail chain. During its formative years, Tesco specialized in serving the UK market mainly in food and drink. Over the years, the corporation has increasingly diversified its product lines to include clothing, food products, consumer electronics, telecommunications, music download services, financial, flower delivery, legal, online diets, software, and car insurance services (Datamonitor, 2004 p.12). It is the purpose of this paper to critically evaluate how globalization, organizational culture and structure, leadership, change management, decision making processes, communication strategies and motivational methods influence the retail chain in people management.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Globalization and its Effects Globalization is the name given to the various processes that aims at enhancing the connectivity and interdependence of the global markets and businesses (, 2009 para. 1). The forces of globalization have enabled Tesco to transform its operations from a local business entity into a global business organization. The effects of globalization have seen Tesco diversify in both geographical locations and prod uct range (Hutchings, 2005, p. 349). The corporation’s geographical expansion started in 1995, when the corporation commissioned a retail store in Hungary. To maintain its competitive advantage in international markets, the retail chain opened other outlets in Ireland, the Czech Republic, Kingdom of Thailand, Taiwan and the Republic of South Korea in the 1990’s (Datamonitor, 2004 p. 5). Due to globalization, the corporation had to expand its tendrils to reach other emerging markets inline with the global trends. This entailed using a lot of investments to expand internationally since little potential for further expansion existed in the already saturated British market. Tesco has been involved in acquisitions and takeover bids to maintain its competitive advantage. In essence, the corporation enters emerging markets by acquiring performing retail chains. In 1994, Tesco acquired both Global TH and WM Low and Co. In 2004, the corporation concluded its acquisition of the 40-plus Adminstore group (Tesco Merger, 2004, para. 2). This acquisition enhanced the dominance of the corporation in the UK retail market. The corporation has been affected by issues dealing with government policy especially in its international destinations. Issues dealing with tax regimes, labour laws and work policies have always challenged Tesco’s quest to conquer international markets. However, Tesco have relied on stringent management practices to boost its performance internationally. The 2004 financial statistics on Tesco revealed that it was a market leader in six of the twelve countries it had invested in (Datamonitor, 2004, p. 15).Advertising We will write a custom report sample on Tesco Supermarket Management specifically for you for only $16.05 $11/page Learn More Organizational Culture and Structure Price (2007 p. 101) argued that a well formulated organizational culture coupled with effective organizational structure should be vie wed as reference points for people management. Tesco plc has contracted over 440,000 employees in over 3,700 retail stores around the world (English, 2009 p.1). In this perspective, Tesco must have a resilient organizational culture and a flexible structure to effectively demonstrate their core business interests in countries exhibiting a multiplicity of diverse cultural orientations, business etiquettes, leadership styles and techniques of conducting business. Organizational culture details how work is perfumed in the business entity, and lays the groundwork for acceptable and non-acceptable behaviours and actions (Cranwell-Ward et al, 2002 p. 365). At Tesco, the management has realized that workers are more likely to achieve happiness if the core values and beliefs of the corporation are aligned with their own. According to Tesco’s CEO Sir Terry Leahy, the corporation’s future success will be dependent on its own values. Presently, the corporation’s organizati onal culture has enabled it to achieve success in areas where other supermarkets have failed. Tesco shares a strong commitment to its customers to deliver quality products and high quality standards of service (Williamson, 2000, para. 10). Its vision of excellence has enabled the organization to achieve success in many areas. The corporation’s staff members exhibit positive attitudes towards the customers in addition to showing high standards of professionalism, respect, self-regulation, pride, continued improvement, openness, team spirit and partnership. Tesco employs a flexible style of working to permit for additional trading hours. However, staff members are always left with the leeway of deciding the times they would like to work. These fundamental values are critical to the success of Tesco. The illustration below shows how organizational goals, leadership abilities and organizational culture are aligned to achieve success. Figure 1: alignment framework of goals, leader ship attributes and organizational cultureAdvertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Organizational structure is used to describe how individuals and tasks are arranged within a business entity in order to help the organization in meeting its fundamental objectives (Hofstede Hofstede, 2005 p. 252). According to Industry experts, Tesco supermarket practise a strategic business unit (SBU) model of organizational structure in order to enhance the level of competitiveness within individual market areas and across geographic regions (Hutchings, 2005 p. 354). The retail chain utilizes a four-part growth strategy, namely the core UK business, international services, non-food services and retailing services (Tesco, 2009). These growth strategies can be perceived as people management systems (Price, 2007 p. 64). During its formative years, Tesco utilized the functional organizational structure (Wentling, 2004 p. 172). Its stores in the UK were divided into comparatively simple components since it had not undertaken comprehensive diversification of both products and geograp hical locations (Hutchings, 2005 p. 351). In terms of people management, this structure is advantageous since employees can clearly understand the corporation’s operations, command structures, and tasks and responsibilities. The corporation switched to a divisional organizational structure to enable it effectively manage its global operations and the massive number of employees. Under the divisional organizational structure, various departments and stores are divided into self-contained components, able to respond to environmental stimuli on their own (Prince, 2007, p. 188). The ever changing global economic environment forced the corporation to adopt an organizational structure that could foster cost-effectiveness, organizational efficiency and employee commitment (Prince, 2007, p. 184). The divisional organizational structure has greatly assisted the corporation in managing the human resources under its disposal in addition to managing its market entry and product offerings to fit individual market segments in diverse countries (Hutchings, 2005 p. 353). In terms of people management, the divisional structure has enabled Tesco’s employees to achieve team spirit, and has enabled the customers to easily identify with the organization’s products and services based on the geographical area of operation (Prince, 2007 p. 188). Also, this arrangement gives managers the opportunity to develop broad skills needed to drive the organization’s agenda forward. Indeed, the retail chain has successfully used the divisional structure to coordinate and reconcile its operations, decisions, and strategies, both at the corporate level and the business unit level (Prince, 2007 p. 188). Through divisional structure, Tesco has successfully ventured into international markets by making adaptations to the local culture rather than attempting to impose their products and services to the local populations. Leadership Tesco has employed a combination of good leadership, effective management, and a lean business model in its quest to rise above its competitors especially in the UK market (Bono Heller, 2006 para 1). Tesco’s leadership ethos is reflected in the corporation’s organizational culture. In a 2007 interview, Tesco’s CEO Sir Terry Leahy argued that leadership should be about influencing individuals to achieve more for the company rather than sorely relying on the leader to make achievements for the company (Benjamin, 2007 para. 9). According to the CEO, leadership should be about motivating and influencing employees, and challenging them to achieve more for their own objectives as well as for the objectives held by the organization. By any standards, the above leadership style can be termed as transformational. In leadership theories, transformational leaders inspire their followers to rise above their own self interest for the purpose of accomplishing the objectives set by the organization (Tejeda et al, 20 01, p. 41). As of February 2009, Tesco had over 400,000 employees working in over 3,500 stores globally. To manage such a huge number of employees, leaders must have the capacity to instil a profound and long-lasting effect on the subordinates. Leaders must also have the capacity to deal with old challenges in new ways. To deal with such a huge multitude of employees, leaders must be charismatic, and must be able to provide vision and instil a sense of pride on the subordinates. Consecutive studies have revealed that transformational leadership is correlated to organizational success (Tejeda et al, 2001, p. 43). The leadership style used in Tesco can be used to demonstrate why the corporation have continued to grow even in the face of economic challenges. Leaders such as the CEO and other departmental leaders using situational leadership have been able to communicate high expectations to the employees, not mentioning the fact that they have been at the forefront in offering individu alized attention and promoting rational thinking among employees. These are some of the basic tenets of transformational leadership. Change Management Organizations must increasingly adapt to the forces of change if they are to survive the harsh business environment of the 21st Century. Innovation and creativity are two components that have enabled Tesco to negotiate the changes occasioned by both internal and external environment. Many supermarkets have made mistakes by not recognizing their trading environments. However, Tesco has developed innovative strategies that enable the corporation to account for its customer’s buying habits that change with seasons. Some branches are known to hold a sequence of Customer Question Times, where customers are invited to ask questions (Williamson, 2000 para. 6). Such innovative undertakings enable the retail chain to learn about new environments, trading and business practices, customer buying practices, and the perceptions and values h eld by the customers regarding the corporation. Such an arrangement enables Tesco to be proactive in dealing with the factors that leads to change. Decision Making Processes Different types of decision making processes are needed for diverse situations. At Tesco, the customer is placed at the heart of any decision-making process. According to Drive (2004 p. 7), all decisions made by Tesco’s management are supposed to be rational, accountable and transparent. Although major decisions are expected to come from the top managements, store managers always involve the workers in decision making. Brief meetings are convened to offer the workers an opportunity to give their inputs and share their challenges and problems with the management. The collaborative decision making not only ensures that the corporation remains ahead in its quest to conquer the retail markets but it also offers the much needed motivation to the employees. However, the decision on whether to implement the sugg estions made by the employees rests sorely on the managers (Cranwell-Ward et al, 2002, p. 146). Communication, Negotiation, Conflict Resolution, and Motivational Methods Tesco Plc has always recognized that open communication channels and open door policy are fundamental to its success. The management has also recognized that well-motivated employees are vital for the sustained success of the organization (Cranwell-Ward et al, 2002, p. 146). Tesco started a review of work methods in the 1990’s to with the challenges of an increasing variety of products and services. The review, also known as FUTURE program aimed at opening the channels of communication for effective management of workers. In addition, the program was aimed at freeing the employees so that they could achieve more for the organization. At Tesco, every worker has been given the opportunity to identify and voice the challenges faced, including suggesting solutions in an open and structured manner. This serves to motivate employees to achieve more for the company while working in an environment where the freedom of communication is guaranteed and respected. Through the FUTURE program, workers are offered the opportunity to negotiate for the tasks and duties done on behalf of the organization and how such duties could be streamlined, improved or stopped if they have no value addition. Again, this kind of freedom and responsibility serves to heighten motivation levels on the part of employees. According to Cranwell-Ward et al (2002), â€Å"the consultation and involvement process, combined with additional communication results in a release of energy and enthusiasm in staff as they become aware that their views are appreciated and ideas actioned† (p. 146). The management also uses feedback and regular communication to enhance elevated states of motivation and productivity. At Tesco, routine and tools that enhance more face-to-face communication on individualized basis enhances motivation on the part of employees even in times of intense organizational change. Team meetings are also used by the management to brief and consult employees on a variety of issues relevant to them. These open communication channels ensures that conflicts are solved through amicable ways and employee-management relations remains cordial. Consequently, employees are able to attain high motivational levels to propel the corporation into new heights in terms of performance. SWOT Analysis In strengths, Tesco is the leading British retailer based on the local market share and global sales. In addition, the corporation ranks among the three largest worldwide retailers based on both revenue and profits (Tesco, 2009). The corporation’s multi-format capacity will ensure its continued growth in both food and non-food market shares. Tesco’s diversification into non-food items such as insurance, internet and banking services have only served to increase the corporation’s financial clout. is the leading online supermarket globally. What’s more, the corporation have been able to build a formidable brand image that is associated with quality customer shopping experience, trustworthy goods and products, and excellent value for money. In weaknesses, Tesco has often been accused of overly relying on the UK market. The corporation has a lot of opportunities especially in the non-food retail sector. According to industry experts, the corporation can continue to use its low cost structure coupled with improved merchandizing expertise to make significant inroads into the non-food market share, especially in electronics, internet and entertainment. Tesco’s threats arise from the external operating environment, stiff competition from peer supermarkets, economic crises and mergers of supermarkets especially in the UK. Conclusion According to the discussion above, it is evident that Tesco will achieve monumental growth in the coming years since it has successfully fended of the 2008 economic crises despite undertaking aggressive expansion programmes (English, 2009 p.1). While the corporation’s financial clout and customer base looks stable for now, immense opportunities for growth exists in the future due to the way its organizational culture, structure, decision making processes and leadership has helped the supermarket to manage people – both employees and customers. Tesco’s management of the above elements have inarguably enabled it to foster cost-effectiveness, organizational efficiency and employee commitment. Consequently, Tesco is headed for better times in the future due its effective strategies in both organizational and people management. List of References Benjamin, T. (2007, March 19) Transcript: Terry Leahy, CEO of Tesco. Retrieved from [31 October 2009] Bono, E., Heller, R. (2006) Tesco Management. Retrieved from [31 October 2009] Cranwell-Ward, J., Bacon, A., Mackie, R. (2002) Inspiring Leadership: Staying Afloat in  Turbulent Times. Cengage Learning EMEA Datamonitor. (2004) Tesco Plc. Retrieved from [28 October 2009] English, S. (2009, October 6) Tesco Keeps its Crown as Results Beat City Forecasts. The  Ã‚  Evening Standard. Retrieved from [28 October 2009] Hofstede, G., Hofstede, G.J. (2005) Cultures and Organizations: Software of the Mind, 2nd Ed. London: McGraw-Hill. Hutchings, I. (2005) Tesco in the Czech Republic. In M. Terterov J. Reuvid (Eds) Doing  Business with the Czech Republic. GMB Publishing Ltd. ISBN: 9781905050550 (2009) Globalization. Retrieved from [ 31 October 2009] Price, A. (2007) Human Resource Management in a Business Context, 3rd Ed. Cengage Learning Business Press. ISBN: 9781844805488 Tejeda, M. J., Scandura, T. A., Pillai, R. (2001) Transformational leadership. The  Leadership Quarterly, 12, 31-52. Tesco plc (2009) Welcome to Tesco Plc. Retrieved from [28 October 2009 Tesco Merger approval Criticized. (2004) Retrieved from [31 October 2009] Wentling, R.M. (2004) Factors that assist and Barriers that Hinder the Success of Diversity Initiatives in Multinational Corporations. Human Resource Development International, Vol. 7, No. 2, pp. 165-180 Williamson, V.A. (2000) Business in times of Change. The Irish Times. Retrieved from [31 October, 2009] This report on Tesco Supermarket Management was written and submitted by user GorillaMan 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.

Wednesday, March 11, 2020

How to Make Glow in the Dark Mountain Dew

How to Make Glow in the Dark Mountain Dew Mountain Dew has a vibrant yellow-green color to it but ever thought about making it glow? Heres how you do it: Glow in the Dark Mountain Dew Materials 20-oz bottle of Mountain Dewâ„ ¢ (but any 20-oz bottle will work)Glowstick or light stickScissors or wire cuttersDishwashing liquidHydrogen peroxideBaking soda Make It Glow Pour out or drink all but a small volume of the soft drink (~1/4 inch). If your bottle is empty, add a little water.Add a squirt of dishwashing liquid.Use scissors or wire cutters to cut the glowstick.Empty the contents of the glow stick into the bottle. If the liquid wont flow you can snip the glowstick into pieces and just add the pieces to the bottle.Add 1 to 3 capfuls of hydrogen peroxide.Add a pinch of baking soda and immediately seal the bottle.Turn out the lights (if you havent already) and vigorously shake the bottle.Dont drink the contents of the bottle. Keep it out of reach of children or anyone else who might be tempted to drink the liquid. Modern glowsticks are nontoxic, but that doesnt make them good for you to eat. Similarly, dishwashing liquid is not edible. Tips Theres nothing special about Mountain Dew. In fact, you dont even need soda. The glowing red bottle was made using a bit of water, a squirt of Dawn, a broken red glowstick, a couple of capfuls of hydrogen peroxide, and a pinch of baking soda.You dont absolutely need the peroxide or baking soda either. The project works if you add a little detergent and the contents of a broken glowstick to any near-empty 20-oz bottle.However, if you add the peroxide and baking soda, you get an immediate bright glow. Enjoy the glow while you can because the chemiluminescence reaction proceeds rapidly. If you use peroxide you will notice the light starting to fade within about half a minute.Avoid contact with the contents of the glow stick. Clean off any residue from your scissors or another cutting tool. If you get any of the product on your skin, rinse it off immediately with warm soapy water.

Sunday, February 23, 2020

The reliance upon technology Essay Example | Topics and Well Written Essays - 2500 words

The reliance upon technology - Essay Example Regardless of the individual device in question, the fact of the matter is that this societal shift impacts upon nearly every aspect of personal life and nearly every relationship that currently exists around the world. The pervasive paradigm shift that has been evidenced has occurred over the past 20 to 30 years has been hailed by many as a great move forward with regards to the overall capabilities and development of the human race. However, there is an alternate view as well; one which warns against the fact that many individuals within society are slowly but surely becoming addicted to the very technology that was initially intended to aid them in accomplishing tasks of different varieties. It is the belief of this author that neither of the sides to this debate has all of the facts or is utilizing them to the correct degree. Rather, technology, although a definite aid in accomplishing tasks that would otherwise take quite a while, has become something an addictive aid that threa tens to reprogram the way in which the human mind and creativity are evidenced; thereby decreasing human potential and creating an unhealthy co-dependence that is evidenced throughout current society and culture. Firstly, it does not take a great deal of analytical or scientific discovery to realize that the way in which technology has reshaped and classified our world is without question. Moreover, a sociological increase into the way in which technology has shifted interpersonal dynamics, relationships, and communication has been conducted by a variety of researchers and convincingly pointed to the fact that the current era of texting, instant messaging, Facebook et al has significantly decreased the amount of time that individuals spend in face-to-face communication and has moved society convincingly towards something of a more introverted nature (Carr 1). Although introversion in and of itself is not necessarily a poor character trait, it must be noted that the overuse and relia nce upon these technological tools which have already been discussed has created a dynamic by which formerly extroverted individuals are merely introverted and carrying out a great deal of interpersonal communication that one might otherwise carry out face-to-face via the Internet or other technologically enabled means. However, communication is not the only thing that suffers from an overdependence upon technology. As many have noted, memory recall and the perennial knowledge that any and all information can be readily retrieved has created a situation in which memory and the ability to recall tidbits of information are placed at a much lower premium than they might have been in an era in which the likes of Google or other prominent technological means by which data can be retrieved had existed. Again, it does not take a great deal of imagination to envision an era in which it was necessary for the schoolchild, or even societal shareholder, to be nominally familiar and remember suc h information as capitals of states, a rough understanding and appreciation for the order and number of presidents, how many chromosomes exists in human DNA, who the first woman in space was, for the year in which the state of Israel was created (Cottler 24). As can be seen, there is something to be said for the amount of memory recall that individual can possess and leverage as a means of readily interjecting key understandings and tidbits of fact, data, and history into conversations and pertinent situations. However, with an overdependence upon technology has, situation in which individuals have placed this premium of memory and recall far down on the list of priorities; choosing instead to