Top About Me Essay Samples Tips!

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The Ethics Of Data Handling And Information Privacy

The ethics represent of what is right and wrong in our life. The ethics concerning data handling and information privacy are very complex. They can be split into three main categories the privacy itself, property and Accessibility. Privacy issues are related of what can be hidden from the public. Property issue is about the ownership of information collected and stored. Finally, the Accessibility is a concern of who is able to use this information and from whom consent. In Australia privacy is regulated through â€Å"Privacy Act 1998†. 1988 Act regulates handling private information by the government and private sector. It includes laws about storing, collecting and disclosing of the information. It also incorporates principles of access and correction of the information. This Act is based on 13 principles applied to the government agencies and some private sector. The first principles state that the object of the act is to ensure the collection of private data in an open and transparent manner. The main norm in the privacy act is the consent of the user to obtain the information and use it. Still, the line of the agreement of the releasing and using the information by the user is not always clear on the web. Most of the time user doesn’t understand, what he agrees for. In addition, most websites don’t let to register unless you agree to their terms, which include the release of the personal information to the third parties. Privacy is the ability to keep away chosenShow MoreRelatedConflicts in IT Industry due to ethical issues There is a thin line between right and wrong in the1200 Words   |  5 Pagesa thin line between right and wrong in the way technology is used today. There are many ethical issues arising by using technology in the business of IT. These issues can be classified as personal issues and organizational level issues. Privacy, private information security, web tracking etc are some of the personal issues and protecting intellectual property like software rights is organisational level issue. These issues tend to create conflicts in the IT industry which are intern responsible forRead MoreDealing with Confidentiality1028 Words   |  4 Pagesmeaning of privacy, the Privacy Rule remains a time-honored and a universally accepted norm in the handling of personal health information (Nass et al, 2009). Privacy involves the collection, storage and use of a patients personal information and determines who has access to the information and the conditions to that access. It guarantees confidential ity and security. The assurance of confidentiality prevents the physician or another health care professional who receives the information from revealingRead MoreBiometrics and Ethics Essay1388 Words   |  6 Pagestechnology brought upon many unexpected ethical issues. When discussing about ethics, we need to talk about the importance of computers and be able to answer questions like: what is the reason for addressing the impact of computers on ethics? In his article â€Å"What is computer ethics?† Dr. James Moor analyzed and elaborated the very question. Dr. Moor begins his article by defining computer ethics. In his words, â€Å"computer ethics is the analysis of the nature and social impact of computer technology andRead MoreThe Disclosure Of Private Search Dat Aol Inc. ( An American Web Search Media1774 Words   |  8 Pagesof producing and publishing data with the help of technologies without breaching of the privacy and confidentiality. In this report, a case s tudy of the disclosure of private search data in AOL Inc. (an American web search media) is presented to reveal the consequences of privacy violation and highlight the importance of ethical awareness and privacy protection in research projects. Modern researchers are using technologies to collect, analyse, publish and store data electronically to improve productivityRead MoreThe Value of Digital Privacy in the Information Technology Age1283 Words   |  5 Pagesand Insights On The Value of Digital Privacy In the Information Technology Age Introduction The need for ensuring the security of nations and enterprises on the one hand and the need for protecting the privacy of individuals on the other, are creating a myriad of conflicts regarding ethics, laws and personal rights. Never before in the history of modern society has there been such a strong emphasis on capturing, analyzing, categorizing and using personal data that had been highly protected in theRead MoreSecurity Issues in Health Information Technology758 Words   |  3 PagesSecurity Issues in Health Information Technology Introduction: In 2009, the United States enacted a sweeping economic recovery bill entitled the American Recovery and Reinvestment Act. As part of the controversial bill, the U.S. took on the imperatives of the Health Information Technology for Economic and Clinical Health (HITECH) Act. This dimension of the total bill has been more positively received than its umbrella legislation, primarily because it proceeds from an assumption that most membersRead MoreElectronic Health Record ( Ehr )889 Words   |  4 Pagesbecome a significant part in delivering health care, health informatics ethics has emerged as a new set of standards in addition to existing codes of medical ethics (Hoyt and Yoshihasi, 2014, p. 219). It is comprised of medicine, ethics, and informatics in health care. As the International Medical Informatics Association’s (IMIA) Code of Ethics states, one of the general principles of information ethics pertains to information privacy and security (Hoyt and Yoshihasi, 2014, p. 220 ). In response to a rapidRead MoreThe Brazilian Federal Data Processing Services1077 Words   |  5 PagesThe Brazilian Federal Data Processing Services is experience at least two types of the ethical problem. First, the NSA is acting contrary to international standards relations. It is ethically wrong for the government agency to spy on another government’s data or information. Although American security agencies have been accused of spying on the security information of other countries, their actions are illegal and will create a poor inter country relationship (Constantin, 2014). From this case,Read MoreDatabase Data Mining: the Silent Invasion of Privacy1308 Words   |  6 PagesDatabase Data Mining: The Silent Invasion of Privacy Database Data Mining: The Silent Invasion of Privacy Dustin Johnson University of Maryland University College As coined in an article in the St. Louis Post-Dispatch by Aisha Sultan, â€Å"Data is the new world currency.† Data mining is the process of analyzing data from different perspectives and then summarizing it into useful information. In essence is it applying all different types of what if scenarios on large swaths of data to get possibleRead MoreReviewing The Ethics Of Nursing1711 Words   |  7 Pages Reviewing the Ethics of Nursing In this paper I will explore an ethical dilemma that may arise within my nursing practice. I have presented a narrative, from the article â€Å"A Dilemma in the Emergency Room†, that portrays an ethical situation involving patient confidentiality. I will focus on Standard IV: Ethical Practice of the College of Registered Nurses of British (CRNBC) as well as the other (CRNBC) Standards of Practice to further evolve my understanding of ethics from what I have learnt

Organizational Efficiency and Effectiveness-Samples for Students

Question: How Human Resource Management Contributes to Organizational Efficiency and Effectiveness. Answer: The essay helps in analyzing the different contributions of the human resource management in achieving the organizational efficiency and effectiveness. Human Resource Management plays an essential role in the enhancement of the performance of the employees in the organization. The main aim and purpose of the essay is to understand the proper importance of the human resource management in different organizations. The different policies relating to the HRM will be efficient in nature in order to enhance the performance of the entire organization. The structure will include the contribution of the Human Resource Management in the organization in improving the effectiveness as well as efficiency of the organization along with the employees of the organization as well. Human Resource Management plays a significant role in enhancing the entire performance of the different employees in the entire organization. There are different policies of HRM that are efficient in nature and they are designed in such a manner that it will help in enhancing the level of performance in the organization to the maximum. The Human Resource Management is the process of proper linkage of strategic objectives and the functions related to human resource management as this will help in improving the performance of the organization (Knowles, Holton Swanson, 2014). Human Resource Management is the central live system of blood of different organizations. The most important aspect of the business of the organization is to focus towards the achievement of the goals as this will help in reaching high level of effectiveness and efficiency in the business (Hulsheger et al., 2013). One of the most essential elements that are responsible for the success of the organization depends on the attracting, managing as well as retaining the best employees in the different companies. The organizations view viability to effectively manage the talent as the priority that is strategic in nature and there is high level of sophistication about different activities in the organizations. Human Resource Management is concerned about the humans in the firm and the actual idea of HRM is to distribute the different functions of the personnel department. The human resource is very much essential for the firms in achieving the goals and this helps the firm in improving the performance by properly authorizing the right individuals for performing some exercises (Al Ariss, Cascio Paauwe, 2014). HRM helps the firm in increasing the motivation if the employees as this will help in increasing the productivity of the organization. Human Resource Management is a cross cultural process in different organizations and it collects proper feedback, ideas along with internal knowledge about best practices and different processes as well (Alfes et al., 2013). The role of HR is to work with proper feedback as well as sharing proper responsibility for achieving the effectiveness in the organization. The effectiveness in the organizational process is crucial in nature for success of the modern organization. The proper efficiency and effectiveness has a huge effect on the profitability of the organization and this allows better opportunities for development as well as higher investments for the employees in the organization. The HR has to properly challenge proper effectiveness of the organization and this has to share proper responsibility of proper improvement (Armstrong Taylor, 2014). The effectiveness of the organization is not easy to measure as different companies has different designs to measure the performance and define the target values that are desired in nature (Wright, Coff Moliterno, 2014). The role of HR is to properly identify the challenging gaps in the entire organization that includes the processes of HR. The HR of the company has a significant impact on the overall results of the company when proper focus is given on the gaps. The HR of the company can connect with the managers as well as influence the managers of the organization to properly focus on gaps that cause ineffectiveness in the entire organization. Proper empowering is required for employees along with involving employees into finding different solutions that will improve the effectiveness of the organization and this can help in achieving proper results as well (Jones George, 2015). The HR requires finding an innovative approach that will help in introducing initiatives that will aim for achieving the effectiveness in the entire organization. The HR functions contribute to proper delivery of solutions that can improve the organization on a daily basis as well (Mok, Sparks Kadampully, 2013). The effectiveness in the organization refers to proper formulation of the goals as well as pursuing the goals through proper completion of the different tasks as well. Effectiveness is apprehensive wherein the job gets completed in the organization and this helps in making the organization effective and efficient in nature by proper utilization of the resources in the organizations. The resources include proper financial, raw materials, human as well as capital and these are the inputs in the process of transformation and the actual aim of efficiency is proper utilization of resources that will help in generating maximum profit in the organization (Paill et al., 2014). The HRM helps in developing proper structure of organization as they have the entire overview of the business and this can help the business in improving the entire productivity of the organization along with increasing the effectiveness as well (Mok, Sparks Kadampully, 2013). The different tasks such as proper training, recruitment and induction have to be performed by the HR in the organizations as this helps in increasing the efficiency in the entire organization as well. The human resource management mainly focuses on the maintaining, securing as well as utilizing effective workforce in the organization. It also involves different kinds of activities such as proper assessing of forecast of human resource for the entire organization as well as screening of the employees who are prospective, proper process of recruitment along with proper development of systems of compensation in the organization (Kehoe Wright, 2013). HRM helps in different ways such as increasing the reputation and this will help in increasing the entire productivity of the organization as well. A proper HR strategy will help in adding value to the entire organization that is as follows: Proper articulation of the common themes that lies behind the achievement of the different plans as well as strategies is essential along with proper identification of the underlying issues that must be properly addressed by the organizations if the individuals in the organization are committed and motivated as well as operates effectively (Storey, 2014). This is the role of the HR managers in the organization to properly manage recruitment as well as training of employees in the organization. Thee HR has to properly develop the skills of the employees in the organization as this will help in providing proper efficiency in the business along with proper effectiveness. The Hr professionals have to suggest proper strategies that will help in increasing the commitment of the employees towards the entire organization (Renwick, Redman Maguire, 2013). The team of the Human Resource Management helps the business in developing proper competitive advantage that will involve proper building of the capacity of the company as this will help in offering unique set of services and goods to the customers as well. The HR of the companies helps in implementing proper programs related to bonus that will help in motivating the employees in the workplace and this will help in building capacity and this will increase the effectiveness in the organization as well. Proper professional development is essential in nature as this will help in professional development and this will act as an added bonus to the organization as well (Demerouti, Bakker Leiter, 2014). The HRM is the body that is meant for the employees, proper and timely appraisal in the performance is essential in nature as this will help in gaining proper confidence among the employees. The safety in the workplace has to be properly taken care by the employees in the workplace as the employees and the HR will support the safety at the workplace as the employees are the assets of the organization and proper care has to be provided to the as well. Proper compensation and other benefits have to be provided to the employees in the workplace a nd this is the entire responsibility of the Human Resource department to provide benefit to the employees in the entire organization (Budhwar Debrah, 2013). The strategies that will be created by the HR department will help in analyzing the issues that are faced by the employees in the organization. The proper training and development has to be provided to the employees in the workplace as this will help the new employees to get adapted to the new culture of the organization. A proper corporate strategy has to be adopted by the HR that will help in building proper commitment among the employees and this will provide chances in building commitment among the employees as well. The HR of the company has to properly prioritize the proper allocation of resources as this can help in setting goals that can increase the effectiveness of the organization and this will result in continuous improvement as well. The HR has to identify the different policies and frameworks that can improve the performance of the employees in workplace and this can positively impact the performance of the organization as well. The main aim of the HR of the company is to capture the element of the people wherein the organization can achieve the long term goals that can improve the different concerns such as whether it has the right individuals in the right place, it has proper mix of individuals in the organization, it has to check whether the employees in the organization display the right kind of behavior in the workplace as well as employees are properly developed in a right way as well. Proper employee relations are essential in nature as this will help in establishing proper confidence and trust among the employees. The reward system has to be established by the management of the organization as this will help motivate the employees and this will provide confidence to the employees in achieving the targets and meet the deadlines as well. Conclusion Therefore, it can be inferred that proper Human Resource Management is essential in nature as this will help in improving the performance of the entire organization. The proper assessment is required in order to analyze the goals of the organization and this will help in increasing the effectiveness and efficiency in the organization as well. The Human Resource Department needs to analyze the issues that are faced by the organization as this will help in improving the grievances of the employees and provide them proper motivation to perform well in the organization as well. Lastly, the role of HR manager is to maintain proper law in the organization as this will extend into attracting and retaining more talents in the organization. References Al Ariss, A., Cascio, W. F., Paauwe, J. (2014). Talent management: Current theories and future research directions.Journal of World Business,49(2), 173-179. Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Budhwar, P. S., Debrah, Y. A. (Eds.). (2013).Human resource management in developing countries. Routledge. Demerouti, E., Bakker, A. B., Leiter, M. (2014). Burnout and job performance: The moderating role of selection, optimization, and compensation strategies.Journal of occupational health psychology,19(1), 96. Hlsheger, U. R., Alberts, H. J., Feinholdt, A., Lang, J. W. (2013). Benefits of mindfulness at work: The role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction.Journal of Applied Psychology,98(2), 310. Jones, G., George, J. (2015).Contemporary management. McGraw-Hill Higher Education. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Knowles, M. S., Holton III, E. F., Swanson, R. A. (2014).The adult learner: The definitive classic in adult education and human resource development. Routledge. Mok, C., Sparks, B., Kadampully, J. (2013).Service quality management in hospitality, tourism, and leisure. Routledge. Paill, P., Chen, Y., Boiral, O., Jin, J. (2014). The impact of human resource management on environmental performance: An employee-level study.Journal of Business Ethics,121(3), 451-466. Renwick, D. W., Redman, T., Maguire, S. (2013). Green human resource management: A review and research agenda.International Journal of Management Reviews,15(1), 1-14. Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Wright, P. M., Coff, R., Moliterno, T. P. (2014). Strategic human capital: Crossing the great divide.Journal of Management,40(2), 353-370.

Marriott Forecasting Essay Example

Marriott Forecasting Paper This case involves the study of the Hamilton Hotel and the use of forecasting to help predict their demand on a specific day. Marriott Hotels operated the Hamilton hotel. Marriott has been known for a culture that puts people first. Marriott is recognized worldwide for their enduring values, their spirit to serve, and their corporate commitment to creating better places to live and work. 1) Critical Issue: The critical issue is the manager has to choose either to accept up to 60 additional room reservations for Saturday or not. ) critical Facts: The hotel loses revenue if the room is vacant for one night. Customer service is a priority for Marmots hotel. Customers often cancel reservations in the last minute or they dont show up. Sometimes, customers stay in the hotel for an additional date beyond their original reservation. Sometimes, customers checked out early. Every Tuesday, the manager needs to prepare a forecast for the follow week occupancy for each day from Saturday to Friday . If the hotel meets targets for occupancy ND revenue, hotel managers will be reward for their performance. The hotel has 1877 rooms. On Tuesday, August 18, 1 987 the manager received a reservation request for up to 60 rooms from a tour company for Saturday August 22. Although 1 839 rooms were reserved already for Saturday. The contribution margin from a room was about 590. The cost for denial a room would be about twice the contribution figure. Frequent guests are the customers that stay more than 45 nights a year in the hotel. ) Analysis: In order to forecast the expected demand in the short term and make the eight decision for Snow either to accept up to 60 rooms, first we decided to look at the historical daily demand for the last 13 weeks and analyze the demand pattern. In graph 1, given data shows peaks and valleys, has no trend and shows seasonal variations in time series. It is difficult to forecast an accurate future demand for this data without using the seasonal forecasting method. Graph 1 When analyzing Pickup Ratio (Demand/Tuesday Bookings) for each Saturday, we can see that most ratios are less than 1. 00. We will write a custom essay sample on Marriott Forecasting specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Marriott Forecasting specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Marriott Forecasting specifically for you FOR ONLY $16.38 $13.9/page Hire Writer If reservation manager, Snow, decides to accept 60 rooms reservation from the tour company, she will overbook 22 rooms. As we know, 1839 rooms have been already reserved and she can give only 38 additional rooms. If she accepts 60 rooms reservation and there are no cancellations, she will have to accommodate additional 22 room requests providing with a comparable room in a different hotel somewhere in the city, transporting the quest, giving ratify such as fruit bucket. According to the text, if a customer is a frequent guest (Marquis cardholder), he or she would received $200 cash plus next two stays at the Marriott for free. Also, the approximate cost for denying a room is about $180. For 22 rooms it will be $3,960. If she decides not to overbook 22 rooms, she might be missing 22*90 = $1 ,980 Of revenue. Moreover, she might be losing an opportunity to establish a good relationship with the tour company, who may book steady numbers of 60 rooms on Saturdays in the future. This would generate additional profit, since we know from historical data that Saturdays are always under booked. Given a very low variable costs and marginal profit of 90$, it is a great opportunity for Snow to maximize profit during one of the slowest day of the week Saturdays (according to DOD indicator). However, she has to forecast demand for Saturday to make sure that she will have those rooms available. Denying a guest with reserved room can be very costly, especially for loyal customers and negatively reflect on hotels reputation. 4) Recommendations Effectiveness: We are recommending that the hotel accept the request from the tour company for up to 60 rooms. It was important for us to have the multiple forecasts and use the one with the lowest mean absolute deviation (MAD) before we made our decision. You Will see in the excel attachment that the seasonal forecast did in fact produce the lowest MAD and produced a forecast extremely close to the previous actual data. According to the seasonal forecast the hotel is expected to have 1,787 guests show up out of the 1,839 that were booked.

Cross-Cultural Determinants of Employee Motivation in Starbucks Company The WritePass Journal

Cross-Cultural Determinants of Employee Motivation in Starbucks Company Introduction Cross-Cultural Determinants of Employee Motivation in Starbucks Company ]. Available from: http://geert-hofstede.com/poland.html. Penny Bassett (2004).  CHINESE AND AUSTRALIAN STUDENTS’ CULTURAL PERCEPTIONS: A COMPARATIVE STUDY, Victoria University. Jim Boyer (2009).  Understanding Hofstede’s Theory to Motivate Cross Cultural Employees. Business Insider  [online]. (2011) [Accessed 6 May 2012]. Available from: businessinsider.com/15-facts-about-starbucks-that-will-blow-your-mind-2011-3#at-300-million-starbucks-spends-more-on-healthcare-insurance-for-its-employees-than-on-coffee-beans-12 Nicholson, N (1998) Encyclopedic Dictionary of Organizational Behavior Blackwell, pp 215 Hoovers  [online]. [Accessed 2012]. Available from: hoovers.com/company/Starbucks_Corporation/rhkchi-1.html. Starbucks Coffee  [online]. [Accessed 2012]. Available from: starbucks.com/. V S RAMA RAO (2009).  The Hofstede Studies  [online]. [Accessed 2012]. Available from: citeman.com/5113-the-hofstede-studies.html. Cultural Dimensions Theory  [online]. (2010) [Accessed 2012]. Available from: valuebasedmanagement.net/methods_hofstede.html. Zoe Wood (2010). Starbucks staff set to get free shares in incentive scheme. 19 December 2010.  Starbucks  [online]. [Accessed 2012]. Available from: guardian.co.uk/business/2010/dec/19/starbucks-uk-staff-free-shares-incentive-share. Employee Benefits  [online]. (2011) [Accessed 2012]. Available from: employeebenefits.co.uk/item/12128/pg_dtl_art_news/272/pg_ftr_art. Projects [online]. (2011) [Accessed 2012]. Available from: http://projects.chass.utoronto.ca/semiotics/cyber/douglas3.pdf .    York Universit y  [online]. (2011) [Accessed 2012]. Available from: fsc.yorku.ca/york/istheory/wiki/index.php/Organizational_culture_theory .

19 of the Best Project Management Training Opportunities for Marketers

19 of the Best Project Management Training Opportunities for Marketers Like it or not†¦ Project management is a skill a lot  of marketers need. From campaign planning  to budgeting and tracking, marketing managers need to have acute project management skills to get their projects off the ground. Problem is, many marketing managers are so bogged down wrangling tasks and chasing down status updates that they have little or no time to do *real* work that moves the ball forward. Having a clear project management process is an important element for both your sanity AND your marketing ROI†¦ Why? You ask For starters, a clear project management process ensures everyone knows what they’re doing and when. So you’re not stuck herding cats all day. AND Having an organized process means your marketing campaigns are more likely to be successful. In fact, 86% of employees  and managers  cite ineffective communication as the main contributor to project failures. Better project management = better communication. Thing is†¦ Many marketing managers don’t have any formal project management training. Fear not, trusty marketers. This post breaks down (almost) every type of project management style and the best training opportunities to help you make sure your PM skills are up to snuff.

Nanotechnology and water purification Essay Example | Topics and Well Written Essays - 3500 words

Nanotechnology and water purification - Essay Example It has been proved that contaminated water is the worldwide cause of death and is responsible for different complex diseases to have affected mankind as well as plants and other marine animals. Industries too, are facing major obstacles in the path of advancement, because of this problem. Water is the elixir of life without which any living creature cannot survive. The problem is that since it is so vital to mankind, human beings are unable to stop using water whether it is for drinking or external uses. There is no substitute for water and all countries ranging from the developed Western countries like the UK, USA or Germany to developing nations like India, Brazil, China and under-developed countries like South America and Africa, are facing this major problem of water pollution. Water is the main element for survival for every living being and so, paradoxically, it is also where bacteria and germs thrive and water becomes the breeding ground for new germs which are capable of killing humans and other animals. The Industrial revolution which made things easier for mankind is also responsible for water pollution. Ironically, it is the increased levels of contaminated water which are also creating havoc for these very industries whose existence in the first place gave rise to water pollution. But, no steps are being taken to curb this menace. To safeguard itself from the devastating effects of contaminated water, mankind came up with different ways to purify water so that it could be 100percent pure and germ-free. Human beings began by simply boiling water because the process of boiling water sterilizes it so that it becomes germ-free and fit for human consumption. Then they discovered that chlorine and iodine could also be used for purifying water but it was found to be leaving a strange after-taste. At last, they started purifying water by using the process of osmosis and reverse osmosis. (Meyer,  

Global Marketing Case Study Example | Topics and Well Written Essays - 3750 words

Global Marketing - Case Study Example 2.2 Economic Factors 6 2.3 Social Factors 6 2.4 Technological Factors 7 2.5 Environmental Factors 8 2.6 Legal Factors 9 3.0 Risk Analysis of China 10 4.0 Risk Analysis Commentary 14 5.0 Recommendations 15 Appendix 17 Works Cited 18 1.0 Introduction The economic reforms adopted by China in 70s and 80s certainly succeeded in changing the global perception about China. It was only owing to these reforms that the sectors devoid of state interference exhibited a marked growth. The opening up of the Chinese economy definitely made way for foreign investment and trade. However, the momentum of reforms in China though steady has been more or less cautious and slow. Ushering in of the reforms led to a minimal yet conclusive delegation of...The Chinese GDP stood at $ 3.42 trillion in the year 2007 (McGregor 2007). Credible experts and institutions expect the Chinese economy to become the world's largest economy by the end of 21st century. However, the development in China exhibits gross income disparities, a trend bolstered by the ensuing liberalization of the domestic markets. Not to mention that an undemocratic political setup has multifarious ramifications those have a direct detrimental impact on the economy. With the fruits of pros perity appropriated by urban centres and politically elite, the human resource development in China has been non-uniform and slow (Plafker 2008). The Western corporations attuned to much liberal and open system do tend to be positive yet apprehensive about venturing into the Chinese climes. The economic reforms adopted by China in 70s and 80s certainly succeeded in changing the global perception about China. It was only owing to these reforms that the sectors devoid of state interference exhibited a marked growth. The opening up of the Chinese economy definitely made way for foreign investment and trade. However, the momentum of reforms in China though steady has been more or less cautious and slow. Ushering in of the reforms led to a minimal yet conclusive delegation of power and responsibility to the local players (Hexter 2007).

Marketing strategy Essay Example for Free

Marketing strategy Essay Nike Inc. founded in 1964 by Bill Bowerman and Philip Knight is global leader in sportswear and footwear industry. With Nike occupying around 45% of global market share in footwear and apparels and moving further ahead, much of the organisational success can be credited to its marketing strategy that have helped the organisation achieve revenue worth billions every fiscal year ($18 billion being in 2008). Nike Inc. UK has a major market in the UK for fitness trainers and shoes provided for health and fitness purpose benefits to the consumers. Nike understands the importance of market analysis and marketing strategy based upon those analytical processes. Considerable amount of research and analysis have been carried on in understanding consumer needs, UK’s environment and potential opportunities. This report consists of situational analysis SWOT of Nike in UK and also presents situational analysis suggestion of ways in which competitive edge can be gained against its rivals with segmentation, targeting and positioning of the products. The importance of marketing objectives has also been highlighted in the report and thus provides Nike with a glimpse of marketing environment in UK and the expectations with role of marketing mix (4P’s). Introduction Nike has predominantly been successful in shoe manufacturing and distribution among the shoe manufacturers with its superior quality, high tech, ultramodern shoes that meet on going demand of the market and its trends. From professional athletics to most common need for fitness trainers, Nike has got fitness shoes and trainers in all shape, sizes and colours. Some of the most famous Nike trainers and fitness shoes are Nike + (spelled as plus), Air Jordan, Nike Shox, Nike Lunar glide, Nike Air Zoom, Nike 360 and many more. Nike is the sole distributor of Nike trade mark represented on each of these and many of its fitness trainers sold globally. High quality material, design and cut and technological enhancement of the shoes as per requirement of various activities thus make Nike the best choice for fitness trainers and shoes. Marketing Analysis and strategic evaluation of a company is an important component of any organisational success. Without well-structured marketing strategies and road maps to planning and achieving them, no organisation can be at the point where they want to be. Nike in UK covers a fair amount of market share and revenue for the organisation. The huge market diversity, brand awareness in market and consumer base loyal to high quality products therefore help to its cause. On the other hand, UK market is generally health conscious and trendy. Trainers and fitness shoes are therefore in much demand over last few years within the country itself. Marketing Audit (Nike Inc. UK) Nike Inc. UK follows management strategies that combine with six of the most important external factors that can have an impact on the organisation. PESTLE is a situational analysis tool that can be used by firms to determine their position against possible external influences such as politics, economy, society, technology, environment and law. Nike and its positional stand against background of UK market can therefore be analysed in the following way: Political Factors Nike Inc. has a considerably stable political environment and an economy welfare provided by the state. Considerable amount of legal requirements were accomplished by Nike during its entry in the UK as an organisation completing all political alignments. Considerable amount of fitness shoes and trainers are imported in UK which is sold all over. However, Nike might have to face challenges if government drafts policy or quotas on Nike shoes that can be imported from its production sites such as Asia-Pacific. Economic Factors UK economy has been unstable in recent years. The double dip recession few years back, inflation rate fluctuating abnormally, growing living costs, income tax rate increments and other economic factors directly or indirectly affected Nike’s performance in the UK with comparatively weak sales figure. Economic balance, employment rate and PDI all must be stable and firm enough in the economy to help a business sustain. Nike therefore needs strategic move that can guarantee its sustainability in such circumstances. Social Factors UK market comprises of people from multiple culture, religion and ethnic backgrounds. Therefore, Nike needs to understand the social system and practice of all these people whenever approaching them. Sales and marketing of the fitness shoes should be therefore based upon social acceptance of methods, people’s lifestyle and their way of thinking. For instance, consumers in UK who purchase fitness trainers are pretty health conscious and the numbers are growing as well. Hence, Nike needs to provide more health benefitting shoes and apparel. Similarly, social responsibility image of Nike has to be significantly boosted with accusations of running sweatshops in Nike factories in Asia which it has tried to improve with facilities, factory improvements and commitment towards further improvement. Technological Factors Technological factors are an important aspect that needs to be considered by Nike Inc. UK . Technological advancements in fitness shoes need to be updated and research and development of such apparels have to be advanced. With fitness shoes that are designed such for injury prevention, sole strengthening, speed sports, less sweating and many other features the advancement has been unimaginable. UK customers are updated and spend good time researching on features and quality of the product they want. Nike therefore has to be technologically capable of providing customer satisfaction. Environmental Factors Nike needs total understanding of UK market as consumers are concerned about how products they purchase can make an impact upon environment. Production materials, process and sites can be harmful to environment in many ways. This can be a grave concern for environmental activists and hence persuade consumer thoughts. Nike has to be able to inform the consumers in UK with their continuous efforts in making Nike shoe production environment friendly and use of raw materials and the production process least harmful to nature. Legal factors Nike has to oblige with all the legal regulations and in relevance with companies operating in the UK. They must consider their business privileges as well as legal responsibility in concern with marketing, promotion and sales in the Kingdom. Some of the legal acts that they need to consider are regarding press, trade acts, acts on sales and supply of goods, adverts and campaigning, television adverts, environmental acts and so on. Without its compliance of local laws and acts Nike would suffer a huge blow in gaining consumer trust as they cannot operate with efficiency. SWOT ANALYSIS FOR NIKE FITNESS SHOES Strength: Nike is a global leader in shoe manufacturing and has been in market for very long time. There is a considerable amount of customer trust and loyalty based upon the very fact that Nike has been able to provide highest quality fitness shoes with modern techniques and design over years. The research and development investment in Nike is huge. The very reason has pioneered Nike in producing ultra-modern technology in fitness shoes. Shoes with air compressed soles for low pressure on soles, ankle protecting designs, speed boosting trainers etc. have all been Nike’s brilliant ideas in meeting with modern demands of consumers. Beside innovations, Nike also provides consumers with choice of designing their own shoes in the UK. Nike has a global presence and their revenues are worth billions . Distribution channels for Nike are well established and it has diverse range of products to cater the consumers with. Weakness: Nike Inc. UK has had to compete fiercely against several of its competitors in recent years with economic downfall regarding price of the product. Several of Nike’s fitness trainers are comparatively expensive than other brands. With buyers focusing their mind on cost efficient purchase, Nike prices are a thought for many. On the other hand, Nike’s sweatshop factories in Asia which are not owned by Nike themselves but subcontracted had tarnished Nike image among many people. Nike has considerably put much effort in improving the working condition and lives of its workers thereby. Opportunity: UK market has lots of potential opportunities for the Nike. With numerous amounts of health conscious people and growing sport enthusiastic generation of youngsters, Nike has the opportunity to grab market by launching shoes and trainers as per the consumer needs. Use of internet is wide and common in the UK and e-commerce has been developing in a tremendous pace. Nike can use this opportunity to promote, inform and cater its consumers with its fitness trainers. Threats: Nike has been competing fiercely with rival companies such as Adidas, Puma, Asics, Umbro and others for fitness shoe production and distribution in UK market. Besides, challenges from competitors, forged Nike footwear relatively cheap and of low quality are circulated by counterfeiters in market which has hampered Nikes reputation and brand. On the other hand growing economic uncertainty, government cuts and rising inflation have been challenging Nike sales. COMPETITIVE ADVANTAGE Competitive advantage can be defined as strategic advantage a company holds against the competitors in the industry. It can be marked as the positional state of company when it is able to create a benchmark in terms of profit in the industry. Nike has the competitive advantage over its rivals through wider market coverage, higher gross revenue and customer loyalty as well. Nike fitness trainers with their high quality design and attributes have been able to outperform other shoe makers. Nike therefore wants to hold this competitive advantage over its rival sustainably. Competitive advantage can be achieved either by, Cost advantage techniques when production is made in massive quantity and products sold in relatively cheaper price or differentiation techniques of producing unique featured products against competitors and providing relative value to the good priced. In 2003, Svend Hollenson provided seven key factors that provide organisations with competitive advantage. Nike with all these consideration and seven key factors can boost its performance therefore in market. The seven factors are: Economy of scale: Economies of scale refers to the term when production cost of a company is relatively lower than its sales revenue and earnings made are from massive sales. These companies produce goods on regular basis and avoid shortage in the market. Economy of scope: Economies of scope relates to the idea that cost of production can be further reduced by other organisational means such as joint administrative firms for different products, similar storage for different goods and cost effective methodologies used in production to distribution. Strategic thinking: The core competence of any business to succeed in modern business world is strategic thinking. With enormous amount of competition and impediments that can affect the business, Nike should be able to analyse its internal and external environment, assess operational lapses so as they can provide effective strategy to eradicate arrears and achieve their objectives. Use of local market: Global companies such as Nike have ample opportunity to provide their range of products to local market in the UK. With well informed and health conscious consumers growing on daily basis, Nike can exploit the opportunity to provide its trainers in all parts of the country. Nike’s product range and standards are well accepted and with more quality products coming in it can boost with learning of local market and advantages it can take from. Ability to provide global services: Nike has been able to provide its product and service throughout the globe. With communication, transportation and various technological developments that have made international trade reliable, company such as Nike have been able to market and cater their business worldwide. Use if information technology in global service is an essential tool which has been used by Nike to deliver its goods and services. Competitive advantage (Company specific): Every organisation should have a distinct and unique feature which provides a competitive edge over its rival companies. Nike has been providing high quality footwear from their founding days. Superior technology, design and features of Nike footwear are second to none. This very reason has made Nike achieve higher market share globally than its competitors by building excellent customer relationship. Human resource (competitive advantage): Nike and its success can be credited on high level to the employees of Nike who with their commitment, skills and attitude have made tremendous development and market coverage for them. Human workforce is an essential element of any business where firm should be able to provide the employees with business specific skills. This helps organisation achieve most out of the available workforce. SEGMENTATION, TARGETING AND POSITIONING (STP) The marketing strategy of a company starts from mission and vision statement to selection of market and then positioning of the plans and objectives of the product in the market. Philip Kotler (1994) provided segmentation, targeting and positioning as the essence of strategic management for any organisation. Here, in terms of Nike Inc. UK, we can suggest following steps to be followed for strategic move: Segmentation: Research on existing market, types of customers and distribution of similar market should be carried out. Targeting: A target market (generally mass and more productive) which has to be served has to be analysed. Positioning: The plans are carried out to be performed in the target market and all the activities positioned. Nike Inc. UK should be able to research and develop the segments within UK market where consumers with similar characteristics can be served. The three approaches of market segmentation such as differentiated, undifferentiated and concentrated can be used to determine segments and plan accordingly by Nike. Nike can distinguish its market with several features and variables which determine the general concept about products that Nike offer, fitness shoes in this case. Socio-demographic variables such as age, gender, occupation, income and family etc. can be considered. It may also be based on geographic information such as area, area density, household and neighbourhood, market size and more. Behavioural data can be assessed to determine customer loyalty, buying trends, user choice and others. Psychographic studies would help Nike understand consumer lifestyle, fashion choices and many more. Nike and its segment targeting approach in the UK Socio demography: Nike Inc. UK provides fitness shoe and trainers in wide range and designs to offer different kind of customers. Trainers and shoes come in all shape, size, specification and quality. Trainers in multiple ranges for men, women and kids are available in the UK market. Sizes are marked effectively for fit in purpose and available readily in all the sales stores. Fitness trainers for men range from ? 38 least for Nike Zoom to ? 120 highest for Nike Trainer 1. Women have wide range of choice as well from Nike Air Cardio designs costing mere ? 28 to ? 140 for Nike Air Max+ 2011 id. Kid products range from ? 18 to ? 100. Geography: Nike has made its presence felt in all the major towns and cities in the UK. The points those are most likely to be consumer targeted have been covered as market by Nike. However, reaching the country sides would be a challenge and point of thought if Nike wants to expand its business all over the nation. Nike provides point of sale services in London, Birmingham city, Glasgow, Manchester city, Edinburgh and many other cities. However, internet usage is the only medium for other geographic parts to purchase Nike trainers. Customer Behaviour: It can be important for Nike to realise the importance of customer behaviour in UK. To learn more about consumer preferences and expectation, it is important to communicate with them and share their experiences. Customer loyalty can be earned by providing customers with benefits and services such as after sales, exchange facilities, warranty and making them feel cared for. Nike has to develop such credentials to learn more about customer status and capacity. Consumer psychograph: Nike has so far been successful in providing trainers and fitness shoes to varying demands of consumers that are available in the UK. Prices of the trainers range from ? 28 to ? 140 which shows that Nike has its focus on all sets of customer status. Some exclusive products are also sold in the market that focuses on trendy, fashionable and youthful nature of trainers and fitness shoes for the consumers. POSITIONING OF MARKET Nike Inc. has been very successful in positioning itself as a global leader in athletic footwear market. Even in UK, Nike has been really successful in covering huge market, enormous amount of consumer trust and therefore considerable amount of revenue for the company itself. Technological advancement, high quality materials, innovation and design in Nike footwear are what even the competitors try to imitate. Even though several European brands provide Nike with stiff competition in the UK, Nike has been efficacious in fending off challenges and come up with even better trainers and footwear as per the demand of demanding health conscious population. With a very competitive pricing strategy that is in concern with market expectations, Nike provides footwear of different sizes, design and price for different market segments. Nike has invested considerable amount of time and money on research of UK market since years which has made it one of the most trusted and loved brand in the UK. Such strong position and market share therefore is a positive sign for Nike in days to come. NIKE AND ITS MARKETING OBJECTIVES AND GOALS IN THE UK Nike has been established as a reputed business enterprise in the UK for years now. Their capability and product effectiveness are reflected in choice of people in using Nike fitness trainers before any available option. SMART based goals and objectives which relate to features of objective setting such as specification, measurement, attainment, realisation and time are necessary for Nike to implement in their strategies. Here, we analyse how Nike’s objectives can be related to the SMART approach. SPECIFIC: Nike is the leading women fitness provider in UK with revenue grossing worth 200 million dollars in 2010. Nike Inc. wants to double the gross amount by the fiscal year of 2014. MEASURABLE: Nike targets revenue of $27 billion by the end of 2015 as well as cumulative cash flow increment to $12 billion. ACHIEVABLE: Nike wants to provide UK consumers with 100% cotton used fitness trainers based upon consumer survey in coming years. Nike Inc. has plans to endorse its own athletics footwear during the 2012 summer Olympics in London by sponsoring all the American athletes participating in the games. REALISTIC: Nike Inc. UK wants to increase its market coverage in the UK which is 18% now to 25% within 2013 as Nike footwear have had tremendously appreciated response and promotional endorsements are to be boosted during Olympic games. TIME BOUND: All afore mentioned plans and objectives of Nike Inc. UK are to be completed in certain time allocated for each objective completion. MARKETING STRATEGIES AND PROGRAMS OF NIKE INC. UK Nike Inc. UK would have to define its objectives and the process of determining the achievement of those goals. Out of various strategic plans available, Nike Inc. UK can use growth strategies using both product and market. Figure source: http://highn. me/ansoffs-matrix-planning-for-growth/ Nike Inc. UK can develop its strategies by using various methods of strategic moves such as Market Penetration: by providing competitive prices against others, promotional campaigns, enhancing customer support and care etc. Market Development: by getting into newer geographic area, building newer distribution channels, creating new product dimension, creating new market segment etc. Product Development: by producing exclusive products, creating a new trend, using technological advancements in product, diversifying product ranges etc. Diversification: by producing new merchandises than usual for instance sweat free socks for Nike trainers, or other products to match Nike footwear and apparels such as caps, jogging scarfs etc. THE MARKETING MIX (4P’S) FOR NIKE INC. UK Nike Inc. UK and their marketing strategies may be subject to changes from external forces of environment such as politics, economy, society, technology, environment and law. The company however has no control on these factors and have to make adjustments on several occasions. The 4 p’s are variables that the organisation can control within its own marketing strategy and is generally known as 4 p’s of marketing mix. Here, we analyse Nike Inc. and its marketing mix. Product: Nike should be able to provide product variety to the consumers in UK. With people interested in different sports, Nike can make an impact on market here. The quality and features of the new trainers have to be of highest quality, design and durability. Latest trends and technology used in performance enhancement, accident prevention and safety of athletes should be made available in Nike trainers. Sizes and shapes have to come out in all different ways and the products need to be attractively packaged as well. Price: Nike needs to focus on all kinds of customer and research on the customer behaviour or purchasing pattern in the UK. Though Nike already provides trainers from as cheap as ? 28 to ? 140 and more, the prices need to be justified. List of the prices and their features marked with products can be helpful. Price discounts on times can be helpful for boosting business. Place: Nike should focus on locations where footwear can be retailed, distributed or sold more efficiently. Study of market is necessary to determine where Nike can make best out of its sales. Placement in this case may be stores around sport clubs, distribution to other sellers and others. Information technology has covered almost the whole part of UK which can be utilised by Nike to exploit the market and attract the customers. Promotion: Nike Inc. has used several of global athletes as brand ambassadors for the company. Their very link with the company and attachment has provided lime light to the Nike trainers as well. The company can advertise its trainers through media; create sales promotion from time to time and even sponsor future sport events to promote their products as well. Conclusion/Recommendation: Marketing Strategy is an important aspect in achieving the organisational goals and objectives. Only with considerable investment in analysing Nike Inc. ’s strength, weakness, opportunity and threats can the organisation implement marketing strategies. Nike enjoys good market presence and customer loyalty in the kingdom and thus can improve further. From the report, we can recommend some of the following aspects for Nike; The emerging youth culture and trend is an opportunity for Nike to market its products. More technological use in trainers, design can be improved so as to promote fitness trainers. Health benefits associated with fitness Nike trainers should be made aware to the consumers. Use of information technology can be great way to market coverage for Nike trainers and their distribution.

The Loss of Childhoos in Heaneys Poems Essay -- Seamus Heaney Poetry

The Loss of Childhoos in Heaney's Poems Seamus Heaney's poems explore the loss of childhood and the cruel awakening into the world of adulthood. Discuss. Seamus Heaney has been described as 'the best Irish poet since Yeats'. He was born on April 13th 1939 and was the eldest of nine children to Margret and Patrick Heaney, at the family farm in Mossbawn. He studied English in Queen's University in Belfast, also in Saint Joseph's College in Belfast, to become a teacher. After many years of writing "Death of a Naturalist" was published in 1966. It contains poems symbolic of death of childhood, specifically Heaney's childhood as a curious young "naturalist", eager to learn about nature. Heaney's poems reveal his thoughts of his childhood and his family. His poems are filled with the images of dying, but are also firmly rooted in childhood. His poems of transition explore the journey from childhood into the adult world. "Blackberry Picking" is a reflection of adulthood and childhood. Heaney tries to tell us that we should enjoy childhood because adulthood is disappointing. He gives the message to have low expectations, therefore when we grow up we will not be let down by the adult world. The poem is written from an adult perspective, although it has many childlike phrases in it. It is about Heaney's summer ventures with his friends during which they would collect blackberries in "milk-cans, pea-tins, jam-pots". It is an elegy, mourning the spiritual death of childhood. The poem is also an extended metaphor. The beginning is about childhood, seeing the world as a child. However there are associations made with adulthood throughout the first stanza eg: "like thickened wine." This implies that adulthood... ...ive side to adultery, monotonous, boring, defensive, greedy and engulfing. Heaney drags out all of the aspects we loathe most about being an adult. Then he places them in an intimidating setting, through a child's perspective and allows us to interpret the experience for ourselves. Heaney presents a generally pessimistic, almost fatalistic view of adult life. His poems illustrate dangers and isolation vivid in adult life, in contrast to the dependence we rely on in childhood. They explain to us the dramatic change from innocence and purity as infants to corruption and voracity in adulthood. The poems are used to convey young Heaney's insecurities and uncertainties, coupled with a faint progression through the conclusion of each of the poems: something has been learned or achieved. What more can one hope for from these significant childhood incidences?

History Of Beverages/Soft Drink

Soft drinks can trace their history back to the mineral water found in natural springs. Bathing in natural springs has long been considered a healthy thing to do; and mineral water was said to have curative powers. Scientists soon discovered that gas carbonium or carbon dioxide was behind the bubbles in natural mineral water. The first marketed soft drinks (non-carbonated) appeared in the 17th century. They were made from water and lemon juice sweetened with honey. In 1676, the Compagnie de Limonadiers of Paris were granted a monopoly for the sale of lemonade soft drinks. Vendors would carry tanks of lemonade on their backs and dispensed cups of the soft drink to thirsty Parisians. Joseph PriestleyIn 1767, the first drinkable man-made glass of carbonated water was created by Englishmen Doctor Joseph Priestley. Three years later, Swedish chemist Torbern Bergman invented a generating apparatus that made carbonated water from chalk by the use of sulfuric acid. Bergman's apparatus allowe d imitation mineral water to be produced in large amounts. John MathewsIn 1810, the first United States patent was issued for the â€Å"means of mass manufacture of imitation mineral waters† to Simons and Rundell of Charleston, South Carolina. However, carbonated beverages did not achieve great popularity in America until 1832, when John Mathews invented his apparatus for the making carbonated water. John Mathews then mass-manufactured his apparatus for sale to soda fountain owners.Health Properties of Mineral WaterThe drinking of either natural or artificial mineral water was considered a healthy practice. The American pharmacists selling mineral waters began to add medicinal and flavorful herbs to unflavored mineral water. They used birch bark, dandelion, sarsaparilla, and fruit extracts. Some historians consider that the first flavored carbonated soft drink was that made in 1807 by Doctor Philip Syng Physick of Philadelphia. Early American pharmacies with soda fountains be came a popular part of culture. The customers soon wanted to take their â€Å"health† drinks home with them and a soft drink bottling industry grew from consumer demand.The Soft Drink Bottling IndustryOver 1,500 U.S. patents were filed for either a cork, cap, or lid for the carbonated drink bottle tops during the early days of the bottling industry. Carbonated drink bottles are under a lot of pressure from the gas. Inventors were trying to find the best way to prevent the carbon dioxide or bubbles from escaping. In 1892, the â€Å"Crown Cork Bottle Seal† was patented by William Painter, a Baltimore machine shop operator. It was the first very successful method of keeping the bubbles in the bottle.Automatic Production of Glass BottlesIn 1899, the first patent was issued for a glass-blowing machine for the automatic production of glass bottles. Earlier glass bottles had all been hand-blown. Four years later, the new bottle-blowing machine was in operation. It was first o perated by the inventor, Michael Owens, an employee of Libby Glass Company. Within a few years, glass bottle production increased from 1,500 bottles a day to 57,000 bottles a day.Hom-Paks and Vending MachinesDuring the 1920s, the first â€Å"Hom-Paks† were invented. â€Å"Hom-Paks† are the familiar six-pack beverage carrying cartons made from cardboard. Automatic vending machines also began to appear in the 1920s. The soft drink had become an American mainstay. http://inventors.about.com/od/foodrelatedinventions/a/soft_drinks.htmIntroduction to PopThe History of Soft Drinks Timeline By Mary Bellis See More About soft drinks beverageGirl Serving From Soda Fountain Bar Serving Soft Drinks LOC See More About soft drinks beverageThis timeline accompanies Introduction to Pop – The History of Soft Drinks Soft drinks by definition are carbonated drinks that are non-alcoholic. Carbonated soft drinks are also refereed to as soda, soda pop, pop, or tonic. 1798 The term â €Å"soda water† first coined.1810 First U.S. patent issued for the manufacture of imitation mineral waters. 1819 The â€Å"soda fountain† patented by Samuel Fahnestock. 1835 The first bottled soda water in the U.S. 1850 A manual hand & foot operated filling & corking device, first used for bottling soda water. 1851 Ginger ale created in Ireland. 1861 The term â€Å"pop† first coined. 1874 The first ice-cream soda sold. 1876 Root beer mass produced for public sale. 1881 The first cola-flavored beverage introduced. 1885 Charles Aderton invented â€Å"Dr Pepper† in Waco, Texas. 1886 Dr. John S. Pemberton invented â€Å"Coca-Cola† in Atlanta, Georgia. 1892 William Painter invented the crown bottle cap. 1898 â€Å"Pepsi-Cola† is invented by Caleb Bradham. 1899 The first patent issued for a glass blowing machine, used to produce glass bottles. 1913 Gas motored trucks replaced horse drawn carriages as delivery vehicles. 1919 The American Bottlers o f Carbonated Beverages formed.1920 The U.S. Census reported that more than 5,000 bottlers now exist. Early 1920's The first automatic vending machines dispensed sodas into cups. 1923 Six-pack soft drink cartons called â€Å"Hom-Paks† created.1929 The Howdy Company debuted its new drink â€Å"Bib-Label Lithiated Lemon-Lime Sodas† later called â€Å"7 Up†. Invented by Charles Leiper Grigg. 1934 Applied color labels first used on soft drink bottles, the coloring was baked on the face of the bottle. 1952 The first diet soft drink sold called the â€Å"No-Cal Beverage† a gingerale sold by Kirsch. 1957 The first aluminum cans used.1959 The first diet cola sold. 1962 The pull-ring tab first marketed by the Pittsburgh Brewing Company of  Pittsburgh, PA. The pull-ring tab was invented by Alcoa. 1963 The Schlitz Brewing company introduced the â€Å"Pop Top† beer can to the nation in March, invented by Ermal Fraze of Kettering, Ohio. 1965 Soft drinks in can s dispensed from vending machines.1965 The resealable top invented. 1966 The American Bottlers of Carbonated Beverages renamed The National Soft Drink Association. 1970 Plastic bottles are used for soft drinks. 1973 The PET (Polyethylene Terephthalate) bottle created. 1974 The stay-on tab invented. Introduced by the Falls City Brewing Company of Louisville, KY. 1979 Mello Yello soft drink is introduced by the Coca Cola company as competition against Mountain Dew. 1981 The â€Å"talking† vending machine invented.http://inventors.about.com/od/sstartinventions/a/soft_drink.htmHISTORY OF COCA-COLA:Invented in the City of Atlanta over a hundred years ago. Atlanta 1886. John Pemberton in 1886 was experimenting with a new recipe. Took some secret ingredients and boiled them into a syrup. Took some to Jacob’s pharmacy where he mixed it with carbonated water and place it on sale for 5 cents a glass. Thus greatest invention of all time. Accountant of Pemberton – Frank Rob inson, coined the name Coca-Cola and famours trademark News spread across Atlanta 1st year – average drinks sold 9 drink per day 1888 – sold to Asa G. Candler and Co. to produce and distribute coca-cola Mr. Candler was a marketing genius, countless creative ways to promote the product. Gave the color red in barrels to give a distinctive appearance All over America-Soda foams. Then in bottles – idea Sold them the right to do that – 1dollar 1916 – introduced coca cola contour bottle; so unique it became instantly famous 1919 – Candler sold the company to a group of investors. Robert Woodriff who became the company’s president Make ice-cold coca cola available to anyone, where, placeFIRST TRULY GLOBAL BRAND 100 YEARS LATER – FORMULA IS STILL A GUARDED SECRET MOST RECOGNIZED TRADEMARK IN THE WORLD ENJOYED IN MORE THAN 200 COUNTRIESHISTORY OF BOTTLING:Coca-Cola ® originated as a soda fountain beverage in 1886 selling for five cent s a glass. Early growth was impressive, but it was only when a strong bottling system developed thatCoca-Cola became the world-famous brand it is today. 1894 †¦ A modest start for a bold ideaIn a candy store in Vicksburg, Mississippi, brisk sales of the new fountain beverage calledCoca-Cola impressed the store's owner, Joseph A. Biedenharn. He began bottling Coca-Colato sell, using a common glass bottle called a Hutchinson.Biedenharn sent a case to Asa Griggs Candler, who owned the Company. Candler thanked him but took no action. One of his nephews already had urged that Coca-Cola be bottled, but Candler focused on fountain sales. 1899 †¦ The first bottling agreementTwo young attorneys from Chattanooga, Tennessee believed they could build a business around bottling Coca-Cola. In a meeting with Candler, Benjamin F. Thomas and Joseph B. Whitehead obtained exclusive rights to bottle Coca-Cola across most of the United States (specifically excluding Vicksburg) — for the sum of one dollar. A third Chattanooga lawyer, John T. Lupton, soon joined their venture. 1900-1909 †¦ Rapid growthThe three pioneer bottlers divided the country into territories and sold bottling rights to local entrepreneurs. Their efforts were boosted by major progress in bottling technology, which improved efficiency and product quality. By 1909, nearly 400 Coca-Cola bottling plants were operating, most of them family-owned businesses. Some were open only during hot-weather months when demand was high. 1916 †¦ Birth of the contour bottleBottlers worried that the straight-sided bottle for Coca-Cola was easily confused with imitators. A group representing the Company and bottlers asked glass manufacturers to offer ideas for a distinctive bottle. A design from the Root Glass Company of Terre Haute, Indiana won enthusiastic approval in 1915 and was introduced in 1916. The contour bottle became one of the few packages ever granted trademark status by the U.S. Patent Office . Today, it's one of the most recognized icons in the world – even in the dark! 1920s †¦ Bottling overtakes fountain salesAs the 1920s dawned, more than 1,000 Coca-Cola bottlers were operating in the U.S. Their ideas and zeal fueled steady growth. Six-bottle cartons were a huge hit after their 1923 introduction. A few years later, open-top metal coolers became the forerunners of automated vending machines. By the end of the 1920s, bottle sales of Coca-Cola exceeded fountain sales. 1920s and 30s †¦ International expansionLed by longtime Company leader Robert W. Woodruff, chief executive officer and chairman of the Board, the Company began a major push to establish bottling operations outside the U.S. Plants were opened in France, Guatemala, Honduras, Mexico, Belgium, Italy, Peru, Spain, Australia and South Africa. By the time World War II began, Coca-Cola was being bottled in 44 countries. 1940s †¦ Post-war growthDuring the war, 64 bottling plants were set up ar ound the world to supply the troops. This followed an urgent request for bottling equipment and materials from General Eisenhower's base in North Africa. Many of these war-time plants were later converted to civilian use, permanently enlarging the bottling system and accelerating the growth of the Company's worldwide business. 1950s †¦ Packaging innovationsFor the first time, consumers had choices of Coca-Cola package size and type — the traditional 6.5-ounce contour bottle, or larger servings including 10-, 12- and 26-ounce versions. Cans were also introduced, becoming generally available in 1960. 1960s †¦ New brands introducedFollowing Fanta ® in the 1950s, Sprite ®, Minute Maid ®, Fresca ® and TaB ® joined brandCoca-Cola in the 1960s. Mr. Pibb ® and Mello Yello ® were added in the 1970s. The 1980s brought diet Coke ® and Cherry Coke ®, followed by POWERADE ® and DASANI ® in the 1990s. Today hundreds of other brands are offered to meet consum er preferences in local markets around the world. 1970s and 80s †¦ Consolidation to serve customersAs technology led to a global economy, the retailers who sold Coca-Cola merged and evolved into international mega-chains. Such customers required a new approach. In response, many small and medium-size bottlers consolidated to better serve giant international customers. The Company encouraged and invested in a number of bottler consolidations to assure that its largest bottling partners would have capacity to lead the system in working with global retailers. 1990s †¦ New and growing marketsPolitical and economic changes opened vast markets that were closed or underdeveloped for decades. After the fall of the Berlin Wall, the Company invested heavily to build plants in Eastern Europe. And as the century closed, more than $1.5 billion was committed to new bottling facilities in Africa. 21st Century †¦The Coca-Cola bottling system grew up with roots deeply planted in local communities. This heritage serves the Company well today as people seek brands that honor local identity and the distinctiveness of local markets. As was true a century ago, strong locally based relationships between Coca-Cola bottlers, customers and communities are the foundation on which the entire business grows.

Why speeches are bad

It's that time of the year again. It's that time of the year where we have to write a speech, plain old useless speech which we are never going to use again. HI my names and I'm going to talk to you about public speaking and how painful and pointless it is. The time it takes to write a speech is frustrating and annoying, you spend days writing your speech or if your one of those kids who can't be bothered writing a speech, because of how frustrating It Is.You spend one of your busy nights trying to find a decent speech to copy off the Internet, don't worry Mr./Mrs. – lilt copy this speech off the Internet, I can't say the same for the rest of the class though. Then there's the speaking side of your public speech, the part where you spend the night before printing cue cards, rehearsing It around the house, you then get to your big day you feel prepared you've rehearsed you have even brought your cue cards to school. Then there's your big moment and you forget everything you hav e rehearsed, you Just had last year's public speaking champion speak before you.The butterflies in your stomach are going mad. You start reading your speech, you start stuttering so much that you keep your head down and start reading off your cue cards which are really just your speech cut up into several pieces. You finish your speech and wait for your feedback and all you get is C. Teachers will argue with you that public speaking isn't pointless that it will help you in the future, that maybe so but is it worth spending 4 weeks of school. Two of which are school holidays. Is it worth it? My name is -? and this is why I think public speaking is pointless and painful.

The Rise of Youtube and the Causes of Internet Music piracy The WritePass Journal

The Rise of Youtube and the Causes of Internet Music piracy Bibliography The Rise of Youtube and the Causes of Internet Music piracy IntroductionBibliographyRelated Introduction Sharing of illegal musical contents is becoming very popular nowadays. Sharing tools and many websites such as Kazza and Pirates bay are considered as a major source for downloading musical tracks and albums from the Internet around the globe. There are many reasons which have caused these illegal acts to emerge. One of the possible causes is the high cost of some albums and concert tickets. Many musical concerts might ask for very high entry fee. Example of this is the ticket price of a local concert for an artist named Stevie Wonders at Yas Island which is set to a price of Dhs250! Some CD and DVD packages might be little overpriced as well; however, several websites such as Amazon offer used CD albums while other websites such as iTunes offer cheap Mp3 tracks and albums for as low as 1$ Â  ( 4Dhs). Another possible cause is the diversity of tools and methods used by the pirates to publish the stolen and illegal material. Tools such Ares, Shareeza, and Kazza could be downloaded easily into your computer and use the P2P technology to acquire all the latest albums. The P2P (peer to peer) technology allows thousands of persons to share the same album and even allow the illegal users to comment on and rate these contents. There are several search engines created to find the illegal peers (distributors) such as torrentz.com website which connects thousands of violating sites. There are also several website where you can search for recorded musical events too. Several sites exist like YouTube where people can upload and watch HD quality full concerts for free with subtitles which make it more convenient for them than paying for the ticket money. Some people might also use forums and blogs to distribute such albums. Twitter (which is a blogging site) is an excellent source for the leak ed mp3 tracks downloads. A third cause of this major issue is the lack of moral and legal knowledge about this issue. For instance, many of the teens nowadays think that it’s not bad to download songs from the Internet. A recent study made by Barna group discovered that only eight percent of the sample of 1448 teenagers thinks it’s morally wrong to download music illegally from the internet (Ventura, 2004). As a result, several laws are enforced to protect Artist’s rights such as the UAE Copyright Law .These laws range from huge fines to impressments of copy-right violators, but these laws are mostly implemented heavily on companies rather than particular persons and this might seem quite disappointing. As a conclusion, it’s hard to ignore the several causes that made some Internet users distribute copied music contents through the Internet. It will be better to educate these persons on the possible effects of their actions. Bibliography Moore, C. W. (2003, August 8). Is Music Piracy Stealing? Retrieved March 12, 2011, from Applelinks: applelinks.com/mooresviews/pirate.shtml Stevie Wonders. (n.d.). Retrieved 03 12, 2011, from Yas Island: yasisland.ae/en/events-calendar/flash-events/yas-island-show-weekends/concerts/stevie-wonder-live-on-yas-island/ Ventura. (2004, April 26). Fewer Than 1 in 10 Teenagers Believe that Music Piracy is Morally Wrong. Retrieved 03 12, 2011, from The Barna Group: barna.org/barna-update/article/5-barna-update/139-fewer-than-1-in-10-teenagers-believe-that-music-piracy-is-morally-wrong

Understanding Modern Evolutionary Synthesis

Understanding Modern Evolutionary Synthesis The theory of evolution has itself evolved quite a bit since the time when Charles Darwin and Alfred Russel Wallace first came up with the theory. Much more data has been discovered and collected over the years that have only helped to enhance and sharpen the idea that species change over time. The modern synthesis of the theory of evolution combines several different scientific disciplines and their overlapping findings. The original theory of evolution was based mostly upon the work of Naturalists. The modern synthesis has the benefit of many years of research in Genetics and Paleontology, among other various subjects under the biology umbrella. The actual modern synthesis is a collaboration of a large body of work from such celebrated scientists as J.B.S. Haldane, Ernst Mayr, and Theodosius Dobzhansky. While some current scientists assert that evo-devo is also a part of the modern synthesis, most agree it has so far played a very slight role in the overall synthesis. While most of Darwins ideas are still very much present in the modern evolutionary synthesis, there are some fundamental differences now that more data and new disciplines have been studied. This does not, in any way, take away from the importance of Darwins contribution and, in fact, it only helps support most of the ideas Darwin put forth in his book On the Origin of Species. Differences Between Original Theory of Evolution and Modern Evolutionary Synthesis The three main differences between the original Theory of Evolution through Natural Selection proposed by Charles Darwin and the most current Modern Evolutionary Synthesis are as follows: The modern synthesis recognizes several different possible mechanisms of evolution. Darwins theory relied on natural selection as the only known mechanism. One of these different mechanisms, genetic drift, could even match the importance of natural selection in the overall view of evolution.Modern synthesis asserts that characteristics are passed down from parents to offspring on parts of DNA called genes. Variation between individuals within a species is because of the presence of multiple alleles of a gene.The modern synthesis of the Theory of Evolution hypothesizes that speciation is most likely due to the gradual accumulation of small changes or mutations at the gene level. In other words, microevolution leads to macroevolution. Thanks to years of dedicated research by scientists across many disciplines, we now have a much better understanding of how evolution works and a more accurate picture of the change species undergo over a period of time. Even though different facets of evolutionary theory have changed, the fundamental ideas are still intact and just as relevant today as they were in the 1800s.

Team Assignment Essay Example | Topics and Well Written Essays - 500 words

Team Assignment - Essay Example It advocates for doing the right thing regardless of whether it is causing any harm. In regards to the theories the leading advocates include; Jeremy Bentham (1748-1832) who started the utilitarianism. He stated that the morally upright thing to do is that of not harming other people and bringing about happiness. Other Classical Utilitarianism starters include Richard Cumberland (1631-1718), John Gay (1699-1745). On the other hand Kantianism theory was introduced by Immanuel Kant (Melden, 2008). Cultural relativism is defined as a standard initiated by Franz Boaz which indicates that people’s ideas and opinions are factual in accordance to the civilization they are in. Cultural relativism shows that customs, beliefs as well as ethics that are related to a person in the society he is in. simply put is that wrong and right are classified in terms of a person’s culture (Melden, 2008). It shows that no culture is better than the other. In regards to individual relativism this means that a person’s beliefs and opinions are strictly what they believe to be true. Individual relativists usually take what he believes in extremely seriously. Looking at the comparison to the ethical relativism to the traditional theories is easy to see that there are some distinctive differences and some similarities. By definition ethical relativism means that there is a tendency of people making decisions that are ethical based on what they see fit in accordance to their beliefs. Traditional approaches can be classified into two; consequentialism and non-consequentialism (Melden, 2008). Consequentialism means that actions that are right or wrong depend on the consequences; on the other hand non-consequentialism dictates that a wrong or right action does not depend on the consequences. In light of this ethical relativism contradicts with the traditional theories in that the beliefs are not based on the culture one comes

E-Business Final Essay Example | Topics and Well Written Essays - 2000 words

E-Business Final - Essay Example The layout or web design of any website plays an important role in the success of e-business. Websites should be user-friendly, well designed, attractive, easy to navigate and search-engine friendly. Qatar Airways have considered all these features in their website. Business to business transactions helps in building new and strong relationships with other companies worldwide. They are reducing the costs and providing best services with the help of their Oracle ERP project and partnership with other airlines, hotels, travel agents and car rental services. For Qatar Airways ethical issues are very important. It is part of their ethics to take care of confidentiality and security issues of customers and to provide the information that does not hurt the emotions of their global customers. Qatar Airways, an airline company, was established on November 22, 1993 and it formally started its operations from January 20, 1994. It is one of the most competitive and fastest growing airlines in the world. In the span of thirteen years, QA has achieved tremendous growth by serving 100 destinations worldwide (Middle East Aviation, n.d.). Due to the advancement in Information and communication technologies, companies are now using latest technologies to remain competitive (Beheshti & Sangari, 2006). Click and mortar model is employed by the Qatar Airways. According to this model company sells through internet as well as through the traditional ways of selling. Qatar airlines have commenced an extensive Oracle ERP system to link or centralize different departments. Although, it is a costly plan but it will help in increasing the efficiency in the long run. Qatar Airways is reducing its expenses by providing many online services. These include Online Booking, Online Time Table, Online Route Map, Flight Status Information, Information via SMS, Online check-in, SMS check-in, Phone check-in,

Visions for ethical, caring nursing care Essay Example | Topics and Well Written Essays - 250 words

Visions for ethical, caring nursing care - Essay Example ces( Nursing Administration Quarterly Jan-Mar; 3-(1): 48-55) discusses the relationship that exists between economics, caring and administrative practices, and what is missing in this currently. The author asserts that a professional ethos is required so that health institutions are well managed. Therefore, health practice should be ethics based. The aforementioned articles illustrate similar concepts that are well illustrated by various ethical theories; utilitarianism, deontology and virtue theory. The utilitarianism theory requires that we are able to know consequences of our actions before performing these actions. Therefore, when performing tasks, it is important to go for those that are ethically correct. This theory when injected into health practice will ensure that only those actions that are ethically correct are done by nurses and other health care practitioners (Melden 2008, p12). The Deontological theory asserts that people are required to perform their duties and obligations when faced with ethical dilemmas. This theory when applied in nursing practice ensures that health care experts will always perform their obligations for the benefit of customers. The virtue theory is different from the other theories in that there is no emphasis on ethical rules, but instead the emphasis is on teaching people virtues like kindness, generosity and courtesy. Therefore, this theory ensures that health care mangers teach their employees virtues that would improve nursing practice (Melden 2008,

Variable of Organization Culture and Characteristics

Variable of Organization Culture and Characteristics Purpose Literature has studied the variables of organization culture and managerial characteristics separately in various dimensions. This study investigates the effects of organizational culture and managerial characteristic on the tradeoff between organizational sincerity and work performance for promotion. Design/methodology/approach The data was collected using self-administered questionnaire, from managers of different departments. The final sample size was 250 managers. Findings The result showed that there is a positive relation between organizational culture, work performance, and organizational sincerity. A positive association also exists between managers education level and work performance given that the gender is male. Research limitations/implications Few limitations would be the shortage of time and resources. In future studies other managerial characteristics should also be examined. Practical implications In this era of immense competition, companies may ask themselves what to criteria to choose while promoting employees. Result shows that there is a positive relation between organizations culture, work performance, and organizational sincerity. Originality/value The most interesting and significant finding is that there is a positive relation between organizational culture, work performance, and organizational sincerity. Accordingly the stronger the culture of the organization the better work performers and sincere employees it has. Keywords Organizational culture, Managerial characteristics, Work Performance, Sincerity CHAPTER 1: INTRODUCTION Overview It has been argued that loyal and sincere employees are very important for success of organizations (Jaunch, Glueck, Osborn, 1978). It is said that coherent and carefully developed corporate values play an important role, in making employees, loyal to organizations (Smith Rupp, 2002). Work performance has been studied in different dimensions. Earlier the study of work performance was limited only to job satisfaction (Martin Shore, 1978). Ovadje, Obinna and Muogboh (2009) also studied the relation between job satisfaction and individual performance, according to their study the relationship between the two was high and consistent. Jaunch, Glueck and Osborn (1978) have argued that loyalty has no relationship with work efficiency. They used five point scales to measure organizational sincerity, commitment and productivity. Avolio, Waldman, and McDaniel (1990) studied the effect of age and experience on work performance and concluded that experience is a better predictor of performance than age. It is argued that health of organizations depends upon health of employees, if employees are healthy they will perform better and organizations will grow (Baptiste, 2008). Paswan,Pelton and True (2005) studied perception of managerial sincerity in context of motivation and job satisfaction, they concluded that loyalty of employees is very important in getting good feedback as they are employees are more interactive and motivated. The relationship between employees and organization depends upon how they perceive the organization (Martin Shore, 1989). Baffour (1999) also argues that organizations in which employees are part of decision making perform better than those with centralized decision making. Employees loyalty may lead to employees satisfaction and productivity or it may result in dissatisfaction and absenteeism (Becker, Billings, Eveleth Gilbert, 1996). Previously supervisory ratings and questionnaire have been used to measure organizational sincerity and work performance respectively (Jaunch et al, 1978). It is argued that participative management makes employees satisfied (Kim, 2002). Therefore loyalty and sincerity of employees to organization is considered as an important factor in promotions (Jaunch et al, 1978). It is also said that quality has relationship with satisfaction (Ilias, Rahman Razak, 2008). Barney (1986) argued that that firms which do not have the required cultures cannot sustain optimal financial performance because their respective cultures are neither rare nor difficult to imitate. Weick (1987) also argued that organizations whose cultures value reliability more than efficiency often face unique problems in learning and understanding, which could affect the performance of the organization. It is argued that top management involvement is very essential to handle strategic change efficiently and effectively (Boecker, 1997). Gupta and Govindarajan (1984) also argued that tolerance of mangers contribute positively make business unit more efficient Although work performance is studied by different researchers in different dimensions, but no one has tried to link organizational sincerity to work performance. This study aims to identify the interrelation of work performance and organizational sincerity. Today in the world of immense competition both traits of sincerity and hard working in an employee is hard to find. Through this study we want to find whether a manager will prefer an employee who is hard worker or an employee who is sincere towards his organization. Problem Statement To study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee promotion. Proposed Research Hypotheses H1: There is a relationship between managerial characteristics and promotion criterion due to organizational sincerity. H2: There is a relationship between managerial characteristics and promotion criterion due to work performance. H3: There is a relationship between organizational culture and promotion criterion due to organizational sincerity. H4 : There is a relationship between organizational culture and promotion criterion due to work performance. H5: There is a relationship between managers education and work performance due to male gender. H6: There is a relationship between managers education and work performance due to female gender. Outline of the Study Chapter one includes the an overview of variables, problem statement that shows the possible relationship between managerial characteristics, work performance and impact of both on promotion criterion and six proposed research hypotheses with a brief outline of the study. Chapter two includes the literature review. In this chapter organizational culture, organizational sincerity and work performance are explained. Chapter three is comprised of method of data collection which is personal survey, sampling technique which is non-probability convenient sampling ,size which is two hundred and fifty, instrument of data collection, research model developed which supports the problem statement and statistical technique which is correlation. Chapter four includes the results which show the relationships between variables. Lastly Chapter five includes conclusion, discussions, implications and possible future researches. CHAPTER 2: LITERATURE REVIEW The labor markets are becoming competitive day by day and it is very rare to find an employee that performs efficiently and whose goals are compatible with those of organizations. Therefore, most of times managers have to choose between a loyal employee and an efficient employee. Several factors influence this phenomenon. Culture It has been argued that there are considerable differences in the attitudes of managers as well as employees in the geographically and historically similar countries. These differences have been found across such variables as control, supervision, commitment, and decision type and leadership style. It was further revealed that these differences in the attitudes of managers and employees was associated with their respective countrys position on the Hofstedes cultural dimensions.(Mockaitis, 2005). Glinow, Huo and Lowe argued that despite numerous researches conducted on International Management styles, the studies have still failed to illustrate how ideal leadership or management style is affected by the specific cultural characteristics in different countries. They argued that although multinational firms should maintain some form of consistency in terms of management style, yet the management style used overseas (in different cultures) should be enfused with the local culture to maintain acceptability within the cultural context. Ralston, Holt, Terpstra and Cheng argued that economic ideology and national culture has a deep impact on individual work values of managers. Barney argues that organizational culture can be a source of sustained competitive advantage. He argued that some organizations have developed a culture which provides means to achieve competitive advantage. Schein argued that organizational culture has profound effects on its survival. He stated that an organization cannot survive if it cannot manage itself as an organized one through the use of deeply entrenched culture. He further argued that organizational culture brings in stability and thus it must be instilled into the new members. Schein argued in another paper that culture needs to be understood thoroughly and analyzed if an organization intends to take advantage of it in the field of organizational psychology. Denison and Mishra argued that there was a relationship between organizational culture and effectiveness. According to them organizational culture can be measured and can be related to critical organizational outcomes. Chatman and Jehn argued that the use of organizational culture to attain competitive advantage may not bear as much fruit as some scholars have argued it to be. They argued that there may be some constraints in the way to achieving this competitive advantage by using organizational culture. According to Sheridan (1992), organizational culture and employee retention are related. His study showed that the differences in employees cultural values and the organizational values resulted in significant cases where employees deliberately left their jobs indicating that cultural fit is imperative to job retention for the organizations. Gordan DiTomaso (1992) argued that a strong organizational culture is positively associated with better performance. Their research also concluded that a strong culture lends itself to a short-term performance hike. Organizational Sincerity Loyalty is directly related to corporate vision, mission and values. As the business world is multifaceted therefore approach should be chosen with great care to analyse the gap between promise and performance gap (Fassin Buelens, 2011). Managers role in encouraging employees, giving them feedback regarding their performance and guiding leading them towards right career is very important. When employees are motivated because of management support they deliver quality sevice. Except of that employees whose goals are compatible with those of organizations are more productive and enthusiastic (Paswan, Pelton and True). Ali and Kazemi (1993) argue that loyal employee are real assets of an organization because they are those who do not quit in rainy days and stand by the organization as they own the problems of organization. Furthermore they say that sincere employees are more productive and are punctual. In case of loyalty, in US skills are preferred on seniority and seniority is not as important promotion criterion as skills are. While in Japan seniority is most important to be qualified as leader. But in Taiwan connections with owners are also valued along with seniority as important criteria to be qualified as leader (Glinow,Huo Lowe,1999). In US mangers are considered more competent than employees therefore speaking skills are important criteria to be promoted as leader and leaders tend to be good speakers to communicate corporate vision. While Japanese believe in equality and homogeneity of human talent therefore subordinates input is considered very important. Taiwan is hybrid of both (Glinow et al, 1999). In US a leader needs to develop specialized skills to be promoted as leader while in Japan to be a leader one needs to possess broad-cope skills and experience. In Taiwan both, specialized skills and broad-scope skills with experience are important criteria to be an effective leader (Glinow et al, 1999). Chen and Tjosvold (2006) have argued that to strengthen the relationship between employees must tbe cooperative and not the competitive especially when mangers are from different countries. Work Performance There is a noteworthy impact of HRM practices that a company adopts on the wellbeing and positive performance of employees (Baptiste, 2007). Performance can be improved by employee participation and flexibility in job design. (Gershenfeld, 1988; Jaikumar, 1986). Managers should encourage employee participation and flexible structures to enhance the performance. Firms that are changing their traditional rigid organizational structure and bringing flexibility in work design are able to improve their performance and output quality (Baffour, 1999). Age and experience have non linear relationship with performance. Experience, rather than age, is a better predictor of performance ( Avolio, Waldman McDaniel, 1990) Blumberg and Pringle (1982) emphasized a model of work performance which says that performance is a result of ability motivation and opportunity. It is argued that health of organizations is directly influenced by health of employees, if employees are healthy they will perform better and organizations will grow and become healthy (Baptiste, 2008). Gillespie and Mann (2004) and Dirks and Ferrin (2002) have argued that trust is an important feature in the relationship that leaders have with their subordinates and that it is through this subordinate trust and respect for their leader, that subordinates are motivated to perform well. This view is supported by Bijlsma and Koopma (2003) who claim that trust is an important factor to organizational performance, because it facilitates discretionary effort to assist the organization. Standing (1997) argues that the critical areas of labor insecurity that should be considered as they effect work performance are those that relate to income insecurity (unsteady earnings or where earnings are contingency-based), working time insecurity (irregular hours at the discretion of the employer, and insufficient hours worked) and representation insecurity (where the employee has limited power to negotiate or participate). Design and physical properties of work place can have negative or positive effect on work performance of employees. A greater environment innovative work settings, a greater task performance in innovative work settings and a greater interaction with innovative work settings are associated with greater satisfaction and enhanced productivity (Ilozer, 2002) According to Armstrong (2000), performance management is a way of getting better results from the whole organization or individuals within it, by understanding and managing performance within an agreed framework of predetermined goals, standards and competence requirements. According to Walters (1995), performance management is about guiding and supporting employees to work as effectively and efficiently as possible according to the goals of the organization. A drug-free workplace helps to enhance output and performance and lowers the chance of injury. Many companies feel testing employees has helped to bring about lower costs, lower absenteeism, and lower medical costs (Bacon, 1989). CHAPTER 3: RESEARCH METHODS Method of Data Collection As our research study is descriptive and sources of information are primary, therefore we have used personal type of survey to collect the data. First of all data collection process was planned properly and then instrument was developed accordingly. After the development of instrument, pilot testing was done. Lastly actual data was collected and compiled. To collect the data through questionnaire we approached managers of different organization and used snow ball technique. Sampling Technique As the number of elements is unknown, we have used Non-probability sampling technique. To collect data in proper and convenient way, Convience sampling is used. The managers are easily accessible so it is most beneficial of all other sampling techniques. First of all the population was defined, and then sampling frame was determined. After determination of sampling frame, sampling technique was decided. Once the technique is decided, sample size was decided too. At last, the sampling process was executed. Sample Size The proposed number of respondents is two hundred and fifty (250). Instrument of Data Collection To study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee production, a questionnaire is developed comprising of nine questions. First question is about the work practices of mangers and their individualistic approach towards the work and how they perceive and conceive it. This question is further divided in ten questions in order to become more specific. Second question, which is further subdivided into twenty questions, is about the organizational culture. The number of questions is higher as compare to previous one because culture is more descriptive and a lot of information is required to comprehend it. Third question is about gender. It will tell us that whether gender makes any difference in giving promotion either to an efficient or loyal employee. Question four is about the age. It will also help us to see whether attitudes and beliefs regarding loyalty and efficiency change with respect to age. Fifth and sixth questions are about employee experience with current organization and overall experience respectively. The seventh and eighth questions education and functional department is asked from respondents. It will enable us to comment whether perception of employee importance as education level and department change. Ninth and last question regarding name is optional because we are studying role of managers in promoting efficient or loyal employees impartially and irrespective of name, caste or color. In short the questionnaire was designed to collect about employees work practices, the culture of organization they work in and the managerial characteristics. Validity and Reliability test. The instrument used here is valid and reliable. Because it is specifically designed to collect data specifically required to study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee promotion. To check the validity and reliability of instrument we did pilot testing and found the instrument valid and reliable in accordance with our study. Therefore data collected through this instrument is also valid and reliable and leads us to more useful and specific results. Research Model Developed Figure 3.1 Managerial Characteristic Organizational Sincerity Work Performance Organizational Culture Organizational management has to deal with different types of employees. Some are very hardworking and efficient while others are very loyal to the organizations. It is of great importance to an organization to understand the relationship between the organizational sincerity and work in order to grow, compete and even survive. Statistical Technique Correlation will be used for data analysis. We have used correlation because it is the statistical technique which enables us to understand and interpret the interdependence between organizational sincerity and work performance for employee performance. CHAPTER 4: RESULTS Table 4.1 Promotion criteria Managerial characteristics Organizational culture Organizational Sincerity Work Performance Age (Male) .055 (.404) -0.13 (.837) Age (Female) .226 (.418) -.170 (.546) Working Experience With Current Organization (Male) .058 (.376) .077 (.238) Working Experience With Current Organization (Female) .262 (.346) -.025 (.930) Overall Working Experience (Male) -0.19 (.768) .049 (.455) Overall Working Experience (Female) .269 (.333) -.239 (.390) Education Level (Male) -0.25 (.706) .117* (.073) Education Level (Female) .107 (.704) .314 (.254) Organizational Culture .395** (.000) .299** (.000) *, Correlation is significant at the 0.10 level (2-tailed). **. Correlation is significant at the 0.01 level (2-tailed). P value is written in parenthesis. All the Managerial characteristics except for Education Level of Male are insignificant as their P value > ÃŽÂ ±. A positive relation is shown between organizational culture, organizational sincerity, and work performance having P-value CHAPTER 5: CONCLUSION, DISCUSSIONS, IMPLICATIONS AND FUTURE RESEARCH Conclusion Data analysis shows that there is no relation between managerial characteristics and organizational sincerity for both the genders, male and female. But in case of managerial characteristics and work performance, a relationship is established between managers education level and work performance but only for male gender. For female gender no such relationship exists. Analysis also shows that organizational culture is positively related to organizational sincerity and work performance. That suggest that stronger the organizational culture, better the wok performance and sincerity. Discussions, Implications and Future Research Organizational culture, sincerity and work performance are very important and crucial towards the achievement of organizational goals. Therefore work performance has been studied in relation to job satisfaction and consistent relations are established. But few attempts are made to find out the impact of organizational culture on achievement of organizational goals which is dependent upon work performance which leads to greater output and organizational sincerity. As we have found out a positive relationship between organizational culture and sincerity and between that of organizational culture and work performance. We can say that organizations in order to improve performance and build stronger relationship with their employees should work on building stronger and compatible organizational culture. It will not only improve employees productivity but employee turnover will also reduce which will save the training costs et cetera ultimately. Except of that competencies and skills which are developed in employees over a period of time can also be retained and even competitive advantage can be achieved on basis of it. Even though we have studied very important relationships among managerial characteristics, organizational culture, organizational sincerity and work performance, a lot needs to be done in this newly identified direction. In this unexplored direction and field of study researchers can study many variables like impact of organizational culture on conflict of interest and can enhance the understanding further. References Ali J Abbas and Kazemi Al- Ali (2005), The Kuwaiti Manager: Work Values and Orientations Journal of Business Ethics , 60: 63-73 DOI 10.1007A10551-005-2626-6 Armstrong, M. (2000), Performance Management: Key Strategies and Practical Guidances, Kogan Page, London. Avolio J. Bruce, Waldman A. David and McDaniel A. Michael (1990),Age and work performance in non-managerial jobs the effects of experience and occupational type, Academy of Management Journal, Vol. 33, No 2, 407-422. Bacon, D. (1989), à ¢Ã¢â€š ¬Ã…“Businesss Role in War on Drugs, Nations Business, January, p.5. 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(1982), à ¢Ã¢â€š ¬Ã…“The missing opportunity in organizational research: Some implications for the theory of work performance. Academy Of Management Review,7: 560-569. Boeker Warren (1997), à ¢Ã¢â€š ¬Ã…“The Influence of Managerial Characteristics and Organizational Growth, the Academy of Management Journal, Vol. 40, No. 1, pp. 152-170. Chatman A. Jennifer Jehn A. Karen (1994). Assessing the relationship between industry characteristics and organizational culture: how different can you be?. Academy of management Journal 1995. Vol. 37, No. 3, 522-553 Chen Feng Yi and Tjosvold Dean, Participative Leadership by American and Chinese Managers in China: The Role of Relationships,Journal of Management Studies 43:8 December 2006 0022-2380 Denison r. Daniel Mishra K. Aneil (1995). Toward a theory of organizational culture and effectiveness. Organization science. Vol. 6, No. 2, March-April 1995. Dirks, K. and Ferrin, D. (2002), à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã‹Å"Trust in leadership: meta-analytic findings and implications for research and practice, Journal of Applied Psychology, Vol. 87 No. 4, pp. 611-28. Fassin Yves and Buelens Mark, à ¢Ã¢â€š ¬Ã…“The hypocrisy-sincerity continuum in corporate communication and decision-making: a model of corporate social responsibility and business ethics practices, Ghent University, Department of Management and Entrepreneurship, Tweekerkenstraat 2, 9000 Gent And Vlerick Leuven Gent Management School, Reep 1, 9000 Gent, Belgium. Gershenfeld Cutcher(1988), à ¢Ã¢â€š ¬Ã…“Industrial Relations and Economic Performance, Working Paper, School of Labor and Indus trial Relations, Michigan State University.. Gillespie, N. and Mann, L. (2004), à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã‹Å"Transformational leadership and shared values: the building blocks of trust, Journal of Managerial Psychology,Vol. 19 No. 6, pp. 588-607. Glinow Ann Von Mary, Huo Paul Y., Lowe Kevin (1999),Leadership across the Pacific Ocean: a tri-national comparison,International Business Review, 8(1), 1-15. Gordan G. George DiTomaso (1992), Predicting corporate performance from organizational culture, Journal of Management Studies. Volume 29, Issue 6, pages 783-798. Gupta K. Anil and Govindarajan .V (1984), à ¢Ã¢â€š ¬Ã…“Business Unit Strategy, Managerial Characteristics, and Business Unit Effectiveness at Strategy Implementation, The Academy of Management Journal, Vol. 27, No. 1,pp. 25-41. Ilias Azleen, Rahman Abd Rahida, Abd Razak Zulkeflee Mohd (2008) à ¢Ã¢â€š ¬Ã…“Service Quality and Student Satisfaction: A Case Study at Private Higher Education Institutions, International business research, Vol. 1, No 3. Ilozer Dozie Ben, Love E.D Peter. Treloar Graham (2002), The Impact of Work Settings On Organizational Performance measures in built FacilitiesVolume 20, pp 61-68. Jaikumar, R, à ¢Ã¢â€š ¬Ã…“Post industrial manufacturing. Harvard Business Review, 64(6). 1986; pp.69-76. Jaunch R Lawrence, Glueck F William and Osborn N Richard (1978),Organizational loyalty, professional commitment, and academic research productivity, Academy of management Journal ,Vol. 2,No 1,84-92 Kim Soonhe (2002), à ¢Ã¢â€š ¬Ã…“Participative management and job satisfaction: lessons for management leadership. Public Administration Review. Martin J. Harry and Shore McFarlane Lynn (1989),Job satisfaction and organizational commitment in relation to work performance and turnover intentions. Human Relations, Volume 42 pp. 625-658 Mockaitis I. Audra (2005). A Cross-Cultural Study of Leadership Attitudes in Three Baltic Sea Region Countries. International Journal of Leadership Studies, Vol. 1 Iss. 1, 2005, pp. 44-63 Ovadje Franca Muogboh S. Obinna, (2009),Exploring the motivation to stay and to perform among managers in Nigeria, International Journal of Business Research. Paswan K. Audhesh, Pelton E. Lou and True L. Sheb (2005),Perceived managerial sincerity, feedback-seeking orientation and motivation among front-line employees of a service organization, Journal of Services Marketing Volume 19  · Number 1, 3-12. Ralston A. David, Holt H. David, Robert H. Terpstra and Cheng Kai Yu (2007). The impact of national culture and economic ideology on managerial work values: a study of the United States, Russia, Japan, and China. Journal of International Business Studies, 1-19 Schein Edger H (1984). Coming to a new awareness of organizational culture. Slogan management Review. Vol 25, Issue: 2, Publisher: Samfundslitteratur, Pages: 3-16 Schein, Edgar H (1990). Organizational culture. American Psychologist, Vol 45(2), Feb 1990, 109-119. Sheridan E. John (1992). Organizational culture and employee retention. Academy of management journal 1992. Vol. 35, No. 5, 1036-1056. Smith D. Alan and Rupp T. William (2002),Communication and loyalty among knowledge workers: a resource of the firm theory view, Journal of Knowledge Management, Vol. 6,No. 3,pp250-261. Standing, G. (1997), à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã‹Å"Globalisation, labour flexibility and insecurity: the era of market regulation, European Journal of Industrial Relations, Vol. 3, pp. 7-37. Walters, M. (1995), Performance Management Handbook, Institute of Personnel and Development, London. Weick KE (1987), à ¢Ã¢â€š ¬Ã…“Organizational culture as a source of high-reliability, The California Management Review , volume 29, Issue: 2, Pages: 112-127. Variable of Organization Culture and Characteristics Variable of Organization Culture and Characteristics Purpose Literature has studied the variables of organization culture and managerial characteristics separately in various dimensions. This study investigates the effects of organizational culture and managerial characteristic on the tradeoff between organizational sincerity and work performance for promotion. Design/methodology/approach The data was collected using self-administered questionnaire, from managers of different departments. The final sample size was 250 managers. Findings The result showed that there is a positive relation between organizational culture, work performance, and organizational sincerity. A positive association also exists between managers education level and work performance given that the gender is male. Research limitations/implications Few limitations would be the shortage of time and resources. In future studies other managerial characteristics should also be examined. Practical implications In this era of immense competition, companies may ask themselves what to criteria to choose while promoting employees. Result shows that there is a positive relation between organizations culture, work performance, and organizational sincerity. Originality/value The most interesting and significant finding is that there is a positive relation between organizational culture, work performance, and organizational sincerity. Accordingly the stronger the culture of the organization the better work performers and sincere employees it has. Keywords Organizational culture, Managerial characteristics, Work Performance, Sincerity CHAPTER 1: INTRODUCTION Overview It has been argued that loyal and sincere employees are very important for success of organizations (Jaunch, Glueck, Osborn, 1978). It is said that coherent and carefully developed corporate values play an important role, in making employees, loyal to organizations (Smith Rupp, 2002). Work performance has been studied in different dimensions. Earlier the study of work performance was limited only to job satisfaction (Martin Shore, 1978). Ovadje, Obinna and Muogboh (2009) also studied the relation between job satisfaction and individual performance, according to their study the relationship between the two was high and consistent. Jaunch, Glueck and Osborn (1978) have argued that loyalty has no relationship with work efficiency. They used five point scales to measure organizational sincerity, commitment and productivity. Avolio, Waldman, and McDaniel (1990) studied the effect of age and experience on work performance and concluded that experience is a better predictor of performance than age. It is argued that health of organizations depends upon health of employees, if employees are healthy they will perform better and organizations will grow (Baptiste, 2008). Paswan,Pelton and True (2005) studied perception of managerial sincerity in context of motivation and job satisfaction, they concluded that loyalty of employees is very important in getting good feedback as they are employees are more interactive and motivated. The relationship between employees and organization depends upon how they perceive the organization (Martin Shore, 1989). Baffour (1999) also argues that organizations in which employees are part of decision making perform better than those with centralized decision making. Employees loyalty may lead to employees satisfaction and productivity or it may result in dissatisfaction and absenteeism (Becker, Billings, Eveleth Gilbert, 1996). Previously supervisory ratings and questionnaire have been used to measure organizational sincerity and work performance respectively (Jaunch et al, 1978). It is argued that participative management makes employees satisfied (Kim, 2002). Therefore loyalty and sincerity of employees to organization is considered as an important factor in promotions (Jaunch et al, 1978). It is also said that quality has relationship with satisfaction (Ilias, Rahman Razak, 2008). Barney (1986) argued that that firms which do not have the required cultures cannot sustain optimal financial performance because their respective cultures are neither rare nor difficult to imitate. Weick (1987) also argued that organizations whose cultures value reliability more than efficiency often face unique problems in learning and understanding, which could affect the performance of the organization. It is argued that top management involvement is very essential to handle strategic change efficiently and effectively (Boecker, 1997). Gupta and Govindarajan (1984) also argued that tolerance of mangers contribute positively make business unit more efficient Although work performance is studied by different researchers in different dimensions, but no one has tried to link organizational sincerity to work performance. This study aims to identify the interrelation of work performance and organizational sincerity. Today in the world of immense competition both traits of sincerity and hard working in an employee is hard to find. Through this study we want to find whether a manager will prefer an employee who is hard worker or an employee who is sincere towards his organization. Problem Statement To study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee promotion. Proposed Research Hypotheses H1: There is a relationship between managerial characteristics and promotion criterion due to organizational sincerity. H2: There is a relationship between managerial characteristics and promotion criterion due to work performance. H3: There is a relationship between organizational culture and promotion criterion due to organizational sincerity. H4 : There is a relationship between organizational culture and promotion criterion due to work performance. H5: There is a relationship between managers education and work performance due to male gender. H6: There is a relationship between managers education and work performance due to female gender. Outline of the Study Chapter one includes the an overview of variables, problem statement that shows the possible relationship between managerial characteristics, work performance and impact of both on promotion criterion and six proposed research hypotheses with a brief outline of the study. Chapter two includes the literature review. In this chapter organizational culture, organizational sincerity and work performance are explained. Chapter three is comprised of method of data collection which is personal survey, sampling technique which is non-probability convenient sampling ,size which is two hundred and fifty, instrument of data collection, research model developed which supports the problem statement and statistical technique which is correlation. Chapter four includes the results which show the relationships between variables. Lastly Chapter five includes conclusion, discussions, implications and possible future researches. CHAPTER 2: LITERATURE REVIEW The labor markets are becoming competitive day by day and it is very rare to find an employee that performs efficiently and whose goals are compatible with those of organizations. Therefore, most of times managers have to choose between a loyal employee and an efficient employee. Several factors influence this phenomenon. Culture It has been argued that there are considerable differences in the attitudes of managers as well as employees in the geographically and historically similar countries. These differences have been found across such variables as control, supervision, commitment, and decision type and leadership style. It was further revealed that these differences in the attitudes of managers and employees was associated with their respective countrys position on the Hofstedes cultural dimensions.(Mockaitis, 2005). Glinow, Huo and Lowe argued that despite numerous researches conducted on International Management styles, the studies have still failed to illustrate how ideal leadership or management style is affected by the specific cultural characteristics in different countries. They argued that although multinational firms should maintain some form of consistency in terms of management style, yet the management style used overseas (in different cultures) should be enfused with the local culture to maintain acceptability within the cultural context. Ralston, Holt, Terpstra and Cheng argued that economic ideology and national culture has a deep impact on individual work values of managers. Barney argues that organizational culture can be a source of sustained competitive advantage. He argued that some organizations have developed a culture which provides means to achieve competitive advantage. Schein argued that organizational culture has profound effects on its survival. He stated that an organization cannot survive if it cannot manage itself as an organized one through the use of deeply entrenched culture. He further argued that organizational culture brings in stability and thus it must be instilled into the new members. Schein argued in another paper that culture needs to be understood thoroughly and analyzed if an organization intends to take advantage of it in the field of organizational psychology. Denison and Mishra argued that there was a relationship between organizational culture and effectiveness. According to them organizational culture can be measured and can be related to critical organizational outcomes. Chatman and Jehn argued that the use of organizational culture to attain competitive advantage may not bear as much fruit as some scholars have argued it to be. They argued that there may be some constraints in the way to achieving this competitive advantage by using organizational culture. According to Sheridan (1992), organizational culture and employee retention are related. His study showed that the differences in employees cultural values and the organizational values resulted in significant cases where employees deliberately left their jobs indicating that cultural fit is imperative to job retention for the organizations. Gordan DiTomaso (1992) argued that a strong organizational culture is positively associated with better performance. Their research also concluded that a strong culture lends itself to a short-term performance hike. Organizational Sincerity Loyalty is directly related to corporate vision, mission and values. As the business world is multifaceted therefore approach should be chosen with great care to analyse the gap between promise and performance gap (Fassin Buelens, 2011). Managers role in encouraging employees, giving them feedback regarding their performance and guiding leading them towards right career is very important. When employees are motivated because of management support they deliver quality sevice. Except of that employees whose goals are compatible with those of organizations are more productive and enthusiastic (Paswan, Pelton and True). Ali and Kazemi (1993) argue that loyal employee are real assets of an organization because they are those who do not quit in rainy days and stand by the organization as they own the problems of organization. Furthermore they say that sincere employees are more productive and are punctual. In case of loyalty, in US skills are preferred on seniority and seniority is not as important promotion criterion as skills are. While in Japan seniority is most important to be qualified as leader. But in Taiwan connections with owners are also valued along with seniority as important criteria to be qualified as leader (Glinow,Huo Lowe,1999). In US mangers are considered more competent than employees therefore speaking skills are important criteria to be promoted as leader and leaders tend to be good speakers to communicate corporate vision. While Japanese believe in equality and homogeneity of human talent therefore subordinates input is considered very important. Taiwan is hybrid of both (Glinow et al, 1999). In US a leader needs to develop specialized skills to be promoted as leader while in Japan to be a leader one needs to possess broad-cope skills and experience. In Taiwan both, specialized skills and broad-scope skills with experience are important criteria to be an effective leader (Glinow et al, 1999). Chen and Tjosvold (2006) have argued that to strengthen the relationship between employees must tbe cooperative and not the competitive especially when mangers are from different countries. Work Performance There is a noteworthy impact of HRM practices that a company adopts on the wellbeing and positive performance of employees (Baptiste, 2007). Performance can be improved by employee participation and flexibility in job design. (Gershenfeld, 1988; Jaikumar, 1986). Managers should encourage employee participation and flexible structures to enhance the performance. Firms that are changing their traditional rigid organizational structure and bringing flexibility in work design are able to improve their performance and output quality (Baffour, 1999). Age and experience have non linear relationship with performance. Experience, rather than age, is a better predictor of performance ( Avolio, Waldman McDaniel, 1990) Blumberg and Pringle (1982) emphasized a model of work performance which says that performance is a result of ability motivation and opportunity. It is argued that health of organizations is directly influenced by health of employees, if employees are healthy they will perform better and organizations will grow and become healthy (Baptiste, 2008). Gillespie and Mann (2004) and Dirks and Ferrin (2002) have argued that trust is an important feature in the relationship that leaders have with their subordinates and that it is through this subordinate trust and respect for their leader, that subordinates are motivated to perform well. This view is supported by Bijlsma and Koopma (2003) who claim that trust is an important factor to organizational performance, because it facilitates discretionary effort to assist the organization. Standing (1997) argues that the critical areas of labor insecurity that should be considered as they effect work performance are those that relate to income insecurity (unsteady earnings or where earnings are contingency-based), working time insecurity (irregular hours at the discretion of the employer, and insufficient hours worked) and representation insecurity (where the employee has limited power to negotiate or participate). Design and physical properties of work place can have negative or positive effect on work performance of employees. A greater environment innovative work settings, a greater task performance in innovative work settings and a greater interaction with innovative work settings are associated with greater satisfaction and enhanced productivity (Ilozer, 2002) According to Armstrong (2000), performance management is a way of getting better results from the whole organization or individuals within it, by understanding and managing performance within an agreed framework of predetermined goals, standards and competence requirements. According to Walters (1995), performance management is about guiding and supporting employees to work as effectively and efficiently as possible according to the goals of the organization. A drug-free workplace helps to enhance output and performance and lowers the chance of injury. Many companies feel testing employees has helped to bring about lower costs, lower absenteeism, and lower medical costs (Bacon, 1989). CHAPTER 3: RESEARCH METHODS Method of Data Collection As our research study is descriptive and sources of information are primary, therefore we have used personal type of survey to collect the data. First of all data collection process was planned properly and then instrument was developed accordingly. After the development of instrument, pilot testing was done. Lastly actual data was collected and compiled. To collect the data through questionnaire we approached managers of different organization and used snow ball technique. Sampling Technique As the number of elements is unknown, we have used Non-probability sampling technique. To collect data in proper and convenient way, Convience sampling is used. The managers are easily accessible so it is most beneficial of all other sampling techniques. First of all the population was defined, and then sampling frame was determined. After determination of sampling frame, sampling technique was decided. Once the technique is decided, sample size was decided too. At last, the sampling process was executed. Sample Size The proposed number of respondents is two hundred and fifty (250). Instrument of Data Collection To study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee production, a questionnaire is developed comprising of nine questions. First question is about the work practices of mangers and their individualistic approach towards the work and how they perceive and conceive it. This question is further divided in ten questions in order to become more specific. Second question, which is further subdivided into twenty questions, is about the organizational culture. The number of questions is higher as compare to previous one because culture is more descriptive and a lot of information is required to comprehend it. Third question is about gender. It will tell us that whether gender makes any difference in giving promotion either to an efficient or loyal employee. Question four is about the age. It will also help us to see whether attitudes and beliefs regarding loyalty and efficiency change with respect to age. Fifth and sixth questions are about employee experience with current organization and overall experience respectively. The seventh and eighth questions education and functional department is asked from respondents. It will enable us to comment whether perception of employee importance as education level and department change. Ninth and last question regarding name is optional because we are studying role of managers in promoting efficient or loyal employees impartially and irrespective of name, caste or color. In short the questionnaire was designed to collect about employees work practices, the culture of organization they work in and the managerial characteristics. Validity and Reliability test. The instrument used here is valid and reliable. Because it is specifically designed to collect data specifically required to study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee promotion. To check the validity and reliability of instrument we did pilot testing and found the instrument valid and reliable in accordance with our study. Therefore data collected through this instrument is also valid and reliable and leads us to more useful and specific results. Research Model Developed Figure 3.1 Managerial Characteristic Organizational Sincerity Work Performance Organizational Culture Organizational management has to deal with different types of employees. Some are very hardworking and efficient while others are very loyal to the organizations. It is of great importance to an organization to understand the relationship between the organizational sincerity and work in order to grow, compete and even survive. Statistical Technique Correlation will be used for data analysis. We have used correlation because it is the statistical technique which enables us to understand and interpret the interdependence between organizational sincerity and work performance for employee performance. CHAPTER 4: RESULTS Table 4.1 Promotion criteria Managerial characteristics Organizational culture Organizational Sincerity Work Performance Age (Male) .055 (.404) -0.13 (.837) Age (Female) .226 (.418) -.170 (.546) Working Experience With Current Organization (Male) .058 (.376) .077 (.238) Working Experience With Current Organization (Female) .262 (.346) -.025 (.930) Overall Working Experience (Male) -0.19 (.768) .049 (.455) Overall Working Experience (Female) .269 (.333) -.239 (.390) Education Level (Male) -0.25 (.706) .117* (.073) Education Level (Female) .107 (.704) .314 (.254) Organizational Culture .395** (.000) .299** (.000) *, Correlation is significant at the 0.10 level (2-tailed). **. Correlation is significant at the 0.01 level (2-tailed). P value is written in parenthesis. All the Managerial characteristics except for Education Level of Male are insignificant as their P value > ÃŽÂ ±. A positive relation is shown between organizational culture, organizational sincerity, and work performance having P-value CHAPTER 5: CONCLUSION, DISCUSSIONS, IMPLICATIONS AND FUTURE RESEARCH Conclusion Data analysis shows that there is no relation between managerial characteristics and organizational sincerity for both the genders, male and female. But in case of managerial characteristics and work performance, a relationship is established between managers education level and work performance but only for male gender. For female gender no such relationship exists. Analysis also shows that organizational culture is positively related to organizational sincerity and work performance. That suggest that stronger the organizational culture, better the wok performance and sincerity. Discussions, Implications and Future Research Organizational culture, sincerity and work performance are very important and crucial towards the achievement of organizational goals. Therefore work performance has been studied in relation to job satisfaction and consistent relations are established. But few attempts are made to find out the impact of organizational culture on achievement of organizational goals which is dependent upon work performance which leads to greater output and organizational sincerity. As we have found out a positive relationship between organizational culture and sincerity and between that of organizational culture and work performance. We can say that organizations in order to improve performance and build stronger relationship with their employees should work on building stronger and compatible organizational culture. It will not only improve employees productivity but employee turnover will also reduce which will save the training costs et cetera ultimately. Except of that competencies and skills which are developed in employees over a period of time can also be retained and even competitive advantage can be achieved on basis of it. Even though we have studied very important relationships among managerial characteristics, organizational culture, organizational sincerity and work performance, a lot needs to be done in this newly identified direction. In this unexplored direction and field of study researchers can study many variables like impact of organizational culture on conflict of interest and can enhance the understanding further. References Ali J Abbas and Kazemi Al- Ali (2005), The Kuwaiti Manager: Work Values and Orientations Journal of Business Ethics , 60: 63-73 DOI 10.1007A10551-005-2626-6 Armstrong, M. (2000), Performance Management: Key Strategies and Practical Guidances, Kogan Page, London. Avolio J. Bruce, Waldman A. David and McDaniel A. Michael (1990),Age and work performance in non-managerial jobs the effects of experience and occupational type, Academy of Management Journal, Vol. 33, No 2, 407-422. Bacon, D. (1989), à ¢Ã¢â€š ¬Ã…“Businesss Role in War on Drugs, Nations Business, January, p.5. Baffour Gyan- George, (1999) The effects of employee participation and work design on firm performance: A managerial perspective, Management Research News, Vol. 22 Iss: 6, pp.1- 12 Baptiste Renee Nicole, (2008),Tightening the link between employee wellbeing at work and performance: a new dimension for HRM Volume: 46 Number: 2 pp: 284-309 Barney B. Jay (1986) , à ¢Ã¢â€š ¬Ã…“Organizational Culture: Can It Be a Source of Sustained Competitive Advantage?,The Academy of Management Review, Vol. 11, No. 3 , pp. 656-665 Becker E. Thomas, Billings S. Robert, Eveleth M. Daniel and Gilbert L. Nicole (1996),Foci and bases of employees commitment: implications for job performance. Academy of Management Journal, Vol. 39, No 2,464-482. Bijlsma, K. and Koopma, K. (2003), à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã‹Å"Introduction: trust within organizations, Personnel Review, Vol. 33 No. 5, pp. 600-4. Blumberg, M., Pringle, C. C. (1982), à ¢Ã¢â€š ¬Ã…“The missing opportunity in organizational research: Some implications for the theory of work performance. Academy Of Management Review,7: 560-569. Boeker Warren (1997), à ¢Ã¢â€š ¬Ã…“The Influence of Managerial Characteristics and Organizational Growth, the Academy of Management Journal, Vol. 40, No. 1, pp. 152-170. Chatman A. Jennifer Jehn A. Karen (1994). Assessing the relationship between industry characteristics and organizational culture: how different can you be?. Academy of management Journal 1995. Vol. 37, No. 3, 522-553 Chen Feng Yi and Tjosvold Dean, Participative Leadership by American and Chinese Managers in China: The Role of Relationships,Journal of Management Studies 43:8 December 2006 0022-2380 Denison r. Daniel Mishra K. Aneil (1995). Toward a theory of organizational culture and effectiveness. Organization science. Vol. 6, No. 2, March-April 1995. Dirks, K. and Ferrin, D. (2002), à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã‹Å"Trust in leadership: meta-analytic findings and implications for research and practice, Journal of Applied Psychology, Vol. 87 No. 4, pp. 611-28. Fassin Yves and Buelens Mark, à ¢Ã¢â€š ¬Ã…“The hypocrisy-sincerity continuum in corporate communication and decision-making: a model of corporate social responsibility and business ethics practices, Ghent University, Department of Management and Entrepreneurship, Tweekerkenstraat 2, 9000 Gent And Vlerick Leuven Gent Management School, Reep 1, 9000 Gent, Belgium. Gershenfeld Cutcher(1988), à ¢Ã¢â€š ¬Ã…“Industrial Relations and Economic Performance, Working Paper, School of Labor and Indus trial Relations, Michigan State University.. Gillespie, N. and Mann, L. (2004), à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã‹Å"Transformational leadership and shared values: the building blocks of trust, Journal of Managerial Psychology,Vol. 19 No. 6, pp. 588-607. Glinow Ann Von Mary, Huo Paul Y., Lowe Kevin (1999),Leadership across the Pacific Ocean: a tri-national comparison,International Business Review, 8(1), 1-15. Gordan G. George DiTomaso (1992), Predicting corporate performance from organizational culture, Journal of Management Studies. Volume 29, Issue 6, pages 783-798. Gupta K. Anil and Govindarajan .V (1984), à ¢Ã¢â€š ¬Ã…“Business Unit Strategy, Managerial Characteristics, and Business Unit Effectiveness at Strategy Implementation, The Academy of Management Journal, Vol. 27, No. 1,pp. 25-41. Ilias Azleen, Rahman Abd Rahida, Abd Razak Zulkeflee Mohd (2008) à ¢Ã¢â€š ¬Ã…“Service Quality and Student Satisfaction: A Case Study at Private Higher Education Institutions, International business research, Vol. 1, No 3. Ilozer Dozie Ben, Love E.D Peter. Treloar Graham (2002), The Impact of Work Settings On Organizational Performance measures in built FacilitiesVolume 20, pp 61-68. Jaikumar, R, à ¢Ã¢â€š ¬Ã…“Post industrial manufacturing. Harvard Business Review, 64(6). 1986; pp.69-76. Jaunch R Lawrence, Glueck F William and Osborn N Richard (1978),Organizational loyalty, professional commitment, and academic research productivity, Academy of management Journal ,Vol. 2,No 1,84-92 Kim Soonhe (2002), à ¢Ã¢â€š ¬Ã…“Participative management and job satisfaction: lessons for management leadership. Public Administration Review. Martin J. Harry and Shore McFarlane Lynn (1989),Job satisfaction and organizational commitment in relation to work performance and turnover intentions. Human Relations, Volume 42 pp. 625-658 Mockaitis I. Audra (2005). A Cross-Cultural Study of Leadership Attitudes in Three Baltic Sea Region Countries. International Journal of Leadership Studies, Vol. 1 Iss. 1, 2005, pp. 44-63 Ovadje Franca Muogboh S. Obinna, (2009),Exploring the motivation to stay and to perform among managers in Nigeria, International Journal of Business Research. Paswan K. Audhesh, Pelton E. Lou and True L. Sheb (2005),Perceived managerial sincerity, feedback-seeking orientation and motivation among front-line employees of a service organization, Journal of Services Marketing Volume 19  · Number 1, 3-12. Ralston A. David, Holt H. David, Robert H. Terpstra and Cheng Kai Yu (2007). The impact of national culture and economic ideology on managerial work values: a study of the United States, Russia, Japan, and China. Journal of International Business Studies, 1-19 Schein Edger H (1984). Coming to a new awareness of organizational culture. Slogan management Review. Vol 25, Issue: 2, Publisher: Samfundslitteratur, Pages: 3-16 Schein, Edgar H (1990). Organizational culture. American Psychologist, Vol 45(2), Feb 1990, 109-119. Sheridan E. John (1992). Organizational culture and employee retention. Academy of management journal 1992. Vol. 35, No. 5, 1036-1056. Smith D. Alan and Rupp T. William (2002),Communication and loyalty among knowledge workers: a resource of the firm theory view, Journal of Knowledge Management, Vol. 6,No. 3,pp250-261. Standing, G. (1997), à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã‹Å"Globalisation, labour flexibility and insecurity: the era of market regulation, European Journal of Industrial Relations, Vol. 3, pp. 7-37. Walters, M. (1995), Performance Management Handbook, Institute of Personnel and Development, London. Weick KE (1987), à ¢Ã¢â€š ¬Ã…“Organizational culture as a source of high-reliability, The California Management Review , volume 29, Issue: 2, Pages: 112-127.