The Social Work Of A Social Worker - 1551 Words

Under the social work profession, social workers embrace the principle of social justice and are committed to work toward achieving social change. In direct practice, social workers work with individuals living in poverty and subjected to all sorts of injustices. In social work, practitioners work in partnership with clients, when coming up with possible solutions to the presenting problems. It is important that in the process, social workers remain with a nonjudgmental attitude and look at how the person’s environment has been harmful to his or her life. For example, when a social worker is working with a homeless individual, it is crucial to â€Å"begin where the client is†, while assessing the client’s current needs. Homelessness continues to be a prevalent social issue that continues to affect the lives of many citizens and that social workers continue to advocate for change. During the past couple of years, homelessness has increased eminently, particularly in New York City. Our society has failed to come up with an effective plan to resolve this issue. I believe that our society’s negative views toward homeless people have played a significant role in the way policymakers, funders and other organizations have addressed this issue, this is the main reason why current solutions haven’t shown any significant improvement. In order to end homelessness, we need to start focusing on looking the underlying issues connected to homelessness rather than blaming theShow MoreRelatedSocial Workers And Social Work Essay1165 Words   |  5 Pages In today`s society, social work as a profession has changed enormously over time. Many interviews, samples and surveys from individuals have been taken over the years about the perception of social workers. Earlier samples of surveys and interviews have shown that social work was not always a popular profession, but now social workers are popular publicly. The public as in people now has a better understanding of social work. Studies showed that numerous of people do not quite have a full understandingRead MoreSocial Workers And Social Work1684 Words   |  7 Pages At the heart of social work most social workers consider their social work values as one of the most crucial principles of the social work profession (Higham 2006). The recent report of the social work taskforce sets out a vision of social work for a profession confident about its values, purpose and identity (Social Work Taskforce, 2009, pg61). Generally, the term value is viewed as particular beliefs or principles an i ndividual may hold deemed worthy or valuable (Banks,S, 2006). BASWA 2012 definesRead MoreSocial Workers And The Social Work Essay1706 Words   |  7 PagesSocial workers are caregivers, they provide assistance to people in need, and they address social problems. The social worker’s goal is the improvement of society to better the lives of individuals in need. 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However, we are obligatedRead MoreSocial Work As A Social Worker1414 Words   |  6 PagesWhat makes social work idiosyncratic unlike the rest is the willingness and passion to promote human well-being. I yearn and hunger to see growth of what is already innate. That is the reason psychology became my undeclared major. My ignorance of the social work role did create misconceptions and fears. I knew I had to be in some helping profession. I was not sure if I would do so through occupational therapy, psychology, teaching, or social work. I wanted to be a social worker, but I wasRead MoreSocial Worker And Social Work Essay1076 Words   |  5 Pagesdefinition of what social work is. My view of social work was based off of movies that portrayed social workers as individuals who only worked with children. In these movies, the social worker was known as the Child Protective Agent and was called in when a child or children were being mistreated. After taking this course, I now know that my idea of a social worker, although right, was only the tip of an iceberg. The social worker does not only work with children, they work within a large social system thatRead MoreSocial Work : A Social Worker1033 Words   |  5 Pagesbecome a social worker. Social work is a professional and academic discipline that works to improve the quality of life and enhance the wellbeing of individuals, families, couples, groups, and communities. Heather Holland is a Social Worker at Uniontown Hospital who has over 12 years’ experience in the field. She explains that a typical day on the job is far from easy. â€Å"Days in this career are crazy, busy, and mostly, undetermined† Holland explains of her days on the job. Social work is a veryRead MoreSocial Workers And Social Work1652 Words   |  7 Pageslarge component of the social work profession is cultural competency. According to the National Association of Social Workers, in order to be culturally competent, social workers should understand culture and its’ role in society (National Association of Social Workers [NASW], 2008). Social workers should be able to recognize the strength of each culture, have knowledge of their clients’’ cultures, and provide cul turally sensitive services to each individual with whom they work with (NASW, 2008). Is

Management Leadership Free Essays

string(37) " to upward performance team working\." [pic] Course: MBA Part Time Student Number: Level: HE7 Module: Management and Leadership (MBA 4054) Credits: 20 Assignment: One of one Weighting : 100% Submission date : 16th January, 2012 Module Tutor: Module guide at Bolton: RECORDS SECTION Introduction Management and leadership is a subject that has been in discussion for a long time and has been dealt and answered in different ways . Both the concepts go hand in hand but they differ in many aspects. According to Yukl (2010, p24) there is an ongoing argument regarding these two concepts. We will write a custom essay sample on Management Leadership or any similar topic only for you Order Now Yukl reached to a conclusion that however everybody agrees the fact that both are equivalent, the degree of overlap is a point of sharp disagreement. ( Yukl ,2010, p24) . This course takes into account the fact of overlapping, where successful managers often have to be in a role of leaders in various circumstances. Here we are scrutinizing our behavioural characteristics as a manager and a leader in different situations i. e. how we tend to behave in situations towards others and for achieving the task. I have analysed various models of self-assessment tools developed to assess self. Each assessment gives me a picture of various aspects of my behaviour and the areas that need improvement so that a development plan can be made on the basis of my strengths and weaknesses. Self Assessment Results 1: Firo-B Scores Firo-B is a model for the identification of our behaviour towards others and how I want them to behave towards me. This instrument helps to know more about our self-understanding in various important areas, like interpersonal relationships and how is your recognition among others and how you perceive others. |Inclusion |Control |Affection |Row Totals | |Expressed towards Others |5 |2 |7 |14 | |Wanted from others |2 |4 |5 |11 | |Column Totals |7 |6 |12 |25 | My result detailed above indicates that I have a moderate level of expressed inclusion, with low degree of expressed control and high level of expressed affection towards others. But I do not expect similar level of inclusiveness from others and am not comfortable in flexible situations . But I expect similar level of warmth and closeness from others. Conclusively,I am a person who prefers a balance between time alone and with others ,with low degree of control and who likes warmth and closeness. 2: Locus of Control Locus of Control is a theory developed to refer to the level to which individuals tend to believe that they are the controller of their own destinies (Julian . B. Rotter, 1954). we use the questionnaire produced by Whetten et al. and was adapted from work of Rotter (1966) |Locus of Control (out of 23) |3 | According to locus of control questionnaire, here the score refers to a comparatively low external locus of control. This score shows that I have a tendency to believe that my life and destiny is a result of my own doing. External factors are not so relevant in determining what happens. 3: Tolerance of Ambiguity This is a tool of assistance to find how individuals operate in ambiguous circumstances where too many things are happening. A highly influential work in this regard was done by Budner (1962) and the questionnaire followed was his. The way in which people deal with an ambiguous situation reflects their tolerance of ambiguity. Where there is no sufficient information to structure a situation, there exists an ambiguous situation. Managers who are highly tolerant of ambiguous situations are more productive in their actions. (Whetten et al. 2000) Budner further divided this concept into subdivisions like novelty, complexity and insolubility where each relates to the degree you are tolerant of new and unfamiliar information of situations, tolerant of multiple or unrelated pieces of information , tolerant of difficult situations where alternate solutions are not evident. |Tolerance of Ambiguity Score(44 – 48 average) |70 | According to Whetten et al. the average Score is between (44-48). My score shows that, I am intolerant of ambiguous situations. Hence I am intolerant of â€Å"change† which is often characterised by new, uncertain and complex environment. According to Budners subscale ‘novelty’ stands high on my side in the tolerance of ambiguity. High tolerance of ambiguity is a necessity in today’s changing world to cope up with new and unfamiliar situations which always occur. 4: Kolb’s Learning Style Inventory David. A . Kolb’s (1984) Learning styles model, is based on experimental learning. This model sketches two related views towards possessing experience. They are, Concrete Experience and Abstract Conceptualisation, Reflective observation and Active Experimentation. Kolb’s gave rise to learning style inventory as an assessment used to determine an individual’s learning style. |Concrete Experience(CE) |Reflective Observation(RO) |Abstract conceptualisation(AC) |Active Experimentation(AE) | |25 |31 |28 |36 | CE refers to feelings, RO is watching, AC is thinking, AE is doing. As the model highlights two related views the table below gives a picture of the relation. | |Doing (AE) |Watching (RO) | |Feeling (CE) |Accommodating (CE/AC) |Diverging (CE/RO) | |Thinking(AC) |Converging (AC/AE) |Assimilating(AC/RO) | According to Kolb, as I score more in Reflective Observation and Active Experimentation where learning reflects back on the experience and to test a theory or plan for a new experience. As shown in the diagram below, for east-west axis, it is processing continuum and north-south axis it is perception continuum where my style is placed on east-west axis which is doing and watching which Kolb calls ‘grasping experience’. Honey and Mumford (1970) developed their own inventory based on Kolb’s model. Their styles corresponding to stages in the cycle are named Activist who involve fully in every situation, Reflectors who considers deeply and observe experiences from different aspects, Theorist who convert their findings into theories, thinking of problems systematically to be a perfectionist and Pragmatist who are very eager to experiment their ideas and to check whether they work or not. In this style I will be classified as Pragmatist who tries to experiment theories for planning new steps. Stress should be given to the fact that all four approaches are important for a managerial role to be successful. If we lack any of the styles, strong emphasis should be given to develop the skills. Kolb’s Learning Style [pic] 5: Work Preference Score Team Management Profile Work Preference is an extensively investigated and authenticated psychometric tool that determines how individual development is the critical initial step to upward performance team working. You read "Management Leadership" in category "Essay examples" While in olden days individual appraisal was given focus for getting things done, The Team Management Profile -Wheel and Index- from Margerison and McCann (1988) consists of techniques particularly useful for assessing team management in relation to individual and wok preferences. Margerison and McCann questionnaire leads to 4 dimensions which give a picture about how we are related to others, how information are handled, how decisions are made and how well we are organised. This is the work of famous theorist Carl Jung and was re-interpreted by Margerison and McCann. | | | | | | | | |Extrovert |Introvert |Practical |Creative |Analytical |Belief |Structured |Flexible | | | | | | | | | | |6 |6 |8 |6 |8 |5 |6 |9 | This can be calculated mainly in 4 ways as, preferences for extroverted or introverted work, proportion between practical and creative work, impact of analysis and beliefs in judgements, the need to work in a structured or flexible way. In a major role, I tend to be Extrovert, Practical, Analytical and Flexible. This can be compared to Myer’s – Briggs type indicators. My result compared to Myer’s – Briggs type indicator shows that I am an Extrovert, Sensing, Thinking and perceiving person. From the work preferences my work function is assessed as ‘Developing’ (Extrovert and Analytical) . If assessed more ‘Inspecting’ (Practical and Introvert) can also be a work function as my preference for extroverted and introverted work is same. A team management wheel is provided with 8 team role work preferences people can perform which form the basis of outstanding teamwork. They are 1) Advising 2) Creating 3) Promoting 4) Developing 5) Organising 6) Producing 7) Inspecting 8) Maintaining. In the team management wheel my work preference is evaluated as Assessor-Developer who assesses and develop ideas, likely to have well prepared people around, with situations fully analysed, communications and facts focused are clear and logical. Team Management Wheel [pic] 6: Problem Solving Questionnaire This questionnaire gives emphasis to characteristic traits needed for an individual for a managerial team environment. |Enquiring |Diagnosing |summarising |Proposing |Directing | |21 |25 |24 |17 |23 | Among the problem solving skills, my strengths are Diagnosing and summarising . Skills of Directing and Enquiring are also on a moderate level. But I need to improve a lot in my Proposing skill. My proposing skill is very poor and I am more of a Problem centred person than solution centred. For a successful managerial role all five skills are equally inevitable, especially person has to be more solution centred. 7: Managing Conflict Managing Conflict Style is an assessment of how conflicts are handled by each person. This style is adapted from a title by Thomas K. W. (1976). hen two persons make an attempt to solve a dispute ,they express varying levels of assertiveness and co-cooperativeness in their behaviour. Assertiveness is the extent to which one tries to satisfy his own concerns and co-cooperativeness is the extent to which others concerns are satisfied. My different personality types of managing conflicts is rated in the below table as per the instrument. |Compromise |Compete |Accommodate |Collaborate |Avoid | |9 8 |9 |9 |10 | In this style, my scores ar e on a balanced side. But ‘Avoiding’ dominates my handling conflict style of character. My score is low for ‘Competing’, which is a style used when new strategic changes should happen for which there could exist strong opposition. This can be evidenced in my high avoiding conflict style where I am uncomfortable in changing or conflict situation. In this personality style, I expect to work as a subordinate, concentrating more on a particular skill, willing to put in extra efforts to accomplish the task given. 8: Linking Skill Questionnaire Linking is the leadership skill required to bring people together. In Margerison- McCann linking skill profile t is the central part of team management essential to high performance working . There are 11 skills of linking and my scores in each are tabulated in the table below:. Active Listening |26 | |Communication |23 | |Problem Solving and Counselling |25 | |Team Development |19 | |Work Allocation |22 | |Team Relationships |21 | |Delegation |28 | |Quality Standards |24 | |Objective Setting |22 | |Interface Management |24 | |Participative Decision Making |26 | According to linking skill, my three best attributes are delegation, active listening, and participative decision making. For an effective managerial performance, I need to improve in other aspects like team development, work allocation and objective setting as well. 9: Driver’s Questionnaire An individual is ruled by five identified drivers. The Driver behaviour questionnaire determines which driver behaviour is dominant in my character. Among many characteristic traits, an individual is driven by or dominated by some traits of his personality. My scores are given below: Be Perfect |Please Others |Hurry Up |Be Strong |Try Harder | | | | | | | |17 |16 |13 |10 |14 | The analysis seems accurate where I tend to focus on perfection and to please others . Even if the work is done perfect there is a want for me to analyse the negatives ignoring the positive aspects of it. If the work is allocated and got done, the perfectionist instead of looking into the effort and positive aspect of work, questions the drawbacks which discourages the subordinates. For pleasing others I may take on additional work which I don’t have time for . This increases stress. 10: Personal Styles Transactional Analysis Theory (Eric Berne, 1968) gives us a picture of our self-development and our action towards us, how our communication is connected with others and suggests and intervenes changes to grow. Berne developed 3 ego states to describe our own making up and our relation to others. The 3 ‘ego states’ are categorised as ‘Parent, Adult and Child. Considering this as three base ego states, it has subdivisions shown in the table. |Critical Parent |Nurturing Parent |Adult |Adapted Child |Natural Child |Rebellious Child | |16 |20 |16 |25 |17 |12 | My result indicates that when I interact with others ,I act more like an adapted child, if taken positively this could be seen as cooperating with others and at times I act like a nurturing parent which could be seen as caring for others. However these ego states fluctuate depending on transaction. 11: Leadership Style Questionnaire Adair’s three circle model ‘Action Centred Leadership’ (John, Adair-1989) is a long lasting view which defines leadership in terms of three overlapping and interdependent circles. The circle consists of The Task, The Team, and The Individual. This is a fundamental model which describes the qualities of a leader, the action they must take whatever be the environment, to be an effective leader. [pic] The leadership style questionnaire is designed to help identify our leadership style. My scoring grid is as follows: |Task (A) |Team(B) |Individual (C) |Non-Managerial (D) | |31 |41 |21 |3 | In Adair’s leadership style, I have scored high in Team which determines that I have concern for Team and Team Spirit; Here I have succeeded in keeping my Non-managerial attribute very low. An effective manager tends to have concern for each attribute depending on the situation as this is the fundamental model. 12: Johari Window Johari window is a model for self-realisation, individual development, familiarity with relationship and development of the group. This model was created by Joseph Luft and Harry Ingham in 1955 in United States. According to Charles Handy, the concept Johari House has 4 rooms. These four rooms are referred as quadrants. 1. Open quadrant- The part of our behaviour which is known by ourselves as well as others. 2. Hidden quadrant-The behavioural part which is seen only by us, not known to others. 3. Blind Spot- This part is which others see in our behaviour, but not seen by us. 4. Unknown-This part is mysterious to both parties. Disclosure of our behaviour is a significant fact as it includes an amount of faith in other individual because they are made to know something regarding you which they are not aware of (Hannagan, 2008) One contradicting fact (Anita Kelly,1996) is that disclosing personal secrets to others invites dangers as we give them control over us. Another contradiction is that it has a limitation of selecting only five or six from the fifty six adjectives. This is too small a selection. However this is an effective tool for self awareness. |Known to Self |Not Known to Self | |Known to others |Friendly |Able, Adaptable, | | |Nervous |Brave, Cheerful, | | |Trustworthy |Confident, Dependable, | | | |Dignified, Energetic, | | | |Happy, Helpful, | | | |Independent, Mature | | | |Observant, Religious, | | | |Self-Assertive. | | | | |Not Known to Others |Caring |All oth er objectives | | |Kind | | | |Sentimental | | My Johari Window conducted in accordance with 5 of my colleagues is given above. My result shows that only 3 adjectives come under open area. Majority adjectives is a blind spot for me and through this tool, I can assess myself. As my blind spot area is wide, I need to realise myself and this assists me to develop these attributes for a better managerial role. The adjectives not known to others can also be assessed. However this can be an eye-opener to an individual. SWOT Analysis A SWOT Analysis helps to estimate the results of the questionnaires. SWOT Analysis comprises of our strengths, weaknesses, opportunities and Threats. Strengths †¢ Self Knowledge as realised through strengths and weaknesses questionnaire †¢ Balanced learning habits and skills †¢ High internal locus of control which signifies that I take responsibility for my action †¢ ‘Be Perfect’ trait helps me set high standards and try to achieve them †¢ Keen on experimenting new ideas as I am a pragmatist. †¢ Strong ‘Delegation ‘ skills ‘Active listening’ and ‘Participative Decision Making’ skills. †¢ High Team skills and Team Spirits Weaknesses †¢ Low â⠂¬ËœExpressed Control’ which makes me weak in taking control in crucial situations †¢ Extremely high internal locus of control which makes me associates responsibility for all happenings to my actions. †¢ High Tolerance of Ambiguity score which signifies that I’m tolerant highly intolerant of ambiguous situations †¢ Low on creativity. †¢ Lack of relevant professional knowledge which can push me back in the corporate world. †¢ Adaptive Child who is very emotional. Opportunities †¢ The identification of my strengths will help me capitalise more on them in my career. The identification of my weaknesses will help me workout strategies and overcome them to achieve further excellence. †¢ A good qualification will give me relevant professional knowledge and added skills to advance in my career. Threats †¢ Difficulty to manage personal and professional lives in the right balance due to demands on the personal side. †¢ Executive stre ss due to busy personal and professional lives. †¢ Tough business environment due to the current economic crisis ANALYSIS SECTION Critical Incidents: 3 critical incidences from my work life have been narrated below to highlight my behaviour at work. Incident 1 This was an experience I went through during my first job as a student counsellor at Aptech Computer Education Centre. As a student counsellor I was responsible for timely submission of student records to head office. The last day of every month was the deadline for submission of all such reports and records so that the response from the head office could come back by the 15th of the next month. Since I was new in my job, I was not familiar to the systems and procedures and I had realised the seriousness of missing such deadlines. This particular incident happened in the second month after I joined. The system of sending the documents was to collect all relevant documents by the 25th and check all the documents for correctness and courier the documents on or before the last day of the month without fail. This document packet contained exam score sheets, attendance reports, course conduct schedules, lab usage reports etc. This was very important to be sent on time as this was the basis for all replies from Head Office including student results, certificates etc. I had prepared all the documents as per schedule and was on target to despatch the reports in time . I fell ill during the last week of the month and had to go on leave. I started being so upset whether I could send the reports in time and so I reported to the office on 29th to send the reports. I was still weak and exhausted from my illness. I came into office on time on 29th and started my work of arranging the documents . I noticed that that the exam results card for last week had not been collected. It was at least half a day’s job to collate data and prepare this report for about 100 students. I started to panic and felt weaker. I started on the report and by noon I was half way through. Next I remember is waking up in the hospital bed and it was around 5pm. I had lost consciousness and my colleagues had brought me to the hospital in a taxi. I was so weak and took more than a week to recoup and get back to work. The above incident which happened early in my career could be attributed to a lot of my personal characteristic traits which I discovered through the various instruments of personal discovery. My locus of control was Internal and my score was 3 which meant that I was a person who assumed responsibility for my action. I would relate the events in my life to my own actions. Here, I was holding myself responsible for not sending the reports in time and was getting worried more than needed. My Tolerance of Ambiguity is 70 which means I was highly intolerant to the ambiguous situation of what would happen if I missed the cut off date to send the report . My Firo-B results showed a low expressed control which meant that I would prefer to be controlled and was submissive in nature. I was being fearful of the repercussions of not sending the report on time. I should have realised the possibilities to delegate some of those responsibilities and to seek the help of my colleagues, could have informed my superiors in time about my health issues and made alternate arrangements to avoid such happenings. I assume that my driver to be perfect also acted here making me go to extremes to be perfect. It was interesting for me to note that my linking skills showed that I had the quality of delegating , but my driver to be perfect , my high internal locus of control and my high tolerance of ambiguity caused me to mess up the situation. Incident 2 The second incident that stays fresh in my mind is one which I had later in my career with Aptech Computer Education after I had been promoted to the post of Centre Manager. Aptech used to have a budget meeting in the last week of December every year this meeting would be a review of the current year and the presentation of the budgets and forecasts for the next year. The Centre Manager’s from all over the region (about 30 of them) would come to the state head quarters and meet at a five star hotel for a full day conference. It was my first budget meeting after I was promoted as Centre Manager and I was keen to put in my best efforts to come up with an excellent presentation. I was keen to make it innovative as well. I collected a lot of data regarding our performance in 2004 and prepared a detailed budget for 2005. I called in some of my brilliant students at the centre and got done a multimedia presentation for my introduction . This presentation had sound effects and music and I was sure this would be unique. I used the help of my team members to make a detailed power point presentation for the budgets for 2005. The day of the budget meeting came and I got quite tensed as the meeting began and progressed. The regional head and his team were asking a lot of questions about the budgets and how the figures were obtained etc. It was a very serious meeting and everybody was serious and formal. I started getting worried as my presentation had a lot of sound effects and music in the introduction and played an introduction multimedia clip. I could see everybody including the regional head laughing as they saw this. I could see that they were laughing with the message that it is the figures that they want to see and not such colourful or glossy presentation. I felt embarrassed. But my power point slides had a lot of analytical data. I took longer than all those who presented before me. I could answer all the questions by my superiors and could give a good presentation. The regional manager appreciated me as I concluded my presentation. When I relate this incident to my personal discoveries about working behaviour, I could see a lot of matches to my evaluation scores and my actual incidences. My driver to be perfect was the driving factor which made me put in lot of effort on my presentation. I delegated a lot my work and made a beautiful presentation which had a lot of information. As can be seen in my linking skills score I am good at ‘Delegation’. I think my personal style of ‘Adapted Child’ and my Learning style of ‘Active Experimentation’ was visible in my making of a colourful multimedia presentation. My work preferences of ‘Extrovert’, ‘Practical’ and ‘Analytical’ were seen in my report which was appreciated by my superiors. My needs for ‘Expressed Inclusion’ and ‘Expressed Affection’ might have influenced me to make such a presentation so as to attract the attention of people and gather appreciation. When I evaluate all this, I realise that I could have done a better job as my presentation in itself was good but if had restrained my needs of expressed inclusion and expressed affection, as well as controlled the adapted child in me, I would have made a very formal but deeply analytical presentation which would have been more appreciated by my superiors. Incident 3 The third is a more recent incident that happened in early 2011. One of the key machine operators in our factory tendered his resignation quite abruptly. His move was quite unexpected. We had to get a replacement immediately to meet the production demand or convince this person to continue for some time until we found an alternative arrangement. But this person was quite adamant that he should be relieved immediately after his 30 days notice period. I called him for a meeting . He told me that he had communicated many times his desire to get a personal loan from the staff provident fund through the production manager and I had not approved the same. I had information through other office sources that this particular person used to consume a lot of alcohol during after office hours and squander his money lavishly. This was the reason I did not approve the loan application and kept his application pending without citing a reason to him. This lack of response from my side demotivated this person and soon the situation escalated to a stage where he decided to tender his resignation . When I discussed this with him he seemed more upset and stood his stand to resign. I was unsuccessful in convincing him to continue but he agreed to stay on for a maximum of another 30 days until we found an alternative. When I analyse this incident , I realised that my trait of avoiding which I discovered through the managing conflict instrument was one of the main factors that led to the deterioration of the situation here . The ‘Johari Window’ showed nervousness in my open area which signified that I am quite nervous at handling situations . This explains the uneasiness I had felt in explaining my reason for not approving the loan application. My linking skills rated me low on team development and I would associate that as a reason to why I was not aware of this deteriorating situation and I realise that I should have rather been solution centred in my approach by realising his problem in time and acting upon it to avoid the employee becoming demotivated and agitated. Self Development Plan | | | | | |Three Personal Development |Objective Achievement Plan |Progress Monitoring Plan |Improvement in situation after following | |Objectives | | |the plan | |Improve my Professional |Identify relevant areas |Compare present performance with earlier. Improvement in performance standards | |Knowledge |Attend Training Programmes |Presenting my ideas to my subordinates in|Is a best tool for career development | | |Refer through articles and journals|relation to the profession seeking their |Can command more respect in team | | | |feedback | | | | |Do periodical progress checks by | | | | |conducting discussions with colleaguesâ€⠄¢ | | | | |on relevant topics | | |Increase Concern for Individuals|Identifying the importance of |I will seek the opinions of my |My increase in individual/employee concern | | |individuals in completing a task. |subordinates and colleagues whether they |will motivate them. | | |Improving the behavioural pattern |were comfortable working with me. |Increase in productivity in the group where| | |towards colleagues’ and |Should seek their feedback whether they |I am in charge or involved in. | |sub-ordinates which supports and |felt like their contributions are |Able to build good relation with co-workers| | |motivates them to complete the |considered. |which lessens conflicts among them. | | |task. |If a project yields good and healthy | | | |As a manager or leader, I will |result, it shows that my individual | | | |provide them favourable working |relation has improved. | | |conditions. | | | |Self-Organising to be made |Prepare a time schedule on a daily |Make continuous checks on development of |Will not feel overload of work. | |Structured |basis. |new methods. |Time is effectively used and can be more | | |Try to utilise time effectively by |Check whether time is effectively managed|productive | | |setting tasks on a priority basis. |and work is progressing as per schedule |Reduces mental stress. | |Proper delegation of work will |Will keep a chart for noting the progress| | | |improve my self-organising factor. | | | Bibliography Adair, John. (1989). Great Leaders. Guildford: Talbot Adair. S Berne, Eric. (1968) Games people play : the psychology of human relationships, London : Penguin Books. Budner, S. , (1962). â€Å"Intolerance of ambiguity as a personality variable. † Journal of Personality. 30, 29-50 FIRO: A Three-Dimensional Theory of Interpersonal Behavior. (1958). NY: Rinehart Goleman, D, Boyatzis, R. and McKee, A. (2002) The New Leaders: transforming the art of leadership into the science of results, London: Little Brown. Hannag an,T (2008)–ManagementConcepts. 5th edition. Harlow, Pearson Education Honey,P. And Mumford,A (1986) –The Manual of Learning Styles Kolb,D A(1984)Experimental Learning EaglewoodCliffs,NJ:Prentice Hall Kelly, Anita E. and McKillop, Kevin J. (1996), â€Å"Consequences of Revealing Personal Secrets. † Psychological Bulletin, v120(3), pg. 450 Margerison, C. and McCann, D. (2002) Team Leadership. TMS (UK) Ltd†¢ Problem Solving/communications Margerison,C. (2002) Team Leadership. Padstow. Thomson Learning McCann, D. (1988) How to influence others at work. Glasgow. Butterworth- Heinemann. Parker C and Stone B (2002) Developing Management Skills for Leadership, Glasgow. FT Prentice Hall. Pedlar, M. , Burgoyne, J. and Boydell, T. (2007) A Managers guide to Self- Development. Maidenhead. McGraw-Hill. Thomas K. W. (1976) â€Å"conflict and Conflict management† Dunette, MD (ed) Whetten, D. , and Cameron. K. (2007) Developing Management Skills. Pearson International Edition. New Jersey (new 2011 edition now available) Winstanley, D. (2005) Personal Effectiveness. Trowbridge. CIPD Yukl, G. (2010) Leadership in Organizations. New Jersey. Prentice Hall. How to cite Management Leadership, Essay examples Management Leadership Free Essays Apple’s Management and Leadership Apple’s Management and Leadership Apples management and leadership have taken the small company in Silicon Valley and transformed it into a multinational conglomerate. From the time of its inception, Apple’s innovation has delivered the personal computer, the Graphical User Interface, the world’s most popular portable music devices and favorite cellular phone. The creation of these products only illustrates part of the success of Apple’s management; the other would be the successful integration into the lifestyle of cultures around the world. We will write a custom essay sample on Management Leadership or any similar topic only for you Order Now Apple has molded the face of personal computing at a global level with its strong and visionary leadership, ability to remain innovative, and its ability to maximize globalization will remain a dominant force organizationally. This paper will investigate Apple’s management and leadership, their responsibility in creating and maintaining a healthy organizational culture, the effect of globalization and management across borders and will recommend two strategies to maintain their healthy organizational culture. Management and Leadership Friends Steve Jobs and Steve Wozniak established Apple Computer Incorporated in 1976 in California’s famous Silicon Valley (Apple Bios, 2010). The company initially made custom circuit boards for people who wanted to build their own computers. Between Jobs marketing genius and Wozniak’s technical expertise the two realized the potential of the computer and with a little work they created a whole new market; personal computers (Schneider, 2010). Though the beginnings were fairly humble with only $1300 for startup (Funding Universe, 2010) which would soon change. In 1977 the Apple II Personal Computer launched, grossing 2. 7 Million its first year and growing to over $200 million in three years (About. com, 2010). Apple has since revolutionized the world with its personal computing products and creative marketing. Apple’s management has been as innovative in the growth of this global organization as their products have been. A quick glance would leave one to think this Apple is ripe, but the company has only recently started to bloom. Expanding into European and Asian markets in 2003 they have made a steady climb every year, but still have claimed only ive percent of the Windows PC market (Yarrow Angelova, 2010). To examine the leadership of Apple is to look to its original marketing director, Steve Jobs. Steve Jobs was the visionary force at Apple, determining the company’s vision and orchestrating its implementation. He lured executives as John Sculley away from Pepsico (Costello, 2010) and raised funding from former Intel Ma rketing Director Mike Markkulla Junior (Wikipedia, 2010). The team entered 1984 with a revolutionary new line, the Macintosh. The Macintosh was the first computer to use a graphic user interface. When the company initially launched the Macintosh, it rolled out with a commercial based on George Orwell’s novel 1984 with Apple representing the heroic rebel struggling for freedom (Costello, 2010). The captor was widely recognized as IBM’s business based computer and in the commercial the new Macintosh was destroying the IBM world. Directed by Ridley Scott the commercial cost nearly 1. 5 million, and only aired once in 1983 on a small unknown station to make it eligible for film awards, but news and talk shows replayed it everywhere (Bellis, 2010). Unfortunately, the Macintosh was not well equipped with programs for the business side of the market and though the GUI interface was well received, the company slumped, high tensions between Sculley and Jobs increased, which ultimately lead to a board decision 1985 to give Sculley control of the company, Jobs quite (Schneider, 2010). This proved to be a bad move for Apple’s board of directors, they were left with management but lacked Jobs visionary leadership. This management continued to perform the daily task, making small improvements, they struggled to hold to its small market share as well as its internal talent and managed to do so only because of its small but loyal following. Though Jobs was no longer at Apple in a management position, he retained his seat on the board and had continued to work on an advanced operating system; this new system would become Apples biggest advance in their operating system since the GUI. This software platform would become the new OSX platform and pave the way for Jobs return to Apple in December 1996 (Schneider, 2010). In early 1997 the effects of Jobs leadership were already being felt at Apple as Jobs announced that Apple would start to sell their computers online, and within one week of its launch it was the third largest e-commerce site on the Internet (Schneider, 2010). Inspired by the success Apples board of directors decided to give Jobs the reigns as CEO. The decision to bring Jobs back to Apple and to make him CEO has proven in large to be Apples keys to success. Jobs technical knowledge and innovative thinking have pushed Apple ahead in product development and brought to market the iMac, the iPod, and the iPhone. Jobs understanding of the importance of design and aesthetics have also been felt by Apple and the global market. He has driven the development of functional and elegant products and this leadership has earned Apple and its products a devoted following. Creating a Healthy Organizational Culture In 1984 Bill Gates had caught a glimpse of Apples first GUI product called Lisa, immediately realizing the potential he reworked Microsoft Windows and pitched the platform to IBM (Bellis, 2010). This action quickly developed into threats of a lawsuit between Apple and Microsoft over infringement of copyright, patent, and trade secrets. Knowing that they had overstepped their bounds, Microsoft quickly proposed a license agreement that would allow Microsoft to use similar structures such as tiled windows, a mouse pointer and drop down menus, Apple agreed (Bellis, 2010). In 1987 Microsoft released Windows 2. 0, having the look and feel of a Mac. Apple took Microsoft to court for 170 infringements of copyrights, patents and trade secrets. The court ruled that the license agreement given to Microsoft granted the legal right to develop and market the Mac drop down menus, the floating windows and the mouse point and click environment. Furthermore they ruled in favor of Microsoft on all 170 infringements (Bellis, 2010). This judgment helped surrender Apples technological lead in the computer industry, cost the company potential revenues and forced layoffs. No doubt these events affected the corporate culture at Apple, to this day the company is very secretive of any development the organization works on and takes its secrecy so seriously that employees are timid to give out any information on the company at all. Some authors voice their frustration claiming that employees back out of interviews, refuse to give any detailed information and even refuse to give their name for fear that the company will discover them and take action (Morrison, 2010). Despite this supposed fear, the employees understand the potential consequences financially if product information is leaked; this understanding develops trust in Jobs leadership and with the company’s success in every market it enters reinforces this trust. Apple’s corporate catch phrase is â€Å"Think Differently† (Apple, 2010) and the company has proven to do so by ignoring trends and market research analysis, and triumphantly resisting pressure from other large corporate conglomerates while continuing to increase profitability and bring revolutionary products to market. In his younger years before Apple Steve Jobs had taken a trip to India and returned with his head shaved, wearing traditional Indian clothing and claiming he was a Buddhist (Wikipedia, 2010). This is perhaps one of the biggest influences in Steve Jobs life personally, and though he does not continue to wear the traditional Indian clothing, the Zen influence of meditation and intuition, and minimalism are still very visible in his leadership and the culture at Apple. Additionally Jobs has kept Apples creative talent in an incubator of sorts, deep inside the campus catering to their comfort and privacy (Morrison, 2010). Apples leadership has also brought attention to detail to the forefront, spending tremendous amounts on perfecting minor details in products before they are released. The creative talent at Apple are highly protected and hidden deep with the camp Globalization and Management Across Borders The effect of Globalization on Apple has been tremendously positive. In 2003 the company started expanding into European and Asian markets with products and Apple stores and has experienced growth exceeding 500% (Yarow Angelove, 2010). Despite this rapid growth CEO Steve Jobs and only a small handful of his top executives see new products in completed form, the rest of the organization develops small parts of the products they built in different locations amidst Apples sprawling global campus (Morrison, 2010). This organization continues to hold its vertical structure with the majority of the important decisions coming from Jobs and his small group of senior executives. Apple continues to maintain its vertical structure in an effort to protect its product development and globalization have to add to its ability to remain secretive in this process. Strategies to Maintain a Healthy Organizational Culture Apple has undoubtedly changed all of our lives with its computers, iPods and iPhones, and with its current leadership has managed to create an organization that does indeed â€Å"Think Differently† (Apple, 2010). The task becomes maintaining this innovative corporate attitude to ensure the companies future success. It is clear that most of the success that Apple has experienced because of its innovative leadership and preserving its leadership is one strategy for maintaining its healthy organizational culture. It’s inevitable that age if nothing else will weaken the current leadership. With this in mind, where as the organization and its leadership are strong, plans to train or recruit future leaders, which are aligned with Apples unique culture, should be developed. These plans should account for Apples maverick attitude and future goals. A second strategy for maintaining this successful culture is to plan strategically. Apple’s products have had profound effects on their prospective markets, decimating its competition; however competitors will watch and learn and begin to implement Apples strategies to compete in emerging markets making strategic planning much more important. Typical strategic planning ranges from three to seven years out and is handled by senior management (Bateman Snell, 2009, p. 141). This type of planning will take into account foreseeable obstacles that the company may face and provide enough time to respond effectively. Apples history of bucking trends and ignoring fads can still be maintained, and even some low performing products may be endured if the proper strategic planning has been done. Conclusion Apple’s corporate catch phrase â€Å"Think Differently† (Apple, 2010) and their ability to do so is shown in their innovation and marketing. Their innovation, creativity and corporate secrecy all play a part in maintaining their unique culture and will ensure they remain a dominant force globally (Morrison, 2010). Their strong and visionary leadership has changed computing, as we in our lifetime have known it with inventions like the Graphical User Interface, the iPod, and the iPhone. Apple has demonstrated the positive effects globalization and management across borders has had on the company by its move into European Asian markets. These markets have seen enormous growth and still possess plenty of potential for growth. By retaining their innovative leadership as opposed to corporate management and plan strategically they will ensure their place as one of the most uccessful and innovative companies in human history. References Apple (2010). Bios. Retrieved April 15, 2010 on the Apple website: http://www. apple. com/pr/bios/jobs. html Bellis (2010). Inventors of the Modern Computer. Retrieved April 15, 2010 from the About. com website: http://inventors. about. com/library/weekly/aa051599. htm Morrison (2010). How to Innovate Like Apple. Retrieved April 16, 2010 from the BNET website: http://w ww. bnet. com/2403-13501_23-330240. html Schneider, Laura (2010) Tech Careers. Retrieved April 15, 2010, from the About. om website: http://jobsearchtech. about. com/od/historyoftechindustry/a/SteveJobs. htm Thomas, S. , Bateman, S. , Snell, S. (2009). Management  (8th ed. ). New York, New York: McGraw-Hill/Irwin. Wikipedia (2010). Steve Jobs. Retrieved April 15, 2010, from the Wikipedia website: http://en. wikipedia. org/wiki/Steve_Jobs Yarrow Angelova (2010). Chart of the Day: Apple’s Retail Strategy is Paying Off. Retrieved April 15, 2010, from the Business Insider website: http://www. businessinsider. com/chart-of-the-day-apple-stores-vs-mac-market-share-2010-3 How to cite Management Leadership, Essays

Business Report Growth in E-Commerce Industry free essay sample

A report showing the potential in the growth of online grocery stores and recommendations that a fictitious company, ABC Mart, should consider entering this market. This paper is presented in the form of a business report to encourage ABC Mart to enter the market of online grocery stores, due to the growth of this market in recent years. The report covers the growing e-commerce industry, the growth in online grocery markets, and uses graphs to illustrate statistics. According to a research study published by IDC, the online grocery spending is expected to grow significantly in the coming few years. The forecasts in the report have revealed that online grocery spending will be highest in the some major categories till 2004. These include the traditional grocery products, health and beauty products, prepared foods and convenience services. With the spread of Internet in the recent years, several new community spaces have proliferated online.

Obstetrics and Nurse free essay sample

At 0600 Jennie is brought to the Labor and Delivery triage area by her sister. The client complains of a pounding headache for the last 12 hours unrelieved by acetaminophen (Tylenol), swollen hands and face for 2 days, and epigastric pain described as bad heartburn. Her sister tells the nurse, I felt like that when I had toxemia during my pregnancy. Admission assessment by the nurse reveals: todays weight 182 pounds, T 99.1 ° F, P 76, R 22, BP 138/88, 4+ pitting edema, and 3+ protein in the urine. Heart rate is regular, and lung sounds are clear. Deep tendon reflexes (DTRs) are 3+ biceps and triceps and 4+ patellar with 1 beat of ankle clonus. The nurse applies the external fetal monitor, which shows a baseline fetal heart rate of 130, absent variability, positive for accelerations, no decelerations, and no contractions. The nurse also performs a vaginal examination and finds that the cervix is 1 cm dilated and 50% effaced, with the fetal head at a -2 station. We will write a custom essay sample on Obstetrics and Nurse or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 1. In reviewing Jennies history, the nurse is correct in concluding that Jennie is in jeopardy of developing a hypertensive disorder because of her age (15). Which other factor(s) add to Jennies risk of developing preeclampsia? (Select all that apply.) A) Molar pregnancy and history of preeclampsia in previous pregnancy. B) Familial history. C) History of pounding headache, low socioeconomic status. D) Preexisting medical or genetic condition, like Factor V Leiden. E) Nulliparity 2. To accurately assess this clients condition, what information from the prenatal record is most important for the nurse to obtain? A) Pattern and number of prenatal visits. B) Prenatal blood pressure readings. C) Prepregnancy weight. D) Jennies Rh factor. Pathophysiology of Preeclampsia There is no definitive cause of preeclampsia, but the pathophysiology is  distinct. The main pathogenic factor is poor perfusion as a result of arteriolar vasospasm. Function in organs such as the placenta, liver, brain, and kidneys can be depressed as much as 40 to 60%. As fluid shifts out of the intravascular compartment, a decrease in plasma volume and subsequent increase in hematocrit is seen. The edema of preeclampsia is generalized. Virtually all organ systems are affected by this disease, and the mother and fetus suffer increasing risk as the disease progresses. Preeclampsia develops after 20 weeks gestation in a previously normotensive woman. Elevated blood pressure is frequently the first sign of preeclampsia. The client also develops proteinuria. While no longer considered a diagnostic measurement of preeclampsia, generalized edema of the face, hands, and abdomen that is not responsive to 12 hours of bedrest is often present. Preeclampsia progresses along a continuum from mild to severe preeclampsia, HELLP syndrome, or eclampsia. A client may present to the labor unit anywhere along that continuum. 3. What is the pathophysiology responsible for Jennies complaint of a pounding headache and the elevated DTRs? A) Cerebral edema. B) Increased perfusion to the brain. C) Severe anxiety. D) Retinal arteriolar spasms. Jennies sister is very concerned about the swelling (edema) in her sisters face and hands because it seems to be worsening rapidly. She asks the nurse if the healthcare provider will prescribe some of those water pills (diuretics) to help get rid of the excess fluid. 4. Which response by the nurse is correct? A) That is a very good idea. I will relay it to the healthcare provider when I call. B) Im sorry, but it is not the familys place to make suggestions about medical treatment. C) Let me explain to you about the effect of diuretics on pregnancy. D) Have you by any chance given your sister water pills that belong to someone else? Admission to the Labor and Delivery Unit At 0630 the nurse calls to report to the healthcare provider, who prescribes the following: admit to labor and delivery, bedrest with bathroom privileges (BRP), IV D5LR at 125 ml/hr, oxytocin (Pitocin) 2 mu/min, CBC with platelets, clotting studies, liver enzymes, chemistry panel, 24-hour urine collection for protein and uric acid, ice chips only by mouth, nonstress test, hourly vital signs, and DTRs. 5. After the nurse establishes IV placement, she collects a bag of D5LR for the oxytocin (Pitocin), which is available in 20 units in 1000 cc D5LR. The order from the health care provider is oxytocin (Pitocin) 2 mu/min to augment labor. Calculate the following drip rate for the oxytocin (Pitocin). (Enter the numerical value only. If rounding is required, round to the whole number.) 6. While the nurse is awaiting the lab results, which nursing intervention has the highest priority? A) Teach Jennie the rationale for bedrest. B) Monitor Jennie for signs of dehydration. C) Educate the client about dietary restrictions. D) Observe Jennie for CNS changes. 7. Which technique should the nurse use when evaluating Jennies blood pressure while she is on bedrest? A) Have Jennie lay supine and take the blood pressure on the left arm. B) Have Jennie lie in a lateral position and take the blood pressure on the dependent arm. C) Have the client sit in a chair at the bedside, and take the blood pressure with her left arm at waist level. D) Have Jennie stand briefly and take the blood pressure on the right arm. The nurse performs a nonstress test to evaluate fetal well-being. 8. When performing a nonstress test (NST), the nurse will be assessing for which parameters? A) Accelerations of the fetal heart rate in response to fetal movement. B) Late decelerations of the fetal heart rate in response to fetal movement. C) Accelerations of the fetal heart rate in response to uterine contractions. D) Late decelerations of the fetal heart rate in response to uterine contractions. HELLP Syndrome At 0800, physical assessment and labs reveal the following: the client is still complaining of a headache but the epigastric pain has slightly  decreased. While the client is resting in a left lateral position, the vital signs are BP 146/94, P 75, R 18. Hyperreflexia continues with one beat of clonus. The baseline fetal heart rate is 140 with moderate variability and no decelerations. Since completion of a reactive nonstress test, no further accelerations have occurred. Lab results include: hemoglobin 13.1 g/dl, hematocrit 40.5 g/dl, platelets 120,000 mm3, aspartate aminotransferase (AST) slightly elevated, alanine aminotransferase (ALT) normal for pregnancy, 0 burr cells on slide, clotting studies normal for pregnancy. The healthcare provider diagnoses Jennie with preeclampsia rather than HELLP syndrome, a variant of severe preeclampsia. 9. If Jennie had HELLP syndrome, which lab results would the nurse expect her to exhibit? A) Elevated hemoglobin and hematocrit (HH) without burr cells, elevated liver enzymes, platelet count 150,000 mm3. B) Decreased hemoglobin and hematocrit (HH) with burr cells, elevated liver enzymes, platelet count

A Comparative Recollection of The Odyssey and The Inferno essays

A Comparative Recollection of The Odyssey and The Inferno essays When making a sociological observation on the human race, one can draw many similarities between the vast numbers of cultures that flourish on earth. One of the commonalties sure to be witnessed by the sociologist is: mankind does many of the same fundamental aspects of life, having their specific cultures responsible for making only cosmetic changes to these tasks. Literature, like mankind, is also seen to have commonalities between different pieces of writing, with minor changes made by the writers varied influences. Although Homers The Odyssey and Dantes The Inferno were written roughly two thousand years apart and in cultures that have contrasting norms, both masterpieces are recognized as having many paralleled themes and subjects. The ancient Greek text and the more contemporary Italian poem are both written around the main idea of a grand journey, with differences arising in the purpose and the style of the expeditions. Also, both Homer and Dante include the thought that women play a submissive role in life, focally varying the degree of the subservience. Finally, the two texts climax with themes of betrayal. These scenes of betrayal are sternly portrayed between the covers of the literature; Homer focusing on revenging those who betrayed him, while Dante centers his attention on the punishment received in the afterlife by those guilty of betrayal. The topics shared between the two literary works, subjects that have been historically considered quite dissimilar, succeed to give both texts direction and secondary subject matter that would otherwise not be found. The grand scale journey has, historically, been a recurring theme throughout literature, but the similarities of Homer and Dantes work distinguishes them from the majority. Among others, Chaucers The Canterbury Tales and the Renaissance masterpiece Sir Gawain and the Green Knight have included the aspect of a large journey, but unlike The ...

6 Top Tips on How to Write a Business Plan - Proofed

6 Top Tips on How to Write a Business Plan - Proofed 6 Top Tips on How to Write a Business Plan Whether you’re a new startup or an established business with big ideas, preparing a business plan is the first step to ensuring success. But what do you need to know when writing one? 1. Know What You Want to Achieve Before you start writing a business plan, think about who it is for and what you want to achieve. All business plans set out a strategy and a step-by-step action plan, but exactly how you do this and what your plan should feature may depend on several factors. These include: Whether the plan is for internal (e.g., yourself or a manager) or external use (e.g., investors) Your objectives (e.g., securing funding or expanding into new markets) The period of time your business plan covers Once you know this, you can tailor your writing accordingly. For instance, if your plan involves securing outside investment, you may need to â€Å"sell† your business more strongly. You might even want to prepare slightly different plans for internal and external use. 2. Do Your Research A business plan is more than just an idea. It also needs to show the reader that you’ve considered all the circumstances involved in running a business. Consequently, as well as explaining what your business will do, consider how it fits into existing markets and who your main competitors will be. This will help you estimate the expenses and expected financial performance for your plan, which is also vital information. 3. Short Is Good You want your business plan to be read? Then try to make it as clear and concise as possible. Time is money, after all, and nobody is going to read a 100-page document, no matter how great the ideas within are. As such, it can help to focus only on the most important information in your plan. The report arrived. Its, um, comprehensive. You should also include an executive summary at the start of the document. This provides a brief overview of the key points of your plan. Ideally, this will encourage time-pressed readers to see what you have to say and give the rest of the plan a look! Think of it as a bit like a written elevator pitch. 4. Use Appendices If you’ve followed the advice in point three above, you may have cut some material from your business plan. But don’t chuck it in the trash just yet! Any additional research or information can be included in an appendix at the end of the document. This shows that you’ve done the hard work to prepare your plan without the main document becoming bloated. 5. Professional Formatting First impressions matter. And this means the presentation of your business plan matters, too. Make sure your plan looks professional by: Adding a title page Using page numbers and section headers Including visual aids (e.g., charts, graphs, or illustrations) Ensuring all fonts and formatting are clear and consistent None of this should come at expense of the content, which is far more important. But taking a little time to tidy up your plan will help the reader follow it and show you are serious about your work. 6. Proofread Carefully! Whether your plan is for internal or external use, you need to check it carefully before you are finished. Even small errors will look bad, and the editing process also gives you a chance to review the content. An extra pair of eyes can really help on this count, so feel free to get in touch with our team today.

Analysis Report of a Sylvia's Bar Essay Example | Topics and Well Written Essays - 1500 words

Analysis Report of a Sylvia's Bar - Essay Example This study has shown the current business scenario of the bar which provides how the pain points of this business are negatively helping it to occurring losses over the years. This analysis also provides the recommendations by which it might restructure its business strategies so that it can turn around from old traditional culture and provides services which match with the test and preferences of the young generations. Research Objective The purpose of study of the current business practice of Sylvia’s Bar has some objectives. These core objectives are to find out the likely wrong business practices which negatively catalysing the business for making losses over the years and recommend possible solutions which might help to turn around the business in a profit making positions. Research Methodology This business analysis of Sylvia’s Bar is based on primary research and as well as some secondary research also. The main key findings of problems came out by questioning th e customers (Appendix 1.1) of the bar and the staffs (Appendix 1.2) as well. Generally questionnaire is made by a list of questions and the same questions to the targeted samples. But here, different questions are asked to different customers who used to come earlier but not now. The feedback was taken from current and earlier customers in different parameters like Age, Profession, Choice of clothing’s etc. This research was made on both qualitative and quantitative analysis. To analyse the feedback of questionnaire, qualitative research method and for the numbers like the price of the product and services Silvia’s offer is compared with the local competitors who generally have strategy of regular price, more customers. The feedbacks of the customers and the staffs have shown that the bar’s business strategy doesn’t follow the trend of people’s lifestyle and choices. Study Findings Qualitative Analysis Local market survey shows that like Silviaâ₠¬â„¢s bar, many late night bars have opened on that high road of Birmingham like grass flower in the rainy season. They provide entertainment to their customer based on their choices and preferences and follow the trend of changes in customer’s choices. Sylvia’s was established in 1986 targeting the local bank employees and serviced offered at that time according to their choices and preferences and this is why it was so popular in its childhood. Not only this, Sylvia’s bar was only late night bar on the high street which opened after 11pm, and for this reason people from local pubs, who want to spare more time, used to come there as those pubs used to close at 11pm. But, now a days, this area is not that much popular and many younger prefer the fashionable Canal district for weekend night outs. This segment of people doesn’t have 80s or 90s mentality, lifestyles, choice of relaxation. Now trend has been changed and people like to relax in weekend nights in crowdie nightclubs with group of friends and colleagues where they will be provided regular priced dishes, wines, cocktails etc with remix tracks by popular DJs rather than like to spend the time of their relaxation in a silences environment especially in a bar where old classical songs and premium priced dishes and cocktails are available. The business strategies of Sylvia’s might work in a pores city like London where many community of traditional, classy