A Comprehensive System Integration Service - 1656 Words

Case Corporation, a producer of agricultural equipment identified the need for a comprehensive systems integration service. Upon acknowledging such a need, it became evident that in order for Case to continue to thrive in the agricultural market it must leave its comfort zone in pursuit of a systems integration service. Before doing so Case must assess the fit of the organization s current competencies against the changing needs of the market. Therefore, the success of such a systems integrator is contingent on several factors, including Case’s relationships with their dealers, the level of trust between them and the consumer, current financial capabilities, and their global presence. The dealers, critical members of the Case team handled much of the inventory, assessed the credit of potential buyers, â€Å"missed church on Sunday† to fix broken equipment during the planting season, and handled all of Case’s used equipment (Case Corporation, 1997, pg. 7). Therefore, since the dealer has direct access to the consumer they are better able to assess the needs of the farmer. Many farmers have developed long personal relationships with their dealers, and were as loyal to the dealers themselves as they were to the product; to most customers, the dealer was Case (Case Corporation, 1997, pg.8). The dealer who has developed such working relationships can provide unfiltered information that cannot be otherwise obtained. Case can capitalize on such relationships by advising with theShow MoreRelatedElements of a Comprehensive and Integrated Labor Force Development System in Canada1364 Words   |  5 PagesElements of a comprehensive and integrated labor force d evelopment system in Canada Introduction A strong economical and social development in Canada can only thrive on a workforce that is well organized, with equal good business and social base. 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Horizontal integration mainly focuses on controlling the distributionRead MoreHealth Care Case Study845 Words   |  4 Pagesprograms that are run by the state of Illinois that are potentially related to long-term care and thus should be involved in the integration effort. The first program is Long-term Ombudsman Program which is a resident-directed advocacy program that protects and improves the quality of the individual’s life in various long-term care settings. Managed Long-Term Services and Supports Program can be described as being one of Illinois’ mandatory managed care programs. The programs main focus is for seniorsRead MoreA Customer Portal, And Why You Need Full Erp Integration1265 Words   |  6 PagesFull ERP Integration to Have One? What is a Customer Portal, and Why You Need Full ERP Integration to Have One? B2B customer portals often provide eCommerce companies with as many benefits as their product catalogs. 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(Wikinvest.com, 2015) Weaknesses They dependRead MoreAsean Integration Essay762 Words   |  4 Pagesputting early warning systems and by conducting regional economic surveillance exercises (Cristobal, 2009). ASEAN member countries have reduced government expenditures, tightened monetary policies, increased interest rates, sought to improve the regulation and supervision of their financial systems, and deregulated important sectors of the economy (Severino, R., 1998). In November 2000, during the 4th ASEAN Informal Summit in Singapore, the Initiative for ASEAN Integration (IAI) was launched. TheRead MoreThe Philosophy Of Tax Reform1191 Words   |  5 Pagesreforms.†­ †¬Article†­ †¬366†­ †¬of Indian constitution defines GST as†­ â€Å"†¬any tax on supply of goods or services or both except taxes on the supply of petroleum products and alcohol†­Ã¢â‚¬ Ã¢â‚¬ ¬.†­ †¬The basis of GST is value addition.†­ †¬It is comprehensive indirect tax levied on manufacture and sale of goods and services at a national level.†­ †¬Integration of goods and services taxation would give India a world class tax system and improve tax collections.†­ †¬It would lead to†­ †¬the abolition of†­ †¬many other†­ †¬taxes suchRead MoreCanyon Ranch Case Study Essay839 Words   |  4 Pagesand most effective manner. The use of CRM could also be used to target specific marketing programs for individual customers. It will help the company evaluate its customers, which in turn will aid Canyon Ranch in developing features, products or services that will suit clients’ preferences. 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Health care providers need to evaluate access toRead More Value of Health Care Essay1100 Words   |  5 Pagesvalue based healthcare reimbursement systems between healthcare payers and healthcare providers is evolving from the need to provide patients with beneficial healthcare technologies under conditions of significant economic uncertainty. The concept examined centralizes on shifting the focus of the healthcare system from volume to value. Value is measured by outcomes achieved based on a full cycle of care not volume of services rendered based on each service performed. Summary of Article The

The Holocaust A Horrible Time Of Our Human History

While examining the works of Elie Wiesel and Primo Levi it becomes apparent that the holocaust was a horrendous time in our human history. However, although both writers went through similar experiences during this time; both seem to reflect and dwell on things differently such as their point of view and lives in the camps as well as the different themes they focus on. In this analysis the stories of the two authors will be compared and as stated above will also focus on how they recount their experiences. Elie Wiesel’s Night In terms of themes in the book one that became apparent to me from the very beginning is that of faith. As the reader progresses through the book there is a very clear picture of a loss of faith by Weisel. The book begins and it is obvious from the get-go that Weisel has much stronger faith than many of the other Jews in his town. One specific passage in the book really sheds light on just how faithful young Weisel was: He had watched me one day as I prayed at dusk. ‘’Why do you cry when you pray?† he asked, as though he knew me well. â€Å"I don t know,† I answered, troubled. I had never asked myself that question. I cried because something inside me felt the need to cry. That was all I knew. â€Å"Why do you pray?† he asked after a moment. Why did I pray? Strange question. Why did I live? Why did I breathe? â€Å"I don t know,† I told him, even more troubled and ill at ease. â€Å"I don t know.† (Weisel, 1986, pg. 4) After reading this passage one might thinkShow MoreRelatedThe Causes Of The Holocaust1352 Words   |  6 PagesIn learning about the Holocaust I have found that the causes of the Holocaust are just as important as the injustice itself. There are many reasons the Holocaust was allowed to happen and many reasons it had become inevitable. One of the causes of the Holocaust was the need for a scapegoat. Like any thriving society Germany needed a lower class; a grouping of people that could be discriminated against. Hitler extended this to more than one group of people instead targeting everyone who wasn’t whatRead MoreThe Holocaust, By Robert Burns1121 Words   |  5 Pagesmourn.† When looking back on the history of our society, many incidences that reflect this thought clearly. One that stands out to me is the Holocaust. The Holocaust was the â€Å"purification† of Nazi Germany led by Adolf Hitler from 1939 to 1945. There were millions of people that were cycled through the concentration camps that the Nazis built. The millions of people that were killed are just a small portion of the billions that were indirectly impacted by the horrible actions of the Nazis. I believeRead MoreHolocaust : The Holocaust And Holocaust1328 Words   |  6 PagesThe Holocaust The holocaust is a term originally referred to a religious rite in which an offering is incinerated. But today, has another meaning; is any human disaster of great magnitude and importance, mainly refers to the extermination of the Jews who lived in Europe conducted by the Germany government. Throughout the nineteenth century, the Jewish community was improving their situation and their rights equalized to those of other citizens in most European countries. But despite this, these peopleRead MoreSacrifice by Fire Essay890 Words   |  4 PagesSacrifice by fire. The pleading children, the debilitating elderly, and the cynical women all have the same look of fear when they hear the word â€Å"Holocaust.† Approximately six million brave Jews were brutally murdered during the dreadful era of the Holocaust. These Jews were ordinary humans who hadn’t committed a crime, hadn’t encouraged any riots and hadn’t leveled any threats. They were citizens of their home countries who had the capability of contributing several intellectual achievements toRead MoreThe 20th Century - The Most Violent Century of All Time. Essay864 Words   |  4 PagesAdvancements in science, medicine and technology alone have brought incalculable benefits to human beings. Yet on the darker side, the 20th century was also the most violent time of human history. Two world wars, the massacres of Stalin, the Holocaust of Hitler, and many other such events killed over hundreds of millions of people and inflicted extreme suffering on hundreds of millions more that will make this period in time and period that will be remembered forever. The century had a trend toward weaponRead MoreSigmund Freud, Joseph Conrad, And Tadeusz Borowski1390 Words   |  6 Pagesvoices during 20th century Europe. Europe at the time was transitioning from being one of the most powerful and intellectual nations, to now experiencing human suffering, revolutions, and war. Due to this, these intellectual thinkers began to drift away from 19th-century enlightenment ideas, such as liberty, progress, and a constitutional government. They began to question Europe s achievements and started criticizing progress, rationality, and human nature. Through their experience, ideas, and literatureRead MoreThe Night And Maus Book Review Essay1365 Words   |  6 PagesPrime Minister of the United Kingdom during World War II, Winston Churchill, once said, â€Å"Those who fail to learn from history, are doomed to repeat it.† Throughout Elie Wiesel’s autobiography, Night, his faith in humanity, his belief in God’s justice and his childhoo d and innocence destroyed and changed his identity as a result of his experiences during the Holocaust. Vladek Spiegelman, a Polish Jew in the book Maus written by Art Spiegelman, struggles through life during this European catastropheRead MoreAnalysis Of The Book Maus 1257 Words   |  6 PagesMaus is a tale about a young man who is in search for answers about his own life and his father’s life. Vladek Spiegelman is a survivor of the holocaust who reconnects with his son Art Spiegelman by telling him stories of his past. Art creates a well-written comic tale about the Holocaust and the relationship he has with his father. This survivor’s tale takes you back to the Second World War to tell us a story of a Jew who hardly survived life. The story opens with Art visiting his father to getRead MoreUnderstanding The Holocaust and Preventing it Happening Again1025 Words   |  5 PagesUnderstanding The Holocaust and Preventing it Happening Again The human tragedy of the Holocaust was the systematic annihilation of millions of Jews by the Nazi regime during World War II. The adversity of this persecution influenced not only the European arena, but also peoples from all over the globe and their ideas. The impact caused by this ethnic cleansing was enormous. Peoples lives were drastically changed as they were persecuted and tortured. Families were taken out of their homes andRead MoreHistory: The Holocaust a Human Error Essay864 Words   |  4 PagesHistory class in itself has a specific purpose which seems to be frequently forgotten. We learn about violent and horrible events in our past, as well as life- changing and positively impacting ones. From the negative events, we learn what went wrong and how to prevent similar tragedies from happening. From the positive, we gather knowledge and comprehension of the basis of our modern society. We are a self- repairing race, analyzing every flaw and figuring out what caused it. Its an ancient practice

Importance of the Training Program-Free-Samples for Students

Question: Discuss about the Type of training being given to the Supervisors and Managers which will enhance their Performance. Answer: Introduction For the contemporary business organizations, training is one of the key aspects to be followed to enhance the performance of all the stakeholders in the organizations. However, from the perspective of the training, employees are always given preference. It is being widely believed that, effective and proper training to the employees will only enhance the organizational performance (Elnaga and Imran 2013). However, the training for the middle level managers such as supervisors is also as important as for the employees. Effective training for the middle level managers will help to enhance the performance of the supervisors which eventually increases the motivation and satisfaction level of the employees (Lillard and Tan 2012). It is due to the reason that middle level managers are the ones who will be directly in touch with the employees and will guide them in daily course of work. Thus, if they can be properly equipped and trained then it will have positive impact on the performance o f the employees. This report will discuss about the type of training being given to the supervisors and managers which will enhance their performance. Moreover, the advantages for the given training will also be analyzed here in this report. The process or steps that should be followed in implementing the training program will also be discussed. Issues regarding ineffective management In the recent times, various contemporary business organizations faced the issue of ineffective leadership or managerial roles which affected their business operations. One of the prominent cases is the bankruptcy of the eastern airlines. In the late seventies, eastern airlines were one of the top four airliners in the American market. It enjoyed monopoly business at that time in the route of New York and Florida. However, with the change in the leadership, various issues such as, higher level of debt, employee disputes and decreasing customer service started to generate. Frank Lorenzo the new CEO was not trained enough to handle these situations effectively. His style of managing the employees created further dispute in the internal management of the organization. He followed autocratic style of leadership which reduced the employee engagement and involvement in the organization. This further affected the customer service which created bad word of mouth among the customers. The best solutions for Frank Lorenzo were to engage his employees in effective communication with the higher management to identify their issues. It may help in determining the requirement of the employees more effectively. However, in this case, the most favorable decision to be taken by Frank Lorenzo was to effectively communicate with the employees, understand their issues and modifying the policies accordingly which he had not went for. These issues ultimately lead to the bankruptcy of the organization in 1991. In 2011, eastern airlines are being bought by a business group for revival and currently they are trying to implement effective training programs for their managers to prevent the past issues being replicated. Similar issues were being faced by Uber also, regarding the lack of managerial effectiveness. In the recent years, uber faced the issues of inequality in pay scale and sexism in the organization. Moreover the human resource management is also being questioned for their lack of accuracy. It is being reviewed by some of the ex-employees of Uber that various employees are facing termination without any proper investigation. Moreover, the sexism issue is also not being properly investigated. The leadership style of their CEO, Travis Kalanick is also come under the scanner due to the ill treatment of the employees. This caused negative word of mouth among the customers and resignation of various employees as well as some of the top managers. In this case, the most effective solutions should be providing proper training to the managers to equip them to deal with these types of issues. This will help in effective solution of the issues related to the employees. Training regarding the ethical principles being implemented by the company should be given to the managers. Employees related legislations should also been trained to made them aware about the consequences about the ill treatment of the employees. In this next phase of discussion, the topic is the implementation of the leadership styles in the real world organizations has to be discussed. In the retail industry Sports Direct, there have been certain issues in the ethical leadership of the middle managers and the human resource management. The autocratic kind of leadership style was followed intensively in a certain organization. The result of this was the employees began to protest against such kind of leadership. The middle managers of the organization began to almost torture and harass the employees on regular basis psychologically by assigning to them certain amount of targets that were practically unachievable. This had led to more resignations and terminations within the organization. This reflected in the organizations productivity. Then, the directors decided to change the kind of leadership style and shifted to democratic or participative leadership style. From then on, the employees have been able to communicate with the authority and yield good productions for the organization. The parliament had slammed the organization for not giving the employees their proper reward for performance and often treating them as inhuman creatures. The most disgraceful issue in this organization has been looked upon as the six strikes policy where the employees can be dismissed for minor things such as just fetching a glass for water without authorization. The employees have revolted against this bad management in this organization and the hierarchy has finally decided to change the leadership style that has helped to revive the employee satisfaction. In the same organization, another problem arose that the middle managers were completely disorganized in terms of communicating with their seniors and guiding their subordinates. They did not follow any certain routine for assigning the tasks to the subordinate employees and look to how productive the employees are. They did not jot down anything and did not even bother use their notepads. Thus, the productivity of the organization began to decrease and the profits were lower than before. The performance of the employees was not measured properly. These issues led to the change in the working styles of the middle managers and their time management. They began to use notepads, record the performance of the employees, measure the level of profit and then communicate those figures and facts to the senior management. They also helped in ending any dispute between the employees by communicating that to the senior management. The committee that was set up to look after the methods to look after the health and safety of the employees ordered that they have to report to them. The working practices in the Sports Direct have been supposed to be excessively disturbing and this had been handled properly by the committee. The time management procedures proved to be an utter failure for the Sports Direct management team. The management team had been redesigned and the kind of time management the HR team is providing in the recent time is catering for the needs of the organization. The middle management did not implement the proper delegation management methods to improve the quality of the employees and increase the productivity. Whatever, they did was for their own benefit. Thus, the performance level of the employees began to drop off. They did not focus on the results. They used to focus on consistent delegation. They began to implement the fact that the employees must participate in the delegation process of the organization. The authority began to specify the standards to improve the quality of the employees through special training and performance management. They began to focus on results and this improved their productivity level to multiple times than the previous times. The committee had managed to give the owner Mr. Ashley to a fair chance to improve the working conditions in the organization. They said that if an employees dignity is violated, there are severe consequences for the organization. It causes mistrust, fear, anger, poor communication an d many other things that destroy the bonding between the employees and managers. In this context, the improvement of delegation management has to be improved. The trust of the employees on the middle managers has to be brought back and only then the organization can run smoothly. Mr. Ashley has to take his decisions correctly this time. Steps for implementation of the training program The first step of implementing a training process for the managers and the supervisors is to identify the needs or requirements of the training (Ferreira and Abbad 2013). There should be some sort of identified gap which should be rectified by having the proper training. It will help to design the training programs accordingly. Thus, the issues should be identified. The training program should be well aligned with identified gaps in the organizations. The design of the training should be done in such a way that the trained managers will be able to counter the identified issues (Nadler and Nadler 2012). This is due to the reason that the key objective of the training program should be the prevention of the gap rather than just enhancing the expertise of the managers. The next step is to design the action plan of the training program in terms of content, schedule and styles (Nadler and Nadler 2012). In this step, the most effective style of providing training which will be understandable to all the trainees should be adopted. Thus, having proper action plan for the training purpose will help to drive the program more effectively. The next step is the practical implementation of the training program. Having finalized all the aspects of an effective training program, now it is the time to implement it in live (Phillips 2012). The last step is the evaluation of the training program. As in the last step, the training program is already being implemented. Now the next job is to continuously monitor the effectiveness of the training program along with the difference in the performance of the managers after having the training. Feedback channel should be initiated to gather the opinion of the managers being trained. It will help to identify the issues with the programs and can rectify accordingly (Basarab and Root 2012). In this step, it is being recommended that employee feedback management should also be implemented. It will help to determine the improvement of the managers after the training program. Google is one of the most leading and prominent technology firms around the world. However, the main reason for their success is not only the service provided by them but also the effectiveness of their internal stakeholders. Google is also known for their stakeholder management. They have the most effective mechanism in determining the gap in the internal management and providing training accordingly. Thus, it is being seen that Google always remains as the leading organization in coping up with the changing scenario. Moreover, there is less incidents of employee issue in Google. From this case, it can be concluded that proper identification and implementation of the training programs for the managerial levels will help to increase the overall productivity of the organizations. Importance of the training program It is being widely known about the importance of the training program for the employees. However, the training program for the middle level managers and supervisors are equally important in enhancement of the organizational performance. Implementation of the training programs for the managers and supervisors helps to reduce the probability of the miscommunication with the employees (Jackson and van den Hooff 2012). As earlier discussed, middle level managers and supervisors are the ones who directly interact with the employees. Thus, it is important for them to have good and effective communication skill which can be enhanced with the help of the training programs (Ayab 2017). Employee issues can be reduced by this. Leadership or upper level managers may not be available at all time or they may be not being indulged in the conflict and issues in the daily course of work. Thus, it is the responsibility of the managers and the supervisors to have the expertise of solving the organizati onal issues and conflict. Training program is also important in this case also in equipping them in facing the challenges. Leadership and upper level managers will implement various employee welfare policies and ethical principles to be followed (Waller and Moten 2012). However, it is the responsibilities of the managers and supervisors to effectively implement the policies in the workplace and motivate the employees in increasing their level of performance. Thus, in order to effectively performing these aspects, managers should have the proper training of how to motivate the employees. This is another importance of the training program in the organizations. In the case of the coffee shop, customer satisfaction is one of the key criteria to determine the effectiveness of the business (Jahanshani et al. 2014). It is the employees of the organization who will determine the level of the effectiveness in the business. However, it is the managers who will determine the level of job satisfaction and involvement of the employees in the business. Training program enable them in having the skill of motivating the employees. In the contemporary business organizations, majority of the job are being accomplished by team work. Thus, it is the responsibility of the managers and supervisors to effectively maintain the consensus in the team and managing the team members to avoid any types of conflicts (Belbin 2012). For this reason, training program is important to enhance the team building and team management skill of the managers. Performance and time management are the two important skills of the managers that are quite essential for the contemporary business organizations. It is being provided and enhanced with the help of the training programs for the managers and supervisors. In the current business scenario, managers and supervisors have to manage several responsibilities at a single time. Thus, it is important for them to effectively manage their time in performing diversified tasks as well as enabling the employees in their time management (Rapp, Bachrach and Rapp 2013). Thus it can be said that, trai ning program are being initiated as a form of empowerment of the managers and supervisors (Goetsch and Davis 2014). They are being equipped and empowered in facing the organizational challenges in their course of work. Moreover, their expertises are being enhanced in diversified sectors. Types of managerial training Law, legislations and legal aspects regarding the organizations and employees are the key aspects that should be known to the managers and supervisors. Due to the fact that they are directly dealing with the employees. Thus, they should be aware about the existing legislations associated with the employee management (Hood, Hardy and Simpson 2016). It will help them to manage the employees accordingly and prevent unnecessary legal issues. Moreover, awareness about the organizational rules and regulations will enable them to maintain the organizational environment accordingly. In the course of the training program, managers should be properly trained regarding these aspects. Global organizations such as Toyota have to maintain the updated database for the employee related rules and legislations in different countries. Different countries have different legislations regarding the employee management and organizations. Thus, being a global player, Toyota has to adhere with all the diversified legislations. Now, it is not possible to look after all the legislations being followed in all the facilities. Thus, it is important for the middle level managers to have knowledge about the legislations. It helps Toyota in maintaining their employees effectively and resolving their issues at the primary stage. Awareness about the organizational policies regarding the ethical principles, goals and objectives should be with the managers. They should be properly trained about the role of the organization in the industry and the benchmarks which they have to follow. They should be trained regarding the organizational goals and objectives in order to enable them to perform accordingly (Jerome 2013). It is important for the managers and supervisors to have the knowledge about the goals and objectives along with the vision and mission of the organizations. It will help them to drive and motivate their subordinates accordingly. Though, leadership skills are more important for the upper level managers, however, middle level managers and other managers should have the characteristics of an ideal leader to some extent (Schoemaker, Krupp and Howland 2013). Thus, leadership training should be given to them in order to enhance their leadership skills. It is important because, there is a thin line of difference between the managers and leaders. It is been seen that managers having leadership qualities are gaining more from their employees as well as the performance of the employees are positivity impacted. Leaders tend to motivate the employees in accomplishment of the task; on the other hand, managers are mainly job oriented where they are bothered only with the task accomplishment without having followed the employee aspect (Bhatti et al. 2012). Thus, managers should be given the leadership training in order to induct the leadership qualities on them. It will help them in applying these qualities in effective ma nagement of the employees. The most important aspect for effective management is communication. In the present state of affairs, effective communication plays an important role in enhancing the organizational culture. Effective communication between the employees and the managerial levels is important to have the ideal organizational environment. It also helps in communicating the responsibilities of the employees more effectively. In addition, managers are being able gather information regarding the suggestions and opinions from the employees. Thus, a two way communication channel should be implemented (Shockley-Zalabak 2014). Thus, from the perspective of the managers and supervisors, it is their responsibilities to implement effective communication channel with their subordinates along with maintaining relations with the employees. Hence, communication training should be given to the managers and supervisors in order to enable them to promote soft skills and communication skills (Zhang 2012). This will help them to connect with their subordinates more effectively. It is important for the employees to have the knowledge about the customer requirement and expectation in the service industry such as, coffee shop. However, managers and supervisors should also have the knowledge about the customer requirement (Gharakhani and Eslami 2012). It will help them to initiate proper strategies with the change in the taste and preference pattern of the customers and drive their employees accordingly. Thus, training should be given to them in determining the requirement of the customers and applying strategies accordingly. Eventually the organization will be benefited by having the suitable strategies according to the changing market scenario. In the fast moving consumer goods category, Unilever is one of the most prominent players operating around the world. They are known for their effectiveness in determining the customer requirement and introducing related products in the market. It is due to the reason that they have ideal marketing research techniques as well as the managers and supervisors who have the knowledge about the market requirement. They drive their employees accordingly. Training regarding the tactical management should be given to the managers and supervisors in order to enable them in maintaining the human resource in the organization. It is true that human resource management is being managed by the human resource executives (Hendry 2012). However, managers and supervisors should have the knowledge about the human resource policies to a certain extent. It will help them in stress management of the employees and initiating safe and secure working environment in the organization. Moreover, employees will be more motivated and engaged in their workplace if the managers and supervisors are being aware about managing the human resources. Thus, it is important for the mangers to have the training about the tactical management. Training should be given to the employees regarding planning and organizing. It is the responsibilities of the middle level managers and supervisors to have the knowledge of planning and organizing the different aspects in the organization (Aubry 2014). It will help them to effectively plan and organize any strategies on the short notice without being waited for the issuance from the upper level managers. Thus, this training should also be provided to the managers. In the present business scenario, technology holds an important part in maintaining the competitive advantage of the organization. Thus, managers and supervisors should have the knowledge about the technologies being used in the organization. It will help them to guide their subordinates about the effectiveness of the technologies and motivate them in more effective use. Therefore, the training regarding the use of technologies should be provided to the managers and supervisors. It will eventually help the employees in having the guidance about the effective use of technologies in their course of work (Ford 2014). Managers being having the knowledge about the technologies will have the idea about the recent change in technologies in the industry and can amend accordingly. Customer relationship management is also an important tool in the service industry. It helps in determining and increasing the rate of customer satisfaction for the organizations. There are separate executives being employed in the organization to look after the customer relationship management (Wang and Feng 2012). However, the managers and supervisors should also have the knowledge about the concept in order to determine its effectiveness and applicability. He can have suggested potential rectification and amendments due to the reason that he will have the access of all other aspects in the organization. Thus, the managers and supervisors are the most effective ones when it comes to align the customer relationship management with other aspects of the organization. Hence, the training related to customer relationship management should be given to the managers and supervisors. Safety training is also required for the managers. It is true that safety rules and regulations are more concerned with the employees who are doing the job in field. However, managers and supervisors should have the knowledge of the safety norms being applied in the organizations (Nadler and Nadler 2012). It will help them to compare their standards with that of the industry benchmarks and amending accordingly. Moreover, in the case of emergency, managers and supervisors will be the ones who will lead their subordinates. Thus, they should have the knowledge of the safety norms in the organization. Evaluation of the training programs Evaluation of the training programs is as important as the implementation of the training policies. Evaluation will help to identify the gap or issue in the implemented training program which will enable the organizations to rectify it accordingly. Thus, the modified version of the training programs will be more effective and efficient. The various evaluation processes of the training programs will be discussed in the following part. Financial data of the organizations portrays the organizational performance. Thus, evaluation of the financial data before and after the implementation of the training programs should be taken in to consideration (Basarab and Root 2012). If it is seen that the organizational performance is being raised then the effectiveness of the training program will be proved. It will help to determine the effectiveness of the training programs. Negative growth after the evaluation will convey the issues with the training and vice versa. Employee feedback management will also help in determining the effectiveness of the training program. The mangers and the supervisors are being trained to manage their subordinates more effectively (Minoja 2012). Hence, if the employee feedback is not favorable about their managers and the organizational cultures then it is to be concluded that the training program is not providing the desired outcome. On the other hand, if it is been seen that employee performance is being enhanced along with positive feedback from them and it can be conclude that training program is having positive impact on the managers and supervisors. Customer feedback management can also be used to determine the effectiveness of the training program (Minoja 2012). The relationship between the customers and the managers is on a chain basis. It is due to the reason that customer satisfaction level will get increased if they are provided better and effective service. Moreover, the service will be more effective if the employees are motivated and satisfied with their respective job roles. Now, the responsibilities of the managers and supervisors are to enhance the level of motivation among their employees. Thus, if the customer feedback is negative, then is can be assumed that they customer service are not being effectively provided, which denotes that managers and supervisors cannot able to manage their employees. Hence, training programs should be modified accordingly. Trainee feedback is also an effective tool for evaluation of the effectiveness of the training program (Minoja 2012). Trainees are being referred to the managers and supervisors who are given training. Their feedback is also important in evaluation of the programs. They will have the most authentic and practical feedback regarding the training programs. Thus, identification of the issues will be more accurate if the information can be gathered from the trainees. Importance of middle level management Middle level management is one of the most important aspect for running a team smoothly and achieving organizational success, it is, therefore, very important to develop a proper leadership style for the middle level managers or the supervisors (Trapp 2014). These people help to establish a relation between the top management team and the lower level managers. The middle managers occupy the central position in the hierarchical tree of any organization. They work as the subordinates of the senior management team but they are lower than the lower level operations employees. The middle managers take orders from the top level managers and implement them so that the organization can function better (Trapp 2014). They also provide guidance to the lower level employees so that they act as the mentors for the teams and provide them with proper advice to gain the organizational sustainability (Thomas and Lamm 2012). Different leadership styles In this part of the paper, different leadership styles have to be discussed for the real organizations in the light of the middle level managers and how they have to be properly implemented on them (Giltinane 2013). Leadership styles are the stepping stones for the managers to take the organizations towards success and this is the preliminary demand for the organizational success (Dez-Martn, Prado-Roman and Blanco-Gonzlez 2013). Autocratic leadership This kind of leadership concentrates on the fact that the leaders or the managers take all the decisions by themselves. They do not consult with anyone in this process. In this process, the managers hold the supreme authority and impose their will on the employees forcibly (Rast, Hogg and Giessner 2013). No one else has the audacity or courage to challenge the decision of the employees. This form of leadership can be every effective sometimes when the employees need close supervision to complete the tasks they are assigned with. However, a negative impact can be felt among the creative employees. If the middle managers try to implement their decisions authoritatively on the employees, this can have a negative impact on the minds of the employees and therefore lead them to lose their confidence (Rast, Hogg and Giessner 2013). They may also lose the faith on their leaders if the middle managers are trained in this way to impose their will on the lower level employees. This may also rui n the reputation of the middle managers in the organizations. Participative leadership This kind of leadership is also called the democratic leadership style. The participative leadership style demands for the input of other employees (Buble, Juras and Mati? 2014). This is considered as one of the most effective leadership styles in the real organizations. They tend to consult with the employees and peers for their suggestions and recommendations. The leader himself participates in the process of consultation but the final decision making power is on the leader himself (Buble, Juras and Mati? 2014). If the supervisors or the middle managers can practice this leadership styles, they can get inputs from the other employees within the organization. This will be helpful for them to provide their own views and ideas about the topic. They may come up with better solutions that can be implemented in the organizations to have better results. The supervisor will cumulate all the suggestions from the employees and then take the final decision by judging the usefulness of those d ecisions (Buble, Juras and Mati? 2014). Transactional leadership Another kind of leadership style that can be implemented in the real world organization is the transactional leadership style. In this sort of leadership, managers use the reward or punishment method for evaluating the performance of the employees. In short, this is the performance based management style (Chaudhry and Javed 2012). The managers either give rewards or inflict punishment on the employees based on their performance and contribution towards the growth of their organization. This measurement of the performance depends on the way how the tasks given to them have been performed. The managers and the teams have to set their objectives together to work on the same page. The employees follow the decision of the management and achieve those objectives (Chaudhry and Javed 2012). If the middle managers or the supervisors follow this kind of leadership style, they must coordinate between themselves and the employees. The middle managers must possess the powers to rectify the mistak es of the employees or train them properly. This style helps to meet the challenges when an organization needs to take some measures in a short-term period (Chaudhry and Javed 2012). The supervisors can apply this as it will be helpful to set up coordination between them and the employees. This will also help them to meet the challenges that arise in the organization for failing to achieve the targets. Transformational leadership The transformational leadership style is one of the main components of leading the organization towards success. This style requires high level communication between the employees and the top level management (Garca-Morales, Jimnez-Barrionuevo and Gutirrez-Gutirrez 2012). The top level managers motivate their subordinates i.e. the middle managers and the middle managers motivate their subordinates to achieve the objectives of the organization. The leaders or the managers give tasks to the employees and they finish it within the given time. If the supervisors or the middle managers follow this style, they will gain the skills for motivating the employees which in turn will benefit their skill development in the future (Garca-Morales, Jimnez-Barrionuevo and Gutirrez-Gutirrez 2012). The employees will benefit as well and this will result in organizational excellence (Goetsch and Davis 2014). In this next phase of discussion, the topic is the implementation of the leadership styles in the real world organizations has to be discussed. In the retail industry, the autocratic kind of leadership style was followed intensively in a certain organization. The result of this was the employees began to protest against such kind of leadership. The middle managers of the organization began to almost torture and harass the employees on regular basis psychologically by assigning to them certain amount of targets that were practically unachievable. This had led to more resignations and terminations within the organization. This reflected in the organizations productivity. Then, the directors decided to change the kind of leadership style and shifted to democratic or participative leadership style. From then on, the employees have been able to communicate with the authority and yield good productions for the organization. Time management Time management is indeed a very important element for the managers and they need to improve it every time as the fact of achieving the goals within a proper time (Whetten and Cameron 2014). Some of the ways in which the middle managers can improve their time management are:- Organizing the to-do list properly The middle managers must organize their to-do things properly and on perfect time. They should maintain a notepad with them all the time so that they can note down all the important things that occur to them as handy on particular times (Buller and McEvoy 2012). Then, they have to categorize their to-do things and follow up on them at regular intervals. The supervisors should give proper time for the each task being assigned and check them off properly. They should pay attention to their other responsibilities as well. Focus on one type of action at a time When a supervisor or the middle manager makes all types of things together like making phone calls, answering to emails, writing proposals, it is not at all productive as much is expected (March 2013). They should always do one type of task first like making all the phone calls one by one, completing them they should switch their gears to write proposals and then finally answer the emails. This will increase their productivity and improve their time management skills. This way they can save their time as well. Elimination of distractions The middle managers need to respond to the crisis that arise in the organization and answer to the queries of the subordinates within the fixed time (March 2013). The employees of the lower designation seek the help of the managers so that they can solve the problems. They also should not hesitate to allot time for themselves and they can block the time using voice mail, turning off email notifications and instant messaging options (March 2013). They also try to stay off from social networks when they can solve their work problems. Plan for and take breaks The middle managers or the supervisors must also allot some time for themselves to relax and chill themselves at a certain time of a day (Ambrus, Baranovskyi and Kolb 2015). This is because if they get involved in work all through, their creativity level and production rate may fall because of tiredness. This will actually help them to recharge themselves and get back to work in a refreshed mood. They do not need to handle all the tasks as it comes to the. Rather they should save time to do the bigger tasks after completing small things instantly (Ambrus, Baranovskyi and Kolb 2015). Communicate If the supervisors are focusing on time management, they can let the part of communication slide a bit. They should always ask themselves if they are utilizing the time properly by doing just things (Ambrus, Baranovskyi and Kolb 2015). If the supervisors feel that they are not doing the best use of time, they can shift their work to something else that is more important. They can record your thoughts on their minds, conversations with the employees and activities in the office so that they can assess how much time they spent on each task. They should also learn to schedule their time to communicate with others on tasks with high priority (Ambrus, Baranovskyi and Kolb 2015). In the same organization, another problem arose that the middle managers were completely disorganized in terms of communicating with their seniors and guiding their subordinates. They did not follow any certain routine for assigning the tasks to the subordinate employees and look to how productive the employees are. They did not jot down anything and did not even bother use their notepads. Thus, the productivity of the organization began to decrease and the profits were lower than before. The performance of the employees was not measured properly. These issues led to the change in the working styles of the middle managers and their time management. They began to use notepads, record the performance of the employees, measure the level of profit and then communicate those figures and facts to the senior management. They also helped in ending any dispute between the employees by communicating that to the senior management. Delegation management An effective and prioritized delegation management style can benefit the managers, the employees and the organization as a whole. The most important benefit for this is the better quality of work within the organization (Williams 2013). In the delegation management, the tasks are allocated to the employees who are aware about the products and the services. Employees may be able to do a better job because they can feel a personal accountability with the work and the responsibility is on the individual who has made the delegation. The managers who are engaged in this also receive some personal benefits (Williams 2013). The effects of applying delegation management by the middle managers can be discussed in the following manner:- Allowing employees to take part in the delegation process The middle managers should be able to find the employees who are committed to their assignments and therefore are designed for success. The managers should give the employees full permission as to when and how they can complete their assigned tasks. Participation of the employees should be able to communicate with the supervisors (Young 2013). Specification of standards The middle managers should be able to specify the standards of the work for the employees. They should consider the limitations of the subordinate employees by gathering the information and making a decision. Before the act of delegation is committed, the supervisors or the middle managers should be able to discuss and negotiate about the task with the employees before they accept them (Young 2013). Authority and balance responsibility One of the errors the supervisors make to implement delegation management is to delegate the work but do not match the responsibilities with the freedom and authoritative implementation of the subject (May 2013). Middle managers can also avoid this problem by discussing the whole issue with the employees before delegating the work. The middle managers can also ask the employees about what kind of resources they need to complete the task and then permit them to secure those resources to complete the task (May 2013). Consistent delegation Another implementation of delegation management comes when the supervisors or the middle managers can delegate their work in times of extra work and stress. This is a signal that the employees are used by the managers for their own benefits (Ambrus, Baranovskyi and Kolb 2015). The supervisors can also delegate the work to develop the skills and build a pool of talent. Focus on results The supervisors and the middle managers should review and evaluate the results of the assignment. The middle managers should not supervise the employees too much closely because this action may cause frustration in them (Ambrus, Baranovskyi and Kolb 2015). The middle managers should ensure the process and the result of the delegation is consistent with the organizational objectives. Upward delegation When the supervisors delegate the work, they make the workers more skilled. The process of upward delegation starts when the employees ask to the middle managers for help or assistance in solving the problem about any task (Ambrus, Baranovskyi and Kolb 2015). The middle managers can have efficient delegation measures by which they can become sincere managers in the organizations. Thus, the delegation management can be attributed to the middle managers (Ambrus, Baranovskyi and Kolb 2015). The middle management did not implement the proper delegation management methods to improve the quality of the employees and increase the productivity. Whatever, they did was for their own benefit. Thus, the performance level of the employees began to drop off. They did not focus on the results. They used to focus on consistent delegation. They began to implement the fact that the employees must participate in the delegation process of the organization. The authority began to specify the standards to improve the quality of the employees through special training and performance management. They began to focus on results and this improved their productivity level to multiple times than the previous times. Recommendations Training should be given according to the organizational goals and objectives. It should equip the managers and supervisors in meeting the organizational challenge. Trainers should have the proper knowledge about the training to be given. They should have the knowledge of the action plan of the training program. Communication should be effective between the trainers and trainees in order to promote ideal two way communication. It will enable the trainees to convey their issues with the trainers. Holistic approach should have been implemented in the training program. It will help to enhance the diversified expertise among the managers and supervisors. Higher management should have the connection with the training program. It will help to determine the effectiveness of the training program by them and requirement of them will be properly conveyed to the trainees. Conclusion Having discussed about the training programs to be given to the managers and supervisors, it can be concluded that training should be designed according the organizational objectives. Proper and effective training helps to equip the managers and supervisors in facing organizational challenges. The paper can be concluded in the way that the training for the delegation management and time management for the supervisors and the middle managers is very important. The leadership styles that are important and effective for the organizational success must be followed by the middle managers and the supervisors. 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The three main causes of WW1 free essay sample

World war one, also known as the Great War, began in 1914 due to feuds between European countries. It was one of the worst wars of its time and had a huge effect on the people of the world. There are many different reasons argued for the cause of world war one and whilst there were many different reasons that contributed to the outbreak of the war, such as significant individuals or militarism, there were 3 main reasons for the start of World War 1, these reasons were, imperialism, the process of a country gathering colonies and making them its own, Nationalism, the thought that a persons country and policies were superior to any other, and alliances, a country’s agreement to one or more countries that they will protect each other if ever in need, for example in the case that there was an outbreak of war. Each of these reasons is what led to the Great War in 1914. We will write a custom essay sample on The three main causes of WW1 or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Imperialism was a large reason for the outbreak of World War one. It caused jealousy of countries that had a lot of colonies from the countries that did not have many at all. The industrialised nations believed they had to have many colonies to keep up and do well in the new industrialised world. They also felt to be a great, superior power they must obtain many colonies. Another reason for needing colonies was to source raw materials and to use as a market to sell their manufactured products to. Italy and Germany were quite late in on imperialism and by the time they each had one colony all the best ones were taken by the British, French, Belgians and Dutch, this caused great feuds between these countries. Germany was especially jealous of the British Empire as by this time the British Empire owned over 25% of the earths surface and Germany was not happy about this as they wanted to be the worlds most powerful Empire, Britain feared Germany in Africa as they knew how powerful they could become, as historian Joachim Remak states â€Å"Britain saw German expansion as a threat.† 1France, great Britain and Germany were all territorial over Africa and were fighting over what belonged to who as Africa was a superior colony to have because there was lots of good raw materials that could make a lot of money, and also the market was high there. All of these factors of imperialism caused great conflict between the major Empires. They all wanted the most land and resources as to them that is what made a great Empire. This was one of the three main reasons for the outbreak of World War 1 as the conflict became so much that they decided they would have to fight to gain there colonies, which they were all willing to do. Nationalism was another significant factor contributing to the cause of World War 1. Each of Europe’s great powers developed a firm belief that its own culture, economy and military was far more superior to any others out there. Each country wanted to have the ultimate power over every country and believed that everything should be done the way they do it. Not only was nationalism about each Countries belief of their own superiority, it was also about gaining independence from other Countries, like the Slavs, who were living in Bosnia and Herzegovina wanted to be free from the Austrian rule and instead be apart of Serbia, they wanted power and independence instead of being under Austria’s policies. This lead to great conflict between Serbia and Austria-Hungary and they believed the problems were only going to be sorted by having War. Due to all of this the fighting Countries lost sight of what was important and also began to just compete for superiority, with no thought to what was really important, historian Gerhard Ritter’s quote â€Å"Fatalism and belief in importance of strong national prestige led to political blindness†2shows how each country lost sight of what was important to gain selfish wants rather than taking care of there countries and working together, this lead to great feuds and competition between Countries and was a huge factor contributing to World War 1 as each country wanted to prove its superiority to the other countries. Alliances were the third main cause of World War 1. By 1914 all the major powers of Europe were linked together by a system of alliances, some of these alliances were; 1879 The dual alliance; Germany and Austria-Hungary make an alliance to protect each other from Russia. 1881 – Austro-Serbia alliance; Austria Hungary and Serbia make an alliance to prevent Russia gaining control of Serbia. 1907 The triple Entente; These are example of some alliances that were made between powerful countries to gain protection from other large powerful countries. As each country  started to make more and more alliances they were each locked in to backing up each other up in any case of conflict. The alliances that were made would pull them into battle. Therefore, if one country was attacked, allied countries were bound to defend them. The alliances came to be a huge part of the great war as the reason for there being so many powerful countries was because they were defending the countries that were really fighting for something, this happened when Austria-Hungary declared war on Serbia, Russia got involved to defend Serbia. Germany seeing Russia mobilizing, declared war on Russia. France was then drawn in against Germany and Austria-Hungary. Germany attacked France through Belgium pulling Britain into war. Then Japan entered the war, and later, Italy. A lot of the time Countries did not even want a war they were just worried about keeping there alliances with larger, more powerful Countries so they too could be powerful, Historian Sidney Bradshaw Fay agrees with this stating â€Å"Germany was more concerned with supporting all Austria than starting a major war† 3 Alliances were a major cause of World War 1 as they were each trying to keep a good relationship with their allies. They wanted to have there own protection and were willing to do anything to gain it. When things started getting tense between countries everyone jumped in and that is was caused the massacre, which was The Great War. World War 1 was a huge War that greatly impacted the world, it lead to massive changes and many losses. There are many different reasons for the beginning of the war but the three main factors contributing to the start of the war were Imperialism, Nationalism and alliances, as they were all 3 huge, linking issues that each country were doing. These three things had huge impact on the war and caused great conflict between the most powerful Countries not only of Europe but also at the time, of the world, which inevitably lead to what was The Great War.