Leadership of Anne Mulcahy free essay sample

Many companies still believe in the old adage, that the CEO has to be a strong willed male, who saw the big picture, distanced himself from the rest of the company and has particular leadership characteristics. Mulcahy did not xude any of these above-mentioned characteristics besides the fact that she was very strong willed. As mentioned in the Fortune article, she was very straightforward, hard working, and disciplined. She was completely loyal to Xerox, not only the company itself, but the brand and the people within it. During her reign at Xerox she has shown that she has incredible integrity and while she can be compassionate, she is able to be tough when necessary. After reading articles on Mulcahy, and the Leadership Experience text, I believe that she clearly fits within the High Task-High Relationship category on the Fieldlers Contingency Model. She is able to be strong willed and eliminate departments that are not performing well, even though she had an integral role in creating that specific department. We will write a custom essay sample on Leadership of Anne Mulcahy or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page She was honest, compassionate, and tough at the exact same time, she was not afraid to give everyone the good news along with the bad news. The Fortune article showed that Mulcahy was willing to work shoulder to shoulder with all of her subordinates, this in turn gave her an unusual credibility and an ability to stimulate her team. She coaches her company toward achievement, while combing task and elationship behaviors. Mulcahy is clearly a relationship-oriented leader because her biggest concern is the people within Xerox. In the Fortune article, she said nothing spooked her more than waking up in the middle of the night and thinking about what would happen to the nearly 100,000 employees and retirees if the company went south. Mulcahy led by example, she didnt take a weekend off for two years, took work home with her to better understand it, and when everybody at Xerox saw her working hard, they knew that she was working hard for them. Seeing a leader like his motivates employees into doing a better Job, they dont feel like they are being pushed into completing tasks, rather pulled by the motivation of Mulcahy. In the text of The Leadership Experience, Path-Goal refers to a leaders responsibility to increase subordinate motivation and attain personal and organizational goals. Mulcahy had a goal to resurrect Xerox into the giant that it once was and dig it out of the debt that it had buried itself in. In order to achieve this goal, she clarified the followers path to the reward, which in this case was a successful Xerox and Jobs for all employees. She worked closely with all employees in order to clarify the Jobs that needed to be done in order for this goal to be supportive leadership style. In the Xerox article it stated that she rewarded those who stuck it out with Xerox by not only refusing to abolish raises but with symbolic gestures as well, including giving all employees their birthdays off. Mulcahy said in the Fortune article that everyone has to work hard, measure results, tell the truth, and be brutally honest. She not only stood by all of these characteristics throughout the rebirth of Xerox, but she exemplified them. After reading the Anne Mulcahy case, I went through and found what I believe to be her top ten list of values, traits, and characteristics. While I believe she demonstrates many more than ten, I wanted to narrow it down to her most important in role as CEO of Xerox. These include: Achievement, Affection, Competent, Competitiveness, Courageous, Creativity, Helpfulness, Integrity, Loyalty, and Personal Development. I found Achievement an easy answer to a characteristic of Mulcahy, she showed that she had an acute sense of accomplishment, success and she wanted to contribute to making Xerox relevant again. Mulcahy showed Affection during her time as CEO, she took the position specifically in order to help the nearly 100,000 employees and retirees of Xerox, because she loved the company and felt that they were all family. While many people didnt believe that Mulcahy showed the competency of a CEO, she clearly proved each and every one of them wrong, by being a very capable and effective leader. Mulcahy showed how courageous she was throughout the Fortune article, while many people in that position may have turned down the offer, she took complete advantage of it. It was brought up in the Fortune rticle that many times the board asked her to file bankruptcy, but she stood up for her beliefs and never once thought about doing that to her company. She showed her competitiveness by taking risks in a company that tried to stay in the Stone Age and do things Just because that is the way they have always been done. In the Money article, her creativity proved to be key with investing money in RD, now nearly two-thirds of Xerox equipment sales come from product lines that have been introduced within the past two years. Helpfulness may be one of her biggest assets, his is what brought the company together and made it successful again. Her determination to helping everyone in the company and improving Xerox proved to resuscitate the company back to life again. Integrity was shown from the start, she was always honest, sincere, and genuine, which also in turn helped her to become respected by the company as a whole. Loyalty is what brought her to the CEO position, she loved Xerox and the people within the company, and she also respected Xerox and felt like it was her duty to bring this company back to what it once was. Lastly, one of the qualities that she illustrated was the need for personal evelopment. She wasnt groomed for the CEO Job when she took it; she needed to develop herself into the CEO that she saw necessary in running the company effectively. Mulcahy worked weekends, studied accounting on her off time at home and also worked shoulder to shoulder with subordinates in order to see what was working and what wasnt. Anne Mulcahys mission was to put Xerox back on the map and create a strong company that could support the many employees and retirees. She was very successful in doing so, she brought a company that was resistant to change and igging their way out of debt, without filing for bankruptcy. Her vision for Xerox is to stay on top of the printer and copier technology, keep investing money in research and development, and create a beneficial environment for employees to succeed in. After reading the many articles, it is obvious that Mulcahy has demonstrated everything needed to carry out her vision and mission. Although many thought she was not a prototypical CEO, she has shown great success in turning around a dying company and made it her priority to do so in a way she felt necessary.

Sources of conflict Essay Example

Sources of conflict Essay Example Sources of conflict Essay Sources of conflict Essay The conflict that is going to be discussed is the situation that happened in Eastern European country Ukraine and led to well-known events called Orange revolution. The conflict was widely covered by mass media all over the world, since it was the precedent that was supposed to have on-going outcomes not only in Ukraine itself but in the major countries that suffered from corruption and intragovernment speculations. It is important to notice that Ukraine is a big European country, which has around 50 million population. After the split of the Soviet Union Ukraine gained independence, as well as many problems from the previous regime. The economic ties between the countries of the USSR were broken. Thus, each country, including Ukraine, had to search for its own way of survival and development. After the split, during the turmoil years the strategic economic objects of the country, such as oil/gas, chemical and other energy companies were quickly â€Å"privatized† by those people that were closer to the official authorities. The economic situation in the country was devastating – huge inflation and low GDP didn’t favor any economic development. However, what was even more discouraging is that the power in Ukraine was concentrated in the hand of several people that had the same origin. It is worth mentioning that the first President, the Minister and the Prime-Minister belonge d to the same party. They were allies and wanted to save the alliance throughout the years. During the second election another President was elected. It is he, who later became the actual cause of the conflict. The second President managed to retain power during two terms. Yet, those 10 years he ruled were marked with severe corruption and further robbery of the country by powerful clans. All the biggest plants were sold to the â€Å"right people† for virtually nothing. However, the nation didn’t experience any positive changes and the level of live remained low. The turning point of the conflict occurred at the end of 2004 when the Presidential election took place. The candidate from the official power was delegated versus the candidate from the opposition. The latter was supported by the majority of population who still hoped for positive changes. Yet, the elections were falsified and the candidate from the power officially won. It provoked a wave of dissatisfaction and turned into a real national conflict where the one party was the East of the country, which supported Presidential delegate, and the other party was the west of the country, who supported the delegate from opposition. This national conflict turned into a Revolution, the winner of which became current President of Ukraine and the delegate from opposition Viktor Yuschenko. This kind of national conflict is really very multifaceted and the sources of it are really numerous and very significant. First of all, it is necessary to say that Ukrainian population was tired of poor economic situation in the country and aspired for positive changes that could improve the level of life. Moreover, Ukraine is traditionally rich on many natural resources. It has qualified human labor. Thus, this country possesses all the conditions to be prosperous. Yet, it lacked the smart management on the top of the country to be able to use existing country’s potential for the sake of the people. Thus, the first source of conflict was Government’s prolonged inability to enhance economic situation in the country. The second important source of conflict was severe corruption on the top of the official power, in the Parliament and in the Government. As it was already mentioned, the main strategic objects were sold for nothing. It turned out that the economic power of the country was concentrated in the hands of small clan close to the President of Ukraine. The top officials were financial magnates that experienced significant economic influence. Power was closely connected with business. This contradiction provoked serious dissatisfaction of common people who were tired of constant lie and demagogies of top officials. The third source of the conflict was the dependence of mass media on the huge business and power officials. It led to the fact that Ukrainian people couldn’t trust mass media any more, since every article and each TV programme was either paid for or ordered to be in the given format. The top national channels belonged to the top officials and thus became the sources of propaganda of certain party’s ideology. All this led to the fact that during last presidential elections only the delegate from the official power was widely broadcast on TV. The delegate from the opposition didn’t have any access to mass media. Obviously, this injustice caused significant dissatisfaction among Ukrainian people. Finally, the last source and the turning point of the conflict was the attempt to trick Ukrainian population and to falsify the election in favor of official power delegate. The falsification was very obvious. Moreover, some time before the election the opposition leader was attempted to poison. This attempt severely influenced his appearance turning Viktor Yuschenko from handsome man he was in he past into an old man with ugly face. Such obvious attempt to destroy the opposition and to make common people shut their mouth reflected with serious turmoil not only in the minds of the people but on the streets outside. Ultimately, the orange revolution took place and the opposition leader came to power. In such a way, it is important to say that national conflicts are always multifaceted. There is no usually one cause of the conflict, as they have different sources. National conflicts usually come to a head not suddenly, they rise during many years reaching the turning point, which is the ground of the conflict’s outburst.

What is History exercise Essay Example | Topics and Well Written Essays - 1500 words

What is History exercise - Essay Example Five thousand years ago there may be many gaps in the historical record, fifty years ago there may be so much information that it is virtually impossible for a single historian to digest the material. Physical evidence from the past may provide firm evidence for what "really happened". Thus an archaeological dig of a battlefield may reveal a wealth of information about the type ammunition used, the number of dead and even the type of food that the armies were eating. However, even with a wealth of physical evidence, the historian's task is to place it in context. Thus, what does the type of food that was eaten by an army mean to the overall reality of what was occurring at a time Another difficulty with discovering "what really happened" is that the historian needs to decide from whose viewpoint are the occurrences being seen. The traditional, "great man" view of history, which tells of the happenings that occurred to Kings, Queens, Emperors, Presidents, Prime Ministers . . . . that is very different from a history of the ordinary or poor people. The latter may be virtually unaware of what is happening at the national level, while the former may ignore the plight of most of the people that they rule. So "what really happened" depends upon the point of view being taken. "Happening" is a multiple occurrence and has multiple dimensions according to the different groups and individuals being considered. In more recent history, the historian faces the challenge of having perhaps too much information. For example, a historian studying the assassination of President John F Kennedy will find hundreds of thousands of documents at his disposal. Indeed, a historian could go through a lifetime reading all the documentation and never come to an end. Thus, rather than trying to piece together the past from scattered and incomplete knowledge, the historian needs to select from among that knowledge. A degree of selection may also lead to a degree of bias as the historian is almost bound to choose those documents and sources that are of most interest to him or which support a preconceived notion regarding an event. 2. To what extent can a historian be objective A historian should at least try to be as objective as possible, but absolute objectivity is impossible. Thus the first task is to not 'judge" the historical period or figure being considered by the standards of your own time. Considering a figure such as Henry VIII through the eyes of the ethics and standards of the Twenty-First Century is both futile and debilitating to the historical process. A King (or an ordinary man) should be considered within the context of his time in order to understand what, how and why things occurred. In recent years the so called "new history" has often tried to re-interpret historical events according to the standards of today. Thus Feminist history seeks to explore the subjugation and oppression of women, gay history does the same for gay people etc. While a lot of fascinating scholarship appears within these genres of history, the actual sense of the place and time being considered often becomes lost within the ideological vigor of the historian. Such historians often seem to pride themselves on the fact that they are not being objective. To be fair, those proponents of new history would suggest that traditional historians are just as un-objective through their uncritical analysis of patriarchal, sexist, homophobic societies. The new historians claim that not to

The Choice Program Essay Example | Topics and Well Written Essays - 500 words

The Choice Program - Essay Example It was to be provided to both the public and private schools of the choice of the students. The eligibility of the students entailed the students being dwellers of Douglas County School District (DCSD). In addition, they were to be current students of DCSD schools and must have been within the district within a year. The management keeps a partnership with the students of Douglas community, the schools the students go to, and their parents as well. They are responsible for all the students in Douglas. Choice scholarship program seeks to provide the ideal learning environment for children, world class education so that the children can compete with anybody in the world, and system performance. The intention of system performance is to measure the potential outcomes that are provided for the students (DCSD Para 2). They have strategies or plans with three major priorities such as choice which have more than twenty different techniques or strategies for improving parents’ capability of marching the schools they desire for their children. Choice Scholarship Programs funding does not emanate from the district funding though on legal basis they have a right to access these funds. The board privately raises the funds for the program and tax payers’ cash has not been used in the legal processes or operation of the program. They are paid for by funds that are donated (DCSD Para 3). The establishment of the program entailed obtaining views from parents and developing some sense of quality control. The schools that the program partnered with had to meet the requisite requirements that had been stipulated by the environment. The private schools were task with the responsibility of treating all the students equally irrespective of the student obtaining scholarship from the Choice program or not. The program was to be within the standard statue and they created a charted school that allowed them to work with the students better. The charter school has

Combating Terrorism Essay Example | Topics and Well Written Essays - 750 words

Combating Terrorism - Essay Example It was necessary to make arrangements for refueling of aircrafts in Kenya (Taillon, 2002). It also had to coordinate with the French government in order to be able to acquire information from one of the released hostages who was a French national. This would not be possible without the agreement of the French in spite of the former hostage also being of Jewish decent (Taillon, 2002). The Israeli government also had to coordinate with the United States military that provided satellite images of the area. During the operation the Israeli government also had to work with the Kenyan government in order to allow Israeli planes to land safely in Nairobi and to have planes that carried reserve fuel to be land at Mombasa (Taillon, 2002). Coordination with the British was also necessary in to ensure that the rescue plane landed at Entebbe just after British cargo planes. After the successful operation it was still necessary for coordination in order for the rescued hostages to land in Nairobi and to be treated their. The Kenyan government provided medical services and food for the released hostages (Taillon, 2002). According to Shoran, the rescue mission proved that terrorism could be countered effectively and it was an endeavor worth cooperating for (BBC NEWS, 1976). The irately operation however had repercussions some of which were serious to those affected. One of the things that happened afterwards was, Iddi Amin, the then president of Uganda having suspected that Kenya colluded with Israel during the planning of the raid sort to hit back (BBC NEWS, 1976). The humiliated president ordered the massacre of hundreds of Kenyans who had been living in Uganda. Another quite obvious repercussion was the loss of lives of some of the Jewish people. First of all, some of the hostages died during the operation. Second, Netanyahu an army officer and other soldiers also lost their lives (Jewish Virtual Library, 2003a). Another repercussion of the operation was the breaking down of diplomatic ties with Uganda who felt that by having the Israeli army, a foreign force land in their country without authorization; it was an undermining of the sovereignty of the nation of Uganda. The Ugandans even expressed their displeasure by taking the matter to the United Nations Security Council (BBC NEWS, 1976). The operation also caused a reaction from Israeli enemies who vowed to attack Israel even with more zeal (BBC NEWS, 1976). The standards for counter terrorism operations do not apply in the same manner for Israel as they do for other nations. This is because of Israelis geographical location which puts it in constant danger of terrorist attack. Israel is surrounded by hostile Arab neighbors who are a threat to the existence of Israel. The Middle East war also makes the standards different as the frequency of attack in Israel is very high (Jewish Virtual Library, 2003b). Another factor that contributes to the difference is the history of the Jewish people who have experienced conflict throughout with such events as the holocaust. As the Jewish people have many enemies who are also very close to them, they have to be proactive in counter terrorism and have to act on many threats. The Israeli nation can easily be reached by rockets

Total Reward Approach to Reward Management

Total Reward Approach to Reward Management Every human being relationship blooms in the light of reward. As the world is going through a serious phase of recession, the amount which is paid to the employees and the form of payment done is therefore the issue that matters. The importance of Rewards is increasing in the world of commercial organisation and is definitely one of the major indicators of profitability and competitive advantages. One of the biggest determinants of rewards lies in the financial position of a particular organisation. The organisations are in constant pressure of producing reward schemes which accumulate all the factors from attraction to motivation of their employees, simultaneously while maintaining the viability of the companys financial and commercial scenario. Absence of reward schemes may have a devastating effect on the organisations performance. The concept of Total Reward has been evolving ever since, Management today is trying to widen up the meaning of the word Reward including both tangible and intangible aspects of rewarding their employees, (Armstrong and Brown,1999). On one side the tangible rewards ensure financial stability of the employee while on the other side the intangible rewards looks after the employees luxuries and compensates for future loss. Now a days managers and scholars are using Total Reward Management more and more as the modern management method According to the Human resources management Total Reward strategy needs to b examined and experienced often to obtain perfect and efficient results. This strategy guarantees a remarkable profit for the organization improving the staffs performance as well as contains the potential to solve and compensate the existing issues in the organization. Rewarding employees in any organization can affect attitudes, behaviour and motivation. Influence on the behaviour of workers seems to be particularly important, it will tend to extra effort if an employee knows that his achievements, work, creativity etc. will be measured, evaluated and rewarded accordingly. The increasing efforts of the employees will result into the companys increasing profitability and better customer service. It must mobilize the growing individual and collaborative involvement of all employees. Literature review: Today organizations are looking forward to increase their employees efforts by encouraging them to improve their performance beyond the organisations expectations and reducing labour cost to a minimum. Thus the study of employee motivation has constantly remained a managerial concern. This essay considers some of the main views of the organisations adopting a total reward approach to reward management. While answering such questions as what do you mean by total reward? How it is benefits the employees as well as the company? How does it motivate the employees? How is it monetarily profitable for the company? Etc. Reward management is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organisation. It deals with the design, implementation and maintenance of reward processes and practices that are geared to the improvement of organizational, team and individual performance (Armstrong and Murlis 2006). If the organisation has a fairly distributed reward management then it not only progresses the company but also enhances employees skills and performance. Hence the organisation is under tremendous pressure of having a non bias reward distribution so as to avoid any chaos within the organisation. The reward management literature emphasizes the need to shift from short-term, ad hoc approaches to pay management to a longer-term, strategic approach. Changes in pay and benefits systems have therefore been prescribed as key HRM objectives, pulled together in the US literature under the rubric of the new pay (Lawler, 1995) It is therefore a major managerial concern about how they approach to the concept of total reward. Each organisation can have different criteria about elements that constitute total rewards. Paul Thompson (2001), further gives an elaborated definition of total reward by emphasises it not only encompasses rational scientific elements like wages, changeable pay and profits, but also more intangible non money related elements such as scope to attain and implement responsibility, career opportunity, education and development, the inherent motivation delivered by the work itself and the quality of working life provided by the organization. Essentially, the notion of total reward says that there is more to rewarding people than throwing money at them. Planning a long term reward holds the employee and motivates them to enhance their performance for better customer satisfaction. As Murlis and Watson (2001) refer to the importance of monetary values in designing a reward package but also about these not being the sole factors. She describes cash as being a weak tactic in the overall reward strategy and stresses that total reward policy should be based on building a much better understanding of what the employees expect in their rewards packages. Relationship between the organisation and the employees can be strengthened with the total reward approach. Therefore we need to see a very integrated and holistic approach while considering all aspects of rewards (Armstrong and Murlis, 2006) Hence it is essential to have a coherent reward strategy which helps to create a work experience that meets the needs of employees and encourages them to contribute extra effort, by developing a deal that addresses a broad range of issues and by spending reward dollars where they will be most effective in addressing workers shifting values. ONeal (1998). CIPD reward faculty members Wright and Murlis have created a significant diagram to present visually the various types of total reward. Its definition incorporates a wide range of approach but it is not the only solution for employee energetic. The idea of reward exchange is emphasized although quite frequently left out in the area at work definition. In combination unique and common motivation methods are provided to employees in exchange accordingly for their effort, results, work time, creativity, talent etc. There are five main key elements to keep secure and retain talented workers and also to motivate them optimally to accomplish possibly best business results (Davis, 2007:4). The key points stated by CIPD (2005) in the world at works total rewards: Compensation, Benefits, Work life, Performance, Development and career opportunities. Manas and Graham (2003) emphasize that developing and implementing a total reward approach has much in common with reward strategy development. According to Purcell (2004) and colleagues the organisation can contribute by communicating the values, giving employees a voice, setting up improved performance management processes, instituting formal recognition schemes and taking steps to improve work/life balance. Decisions such as giving voice to the employees by an organisation leads to the delegation of some powers to them regarding their respective expectation about rewards which helps the management in developing appropriate strategies. Developing and implementing a total reward approach may be difficult but the benefits are considerable. The employment relationship created by a total reward approach, which makes the maximum use of relational as well as transactional rewards, will appeal more to and engage individuals involving people in their own reward package design, dives them strong messages about the organisation and its values. At its best, it builds relationship capital. Pfeffer (1998) implicated a new idea to total reward approach in a powerful manner, Employees are able to use their skills in an effective and efficient way with interest and motivation in an enjoyable, challenging and empowered work environment, for which they should be shown appropriate appreciation by the organisation. This scenario creates such an environment for the employees, by which they got motivated and enhance their performance thereby proving beneficial for the company, but it would be less time consuming and simple to reward the employees monetarily then to plan and arrange intangible rewards. Case Study: Total Reward Statement as a document is created annually for every working member of the company on a regular basis. This document allows the employees to receive all the details regarding their benefits that have been received over the course of the year. As total rewards deals with tangible and non-tangible benefits it informs the employees about the salary drawn by them as well as a breakdown of all the other non-tangible profits that have been taken in exchange for their employment. Presenting the reward to the employee in cash terms proves to be very beneficial for the company as well as the employee. For example: if an employee has received shares. The reward statement shows the value of the shares and might as well show their trading history since the issue of the previous statement. There are many companies which have been adopting total reward strategies in the last few years and gaining benefits and improving their labour power. This paper shows a few companies dealing in different products and implementing total reward strategy. Beginning with one of Europes leading telecommunication services BT COMMUNICATIONS. The new reward framework is one of the biggest change initiatives in BTs history, covering more than 40,000 employees in total.(e-reward.co.uk research report, no. 35, July 2005). The idea of transforming its reward strategy from fairly traditional multi-grade pay structure to a total reward system was BTs essential Organizational Program.One area of focus in the new strategic HR agenda was to look at reward and address BTs Paternalistic approach to reward Says Kevin Brandy, HR Director Reward. (e-reward.co.uk, no. 35, July 2005). As the management of BT states, the alleged reasons for switching from the previous reward arrangement was to develop the changed view of the BT peoples regarding rewards. The organisation wasted Millions of pound annually on rewards because of the limitations of the employees in view of companys bonuses. Taking into consideration, the limitation of the earlier adopted reward strategy bounded employees to appreciate their benefits as well as lack understanding and awareness capabilities. By implicating the new reward framework BT affect 250-plus market based roles in 18 job families. BTs strategy is basically based on the role and performance of the employees. As on the other hand, benefits and bonuses given are based on the external market. Giving total reward an broader offer BT has tried to renovate the reward strategy, by going beyond the standard remuneration of the base pay including bonuses. For BT, total reward is not just an ordinary reward strategy used for paying wages to the employees. Its about bonus and benefits, such as company cars and health insurance, shares and pensions, role-based reward, performance-based pay and choice and flexibility in benefits provision. Henceforth three main elements of the reward package influence BTs new total reward approach: Base Salary, Bonus, Benefits (Armstrong and Thompson, 1999). STARBUCKS being one of the worlds largest speciality coffee retailer having 1300 store worldwide, hire around 200 people per day and grow US revenues by 25 to 30 percent on top of US$4.1 billion in revenues from the previous fiscal year. According to Chet Kuchinad, SVP of Total Pay We build the Starbucks experience by delivering pay elements to our partners that drive financial rewards in the success of the company in a meaningful way. In order to strengthen and constrain the culture of Starbucks, innovative reward strategy and payment programs have been introduced. Full- and part-time partners (who meet eligibility criteria) are offered health, dental, and vision insurance, as well as access to an employee assistance program (EAP), reimbursement accounts, short- and long-term disability, and Working Solutions, Inc. (a resource and referral service) to help manage work and family issues (Wilson group.com, case study on Starbucks).The employees receiving the rewards greatly appreciate and value the reward and, as a result, provide a better a service to the customers. According to Starbucks, total reward has played a very important role in benefitting the company but there are many other factors in human resources which affect the companys stability. Examples include employee education, an open n highly communicative environment and a unique program adopted by Starbucks called Mission Review, which is a part of a broader program called Partner Snapshot. Partner Snapshot deals with gaining feedback from the companys partners. However the functions of human resources in Starbucks continue. Rewards and profits were considered by the introduction of total reward that included additional health benefits, maturation of healthcare delivery, and coverage for same sex partners, and an employee assistance program. However, pay alone will not attract people. Our Total Pay philosophy and our culture of teamwork and community are all key parts of why people join and stay with Starbucks. (Starbucks) The next case study deals with Audit, Consulting, Financial advisory, Risk management and Tax services. DELOITTE also known as Deloitte Touche Tohmatsu Limited (DDTL), is a UK private company limited by guarantee. Mark Carman, sales and marketing director of Motivano, Deloitte says Total reward can b a win-win from the perspective of en employee as the reassurance and support available from knowing exactly what your salary and benefits package is worth can have a huge impact on their performance, engagement and motivation. With the rising value of rewards and benefits the company proprietor are using total reward to improve and support their affiliation with employees. Deloitte explains five main steps in creating effective total reward communication: Create clear and concise messages. Think about brand and design. Check the accuracy of your data. Consider security of your personal information. Work with other internal experts. BRISTOL-MYERS SQUIBB is a US-owned pharmaceuticals company. Bristol-Mayers Squibb was going through a mystification of employees regarding reward strategies. As compared to the external competitive market the company was not able to reward the employees, employees were lacking the understanding of the reward which they received and there was an awareness that the wages and the benefits given to them were not as fine as the competitive market offered. Transformation to a flexible reward strategy was very necessary for Bristol-Mayers Squibb which supports the recruitment and maintenance, bringing all the strategies together Bristol introduced the total reward strategy. Portraying everything as work experience, Bristol-Mayers Squibb kept the usual peculiarity between rewards and remuneration. As a result the company received employees which consists appreciation, work-life balance, civilization, employee development and the working environment HENNES MAURITZ (HM) is a 100 billion SEK company, Engaged in designing and retailing of fashion apparel and accessories. Hennes Mauritz appears to provide a total reward framework, with greater emphasis on relational rewards even though transactional rewards are provided (Armstrong (2006), pp.639-631). Hennes Mauritz reward strategy includes many other human resources area like organizational traditions, conscription or selection etc. Implementing total reward management was a very successful concept in the history of Hennes Mauritz. The increasing sales are the evidence of the profitability of HM business as the employees are motivated with job satisfaction as a reward and perform their job as well as contribute their best to ensure customer satisfaction. This case study acknowledges about the companies adopting total rewards from a long period of time and improving their business skills. Though there are some disadvantages to this approach. Starting with the employees, they find it very difficult to understand and expensive to set up as well as complicated to maintain. Although the advanced technology is helping organization to reduce burden as well as reduce cost. The vast range of choices may create a problem both to the company and the workers. There might also be wastage as the employees may not appreciate the full reward package. Conclusion: The reward approach not only takes care of the financial security of the employees but also looks after the overall development of their employees in the society. Its a delicate matter that should be perfectly balanced especially when the organization is rewarding different people working in one team. The advantages of total reward approach are substantial, but developing and putting it into practice may be a difficult task, by the use of relational and transactional rewards the employment relationships created by total rewards approach can be maximised. The total reward approach creates a strong communication about the organisation and its values by satisfying the employees and engaging them in their own designed reward package. At its best, it builds relationship capital.

Biography of Dwight David Eisenhower Essay -- American Presidents Eise

Biography of Dwight David Eisenhower On October 14, 1890, Mrs. Ida Elizabeth Eisenhower gave birth to her third son, Dwight David. He was a younger brother to Arthur B. and Edgar A. Eisenhower. Dwight was born in Denison, Texas, where his family was living at the time. After his father’s general store went out of business in Abilene, Kansas, they were forced to move to Texas, where Mr. David Eisenhower landed a forty-dollar a month job at a small railroad there. Back in Abilene, a new creamery plant was built and an old friend of Mr. Eisenhower asked him to move back and work for him. It did not pay much more than his job in Texas, but the chance of advancement was better. In the spring of 1891, the Eisenhower family boarded a train and left for Kansas. They lived in a small house in Kansas on South East Second Street where Mrs. Eisenhower gave birth to three more sons. The first one born there was Roy J. who was strong and healthy like his older brothers. He was born on August 9, 1892. The next son, born on May 12, 1894, died after a few months. The last son was born on February 1, 1898 and was named Earl D. Needing a bigger house because of all the children, the Eisenhowers moved. Mr. Eisenhower’s brother, Abraham, sold them a house on 201 South East Fourth Street. Growing up, Dwight’s older brothers gave him the nickname, Ike. Ike and his brothers did a lot of work around the house. They would alternate between waking up at four o’clock A.M. to shovel coal into the furnace, milking the cow, washing dishes, other housework, feeding the horse, tending the garden, and gathering eggs. They also had to cook meals. The only extra money the boys had was supplied by themselves. Their father gave them each a small portion of the garden to raise crops, and sell to the people of Abilene. Although it was not much money, the boys were happy with what they had. Ike’s mother supplied the energy needed to run the house. While the children were at school and her husband at work, she managed the garden and livestock, thus feeding the family. She did most of the disciplining, except for the most severe misconduct, which was handled by her husband. Most importantly, she held the house together. She was a deeply religious woman. She believed firmly in her Christian beliefs and opposed all violence and war. Ike’s father was a quiet man who was well respected. ... ...used of corruption for accepting gifts from a businessman who had problems with the Internal Revenue Service, along with many other problems. Other problems Ike had during his second term included a civil rights crisis in 1957, problems with Fidel Castro, clashes with Communist China in 1955 and again in 1958, and with the Soviets over Berlin in 1959. Overall, as a political leader, Ike rejected extremes. He sought the middle ground on every political problem, and believed that the extremes to the right and to the left in any political dispute are always wrong. The Constitution prevented Ike from running again in 1960, thus he retired to a small farm he owned outside Gettysburg, Pennsylvania. There he raised cattle on his farm and spent the winter months in Palm Desert, California playing golf. Although he was retired, he still played a part in politics. In 1964, he endorsed Republican presidential candidate Barry Goldwater, who lost, and in 1968 supported his former Vice Preside nt, Richard Nixon, who won. Soon after, Ike’s health began to fail. In 1965, he suffered three more heart attacks, and spent his last few months in Walter Reed Army Hospital. Ike died on March 28, 1961.