Reaction Essay Sample

A reaction essay sample is an example of an academic work about writer’s feelings on a particular piece that can be an article, a book, or a movie. Thus, such a paper starts with introducing the work and its author that is followed by a sentence or two about the main idea of the work. The thesis of a reaction essay sample has to state the writer’s opinion regarding the position of the author of the chosen work, which can be a partial or total agreement or disagreement. Another rule to bear in mind when writing the essay is to use the first person point of view. â€Å"Whats the point of school uniform?† by Chloe Spencer, is an article written for The Guardian that dwells upon the question whether school uniforms should be worn today and, if so, why. Thus, the author has a positive attitude towards a dress code in educational institutions for a number of reasons. Interestingly, I can say that I agree with all Spencer’s points of view, as she managed to include reasonable arguments regarding why wearing a similar outfit every day to school is better than not being required to stick to a smart dress code. In details, Spencer starts the article with not only introducing her own opinion on the issue but she also includes several citations of people who work for various educational institutions and have the same point of view on uniforms. Thus, I feel that such an approach is quite successful, as each of the arguments provides a good explanation on why a uniform is useful. What is more, all of the supportive opinions appear to be protective of students and have a deeper meaning than people, including me, may be surprised to learn. Overall, I find the article to be very persuasive and informative. Interestingly, I think that the majority of students only have a shallow understanding of the importance of a dress code in school and rather consider it to be a method of limiting their options and freedom. In the article, however, such a thought as integrating a uniform in order to prevent bullying is likely to create a very beneficial educational environment and, on the contrary, help to extend students’ opportunities, such as assist in improving academic performance and maintaining good self-esteem. As for the other provided arguments for uniform, I find the one about sticking to a smart dress code in school in order to become prepared for work further in life to be a strong one. In particular, from an own experience, I agree that wearing similar clothes to the ones that an entire group wears definitely gives a sense of belonging to the environment. Despite the fact that people should not be judged by their appearances, the first impression about an individual, especially as an employee, still tends to depend on what he or she is wearing. Therefore, in my opinion, in order to look presentable and professional, it is significant for one to wear outfits that are too fancy and distracting, so that a business partner can focus on assessing his or her competence by skills only. Hence, I can certainly agree that uniform at school serves for getting ready for being a part of a working group later. All things considered, I liked â€Å"Whats the point of school uniform?† by Chloe Spencer. In my opinion, the author managed to introduce good points of view in order to explain the purpose of wearing a uniform and, what is more, persuade the reader of its importance. Thus, I agree with Spencer’s supportive position regarding school dress codes. References McCartney, N. (2016).  Why school uniforms are so important, explains Nicole McCartney.  Express.co.uk. Retrieved 13 January 2017, from http://www.express.co.uk/comment/expresscomment/709504/School-uniforms-important-explains-Nicole-McCartney Penn, S.  What Is the Importance of Business Uniforms?.  Smallbusiness.chron.com. Retrieved 13 January 2017, from http://smallbusiness.chron.com/importance-business-uniforms-21927.html Spencer, C. (2013).  Whats the point of school uniform?.  the Guardian. Retrieved 13 January 2017, from https://www.theguardian.com/education/mortarboard/2013/oct/03/why-wear-school-uniform Top 10 Benefits of Employee Uniforms.  Unifirst.com. Retrieved 13 January 2017, from http://www.unifirst.com/company/press-releases/top-10-benefits-of-employee-uniforms/ Tiffany, W.  The Importance of School Uniforms | Teen Opinion Essay | Teen Ink.  Teenink.com. Retrieved 13 January 2017, from http://www.teenink.com/opinion/school_college/article/309720/The-Importance-of-School-Uniforms/

Discussion Of Militaries In Public School Is Often Relegated

Discussion of militaries in public school is often relegated to battle and military strategy. However, there are several more layers that go into handling and continuing any force of consequence. Societies throughout history have tackled these extra layers in their own ways. Examination of the primary documents â€Å"Genghis Khan: The History of the World Conqueror† by ‘Ala-ad-Din ‘Ata-Malik Juvaini, â€Å"Conscription and Professional Soldiers in Song China† by Ouyang Xiu and Fan Zhen, and â€Å"The Challenges of Raising an Army† by Zia’ al-Din Barani details the contrasting ways in which thirteenth century Mongolia, Song China, and Delhi handled the upkeep, recruitment, and organization of their respective militaries. Examination also reveals†¦show more content†¦It also allowed for the trickle down, explanation, and elaboration of orders from the top. In contrast to the Mongolian military, the army of Song China formed not through a n all-encompassing draft but, rather, through recruitment. Instead of requiring military service, â€Å"recruiting officers [would] go out in times of dearth, measuring the height of the men, testing their strength, and enrolling them in the standing army.† â€Å"Times of dearth† means times of scarcity and famine. In other words, when times became tough, army officials would go to the fields looking to recruit strong men into the military. Since the military was comprised of a standing army, unlike Mongolia’s, being in the army was a permanent job. For the time they were in the military, the men would not return to the fields. Perhaps this idea of a life away from the hardships of working the fields was exploited during recruitment. Because of this, it can be assumed that many wished to join the military. However, since the recruitment officers examined the men’s physical prowess, not everyone would be able to join. As such, joining became competitive. Although it is questionable how competitive it truly was because the army recruiters were rewarded based upon the number of recruits the managed to gather. Also, rather than organize in units of ten, â€Å"Conscription and Professional Soldiers in Song China† shows that China’s army of the time was instead organized into two separateShow MoreRelatedThe Role of Women in Nation Building1880 Words   |  8 Pagescountries especially in Africa. Notable among such groups/sections are the women whose roles in nation building have not been fully harnessed. The traditional role of women from history has always been childbearing and/or rearing and housekeeping, which often include subsistence agricultural activities. However, for most of the time they have been excluded from most political or nation building activities. 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Commitment Profiles and Employee Turnover †MyAssignmenthelp.com

Question: Discuss about the Commitment Profiles and Employee Turnover. Answer: Introduction The human resource of an organisation refers to the various members of the workforce that has been serving the concerned company. The various organisations that have been operating in the global markets might face problems that stem from the various conditions like the increase in the number of the complains that are received from the clients of the concerned company, the loss of the contracts that the company might have been a part of the decrease in the market share of the company, the high amount of the staff turnover, the loss in the profit that is earned by the company and the lack of the needed funding for the smooth functioning of the company (Bratton Gold, 2017). The following report deals with the identification of one such problem in the widely known company of Woolworths Supermarkets. The report opens with a brief overview of the company and then proceeds to identify the problem that is faced by the company. The report then proceeds to provide with a recommendation on the ways that the company might implement in order to get rid of the concerned problem that the company has been facing. The Woolworths Group is one of the major business organisations in Australia that has been operating in the retail market in Australia and New Zealand (Woolworthsgroup.com.au., 2018). The company is known to be a huge retail magnet and owns the second rank within the Australian retail market in terms of the revenue that the company earns, the first rank holder being Wesfarmers. Woolworths Supermarket is a grocery store and supermarket that has been operative in the Australian market and is managed by Woolworths Limited (Woolworthslimited.com.au., 2018). The supermarket majorly deals with the marketing of the various items of groceries, household products, baby and pet supplies, beauty and other health products as well as the various stationery products. However, in recent times, the retail magnet has been facing issues that pertain to the huge turnover rate of the staff and the loss of the contracts that the company might have aimed at investing in. The company in the recent times ha s also been facing a huge loss of $1.235 billion, the highest loss that has been incurred by the company over the large span of the past 20 years (Woolworthslimited.com.au., 2018). The employees of the organisation have been reported to be demotivated in the matters that pertain to serving the organisation. The demotivation could have resulted from the lack of the engagement of the employees of the company towards the various matters that pertain to the growth of the organisation. The huge turnover of the employees of the organisation might result due to the poor quality of the management that is observed within the organisation. The concerned workforce of the organisation has been facing a lack in the motivation in their assigned work due to the fact that there had been an observed lack in the clarity of the communication that had been taking place within the organisation (Stanley et al., 2013). This resulted in the half-hearted work on the part of the employees of the concern that further resulted in the conditions that related to the loss of the contracts of the company (Tews, Michel Stafford, 2013). The concerned workforce had further reported that they have not been receiving the correct amount of the recognition from the company on the basis of the service that they have been offering to the concerned company (Mowday, Porter Steers, 2013). The rewards that are extended to the concerned members of the workforce are reported to be meagre in comparison to the amount of the work and dedication that are expected of them (Park Shaw, 2013). This has further led to the loss of the engagement of the concerned employees to the company, thereby leading to a decline in the overall performance of the company. Identified Problems One of the major issues being identified is the high rate of employee turnover. With the emergence of this issue, attrition rate for Woolworths is increasing, which is causing in loss of competitive advantages for the organization (Hausknecht Holwerda, 2013). This is due to the reason that with the exit of the employees, the skill sets of them enhanced with training and development program are also lost (Hancock et al., 2013). In addition, it also increased the cost for the organization due to the reason that added cost is involved in recruiting and selecting the new employees. However, the issue is being aroused due to the ineffective style of leadership in the organization. This is because; authoritative style of leadership is followed in Woolworths, which is having little space for the employees to share their feedback and opinion in the organizational processes (Herman, Huang Lam, 2013). According to the authoritative style of leadership, the decision making process involves on ly the upper level management and without determining the need and requirement of the employees. In the case of Woolworths, authoritative style of leadership is initiated and employees are less involved. This is leading to the demoralization of the employees in the organization. Moreover, due to the fact that the requirements and the need of the employees are not being determined, grievances with the employees are more in Woolworths. This is also leading to the high level of turnover of the employees. Having authoritative style of leadership in place is causing hindrances in flexible workplace environment for the employees (Iqbal, Anwar Haider, 2015). Another issue being identified is the increase in the customer complaints. This is the secondary impact of the previous identified issue of demoralized employees. The more de-motivated will be the employees, the less will be the quality of the customer service. According to the Hertzbergs two factor theory, there are two elements or factors need to be determined by the organizations in order to have high level of job satisfaction among the employees. However, in the case of Woolworths, hygiene factors are not well initiated. It is identified that the employees are having issues with their salaries and work environment. This is leading to have disengaged employees in place. Thus having disengaged employees is causing negative impact on the quality of the customer service and rise in the customer complaints (Pantouvakis Bouranta, 2013). Due to the demoralization of the employees, the complaints of the customers are also not being effectively resolved. This is further increasing the is sues with the customers. Plan to overcome identified problem Identified issues can be solved only with the help of implementing an effective change in the organization. However, initiation of the change management should be done with the help of accurate theories. In this case, Lewins model of change management will be used. According to this theory, the first step in the change management is the unfreezing the existing processes (Shirey, 2013). In this step, it is important for Woolworths to review the current situation in their business operation. They should consult with the employees in this case and should identify the issues and challenges faced by them. This will help in identifying the areas for improvement in the organization and the areas that should be considered in the change management process. The more employees will be consulted in the process, the fewer will be the chances in having resistance in the process. The next step is implementing the change. In this step, Woolworths should implement the change according to the factors identified in the previous step. The most important area where the change management should be implemented is the leadership approach of Woolworths. This is due to the reason that in the above section of identification of the issues, it was identified that major issues of the Woolworths are originating from the ineffectiveness of the leadership in the organization. Thus, from the feedback from the employees, a new leadership approach or style should be implemented in the organization. This will help in effective resolution of the issues with the employees. The last step is the refreezing of the organizational processes. This step is also important due to the reason that with the initiation of the change in the organization, the existing process and cultures got disturbed. In this step, those organizational processes should be rearranged. Another important factor to be considered by Woolworths in this step is the evaluation of the effectiveness of the implemented change. Continuous mechanism of gathering feedback from the associated stakeholders should be initiated in order to determine their effectiveness and productivity before and after the implementation of the change. Effective evaluation of the change management process will help in identifying the shortcomings and modifying them accordingly. This will ensure a quality process of implementation of change in the organization. Conclusion Thus, from the above discussion, it might be concluded that the company has been facing issues due to the high amount of the employee turnover and the loss of the contracts of the company. The company might find the implementation of the various leadership theories in order to help reset the various problems that it had been facing in the recent times. References Bratton, J., Gold, J. (2017).Human resource management: theory and practice. Palgrave. Hancock, J. I., Allen, D. G., Bosco, F. A., McDaniel, K. R., Pierce, C. A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance.Journal of Management,39(3), 573-603. Hausknecht, J. P., Holwerda, J. A. (2013). When does employee turnover matter? Dynamic member configurations, productive capacity, and collective performance.Organization Science,24(1), 210-225. Herman, H. M., Huang, X., Lam, W. (2013). Why does transformational leadership matter for employee turnover? A multi-foci social exchange perspective.The Leadership Quarterly,24(5), 763-776. Iqbal, N., Anwar, S., Haider, N. (2015). Effect of leadership style on employee performance.Arabian Journal of Business and Management Review,5(5). Mowday, R. T., Porter, L. W., Steers, R. M. (2013).Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. Academic press. Pantouvakis, A., Bouranta, N. (2013). The interrelationship between service features, job satisfaction and customer satisfaction: Evidence from the transport sector.The TQM Journal,25(2), 186-201. Park, T. Y., Shaw, J. D. (2013). Turnover rates and organizational performance: A meta-analysis.Journal of applied psychology,98(2), 268. Shirey, M. R. (2013). Lewins theory of planned change as a strategic resource.Journal of Nursing Administration,43(2), 69-72. Stanley, L., Vandenberghe, C., Vandenberg, R., Bentein, K. (2013). Commitment profiles and employee turnover.Journal of Vocational Behavior,82(3), 176-187. Tews, M. J., Michel, J. W., Stafford, K. (2013). Does fun pay? The impact of workplace fun on employee turnover and performance.Cornell Hospitality Quarterly,54(4), 370-382. Woolworthsgroup.com.au. (2018).Woolworths Group: Quality Brands and Trusted Retailing.Woolworthsgroup.com.au. Retrieved 2 April 2018, from https://www.woolworthsgroup.com.au/ Woolworthslimited.com.au. (2018).Woolworths Group: Quality Brands and Trusted Retailing.Woolworthslimited.com.au. Retrieved 2 April 2018, from https://www.woolworthslimited.com.au/icms_docs/182381_Annual_Report_2015.pdf Woolworthslimited.com.au. (2018).Woolworths Supermarkets - Woolworths Group.Woolworthslimited.com.au. Retrieved 2 April 2018, from https://www.woolworthslimited.com.au/page/Who_We_Are/Our_Brands/Supermarkets/Woolworths/

Multinational companies in Mexico

Abstract This paper has attempted to review Mexico as an investment hub for multinational companies. The countries’ potential is discussed briefly alongside cultural considerations. The importance understanding the organizational culture of firms in Mexico before investing has also been discussed.Advertising We will write a custom case study sample on Multinational companies in Mexico specifically for you for only $16.05 $11/page Learn More Reasons for multinationals’ interest in setting up operations in Mexico The main reason why MNCs should relocate to Mexico is the availability of highly skilled labor. This could be attributed to the government’s huge investment in human resource. The good bit about this labor is that it calls for low wages. Such highly skilled labor is quite expensive in other regions including United States. It is evident that much less is used in terms of labor capital investment in Mexico. Labor is an importan t factor in any business and not only the cost that matters but also the quality. This combination is readily available in Mexico. The second reason is the potential of businesses in Mexico to achieve high productivity, growth rates and quality performance. This means that the companies break even very fast. Various studies that have been carried out proofed this point. Amongst three auto assembly plants in Canada, United States and Mexico, the Mexican plants topped according to a study by Massachusetts Institute of Technology. The research conducted by J. D. Power and Associates placed Ford Motor’s Hermisillo plant (Mexico) at the top in North America. Mexico is also favoring the expansion of plants particularly those to do with computers and electronics. That is why Intel put in some $ 1.5 billion in its upgrading program in 2007. This is an example of a company which operates out of many countries and investing in Mexico is an indication of the potential that the country h as. Mexico’s market is wide due to the many trade agreements it has made with countries across the world. Cultural differences and MNCs MNCs in the world today are adopting the four basic predispositions to enhance their operations. These are ethnocentric, polycentric, regiocentric and geocentric. In ethnocentric, the values and the interests of the parent company guide the strategic decisions. Using this approach means the MNC is not concerned about the cultural differences found in the country of operation. Polycentric predisposition is guided by the need to allow the culture of the country of operation to guide the strategic decisions. Regiocentric attempts to strike a balance between the company’s values and interests with those of the region of operation. In geocentric predisposition, the company adopts a global approach to decision making.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OF F Learn More The United States MNCs have already dominated the Mexican investment arena. Their strategic predisposition uses an approach which is responsive to the values and interests of the local people. As has been mentioned earlier, many MNCs are opting to do production in Mexico. By so doing, the highest percentage labor force comes from Mexico. The employees of a company more often than not dictate the direction that the company will take with regard to the local needs. This narrows down to the company assimilating the local people’s culture within its organization. For the European companies, cultural barriers may portend a potential challenge. However, the utilization of the various strategic predispositions would give them a choice on the direction to take. It is a fact that there are many European MNCs operating in Mexico. A good example is the French MNC Thomson. Looking at the expectations of the French people about doing business in their country shows t he general characteristics of the Europeans. Examples of these expectations include keeping time, a quick pressurized grip in handshake, respecting meal time and not rushing at making decisions. These may be readily acceptable to the Mexicans but it is always good to work with what is locally appreciated. The Japanese MNCs may find their values and interests to be a bit far from those of Mexicans due to vast cultural differences. The MNCs have however adopted strategies that are sensitive to the locals hence removing the potential cultural barriers. Importance of MNCs studying the organizational culture in Mexican firms For MNCs to succeed in a certain country or region, it is important for the management to understand the organizational culture of the firms. It goes without saying that the MNC’s that decides to invest in Mexico must get to know this culture before shifting. This has to do with how the organizations are in terms of human resource and the hierarchies involved. This would assist in placement of staff and shed light on what positions to give to the expatriates. This is a major step in getting closer to the Mexican culture and also getting accepted. The knowledge would also be an asset in setting up work related policies within the firms. One thing that is clear is the fact that there exist similarities within firms that operate in Mexico with regard to organizational culture. The situation is unique and any MNC willing to invest here should have the full knowledge of it. The way forward is to adjust the firm’s strategies so that they could fit the local situation. This can be done through realization that all countries are not the same. The firms would then set their subsidiaries in such a way that they accommodate the local demands. Autonomy should be given to such subsidiaries so that they could be responsive to the local values and interests.Advertising We will write a custom case study sample on Multinational companies in M exico specifically for you for only $16.05 $11/page Learn More This case study on Multinational companies in Mexico was written and submitted by user Brooklynn Barlow to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.