Free Essays on The War On Drugs

in AD 844 to depict the rule of the most persuasive Frankish lord Charlemagne ( Lectures 1). Charlemagne, child of Pepin the Short, administered the Franks for a long time (Koeller 1). The Carolingian Dynasty, of which Charlemagne was a part, was built up in AD 751 when Pepin ousted the last Merovingian lord. The Carolingians decided a land that â€Å"spoke a few unique tongues, had diverse social and authentic customs, and distinctive institutions.†(Nelson 2). The extraordinary variety found in the individuals of the Frankish realm created for Charlemagne incredible snags. Dr. Skip Knox, Professor at Boise State University contends that the â€Å"monarchy among the Franks was not furnished to manage this situation†¦Ã¢â‚¬  (Knox 11). Endeavoring to build up control in his realm, Charlemagne actualized a progression of projects that would create another type of government and would draw in his court in a scholarly renaissance. Charlemagne had to completely reevaluate the Merovingian arrangement of government, and to do so he â€Å"either made new workplaces, or adjusted old ones to new purposes†¦Ã¢â‚¬  (Knox 11). He delegated dukes and checks, and named in the German locales of the land margraves, an office that would stay long after the hour of Charlemagne. Along these lines, Charlemagne made a political pecking order in which the checks would answer to the dukes, and the dukes to Charlemagne himself. Charlemagne picked up the dedication and regard of his nobles by driving them on various effective military campaigns.... Free Essays on The War On Drugs Free Essays on The War On Drugs â€Å"He who appoints the destiny of realms in the walk of the hundreds of years, the almighty Disposer of occasions, having obliterated one unprecedented picture, that of the Romans, which had, it was valid, feet of iron, or even feet of earth, at that point raised up, among the Franks, the brilliant leader of a subsequent picture, similarly astounding, in the individual of the distinguished Charlemagne. Notker the Stammerer, the priest of St. Nerve, composed these words in AD 844 to depict the rule of the most powerful Frankish lord Charlemagne ( Lectures 1). Charlemagne, child of Pepin the Short, governed the Franks for a long time (Koeller 1). The Carolingian Dynasty, of which Charlemagne was a part, was set up in AD 751 when Pepin ousted the last Merovingian lord. The Carolingians decided a land that â€Å"spoke a few unique tongues, had diverse social and verifiable customs, and distinctive institutions.†(Nelson 2). The extraordinary variety found in the individuals of the Frankish realm created for Charlemagne incredible deterrents. Dr. Skip Knox, Professor at Boise State University contends that the â€Å"monarchy among the Franks was not outfitted to manage this situation†¦Ã¢â‚¬  (Knox 11). Endeavoring to set up control in his domain, Charlemagne executed a progression of projects that would deliver another type of government and would draw in his court in a scholarly renaissance. Charlemagne had to completely rethink the Merovingian arrangement of government, and to do so he â€Å"either made new workplaces, or adjusted old ones to new purposes†¦Ã¢â‚¬  (Knox 11). He selected dukes and checks, and named in the German districts of the land margraves, an office that would stay long after the hour of Charlemagne. Therefore, Charlemagne made a political chain of importance wherein the tallies would answer to the dukes, and the dukes to Charlemagne himself. Charlemagne picked up the dependability and regard of his aristocrats by drivin g them on various effective military campaigns....

Aristotle Biography Essay

Thinker (c. 384 BCEâ€c. 322 BCE) Rundown Old Greek logician Aristotle was conceived around 384 B.C. in Stagira, Greece. At the point when he turned 17, he took a crack at Plato’s Academy. In 338, he started mentoring Alexander the Great. In 335, Aristotle established his own school, the Lyceum, in Athens, where he burned through a large portion of an amazing remainder considering, instructing and composing. Aristotle passed on in 322 B.C., after he left Athens and fled to Chalcis. Early Life Antiquated Greek scholar Aristotle was conceived around 384 B.C. in Stagira, a humble community on the northern bank of Greece that was at one time a seaport. Aristotle’s father, Nicomachus, was court doctor to the Macedonian ruler Amyntas II. Despite the fact that Nicomachus kicked the bucket when Aristotle was only a little youngster, Aristotle remained firmly associated with and impacted by the Macedonian court for an amazing remainder. Little is thought about his mom, Phaestis; she is likewise accepted to have kicked the bucket when Aristotle was young.After Aristotle’s father passed on, Proxenus of Atarneus, who was hitched to Aristotle’s more seasoned sister, Arimneste, became Aristotle’s watchman until he grew up. At the point when Aristotle turned 17, Proxenus sent him to Athens to seek after an advanced education. At that point, Athens was viewed as the scholarly focus of the universe. In Athens, Aristotle joined up with Plato’s Academy, Greek’s head learning establishment, and demonstrated a praiseworthy researcher. Aristotle kept up a relationship with Greek thinker Plato, himself an understudy of Socrates, and his institute for two decades. Plato passed on in 347 B.C. Since Aristotle had couldn't help contradicting some of Plato’s philosophical treatises, Aristotle didn't acquire the situation of chief of the foundation, the same number of envisioned hewould.After Plato kicked the bucket, Aristotle’s companion Hermias, lord of Atarneus and Assos in Mysia, welcomed Aristotle to court. During his three-year remain in Mysia, Aristotle met and wedded his first wifePythias, Hermias’ niece. Together, the couple had a little girl, Pythias, named after her mom. Educating In 338 B.C., Aristotle returned home to Macedonia to begin mentoring King Phillip II’s child, the then 13-year-old Alexander the Great. Phillip and Alexander both held Aristotle in high regard and guaranteed that the Macedonia court liberally remunerated him for his work. In 335 B.C., after Alexander had succeeded his dad as lord and vanquished Athens, Aristotle returned to the city. In Athens, Plato’s Academy, presently run by Xenocrates, was as yet the main impact on Greek idea. With Alexander’s authorization, Aristotle began his own school in Athens, called the Lyceum. Here and there, Aristotle burned through the majority of a mind-blowing rest filling in as an instructor, scientist and essayist at the Lyceum in Athens. Since Aristotle was known to stroll around the school grounds while instructing, his understudies, compelled to tail him, were nicknamed the â€Å"Peripatetics,† meaning â€Å"people who travel about.† Lyceum individuals investiga ted subjects going from science and math to theory and legislative issues, and almost everything in the middle. Workmanship was additionally a well known zone of intrigue. Individuals from the Lyceum reviewed their discoveries in original copies. In this manner, they assembled the school’s enormous assortment of composed materials, which by old records was credited as one of the primary incredible libraries. Around the same time that Aristotle opened the Lyceum, his better half Pythias passed on. Before long, Aristotle left on a sentiment with a lady named Herpyllis, who hailed from his old neighborhood of Stagira. As indicated by certain students of history, Herpyllis may have been Aristotle’s slave, conceded to him by the Macedonia court. They assume that he in the long run liberated and wedded her. Notwithstanding, it is realized that Herpyllis bore Aristotle youngsters, including one child named Nicomachus, after Aristotle’s father. Aristotle is accepted to have named his celebrated philosophical work Nicomachean Ethics in tribute to his child. When Aristotle’s previous understudy Alexander the Great kicked the bucket un expectedly in 323 B.C., the master Macedonian government was toppled, and considering against Macedonia assessment, Aristotle was accuse of irreverence. To abstain from being indicted, he left Athens and fled to Chalcis on the island of Euboea, where he would stay until his passing.

The Leadership Pipeline Model Building the Next-Generation Leaders

The Leadership Pipeline Model Building the Next-Generation Leaders Leadership is among the biggest challenges of our time. Without proper leadership, companies can fail and people’s lives can be disrupted.It’s one of the challenges every corporation has to solve, no matter how small or big they are. One of the key aspects of leadership is the development and succession process at play. Without a proper leadership succession plan, the effects can be long lasting.In this guide, we’ll look into one of the frameworks for building the next-generation leaders: the leadership pipeline model. We’ll examine the definition, the core components and the advantages of using the model. We’ll also provide tips on how to make the most of the system in your organization. THE HISTORY OF THE LEADERSHIP PIPELINE MODELIssues regarding the succession of leadership have not been recent phenomena. Every company in the past would have had to think about how to guarantee the company continues to move forwards and to fill the leadership roles as people move on for a variety of reasons. For years, organizations have struggled with the task to a varying degree. Finding the necessary skills for these demanding positions has been, and will be, the most pressing human resource challenge to tackle.Therefore, out of challenges organizations and theorists began experimenting with ideas and models around leadership succession. In the 1970s, Walter Mahler published a framework on his findings at General Electric. The paper ‘Critical Career Crossroads’, in which Mahler argued for shift in work values at different stages of the organization to ensure leadership success.By focusing on the different stages, the management can ensure success as people move upwards within the organizations structure. After publication, Mahler’s model was implemented in over 80 companies across the US. In 2000, Ram Charan, Stephen J. Drotter and James Noel developed Mahler’s ideas further in their book The Leadership Pipeline.The book’s findings and recommendations were based on over 30 years of consultancy experience, with the writers having worked with a number of Fortune 500 companies. The objective was to present a strategy that would provide organizations with a model for nurturing leadership. It presented a six-step leadership pipeline model to reflect on the major events every leader goes through.Charan, Drotter and Noel’s model outlines a framework of leadership development from the junior positions to senior executives. The model seeks to ensure organizations have strong leadership that stems from within the organization. Instead of the organization having to look outwards to find suitable leaders, the leadership pipeline model creates an internal st epladder that moves eligible candidates from one position to another.The leadership pipeline model generates a framework, which identifies leaders, assesses competencies of the leaders, plans leadership development, and measures the effectiveness of the model. Charan, Drotter and Noel updated their ideas to further fit today’s challenges in 2011.THE SIX STEPS OF THE LEADERSHIP PIPELINE MODELAs mentioned in the previous chapter, there are six steps to the leadership pipeline model. Each stage is created in a way that the leaders are able to develop the competencies required for the next step and to ultimately lead to the ability to be in charge of the organization. The below describes the function of the step and the focus point for each level.Although these are a great representation of the leadership passages, your organization might notice distinctive aspect you need to consider when implementing the steps.THE LEADERSHIP PIPELINE MODELStep 1: Managing Self to Managing OthersStep 2: Managing Others to Leading ManagersStep 3: Leading Managers to Functional ManagerStep 4: Functional Manager to Business ManagerStep 5: Business Manager to Group ManagerStep 6: Group Manager to Enterprise ManagerSource: Tools 4 Management blogStep 1: Managing self to managing othersThe first step involves the employees, with still relatively little leadership experience. The employees are generally equipped with technical and professional skills, but not necessarily enhanced personal skills in terms of leading or managing others. The aim of the step is to sharpen and broaden the individual skills, with the ability to understand and accept the company culture at the top list of the skills that need to be taught.During this initial process, the employee will become better at the initial responsibilities and eventually move towards the role of first-line management. According to Charan, Drotter and Noel, the first leadership passage can be the hardest, as it requires a shift in beha vioral or value-based transition.The skills employees should be taught during the first step include planning work, assigning work, the ability to motivate and coach others, and assessment of other employees. The emphasis is on the basic functions of management, such as reallocating time and other resources.Since time management will increase in importance as the person progresses in leadership, the ability to allocate time efficiently is crucial for further development. But aside from the behavior changes, the step also emphasizes value-based changes. The employee attitude has to shift from tolerating management to valuing its importance.The attention must shift from purely individual-focused mindset to understanding the value of control and team effort. While the job description of the first level managers still has individual responsibilities and tasks, they must slowly start shifting the mindset towards managing others, rather than just themselves.Step 2: Managing others to lead ing managersCharan, Drotter and Noel found the second step to be the most neglected passages among organizations. They felt the step is the most crucial as it “is the level where a company’s management foundation is constructed; level-two managers select and develop the people who will eventually become the company’s leaders”.Therefore, it’s essential to get this point right. On the outset, the difference to the previous step is not as obvious, but the divergence is found on the level of tasks. The second-level manager must be able to divest him- or herself from the individual tasks, to purely managing others.The focus in terms of skills will be on the ability to assess and select others for first-level roles, assigning and assisting them with managerial work, and measuring their progress in the new role. The first-level managers essentially become the mentors on stage two. In order for the leadership pipeline model to work, the second-level candidates have to be able to u nderstand the value-based requirements of managers.As Charan, Drotter and Noel wrote, “one of the tough responsibilities of managers of managers is to return people to individual-contributor role if first-line managers don’t shift their behaviours and values”. The other major skill to focus on at the second-level deals with coaching. Coaching of first-line managers can often be rather limited and therefore, the managers of the second-level should be able to provide performance-feedback. The emphasis begins to shift slowly towards the importance of mentorship and away from purely focusing on processes.Step 3: Leading managers to functional managerThe third passage sees managing managers turn into functional managers. The change might not seem significant, but there are major changes to be discovered. The key to becoming a functional manager is developing the leader’s communication skills further.Furthermore, functional managers are required to widen their understanding of the organization beyond just the tasks and performances they need to manage. Since the functional manager will be dealing with other managers, they must be good at understanding the different needs in a variety areas of the organization â€" in essence, the skill of “seeing the big picture” becomes increasingly important.The main skills that need developing at this point are: the ability to be a part of the team (i.e. communication) and understanding the needs and concerns of others. The functional manager must be able to compete for resources, while maintaining the operational needs of the business at the centre. The development needs to start focusing more on the strategic abilities of the person and enhance his or her ability to delegate tasks to other managers and employees.The emphasis becomes on focusing on long-term strategy, which is something Charan, Drotter and Noel called “managerial maturity”. This is described as an ability to create a functional strategy, which “ enables them to do something better than the competition”. The functional manager is able to look beyond the current moment and devise strategies that give the organization a competitive edge in the long-term. Step 4: Functional manager to business managerDuring the fourth passage, the manager makes a big leap in the leadership scale. A business manager will need to be able to perform under bigger pressure, as the autonomy to make decisions expands further. The organization must find the right employees to this process, as the passage requires real leadership skills from the employees.The fourth level is an important shift in the leadership pipeline model since the skills start shifting from being able to manage to being able to lead. The passage is not just about being able to think strategically and improving your ability to allocate time and resources. The step to becoming a business manager requires deeper understanding of functionality and its influence to profits.The develop ment focus should turn to improving the manager’s ability to work, inspire and control different teams. The manager must become skilled at understanding how different people operate and improve his or her abilities to understand employees at an emotional level. The ability to understand emotional intelligence should be at the heart of the development process. Furthermore, the focus should not be just on the ability to manage different people, the business manager must also understand how different functions operate together.The emphasis must be on the strategic trade-off between future goals and the present needs of the organization. The manager can’t just ensure things are working smoothly, but he or she must be able to meet the financial requirements and needs. This means understanding how current functionality will influence the profits in the future.Instead of allocating time and resources, the business manager will spend most of his or her time reflecting and analyzing the past, present and future performance. According to Charan, Drotter and Noel, the fourth passage can lead to problems in the leadership pipeline model. For the passage to work appropriately,“business managers must learn to trust, accept advice, and receive feedback from all functional managers, even though they may never have experienced these functions personally.”Step 5: Business manager to group managerThe shift from a business manager to a group manager is the most evident in the value they are able to put on different businesses. While a business manager will continue to focus on his or her team’s achievements, a group manager takes satisfaction from the success of others. The passage is about discovering those people who are able to support and encourage other managers to excel, instead of focusing on being perfect themselves.The passage requires the development of the four skills. First, the emphasis should be on evaluation skills and devising strategy, which appropriate ly focuses on capital allocation and deployment. This is about the ability to analyze and identify the right data, as well as the application of the right corporate strategies in any given situation.The second skill involves the development of other managers. Although mentoring is important in all the previous passages, the ability to identify and support the right talent becomes crucial at this part of the pipeline model. For the third skill, the group manager must be able to start looking at the broader business needs, in terms of expanding and growing the operational aspects of the business.A group manager must be able to consider new ventures and the discarding of old operations if they aren’t supporting the profits of the organization. Finally, group managers must become better at self-actualization. According to Charan, Drotter and Noel, leadership becomes a holistic practice at this point. The holistic leader has to “evolve their perspective to the point that they see iss ues in the broadest possible terms”.Step 6: Group manager to enterprise managerFinally, the leadership pipeline model reaches the final passage, which sees group managers become enterprise managers. The emphasis at this point becomes almost solely value- rather than skill-based. The leader’s abilities should already have been proven in terms of the technical abilities.From now on, the leader must be able to highlight the values behind their leadership strategy and success. The role of an enterprise manager becomes more about the long-term vision, although there is still some need for maintaining the short-term functionality. Above all, the final passage leaders have to become outward looking in their approach to leadership.The development of the final stage leaders must emphasize visionary rather than strategic thinking. At this level, leaders must be able to think big and see the road ahead, even when it hasn’t been made yet. The leader has to learn to focus on the whole, ins tead of the individual pieces that make up the organization. Micromanagement is not something an enterprise manager should be concerned with.Since the leader in the final passage will be in charge of the whole organization, the ability to inspire and motivate are crucial. The leader has to be able to communicate the vision clearly; otherwise, the pipeline will start clogging up. THE ADVANTAGES OF USING THE MODELApplying a leadership pipeline model to an organization can provide a number of benefits. These advantages can be divided into two major groups: improvements in operational efficiency and improvements in employee skills and capabilities. Both benefits with their detailed advantages are examined in the below chart:Improvements in operational efficiencyImprovements in employee skills and capabilitiesThe leadership pipeline model facilitates the selection process of the organization and its succession planning. This will boost the overall leadership development process, ensuring the organization has enough in-house talent.The process also provides the HR department with a better understanding of the current leadership situation. The department will have better knowledge of the current, as well as the future, level of leadership skills in different stages of the organization, which allows for better planning in terms of staffing. The department doesn’t have to resort to additional training or hiring based on previous qualifications, but based on objective examination of the skills. Overall, the department will enjoy from the ability to better respond to staffing changes.The ability to move people to higher leadership positions in-house, with a correct understanding of talents, will enhance operational efficiency. The staff is already equipped with enough information about leadership, but also the organization and therefore, the transition is smoother.The skills required for each level are clearly defined, guaranteeing the process for replacing talent wonâ €™t take long, as the needs have already been clearly defined.The leadership pipeline model is effective in empowering the organizations employees and transforming their skillset to new heights. The model creates a transform where employees have a clear career path available to them, which can be a powerful motivation in terms of productivity, but also skill development.The framework creates a system, which allows the employee to identify their specific capabilities, enhancing and nurturing their unique talent. This will ensure the employee will find him- or herself in positions that are most suited for him or her. This not only puts the right employees in the right jobs (boosting operational effectiveness), but also guarantees the person feel satisfied in the position. The selection to leadership positions is based on skills, not position currently held. Therefore, it provides everyone with the same opportunity to move upwards.The model generates a system where people go after thei r individual career goals with speed. As mentioned above, the framework guarantees a path to move forwards, within an organization they enjoy working in. Overall, it can reduce a risk of people switching organizations because they already have opportunities to grow and develop further.Overall, the big takeaway from having a leadership pipeline model implemented it’s the fact that the above benefits are not just for the organisation or the employee. As the chart shows, both parties can benefit from the framework, ensuring that the system is a win-win for everyone.THE BUILDING BLOCKS OF SUCCESSFUL LEADERSHIP PIPELINEDespite the benefits listed above, leadership succession remains a cause of concern for a number of organizations. DDI’s Global Leadership Forecast from 2011 showed how only 38% of participating leaders said the quality of leadership within their organization is either very good or excellent.More importantly, only 18% of HR professionals in the same survey felt the org anizations have a strong bench to respond to future needs. In order to make the most of the leadership pipeline model, organizations must also focus on the following four elements. A simple system with buy-in from the senior leadership teamThe focus should be on creating a clear and simple pipeline framework. The more complex the program, the more it risks failing at some point. If the organization is able to reduce the bureaucracy required to run the system, then it ensures the system is based on clarity and effectiveness. One way to remove complexity from the system is by narrowing its focus.The processes used must be focused on the actual objectives and the needs of the organization. There’s no reason to add broadness by creating a far-reaching process when there is no need for it. The scope is at its best when it doesn’t focus on every person within the organization, but narrows the effort down towards a few key players.Furthermore, it’s important to ensure the system is f lexible enough to respond the changing needs within the organization. Organizations can grow, reduce or change objectives and the leadership pipeline model has to be flexible enough to respond to these changes without much trouble.At any stage of the process, the evaluation and implementation of the model shouldn’t be on a single person’s shoulders. The model won’t achieve its objectives if there is only a single leader making all the shots. Although the detailed activities will be best dealt with by the specific management teams, depending on the level of the model, overall, the leadership pipeline model requires a buy-in from the senior level.By having the whole organization and especially the executive behind the model, the success of the program is more guaranteed. It creates a more cohesive and supportive environment for the program to work. Cohesion in implementation is not the only benefit of executive buy-in, as organization-wide focus ensures coaching is more varied t hroughout the organization.You don’t want to end up in a situation where each management level only has one suitable mentor, inspiring the next generation of leaders, but you need a number of different leaders supporting the upcoming talent. The more you can gather up in-house involvement, the better the results will be. It is possible to provide outside consultancy with a leadership pipeline model, but you want to aim to have a situation where a large part of the development process can be dealt with people working in the organization.Focus on developmentOnce you’ve identified the talent, you want to nurture and you’ve created a flexible and non-complex process in place, your attention must be on development. The most important part of a leadership pipeline model is development at each stage of the managerial hierarchy.This means that the nurturing of the high-level executive should not be any better than the lower level development. Leadership starts from the bottom and ther efore, you need to ensure each of the six steps outlined above is working to its full potential.The key thing to understand is how development never ends, even when the leader assumes his or her position. Development and engagement matters in the workplace, as it creates a more motivated workplace. One recent survey highlighted how employees with properly engaged managers are 59% more likely to stay motivated themselves.A leadership pipeline model must emphasize the importance of continued learning among leaders, people participating in the program and other employees as well. Therefore, you need to provide enough resources and tools at all stages to ensure skills and qualities are adequately improved and enhance.Another important point to understand about developing leadership is how the organization must have a mixture of internal and external talent. By just focusing on in-house training, you can miss fresh perspective on how the organization should operate. Therefore, the implem entation of a leadership pipeline model should not mean you stop the recruitment process altogether.You definitely want to ensure the organization is adequately recruiting fresh, graduate-level talent. This can help you better understand and identify the current skill level and get new perspectives regarding the future talent. By focusing on graduates, you are able to adjust your leadership pipeline requirements further.Assess and identify potentialLeadership positions aren’t for everyone and you shouldn’t expect people to want to climb up the career ladder. It’s important to ensure you continue to assess and to identify the potential, within and outside of your company. The aim is to ensure the most qualified people are participating in your leadership pipeline and the positions are filled with talented and motivated people.As mentioned above, don’t rely solely on your in-house pipeline, but add an element of recruitment to your leadership pipeline model. Furthermore, spend enough time identifying the right people within your organization as well. Continuous leadership monitoring and talent assessment at all levels of the organization are crucial for guaranteeing success.The most important part of the assessment is naturally the identification of the qualities and skills you require. If you aren’t aware of the skills the organizations needs to reach its objectives, then it will be difficult to ensure you are prepared correctly for leadership. There are plenty of characteristics associated with leadership and these should be at the centre of your pipeline program. But furthermore, you also need to identify the company objectives and the specific skills leaders would need to achieve these.Once you’ve established the norms you need, you can start screening for potential talent. The monitoring system should be a combination of assessment by the managers, but also a level of self-monitoring. If the people are able to focus on analyzing their own talent and abilities, they might be more able to recognize the potential they have or don’t have. This means that people, who are not suitable for specific positions, might rule it out themselves and make the succession planning process easier.Finally, to properly associate the talent within the workforce, you want the employees to experience a number of different roles. Therefore, an element of job change can boost leadership pipeline.Keep succession planning transparentFinally, for achieving the best results with the leadership pipeline model, you need to emphasize transparency. The process should be based on honesty and people should be on top of what’s going on. You don’t want to create a system where leadership decisions and succession planning are done in secret, without the understanding and input of the employees.The organization will benefit if employees are told what the leadership options and chances are. You don’t want the organization to create a system where secret d eals are made or the selection criteria changes from one moment to another.Therefore, ensure the leadership pipeline model process is explained and employees have the option to learn more about it. You also need to set forward clear guidelines for participation and succession. You need employees to know how they can improve their chances of being part of the model and the skills that are required for them to move forward within the organization.Each leadership position should have a clear set of selection criteria and the process for hiring people to leadership position should be clearly explained. If you do make chances to the selection criteria, the reasoning behind it should be explained thoroughly to ensure employees don’t find the changes unfair. By focusing on transparency, you ensure employees remain motivated and behave in a transparent manner.Part of the model is built around self-monitoring and therefore, you want to create an environment where employees feel the best op tion is to provide honest data and assessment of their capabilities rather than to lie about their qualifications.FINAL THOUGHTSLeadership pipeline model is a comprehensive way of ensuring leadership is developed and cherished across the organization. The model understands one of the main building blocks of leadership, which is how the development of great leaders begins early. The framework ensures that companies are not focusing on the qualities and skills after it’s too late, but to provide the most talented employees the opportunities to move forward in their careers right from the start.The model also recognizes the shifts managers have to go through from becoming leaders: learning to move beyond the technical skills and implement proper strategies and value-based decisions. The benefits of implementing a leadership pipeline model can be the difference between successful and failing companies.

Double Standards and Stereotypes in The Wife of Bath Essay

In the 14th century Geoffrey Chaucer wrote The Canterbury Tales, which included a progressive view of womens concerns in The Wife of Bath. During a time when women were still considered chattel existing almost exclusively to produce heirs, Chaucer takes a stand on issues affecting women that were not commonly given consideration. Writing in the first person, Chaucer is able to describe life from the viewpoint of a woman. Through this style, Chaucer addresses subject matter that would have been too candid for a female writer during his time period. By writing The Wife of Bath in a satirical way, Chaucer points out issues facing women regarding double standards, the validity of female desire, and the economic necessity of women to†¦show more content†¦This is a specific double standard because people tend to raise their eyebrows at a woman who does not choose to stay a widow indefinitely. This idea is relevant to the present day reader because it is a hypocrisy that still exists. When a husband loses a wife and is quick to remarry, it is often understood that men move on faster than women after losing a spouse. When a woman loses a spouse there is unstated societal norm that prevents a woman from dating too soon, let alone to think about marriage. Although Alison makes it known that she has married for economic privilege, she also acknowledges that her sexual desire is relevant to marriage. She makes an argument that there is no commandment regarding virginity and that everyone knows counseling is not commandment (185, line 67). While it pleases some to be pure, body and soul Alison doesnt have this issue. Because it is not a commandment to remain a virgin and she doesnt have the issue of guilt regarding sex, she feels that it is her right to enjoy it. Using humor, Chaucer has Alison point out that genitals were not made merely for purgation of urine either and that she will make use of the abilities that God gave her for satisfaction (187, lines 119-120). She believes that it is her right to have physical pleasure, asserting, In marriage Ill use my equipment asShow MoreRelatedThroughout History, It Has Generally Been Accepted That1327 Words   |  6 PagesThroughout history, it has generally been accepted that women ar e of a lesser standard than that of their male counterparts. There has always been an opposition to this theory that believes that the reverse is true, or at the very least, that the sexes are equal. While some authors place women within their works solely as a filler character, or as support of their male lead, there are some that have written with the intent of the females offering a distinctive viewpoint than that of what the readersRead MoreThe Wife Of Bath s Prologue By Geoffrey Chaucer1324 Words   |  6 PagesThroughout history, it has generally been believed that women are of a lesser standard than that of their male counterparts. There has always been an opposition to this theory that believes that the reverse is true, or at the very least, that the sexes are equal. While some authors place women within their works solely as a filler character, or as support of their male lead, there are some that have written with the intent of the females offering a distinctive viewpoint than that of what the readersRead MoreThe s Groom Service By Michael Dorris1350 Words   |  6 PagesSpecifically in terms of providing not only the basic necessities of life, but also providing a sense of identity through allowing the bride to add the groom’s last name as her own. As it would show the rest of the community that her status is of a wife to the groom’s lineage, hence it would provide her with more regard in society. Due to the customary patrilineal family structure, men are perceived to be the only way for a family’s lineage to continue on further to the succeeding generations. ThisRead MoreFeminization Of Poverty And Gender Roles Essay1190 Words   |  5 Pageseffort would be bigger. According to the theory of social roles, gender stereotypes arise as a consequence of the existence of gender roles - social expectations, prescribing a person a certain behavior depending on his gender. In other words, watching how representatives of different genders deal with different things, people conclude that they are fundamentally different from each other. At the same time, gender stereotypes are the mechanism for maintaining gender roles: beliefs about the uniqueRead MoreFilm Analysis Of The Help 1474 Words   |  6 PagesI wish you d just go us the bathroom HILLY Ah-hem. I m fine. Missus Walters shouts out from the sofa. MISSUS WALTERS She s upset cause the nigra uses the guest bath, and so do we. Elizabeth turns to Aibileen. ELIZABETH Aibileen, go check on Mae Mobley. Aibileen disappears. Elizabeth leans into Hilly. ELIZABETH (CONT D) Read MoreCharacter Analysis of Helga Crane in Nella Larsen ´s Quicksand2961 Words   |  12 Pagesonly to produce change within the race, but also to combat white stereotypes that caused discrimination against black people. Thus, described as primitive and promiscuous since slavery, black women hid their sexuality under socially accepted behavior. But, as Evelyn Brooks Higginbotham refers to it, this politics of respectability had profound consequences. The politics of respectability shifted the blame for racist stereotypes from whites to blacks. Instead of stopping whites from unfairly labelingRead MoreAtonement -Female Disempowerment2579 Words   |  11 Pagesher son’s future but on her daughters’ despite the significant age gap. However Brionys overpowering narration holds a strong opinion about her brothers antics: guide him away from his careless succession of girlfriends, towards the right form of wife. Her view here almost obliterates all other views of Leon as we are not given an insight into his psyche as we are the other characters in the novel. This is interesting as we are given a fairly empowered external image of him, except for thisRead MoreGung Ho Movie Analysis9681 Words   |  39 Pagesbeen possible, in the movie, for the two nations to collaborate by building a third culture. Prior to starting of our theoretical, we have to stress the fact that this film was realized by an American director. Indeed, the film is made of numerous stereotypes and adopts a clear American interpretation of the reality. Therefore, it is important to highlight the fact that we tried to be the more objective as possible taking this fact into account. In other words, we interpreted a prior interpretation.Read MoreFor Against by L.G. Alexander31987 Words   |  128 Pagesmember of the family dares to open his mouth during a programme, he is quickly silenced. Whole generations are growing up ad dicted to the telly. Food is left uneaten, homework undone and sleep is lost. The telly is a universal pacifier. It is now standard practice for mother to keep the children quiet by putting them in the living-room and turning on the set. It doesn t matter that the children will watch rubbishy commercials or spectacles of sadism and violence - so long as they are quiet. ThereRead MoreLogical Reasoning189930 Words   |  760 Pagesabout logical reasoning has been enjoyable for me, but special thanks go to my children, Joshua, 8, and Justine, 3, for comic relief during the months of writing. This book is dedicated to them. For the 2012 edition: This book is dedicated to my wife Hellan whose good advice has improved the book in many ways. vi Table of Contents Preface.....................................................................................................................................................

Field Teaching Work Sample- Individual Report - 3234 Words

University of Trinidad and Tobago School for Studies in Learning, Cognition and Education EDFN305B: Engaging in Classroom Practice Name: Vimala Ramoutar ID#: 109002467 Due Date: 15th February 2011 Instructor: Mrs. Zita Wright amp; Mrs. Marlene Thomas Name: Vimala Ramoutar ID#: 109002467 Assignment 3: First Week Field-Teaching Report Table of Contents Purpose of Report 4 Brief Background on School and Class 5-6 Observation Component†¦show more content†¦The nature of the students’ involved are also considered. Teachers are able to walk around the room without the students having to move their desks. Students seated in the center or front of the classroom tend to interact more frequently with the teacher and the number of behavioral problems tend to increase as the students sit farther from the teacher. Also, students in the back and corners of the room are more likely to be off task than those close to the front or to the teacher’s desk. The main seating arrangement used at this centre is the semi- circle, however the arrangement depends on the situation of the class and teacher. Displaying childrens work lets them know you value it and them. Documenting the process of student work benefits children, engages parents, and guides teachers. At the Valsayn Government Early Childhood Care and Education Centre, children’s work is displayed in every centre and also on the bulletin board. Children enjoy looking at documentation about their previous as well as present experiences in the classroom. The children enjoyed art and craft. They seem to become fixated when they were drawing, painting, cutting, pasting and working through activities. The children loved working with their hands. The sense of joy that they experienced during the participation of arts and crafts is anShow MoreRelatedEarly Childhood Field Teachers Do Not Use The Traditional A Standard Grading System819 Words   |  4 PagesIn the early childhood field teachers do not use the traditional A to F grading system to provide a valid measure of where the students are at. When meeting with parent about the progress of their student educational progress, teachers provide work samples from a portfolio. Within the portfolio there are pictures of the student completing projects and participating in classroom activities, weekly writing samples, several self-portraits drawn throughout the year, formal assessments done on mathematicalRead MoreEvaluating The Perceptions Of Those Veteran Teachers Affected By High Stakes T esting1689 Words   |  7 Pageshigh-stakes testing because it demonstrates the shared lived experiences of a particular segment of the population. With that, it proves that experience is a conscious process and shows a development of a consensus of ideas from a particular group of individuals. Furthermore, there is a great desire to acquire a better understanding of the phenomena. As a result, interviews will be conducted to determine the perceptions of veteran teachers that have been affected by the event of high-stakes testing. ResearchRead MoreRelationship Between Individual Wage And Job Satisfaction Essay1038 Words   |  5 PagesThe relationship between individual wage and job satisfaction was examined. A Pearson Product Moment correlation was calculated, and the results indicated non-significant relationship between individual wage and job satisfaction. Both variables were continuous and interval/ratio. Table 4 illustrates the findings of the wage and the Job Satisfaction correlation. As can be seen in Table 4, no statistically significant correlations were found between individual wage and job satisfaction. (r = .088,Read MoreSimulation Of Nursing Education : A Literature Review1712 Words   |  7 PagesTeachers are champions of learning. They work endlessly to push students to succeed and grow. They teach them to be better readers, writers, mathematicians, scientist, historians and artists. Teachers are constantly evaluating what they can do to help their students learn and to achieve personal go als, life goals, and become productive members of society. However, not all learners have the same learning style and not all teachers have the same teaching methods. Learning styles are the resultRead MorePublic Health Advisor Essay949 Words   |  4 Pageshealth education programs that help individuals, families, and their communities maximize and maintain healthy lifestyles; †¢ Collect and analyze data to identify community needs prior to planning; implementing, monitoring, and evaluating programs designed to encourage healthy lifestyles, policies, and environments; †¢ Serve as a resource to assist individuals, other healthcare workers, or the community; and administer fiscal resources for health education programs; †¢ Work in various programs, such as communicable/Read MoreThe Relationship Between Individual Wage And Job Satisfaction Essay1190 Words   |  5 Pagesexamine the relationship between individual wage and Job Satisfaction. The ECJSS is a standardized survey instrument that measures the perceived job satisfaction on five facets of the scale among early childcare staff (Appendix A). 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By collaborating with our Belize community partnersRead MoreCommunity Violence : Schools And Teachers Challenges, Strategies And Support Needs790 Words   |  4 PagesProblem/Issue: Community violence in schools/ Teachers’ challenges, strategies and support needs. Violence in urban communities is a major problem in most urban schools, and has become a major health problem to students and teachers. Teachers who work in high crime environments are prone to assult exposure, shootings, conflicts involving gangs and drugs. Students attending such schools are faced with behaviors such as fightings, shooting, rape, bullying and weapons brought on school properties.Read MoreThe Effects Of Mindfulness Interventions On Health Care P rofessionals And College Level Students1543 Words   |  7 Pagesfor these individuals to engage in self-care techniques to reduce stress, which in turn could increase emotional health, physical health and life satisfaction. 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The Variable Free Essays

Trustworthy direct relapse, we anticipate scores on one variable from the rankings on a second variable. The variable we’re looking ahead to is known as the rule of thumb variable and is alluded to as y. The variable we’re constructing our assume with respect to is referred to as the indicator variable and is alluded to as x. We will write a custom essay sample on The Variable or any similar topic only for you Order Now At the factor while there is only a unmarried indicator variable, the discern method is referred to as fundamental relapse. In trustworthy direct relapse, the challenge of this vicinity, the expectations of y while plotted as a element of x frame a straight line.( hand, d.j. (1994weisberg illuminates that the trustworthy direct relapse display is spoken to this manner: Y = ?0 +?1 + ?, by means of numerical tradition, the 2 variable that are engaged with a fundamental direct relapse investigation are assign x and y. The condition that portrays how y is diagnosed with x is known as the relapse display. The direct relapse show moreover carries a mistake term this is spoken to by ?, or the greek letter epsilon. The blunder term is applied to symbolize the fluctuation in y that can’t be clarified via the instantly connection amongst x and y .(sanford weisberbeg (2005) however weisberbeg moreover indicates that †there likewise parameters that talk to the population being computed. These parameters of the model which are spoken to through (?Zero+?1x). The trustworthy direct relapse circumstance is spoken to this manner: ?(y) = (?Zero +?1 x). The truthful direct relapse condition is charted as a instantly line. (?0 is the y catch of the relapse line. ?1 is the slant. E(y)is the mean or expected estimation of y for a given estimation of x.† (sanford weisberbeg (2005)scholotzhauer notices â€Å"That a relapse line can display a nice direct relationship, a terrible directly courting, or no relationship. On the off threat that the charted line in a primary directly relapse is degree (not willing), there may be no connection among the 2 factors. In the occasion that the relapse line inclines upward with the lower cease of the line on the y capture (pivot) of the chart, and the higher give up of line expanding upward into the diagram field, a ways from the x block (hub) a high-quality instantly dating exists. In the event that the relapse line slants descending with the top cease of the road on the y block (hub) of the chart, and the decrease end of line broadening descending into the diagram area, across the x capture (pivot) a bad direct dating exists †.(sandra d schlotzhaur 2009) employments of simple directly relapse but moore and mccabe said that basic directly relapse a solitary self sustaining variable is applied to compute the estimation of a needy variable. Once we’ve ?Tted a version, we can put it to use to make expectancies – e.g. To anticipate the gas usage same to an out of doors temperature of 6deg c, or the drop in fuel utilization equal to a 5deg c increment in temperature. Degree of progress in a needy variable that outcomes from changes inside the free factors may be applied to gauge elasticises, degrees of profitability in human capital.( moore, d.s. What’s extra, mccabe, g.p. 2004). try and determine motives for wonders. prediction and determining of gives, financial development. guide or nullify speculative model. alter and enhance speculative models and clarifications of wonders. Significance’s of simple linear regression show as per mendenhall and sincich basic direct relapse is large since it has been connected in severa natural, behavioral, ecological and sociologies. With its ability to make clear doable connections between recognized elements, it has helped the fields of the examine of disorder transmission, fund, monetary factors and pattern line in analyzing noteworthy data that ends up being of quintessence inside the distinguished fields. All the more as a consequence, honest direct relapse is noteworthy due to the fact that it offers a concept of what requirements to unsurprising, in particular in controlling and coping with capacities required on some orders. (mendenhall, w., and sincich, t. 1992).the regression modelmr mcintyre clarified that simple linear regression presents a way to version a instantly line courting between variables. In conventional (or asymmetric) regression one variable y is called the reaction or structured variable, and the opposite x is known as the explanatory or independent variable. That is a difference to correlation wherein there is no distinction among y and x in phrases of that is an explanatory variable and which a reaction variable. The regression model is given by: Y = ?+ ? X + ? In which ? Is the y intercept (the cost of y wherein x = 0), ? Is the slope of the road, and ? Is a random errors term. It is able to also receive as: Y = ?Zero + ?1x + ? Wherein ?Zero is the y intercept, ?1 is the slope of the road, and ? Is a random errors term. (mcintyre, l. 1994). However mcintyre â€Å"The traditional regression version, values of x-variable are assumed to be fixed via the experimenter. The model is still legitimate if x is random (as is more commonly the case), however simplest if x is measured with out error. If there’s sizeable measurement mistakes on x, and the values of the predicted parameters are of interest, then mistakes in variables regression have to be used. Errors on the reaction variable are assumed to be independent and identically and typically dispensed.the parameters of the regression model are envisioned from the data the usage of normal least squares. B= (cov(x,y))/(var(x))= (?(xy)-(?X)(?Y)/n )/(?X2 – (?X)2/n ) in which b is the estimate of the slope coefficient (? ), x and y are the man or woman observations, x ?And y ?Are the way of x and y, n is the wide variety of bivariate observations. A= y ?+x ?Bin which a is the estimate of the y intercept (? ) (the cost of y where x=zero). There are several approaches the significance of a regression can be examined. Offering errors are typically and identically disbursed, a parametric test can be used. Analysis of variance is often the favored method, even though one can also use a t-test to test whether the slope is substantially unique from zero. If errors are not commonly and identically allotted, then a randomization check need to be used. The usage of evaluation of variance (anova), the full sums of squares of the response variable (y) is partitioned into the variant explained through the regression and the unexplained error variant. The mistake sums of squares are obtained by means of subtracting the regression sums of squares from the entire sums of squares.sst = ?Y2 ? (?Y)2/n ssr =([ ?Xy-((?X)(?Y) )/n])/(?X2 – (?X)2/n) sse = sst ? Ssrwhere: Ssl is the full sums of squares, or ?(y ? )2, ssr is the sums of squares explained by using the regression, or ?( ? )2, sse is the unexplained errors, or ?(y? )2 is the expected (expected) cost of y for each fee of x, xij and yij are the person observed values, and are the means of x and y, n is the range of replicates in each treatment and n is the overall variety of observations.suggest squares are acquired by dividing sums of squares through their respective degrees of freedom. The significance check is accomplished by means of dividing the mean square regression by means of the suggest square errors. Under a null speculation of a zero slope this f-ratio might be disbursed as f with 1 and n ? 2 tiers of freedom.† (mcintyre, l. 1994). How to cite The Variable, Papers

Operations Management Phil Garage Limited

Question: Discuss about the Operations Management for Phil Garage Limited. Answer: Introduction Operations management has been recognized as a significant factor in the success of a company. Chandes and Pache, (2010, p. 232) argue that the modern business world requires effective administration of business operations so as to create the highest productivity possible within an organization. Various organizations in diverse business sectors have one similarity of converting resources into usable products as demanded by both the existing and potential customers. According to Seuring, (2013, p. 1513), for a firm to remain competitive in the business environment, the management must frequently design and control the production processes as well as redesign business operations so as to meet consumer needs. While operations management is critical, it remains a challenging task because the solutions the solutions found by the management need to be applied responsibly within the business environment. The purpose of this report to identify the critical issues and challenges facing operat ions management in Phil's Garage. Further, the report will give recommendations to the company's management on what steps should be taken so as to address these challenges facing Phil's Garage in the service sector. Background and Purpose of Phils Garage Phils Garage, a discount muffler-style garage is owned by Phil Greene and was incorporated in the year 2013. The company is based in the United Kingdom. Phils Garage undertakes the operations of servicing brakes, mufflers, and shock absorbers and manages one bay in the garage for each of their three services. The sales department works directly with the company's key customers as well as generating material requests and sending them to the procurement department who get in touch with the suppliers for the garage to receive the three mentioned tools. The director, Phil Greene has contracted a quality improvement consultant, Oscar Smith, to help him better understand the parking operations and improve its productivity. Effecting this process, Oscar uses the one on one interview method to generate an excellent relationship map for the activities of the garage to its customers. Organization Structure Binder and Edwards, (2010, p. 232) postulates that organizational structure dictates task allocation, coordination, and supervision of corporate activities towards achievement of the set objectives. First and foremost, Phil's Garage is owned by one director, Phil Greene who oversees all the operations of the industry. The relationship map drawn by Oscar shows that the three parts of the company, namely: Brakes bay, Muffler bay, and Shock absorber bay operate together in unison and in one direction towards improving the company's profitability. Every department acts as a supplier since they produce goods and services to the customers. On the other side, every functional role in the organization serves as a client since they receive inputs of production from an outside player. Phil's Garages customers are transport vehicles who always purchase motor spare parts from the company. The relationship between the enterprise, its customers, and suppliers is not at its best, and this calls for a remedial action with immediate effect. Organization Strategies The current motor service sector is highly competitive; this requires every company in the business environment to come up with unique policies that can enable the achievement of long-term goals (Krajewski et al., 2013, p. 66). The three departments of Phils Garage company should be involved in the establishment of the companys strategies. Currently, Phil's Garage strategy of improving profitability is contracting a quality improvement consultant who will assist the company's director in understanding what steps should be undertaken to realize this goal. Further, as per Chandes and Pache, (2010, p. 325), the company should carry out a thorough market survey to understand what type of vehicles are being used in high rate in the market so as to offer such services at greater heights than any other services. Furthermore, Phil's Garage has the sales department whose role is communicating with the existing customers to know their demands. However, the director should make it mandatory for the sales team even to seek for the potential client's opinions so as to win a broad range of the market base. Products and Services The core business of every company is the provision of the right goods and services to the customers (Abhyanker, 2014, p. 867). Phil's Garage has diverted its operations and offers three main products and services which are functioning brakes, mufflers, and shock absorbers for the customers. According to the interview between Phil and Oscar, the sales team presents the final bill and collections of payments from the customers. Providing these services remains a critical role for the company, and this depends on the reliability of suppliers of the spare parts to the enterprise. As seen in the flow chart drawn immediately after the interview, the flow of job orders follows from the sales to the three bays, but there is no link back to the sales. As per Ciegis et al., (2015, p. 100), failure of having a connection between the sales team and the three service sectors hinders Phil's Garage from generating high profits, and this should get corrected with immediate effect. Production System and Job Design According to Subramanian and Ramanathan, (2012, p. 220), business enterprises that have well-developed output and employment systems realize their goals more efficiently than those with poorly designed internal control systems. Phil's Garage has a poor job design since there is only one director with even no secretary. The production system of the company values the customers and suppliers as the only key stakeholders. From the relationship map, the sales team is in direct link with the purchasing department who act as an intermediary for the company to reach the suppliers of raw materials. According to Walter and James, (2011, p. 988), the existence of middlemen in the company's production system reduces its effectiveness which in turn lowers the profitability levels of the enterprise. Further, the presence of one director who still acts as the overall manager of all the company's operations creates doubt on whether the industry operates optimally. The director should employ more pe rsonnel and establish a sound job design that clearly outlines the roles of every employee in the Garage's operations. Process Measurement and Analysis Implementation of a simplified process capability enables an enterprise to plan what needs to be done at the organization level so as to improve profitability. It is necessary for the management of a company to measure the input and output of itself as well as those of other key stakeholders (Walter and James, 2011, p. 994). For Phils Garage, the critical connections and interfaces include the external linkages between the Garage, its customers, and suppliers. However, the interfaces should get based on the internal operations basically between each major function within the company, such as the bays and the sales, or the sales and purchasing. Implementation of measurement policies that necessitate the establishment of internal interfaces will assist Phil's Garage ensure a smooth flow of activities directly from one department to the other and thus realize more profits. Aggregate Planning, Inventory Management Systems, and Procedures Inventory management plays a very significant role by enabling business managers to keep accurate records of stock in and stock out, and this helps them determine whether the company has enough inventory to meet the market demand. However, Gunasekaran and Ngai (2012, p. 690) argues that there is a need to establish sound procedures and plan for the inventory efficiently so as to avoid inefficiencies. Phil's Garage always require inventory from the suppliers so as to meet the market demand for motor spare parts in the respective bays. The fact that the company is run by a single director calls for an immediate action to get taken so as to assist in effective aggregate planning and to lay of reasonable procedures for managing stock. The primary inputs for Phil's Garage are work orders, purchase orders, materials, equipment requests, brake work complete, and shock absorber work complete. Keeping accurate records for all these utilities requires active planning of different departments f or the organization. Locational Decisions for Facilities and Operations Decision making helps companies solve various problems that face their business operations. The three primary services of Phil's Garage Limited requires the management to make right choices on how to acquire the raw materials and facilities necessary to meet the client's needs. In the shock absorber Bay, the company should buy high quality and durable shock absorbers so that they establish a healthy relationship with the customers. For the brakes Bay, the procurement team should ensure that all orders tabled to the suppliers clearly define the qualities of the brakes to get offered, different varieties, and ensure that they correlate with the market demand as seen in the structure. According to Ciegis et al., (2015, p. 99), achieving high profits requires a company be sensitive to the needs, complaints, and requests from the clients. Therefore, the company should closely monitor the facilities needed to improve effectiveness in the brake bay, muffler bay, and shock absorber bay. Sustainability and Pollution Control Programs According to Abhyanker, (2014, p. 867), every business seeks to firmly position itself in the business environment by ensuring a sustainable development that meets its present needs without compromising the social life of those surrounding itself. The operations of Phil's Garage are regulated by law, and this hinders the company from carrying out its service operations optimally. Being a business that operates under the motor service industry, the company pollutes the environment, and this is against the corporate social responsibility requirements of business by the law. The release of smoke leads to air pollution which is dangerous to both human and animal health. Currently, Phil's Garage has no program initiated to limit the effect of contamination on the environment something which potentially damages its reputation to the public as well as making the government ti impose high taxes on its operations. The company should, therefore, obtain intellectual property rights that allow t hem to pollute the environment to an individual level as well as coming up with proper waste disposal mechanisms (Binder and Edwards, (2010, p. 255). Conclusion The current competitive business environment requires organizations to align their operations towards the same direction. Achieving profitability needs proper planning, processes measurement and establishment of a suitable production system in a company's attempt to produce goods and services. The service sector necessitates the creation of effective organization structure and strategies so that the enterprise meets the set objectives. Recommendations Based on the arguments of the above report, Phil's Garage has to make numerous changes in its operations so as to compete efficiently and improve productivity in the motor service industry. The company should recruit secretaries whose role should be keeping the company's operations records. Also, the company should establish a strong link between the three functional parts, the sales team, and the purchasing departments so as to ensure a proper monitoring of its operations. Further, the company should establish policies of minimizing environmental pollution so as to ensure sustainable development in the business environment. References Abhyanker, R., 2014.Garage sales in a geo-spatial social network. U.S. Patent Application 14/174,867. Binder, M. and Edwards, J.S., 2010. Using grounded theory method for theory building in operations management research: A study on inter-firm relationship governance.International Journal of Operations Production Management,30(3), pp.232-259. Chandes, J., and Pach, G., 2010. Investigating humanitarian logistics issues: from operations management to strategic action.Journal of Manufacturing Technology Management,21(3), pp.320-340. Ciegis, R., Ramanauskiene, J. and Martinkus, B., 2015. The concept of sustainable development and its use for sustainability scenarios.Engineering Economics,62(2). Gunasekaran, A., Ngai, E. W. (2012). The future of operations management: an outlook and analysis.International Journal of Production Economics,135(2), 687-701. Krajewski, L.J., Ritzman, L.P. and Malhotra, M.K., 2013.Operations management: processes and supply chains. New York: Pearson. Seuring, S., 2013. A review of modeling approaches for sustainable supply chain management.Decision support systems,54(4), pp.1513-1520. Subramanian, N., and Ramanathan, R., 2012. A review of applications of Analytic Hierarchy Process in operations management.International Journal of Production Economics,138(2), pp.215-241. Walters, D. and James, P., 2011. What motivates employers to establish preventive management arrangements within supply chains?.Safety Science,49(7), pp.988-994.