Healthcare Business Organization Paper

Business Organization Paper Healthcare has drastically changed over the years in the United States. As our population is growing in size, a shortage of the number of health care professionals is also growing. Entrepreneurs have greatly benefited the world of health care by assisting with creating more jobs, producing products and services to assist and meet the growing needs of the population, and starting new business organizations to meet the needs of today’s economy. There are different forms of organizations and choosing the correct one is important, as it will affect the success or failure of the business.

Define the Different Forms of Business Organizations Sole proprietorships are an individually owned business where the individual is entitled to all of the profits and also responsible for all of its debts, liabilities, taxes, and claims that may be made toward the organization. Partnerships are businesses started by 2 or more individuals. In this form of business each individual is equally responsible for the liabilities, management, as well as entitled to a portion of the profits. With the different knowledge and skills each member brings to the business will increase the chance of success.

Corporations are created by law and owned by shareholders. Rather than actual property, the owners own stock or interest. Through selling stock the corporation can raise the capital o help with establishing business and increase financial gain. According to SCORE Associations (2003), limited liability companies are a “new and flexible business organization of one or more owners that offers the advantages of liability protection with the simplicity of a partnership, i. e. partners are not liable for business debts” (Para. 3).

Explain the Advantages of Each Form of Business Organization Sole proprietorships are the easiest to manage due to the nature of the business and it is also easy to close if needed. Partnership business’s benefit by having shared responsibility in managing the organization and raising funds would be easier with multiple partners in the business. In corporations, according to Naol (2011), the shareholders “can only be held accountable for their investment in stock of the company” (Para. 6). However when debt raises it can be paid through the sales of stock.

Some advantages associated with limited liability companies include creditors can not seize the owner’s personal property, there is no double taxation, and health insurance can be deducted from the income tax. Explain the Disadvantages of Each Form of Business Organization Sole proprietorships place the owner at risk if debts outweigh the profits due to personal property being at risk because of the owner being responsible for all debt and liabilities. This form of business may struggle with the type of employees it draws due to personal funds needed to start the business.

If the owner is not available to run the business it is at high risk of failing. In a partnership business because each owner is equally accountable for the liabilities each member will be held responsible for any negative actions by another partner. Because of diversity members may run into disagreements with the management or expenses of the business. According to Business Finance (2011), “The process of incorporation requires more time and money than other forms of organization” (Para. 3). Taxes may be higher for a corporation, and there are more strict regulations to follow. A corporation may also be sued.

Some disadvantages of a limited liability company are that owners are not allowed to have a wage and they must pay self-employment taxes. Define the Appropriate Form of Ownership for an Aggressive Entrepreneurial Firm According to Pullman (2011), the most appropriate form of ownership for an aggressive entrepreneurial firm would be a limited liability business. An entrepreneur who is willing to take risks in the process of being aggressive would be willing to even risk personal wealth and property, which would lead to greater success than entrepreneurs who were not as willing to take such risks.

Conclusion The main focus behind marketing and healthcare is business growth and financial gain, and the form of business used plays a critical role in the success or failure of the industry. Through knowledge of the various forms of business and their advantages and disadvantages will lead to the entrepreneur being able to make an informed choice of which business form will best meet their needs to produce a successful venture. References Business Finance. (2011). Types of Business Organizations – Corporations. Retrieved November 19, 2011, from http://www. businessfinance. om/books/startabusiness/StartABusinessWorkbook012. htm Naol, M. , A. (2011), Forming a Texas business corporation. Retrieved November 19, 2011, from http://www. nacollawfirmblog. com/business-transactions/forming-a-texas-business-corporation Pullman, J. (2011). How you structure a new entrepreneurial business matters. Retrieved November 19, 2011, from http://www. streetarticles. com/entrepreneurialism/how-you-structure-a-new-entrepreneurial-business-matters SCORE Association. (2003). Common forms of business organization. Retrieved November 19, 2011, from http://www. tulsascore. org/organization. html

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Financial Term Worksheet

Understanding health care financial terms is a prerequisite for both academic and professional success. This assignment is intended to ensure you understand some of the basic terms used in this course. Complete the worksheet below according to the following guidelines: In the space provided, write each term’s definition as used in health care management. You must define the term in your own words. In the space provided after each term’s definition, summarize a health care management scenario that illustrates the importance of the skill, concept, procedure, or tool to which the term refers. In the scenario, you may wish to consider the following:

Why is the skill, concept, procedure, or tool necessary for accurate record keeping, operational efficiency, excellent patient services, employee management, regulatory compliance, reducing costs, forecasting, and so forth? What successes are enabled by an adequate understanding or appropriate application of the skill, concept, procedure, or tool? What risks or failures are associated with an inadequate understanding or inappropriate application of the skill, concept, procedure, or tool?

Controlling, is when a manager detects a problem within the organization and takes the necessary steps to rectify the situation. An healthcare manager (HCM) would use controlling measures in a scenario such as: After, reading feedback about the nurses on the maternity ward. The HCM notice the same comment about the nurses and their bedside manner. The HCM rectified this issue by ordering all the nurses in the maternity ward to take sensitivity training and followed up on feedback to make sure no further actions needed.

Decision-making is when a manager utilize all the resources available to make an educated decision in the best interest of the company. A healthcare manager would use Decision-making measures in a scenario such as, after instructing the nurses to take sensitivity training. The HCM finds out the head nurses has disobedient orders and refused to take any such training. The HCM has to make a decision on how to deal with the head nurse without causing problems among the staff.

When organizing a manager uses allocate resources as they see fit. In order to serve/meet organization needs. In order to meet the health care organization plan on having 80% positive feedback, the HCM has to check the comment boards and box. Then organizing and using the allotted resources to how to obtain the organizational goals.

When planning a manager recognizing issues and prepared a course of action to rectify the issues. The HCM was planning a course of action against the head nurse for disobeying orders. The original records are the original a hard copy of the patient’s medical records. All medical centers must keep original hard copies of their patient’s Protected Health Information (PHI). If there is a system shutdown, the medical center will still have a copy of the patient’s PHI.

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Management Organizational Behavior

Table of contents

True or False

  1. The information-processing stages of the perceptual process are divided into information attention and selection, organization of information, information interpretation, and information retrieval.
  2. Selective screening lets in only a tiny portion of all of the information available.
  3. Controlled processing occurs when a person consciously decides what information to pay attention to and what information to ignore.
  4. Selective screening occurs only through conscious awareness.
  5. Schemas are cognitive frameworks that represent organized knowledge about a given concept or stimulus developed through experience.
  6. A self schema contains information about a person’s own appearance, behavior, and personality.
  7. Impersonal schemas refer to the way individuals divide others into categories, such as types or groups, in terms of similar perceived features.
  8. The term prototype, or stereotype, is often used to represent the categories formed by person schemas.
  9. A prototype, or stereotype, is an abstract set of features commonly associated with members of a particular category.
  10. A script schema is defined as a knowledge framework that describes the appropriate sequence of events in a given situation.
  11. A person-in-situation schema is defined as a knowledge framework that describes the appropriate sequence of events in a given situation.
  12. Script schemas combine schemas built around persons and events.
  13. Schemas rely heavily on automatic processing for freeing people up to use controlled processing as necessary.
  14. Once your attention has been drawn to certain stimuli and you have grouped or organized this information, the next stage in the perceptual process is to uncover the reasons behind these actions. This is known as interpretation.
  15. The perceptual process influences thoughts and feelings but not actions.
  16. The common perceptual distortions include stereotypes or prototypes, halo effects, selective perception, projection, contrast effects, and the self-fulfilling prophecy.
  17. Stereotypes, or prototypes, are useful ways of combining information in order to deal with information overload.
  18. Stereotypes obscure individual differences; that is, they can prevent managers from getting to know people as individuals and from accurately assessing their needs, preferences, and abilities.
  19. Both managers and employees need to be sensitive to stereotypes; they must also attempt to overcome them and recognize that an increasingly diverse workforce can be a truly competitive advantage.
  20. A halo effect occurs when one attribute of a person or situation is used to develop an overall impression of the individual or situation.
  21. Like stereotypes, halo effects are most likely to occur in the interpretation stage of the perceptual process.
  22. Halo effects are particularly important in the performance appraisal process because they can influence a manger’s evaluations of subordinates’ work performance.
  23. Selective perception is the tendency to single out those aspects of a situation, person, or object that are consistent with one’s own needs, values, or attitudes.
  24. The strongest impact of selective perception occurs during the organization stage of the perceptual process.
  25. Managers should be aware of selective perception and test whether or not situations, events, or individuals are being selectively perceived.
  26. Projection is the assignment of one’s personal attributes to other individuals.
  27. Projection is especially likely to occur in the retrieval stage of perception.
  28. When managers assume that the subordinates’ needs coincide with their own needs, the managers are committing the perceptual error of selective perception.
  29. Projection can be controlled through a high degree of self-awareness and empathy.
  30. A contrast effect occurs when an individual’s characteristics are compared with those of others who have been recently encountered and who rank higher or lower on the same characteristics.
  31. When a manager comparatively ranks all his/her subordinates on their oral communication skills, the contrast effect may creep in as a perceptual bias.
  32. A self-fulfilling prophecy is the tendency to create or find in another situation or individual that which you expected to find in the first place.
  33. Impression management is sometimes referred to as the “Pygmalion effect.”
  34. Self-fulfilling prophecies can have both positive and negative effects for a manager.
  35. The effects of the self-fulfilling prophecy argue strongly for managers to adopt negative and pessimistic approaches to people at work.
  36. To create positive self-fulfilling prophecies for employees, managers should spend more time helping subordinates learn job skills and provide more opportunities for subordinates to ask questions.
  37.  Impression management is a person’s systematic attempt to behave in ways that will create and maintain desired impressions in the eyes of others.
  38. First impressions are not particularly important in influencing how people respond to one another.
  39. Impression management is reflected in such activities as associating with the “right people,” doing favors to gain approval, and flattering others to favorably impress them.
  40. People seldom take credit for a favorable event or downplay the severity of a negative event when they are engaging in impression management.
  41. Apologizing for a negative event while seeking a pardon, agreeing with the opinions of others, and doing favors for others are seldom used in impression management.
  42. During the information interpretation stage of information processing, managers should be alert to balancing automatic and controlled information processing in order to address distortion management.
  43. In terms of distortion management, the various kinds of schemas and prototypes and stereotypes are particularly important at the information retrieval stage of information processing.
  44. In dealing with distortion management, managers need to be especially attuned to the impact of attribution on information that occurs in the interpretation stage of information processing.
  45. Throughout the entire perception process, managers should be sensitive to the information distortions caused by stereotypes and prototypes, halo effects, selective perception, projection, contrast effects, and the self-fulfilling prophecy.
  46. Assimilation theory is the attempt to understand the causes of a certain event, assess responsibility for outcomes of the event, and evaluate the personal qualities of the people involved in the event.
  47. Attribution theory aids in the process of perception interpretation by focusing on how people attempt to understand the causes of a certain event, assess responsibility for the outcomes of the event, and evaluate the personal qualities of the people involved in the event.
  48. In attribution theory, external causes are seen as outside a person’s control.
  49. According to attribution theory, internal causes are believed to be under an individual’s control.
  50. According to attribution theory, three factors influence whether an event is attributed to an internal cause or an external cause. These three factors are: distinctiveness, consensus, and aptitude.
  51. In the context of attribution theory, distinctiveness considers how consistent a person’s behavior is across different situations.
  52. If a person’s performance is poor regardless of the equipment he/she is using, the tendency is to attribute the person’s poor performance to internal causes; but if the person performs poorly only when using a specific piece of equipment, the tendency is to attribute the person’s poor performance to external causes.
  53. In the context of attribution theory, consistency takes into account how likely all those facing a similar situation are to respond in the same way.
  54. If everyone using the same equipment performs poorly, the tendency is to attribute any one person’s poor performance to internal causes; but if other people using the equipment perform well while one person performs poorly, the tendency is to attribute that individual’s poor performance to external causes.
  55. In the context of attribution theory, consensus concerns whether an individual responds the same way across time.
  56. If a person performs poorly in many different situations, the tendency is to attribute the person’s poor performance to external causes; but if the person performs poorly only occasionally, the tendency is to attribute the person’s poor performance to internal causes. 57. The fundamental attribution error is the tendency to underestimate the influence of situational factors and to overestimate the influence of personal factors in evaluating someone else’s behavior.
  57. A self-serving bias is the tendency to deny personal responsibility for performance problems but to accept personal responsibility for performance success.
  58. In the context of attribution theory, we tend to underemphasize internal personal factors in other people’s behavior and to overemphasize external factors in other people’s behavior.
  59. In the context of attribution theory, we tend to attribute our own successes to our own internal factors and to attribute our own failures to external factors.
  60. In Korea, managers attribute workgroup failures to themselves, thereby indicating a negative effect for the self-serving bias.
  61. In India, the fundamental attribution error overemphasizes external rather than internal causes for failure
  62. Certain cultures, such as the United States, tend to underemphasize internal cues and overemphasize external cues.
  63. Reinforcement is the administration of a consequence as a result of behavior.
  64. Classical conditioning is a form of learning through association that involves the manipulation of stimuli to influence behavior.
  65. A stimulus is something that incites action and draws forth a response
  66. Operant conditioning is a form of learning through association that involves the manipulation of stimuli to influence behavior.
  67. A conditioned stimulus refers to a once-neutral stimulus that is paired with an original stimulus and becomes capable of affecting behavior in the same way as the initial stimulus.
  68. Operant conditioning is the process of controlling behavior by manipulating its consequences.
  69. Classical and operant conditioning differ in two important ways. First, control in classical conditioning is via manipulation of consequences. Second, classical conditioning calls for examining antecedents, behavior, and consequences.
  70. The law of effect states that behavior resulting in an unpleasant outcome is likely to be repeated whereas behavior resulting in a pleasant outcome is not likely to be repeated.
  71. According to the law of effect, a supervisor who wants to increase the incidence of a specific employee behavior should make sure that the behavior results in positive outcomes.
  72. Organizational behavior modification (OB Mod) is the systematic reinforcement of desirable work behavior and the non-reinforcement or punishment of unwanted work behavior
  73. Positive reinforcement is the administration of positive consequences that tend to increase the likelihood of repeating the behavior in similar settings.
  74. The law of contingent reinforcement states that the reward must be given as soon as possible after the occurrence of the desirable behavior.
  75. Shaping is the creation of a new behavior by the positive reinforcement of successive approximations to the desired behavior.
  76. Continuous reinforcement administers a reward each time a desired behavior occurs.
  77. Negative reinforcement is the withdrawal of negative consequences, which tends to increase the likelihood of repeating the behavior in similar settings
  78. Punishment is the administration of negative consequences or the withdrawal of positive consequences that tend to reduce the likelihood of repeating the behavior in similar settings.
  79. Extinction is the withdrawal of the reinforcing consequences for a given behavior.
  80. Both positive and negative reinforcement are used to strengthen desirable behavior.
  81. Both punishment and extinction are used to weaken undesirable behavior.
  82. OB Mod has been criticized for creating values dilemmas regarding the use of reinforcement to influence human behavior at work.
  83. OB Mod has been criticized for the systematic use of reinforcement strategies that lead to a demeaning and dehumanizing view of people, which, in turn, stunts human growth and development.
  84. Critics of OB Mod say that managers abuse the power of their position and knowledge by exerting external control over individual behavior.
  85. Proponents of OB Mod argue that behavior control is an irrevocable part of every manager’s job.
  86. Proponents of OB Mod say that the real ethical issue is how to ensure that any manipulation of consequences is done in a positive and constructive fashion.

Fill-in-the-Blank

  1.  __________ is the process through which people select, organize,
    interpret, retrieve, and respond to information from their environment.

Multiple Choice

  1. Perceptual information is gained through __________.
    a) sight only.
    b) hearing only.
    c) sight and hearing but not touch, taste, and smell.
    d) touch, taste, and smell but not sight and hearing.
    e) sight, hearing, touch, taste, and smell.
  2. Which of the following statements about perception is NOT accurate
  • a) although important, perceptions have only a minor impact on the way people respond to various situations
  • b) through perception, people process information inputs into responses involving feelings
  • c) perception is a way of forming impressions about oneself, other people, and daily life experiences.
  • d) perceptions serve as a screen or filter through which information passes before it has an effect on people.
  • e) through perception, people process information inputs into responses involving action.
  1. The factors that influence the perceptual process among people at work include characteristics regarding the __________.
  • a) inputs, throughputs, and outputs
  • b) information, facts, and data.
  • c) perceiver, setting, and perceived.
  • d) perceiver, intention, and consequence.
  • e) intention, meaning, and result.
  1. One of the factors that influence the perceptual process is the “perceiver.” Which of the following sets of items influence (or relate to) this portion of the perceptual process?
  • a) physical, social, and organizational contexts.
  • b) past experiences, needs or motives, personality, values, and attitudes.
  • c) contrast, intensity, figure-ground separation, size, motion, andrepetition/novelty.
  • d) attitudes, physical characteristics, contrast, and size.
  • e) values, organizational norms, motion, and repetition/novelty.
  1. The stages involved in processing the information that determines a person’s perceptions and reactions include all of the following EXCEPT:
  • a) information attention and selection.
  • b) information organization.
  • c) information interpretation.
  • d) information sending.
  • e) information retrieval.

 Which of the following statements reflect the correct order of the stages of the perceptual process?

  • a) organization, attention/selection, retrieval, and interpretation.
  • b) attention/selection, interpretation, organization, and retrieval.
  • c) attention/selection, organization, interpretation, and retrieval.
  • d) interpretation, retrieval, organization, and attention/selection.
  • e) interpretation, attention/selection, retrieval, and organization.

 Selective screening __________.

  • a) lets in only a tiny proportion of all of the information available.
  • b) should only be used sparingly because it is rarely effective.
  • c) is typically used in the “information retrieval” step of information processing.
  • d) is typically used in the “information interpretation” step of information processing.
  • e) is typically used in the “information organization” step of information processing.

96. William Walker works in a very busy and noisy environment. As a result, he frequently has to consciously decide what information to pay attention to and what information to ignore. Walker is using __________ as a mechanism for information attention and selection.

  • a) judicious screening.
  • b) selective sorting.
  • c) controlled processing.
  • d) discriminate screening.
  • e) discerning processing.

97. __________ are cognitive frameworks that represent organized knowledge about a given concept or stimulus that is developed through experience.

Multiple Choice

98. A __________ contains information about a person’s own appearance, behavior, and personality.

  • a) script schema.
  • b) self schema.
  • c) domestic schema.
  • d) person-in-situation schema.
  • e) indigenous schema.

99. __________ schemas refer to the way individuals sort others into categories ? such as types or groups ? in terms of similar perceived features.

  • a) ordered.
  • b) person.
  • c) self.
  • d) person-in situation.
  • e) indigenous.

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Green Organization and its Recruitment Policies

Introduction

If the recruiters are thinking of creating a congruent and authentic employment brand which can help your organization attract, retain and repel employees, there comes the relevance of the word “green recruiting”. Recruiting, the most important function of HR, which entails attracting the right person for the right job at the right time, is changing its color. Organizations are trying to tap every bit of opportunity, wanting to look different and make a good impression, so that the right candidates with the environment friendly bent of mind apply for jobs.

Companies large and small are seeing a significant increase in the ROI of their recruitment and retention programs by creating an employment brand. One deliverable of a significant employment brand is green recruiting practices. This is not a “flavor of the month” or a new concept. Fortune 500 companies have been doing it for years. Continuously hearing words like eco-friendly, green, environment etc for the past few years, even the young generation has also attracted towards this concept. So they are also looking for an organization which is environment friendly.

In June, 2007 Dr John Sullivan wrote, “While candidates of all generations have begun evaluating potential employers based on their “greenness” few in recruiting have leveraged this hot topic in recruitment communication and activities”. He goes on to say, “Individual recruiters need to make the firm’s environmental stance a critical element of their sales pitch to potential applications and candidates”. The time has come for all employers to assess the degree of ‘greenness’ in which they operate. So, all the companies now a days are trying to portray themselves as eco friendly companies.

Organizations like Google and Timberland have made concerted efforts in portraying themselves as environment friendly organizations, having programs that support environment issues. Such programs include: extending $5,000 subsidies for employees who buy hybrid cars, dining facilities that serve organic food, charitable contributions to organizations that fight global warming, on- site composting of food waste and using fuel and solar power etc. Wipro have made concerted efforts in portraying themselves as environment friendly organizations, having programs like launching a new range of eco-friendly desktops and laptops.

The Wipro Greenware range is compliant with RoHS (Restriction of hazardous substances) directive, thereby reducing e-waste. Why green recruiting? It’s good to be Green. That’s what a lot of companies are finding, as they integrate environmentalism and sustainability into their corporate culture. Not only is environmentalism good for the community and the planet, it can help employees reduce waste and operate more efficiently. Companies tout their environmental initiatives in annual reports, core values, community activities and even advertising.

Yet, companies often fail to leverage their environmental efforts in one key area: and that’s recruiting, meaning they are missing a key opportunity – as studies show a commitment to environmentalism and sustainability can be a factor the most desirable candidates weigh when choosing an employer. ? Studies have shown that many Gen Y and college grads are concerned, or at least conscious, about how their behavior impacts the environment. What they consume, how it is packaged, what they drive and where they live are conscious choices that are made every day.

In the context of employment branding, green information should be positioned appropriately on the company website, career page or in a recruitment video. This approach can be a significant differentiator for a company that is interested in attracting top talent. There is no argument that the demand for sustainable practices is increasing.

  • 80% of current employees want to work for a “good company” (one that has a good reputation for environmental responsibility) and this percentage is expected to grow to 90% in the next 10 years. (Corporate Environmental Behavior and the Impact on Brand Values – Tandberg, 2007.
  • 77% of recent MBA graduates would forego some income to work for a firm with a credible sustainability strategy. (Stanford Graduate School Study, 2007).
  • Companies that use sustainable business practices are approximately 3% more profitable than those that don’t. (empirical analysis 2007 – Innovest Strategic Advisors. )

College graduates are increasingly seeking a company that is environment friendly. According to the survey commissioned by Maynard, mass based on-line board’s decision for college students, 80% of them opined that they are interested in a job that has a strong and positive influence on the environment.

Many institutes now offer a dedicated discipline, called “sustainability”, in the US in order to cater to the needs of student’s overarching demand for fusing business with environment. Things have to a point where jaw- dropping salaries are banished to the back burner and “going green” has soared in importance, while graduates figure out their employers to be. ? Global candidates are deeply fascinated about it. Countries like Germany, Australia, and Finland are very much attached to the eco- friendly concept.

So, if the companies want to recruit global candidates, they must do much more to reach the expectation of these students when it comes to environment. ? Company’s reputation can be increased by being eco friendly. People would prefer to buy the products sold by socially responsible company. Suppliers may prefer doing business with such companies. New alliances and partnerships they can make with other organization to reduce pollution and to protect the Mother Nature. Greenest companies in India A survey conducted by BT- AC Nielsen ORG-MARG, ranked Oil and Natural Gas Company (ONGC) the greenest company followed by Reliance Industries.

Overall, the oil and petroleum sector was considered the greenest sector in India. BPCL, Castrol India and HPCL are other companies in this sector that were rated green companies in the survey. The private sector companies were in a majority (13 out of 20) in the list of Top 20 greenest companies in India. India’s software companies are also considered green companies. IT companies are allowed to set up their offices within the city limits. This is because they do not harm the environment. Johnson and Johnson Ltd. , Chillibreeze, IBM, LG Electronics, PNB, Tata Motors and Hero Honda Motors are some of the other green companies in India.

These companies not only emphasized upon one another the importance of adopting green technologies, but also of addressing the issues of safety, health, environment and social obligations. So, to implement all these green practices companies should train their employees properly. Through training, to some extend they can make their employees follow go green slogan. But if they don’t have real interest in this concept, these companies can’t make it a great success. That is the reason why they should give more importance to green recruiting which will enable them to obtain right kind of a person for right job and for right organization.

Steps to Implement Green Recruiting ? Identify candidate decision criteria: Start by holding focus groups at industry conferences to identify what “green” factors would be important to individuals seeking new jobs. Next, ask candidates during interviews and on the Web site to list their decision criteria. During orientation, ask those who accepted jobs what criteria they used to make the decision. Finally, contact those who rejected your offers three to six months down the line to identify positives and negatives. Use this information to modify your recruiting processes and focus. Benchmark: Search the Web, benchmark with college recruiters and work with recruiting consultants to identify the best practices of other firms. Use this competitive analysis to gauge your success and to plan your future actions. ? Your Web site: Make sure that both “what you do” and the results of those efforts are prominent on your corporate careers Web site. Include your recycling statistics, as well as whether you are carbon neutral, limit greenhouse gases or win environmental awards. Include narrative or video profiles of your environmentally conscious employees.

If your company policies allow, link your corporate jobs site on major (but primarily nonpolitical) environmental Web sites. ? Be talked about. If you have a strong environmental record, it’s important to get “written up” in business, professional and industry publications as well as in newspapers and on TV. Work with the PR department to identify which of your practices are most likely to be appealing to the media and designate an individual to be available for interviews. ? Recruitment advertising. Advertise in magazines that candidates who are sensitive to the environment are likely to read.

Highlight in your recruitment ads a few “eye-catching” facts and any environmental awards you might have won. If you use brochures or paper recruiting materials, make sure they’re from recyclable stock and that it says so on the document. ? Job descriptions. Make sure that, where possible, job descriptions for high-volume hiring positions include responsibilities for minimizing negative environmental impacts. This is critical because if job seekers don’t see being environmentally friendly integrated into “every job” at the company, they might see your “green recruiting” as merely a PR effort.

If you’re really serious, include knowledge of environmental impacts under the skills-required section of your job descriptions. ? Interviews. Provide managers with “green” fact sheets to use during interviews. If you are really aggressive, provide candidates with a side-by-side comparison showing how your firm’s environmental record is superior to other firms they might be considering. ? Sourcing. One of the best ways to strengthen your environmental image is to hire lots of environmentally friendly employees who can spread your “green” story through word of mouth.

Have your recruiting team identify the sources that produce the highest-quality environmentally friendly candidates. Source at environmental organizations (i. e. , Sierra Club). Also, recruit at environmental events and use subscription lists from green publications for e-mail and direct-mail recruiting. ? Employer referrals. Having your employees spreading the word will help both recruiting and product sales. If you have the resources, proactively seek out employees who are highly visible in environmental circles and ask them specifically to talk up your firm, to seek out candidates and to provide you with names. Awards. Winning awards for excellence is always a major element of building an employment brand, so obviously winning “environmental” awards should be a major element of your strategy. ? Advisory group. Ask the advice of six to eight environmentally friendly employees about measuring the quality of the message you are sending and how to reach and convince more applicants of your strong “green” record. ? Products. Obviously, applicants want to know that the products they are helping to produce are environmentally friendly.

This means putting pressure on product advertising and marketing to include in your product ads and packaging the fact that your products are eco-friendly. In some industries, how you treat vendors and outsourced work can be important (i. e. , Starbucks, Nike). ? Value statements. Make sure that your corporate goals, values and even corporate business objectives include environmental elements. ? Annual report. Because some applicants take the time to read your annual report, make sure it includes sections that highlight your environmental record and the fact that you recruit environmentally friendly employees.

If your firm uses bio-diesel fuel, pays fair market value to suppliers, is energy-efficient or if it buys “carbon offsets,” highlight these selling points. ? Employee benefits. Consider adding holistic health options, paid time to volunteer for environmental causes, matching donations to green causes, and support for alternative transportation options to your benefit package. ? Reward criteria. Include this factor in the performance-appraisal system for all employees. Obviously, use it as a hiring criterion, but also use it as a critical element in promotions, bonuses and pay increases. Develop metrics and rewards. Because whatever you measure improves and adding rewards to the equation makes the behavior improve even faster, your green-recruiting effort must have metrics and rewards tied to it. Some of the metrics you want to include are the percentage of candidates aware of your strong environmental record, the number who rejects offers because of a poor record and the percentage of new hires who say your environmental record was one of their top-five reasons for accepting the offer.

Hold post-exit interviews with your top performers to identify whether environmental factors contributed to their exit. Benefits… When your employees volunteer an environmental clean up effort, getting their picture in the local media serves a dual purpose. Employees receive a form of public recognition for their efforts, and it creates a positive public image. This will also add to the company’s corporate social responsibility practices. Retention efforts can be improved by including creative benefits that specifically address green concerns.

Some examples include holistic health benefits, paid time to volunteer for environmental issues, financial support for alternative transportation options such as bus passes or rebates for purchasing hybrid cars, organic snack options in the employee break area, and matching employee contributions to environmental causes. By doing so, company can achieve goodwill as well as can retain and attract employees through its unique benefits offered to them. Conclusion Employees are searching for an authentic work experience where their personal values are in alignment with the organization’s values.

Companies that do not give consideration to being green, or just provide “green washing” lip service may be passed over by potential candidates who don’t wish to be associated with that kind of an organization. To know, whether your company is exactly working on so called ‘green atmosphere’, following questions need to be answered:

  • Do you have an environmental policy? Is it posted your career site?
  • Do you have a recycling program? If so are you tracking (and communicating) the amount of money you save and landfill space you have freed up? Are you using recyclable stock on your recruiting materials?
  • Is sustainability one of our core organizational values? If so, is it listed on your website?
  • Have you built in any environmental accountability into your performance appraisal system?
  • Do you incentivize employees in any way to support your environmental policies?
  • If your company has a reward system involving redeemable points, do you offer a green option, such as pledged donations to an earth friendly cause?

It is necessary for HR Managers to include firm’s eco-friendly messages with the firm’s recruitment process and employer brand. If your business can brag about its environmental savvy, be sure to tell applicants. And don’t just rely on your Web site. Get quoted in articles about environmental initiatives, Use word-of-mouth, asking employees to spread the environmental message, Place job advertisements in magazines read by your target applicants, Provide environmental talking points to emphasize during the interview process, Win environmental awards and attend environmental conferences.

Green recruiting helps the company to have its on identity in its recruitment practices when compared to all the other companies. Finally, just as with other goals, the only way to know the long term effects of going green on the company’s employment brand is to review appropriate HR metrics including effects on recruitment, retention, employee satisfaction, and productivity.

Reference:

  1. 1. Bauer N Talya, Smith Aiman Lynda (1996). Green Career choices: The influence of ecological stance on recruiting, Journal of Business and Psychology.
  2. Retrieved July 14, 2010 from http://www. springerlink. com/content/p7716gg4715017j0/ Felton O Brien (2007). Debating Green Recruiting. HR Executive online. Retrieved July 22, 2010 from http://www. hreonline. com/HRE/story. jsp? storyId=46706256 Huff Charlotte (2007)
  3. . Green Recruiting Helps Bring in Top Talent. Workforce Management Online
  4. . Retrieved July 20,2010 from http:// www. workforce. com/section/06/feature/25/06/24/index. html Huff Charlotte (2007). Highlighting your
  5. 5. Lizz pellet (2008). Green Recruiting: Cashing in on the Green to Enhance Your Employer branding efforts. Best practice institute. Retrieved July 15, 2010 from https://bestpracticeinstitute. org/public/doc/GreenRecruiting-CashinginontheGreentoEnhanceYourEmploymentBrandingEfforts. pdf Steere Vicki (2009)
  6. . Employment brand goes green. Jobing foundation. Retrieved July 25,2010 from http://jobingfoundation. org/2009/07/
  7. 7. Sullivan John (2007). Steps to Implement Green Recruiting.
  8. HR Executive Online. Retrieved July 15, 2010 from http://www. hrexecutive. com/HRE/story. jsp? storyId=26541280
  9. 8. Sullivan John (2007). Green Recruiting: Building Your Environmental Employment Brand. HR Executive Online. Retieved July 17,2010 from – http://www. ere. net/2007/06/04/green-recruiting-building-your-environmental-employment-brand/
  10. 9. http://www. careerxroads. com/news/updates/0209. asp. Retrieved July25, 2010 10. http://www. qualigence. com/Yaffe/newsletter/articles/tt/tt_121707. html. Retrieved July27, 2010

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Strategies used by organizations

There are certain strategies used by organizations when it comes to their intermediaries. There are three main terms – disintermediation, re-intermediation, and counter-mediation. Disintermediation is the elimination of any intermediary or intermediaries from the overall supply chain or distribution process (Pieterz, 2010). Contrastingly, reintroducing or the intermediaries in the supply chain or distribution process is called re-intermediation. This mostly happens when the products and target audience are of wide range and require extensive distribution channels or members (Investopedia, 2010).

And finally, counter-mediation is the ‘creation of a new intermediary by an established company’ (Chaffey, 2010). Answer (b) Since the emphasis is being laid on cost-cutting by the managers these days so the overall business objectives of the business would define what strategy should the manager adopt. Managers decide the most appropriate approach depending on the preferences they have. For instance, if they have to distribute their products to wide range of audience then they would adopt counter-mediation or re-intermediation approach.

And those who already have enough distributors and want to save costs then disintermediation might be the best suitable strategy. Answer (c) A manager’s desired marketplace structure might be the selling of products or services online in order to provide the customers with utmost convenience. Moreover, targeting wide range of audience, bringing efficiency in the business, and saving redundant costs might also come under desired marketplace structure.

Therefore, managers can adopt strategies to conduct business online, sell online, introduce a website having several features and options, promoting the products using Direct Marketing tools such as, email marketing or using social networking websites like Facebook, Twitter, or MySpace. Also, integrating the firewall and anti-spam softwares in the website would reduce risks of fraud and maintain the customers’ trust (ResearchStarters, 2008). References Chaffey. D.

(2010). Counter-mediation. Retrieved on August 16, 2010. From http://www. davechaffey. com/E-marketing-Glossary/Countermediation. htm Investopedia. (2010). Re-intermediation. Retrieved on August 16, 2010. From http://www. investopedia. com/terms/r/reintermediation. asp Pietersz. G. (2010). Disintermediation. Retrieved on August 16, 2010. From http://moneyterms. co. uk/disintermediation/ Research Starters. (2008). Internet Marketing Strategies. EBSCO Publishers.

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Factors Preventing Target Organization From Reaching Desired State

The paper adopts Caux Round Table Principles which are basically about ‘managing business ethics field research’ to explore experience, observing and documenting indicators of Fairyland culture. A lot of things are preventing Fairyland from achieving optimal performance with regards to issues of ethics. There seem to be no defined status of the company ethical issues thus there is little detail as to how to deal with the corporate ethics as well as employee and personal ethics.

There is no specially laid down code of conduct put in place to monitor the behaviour of the employees as well as the company in general. There seems to be double standards put in place for such. A code of conduct really defines the do’s and dont’s of individuals within a company and acts as the reference for the users especially in the daily operations of the oganization (Principles of Stakeholder Management, 1999). This in turn enhances and also clarifies the principles, values as well as the mission of the organization and also providing the unique standards of proffesional conduct.

Fairyland needs to come up with a well designed, understood and laid out code of conduct that needs to be followed by every company personell. The document will serve as a very important tool for communication thus reflecting the promise that the organization is fully commited in upholding its values, especially in dealing with matters such as maintaining its committment towards the employees, maintaining the relevant standards for doing business and also maintaining good relationships with the community at large (Dawn-Marie, 2000).

The code of ethics can also be used as a tool to encourage all round discussions in matters of ethics, and also improvement on how employees deal with all dilemas related to ethics, gray areas and also prejudices that are an occurrence in their daily work (Principles of Stakeholder Management, 1999). This will in turn be a complement to the rules, policies and standards of the organization, but not at all to act as a susbstitiute.

Therefore, the code of conduct will offer Fairyland an opportunity to publicly create for themselves a positive/good identity thus leading to gain of support from the political envoronment as well as the regulatory environment (Dawn-Marie, 2000). It will also lead to an increased levels of confidence in a public arena as well as mutual trust levels which will be high among important stakeholders. Another problem that seems to confront the Fairyland organization is the unhealthy chemistry that exists between the organization’s realities and the people that work for the organization.

This is evident in the bureaucracy levels that exists between the management and their employees. There needs to be a middle ground level between the two arms of the workforce so that there can be improved communication structure as well as enhanced means of ensuring there is good levels of understanding (Stephen, 2010). Enhanced reporting structures have also not been put in place which in turn leads to reporting that is constrained.

This in turn leads to a situation where unfavourable data or situations seem not to go through the organizational hierarchy very fast or with credibility that is insufficient leading to delayed right responses to any trouble that may be potential and that may harm the organization in any way. A situation also exists where those who like to bring controversies about some issues in the organization (the whisle blowers), seem not to be tolerated or given the right protections that they need.

It looks like all that exists is a policy that protects the whisle blowers, but how effective is it and does it really guarantee the safety and guards the individual’s rights? There is also no authorised personell to deal with ethical issues within the organization. Their structure is not well understood and a suggestion is that there needs to be an ombudsman office which really deals with this issue effectively (Stephen, 2010). This in turn reduces chances of the management to easily manipulate the ethical issues to favour them rather than giving the employees too a fair play ground.

As observed, the management, executive directors and board of management are the ones that seem to be dealing with ethical conflicts. This forms the core of the organization as a result leading to a situation where they would be likely to impose their ruling or their personal agendas in such matters. Another option to deal with this issue is having an external authority that deals with ethical issues, such will assit in providing to the employees a platform to express themselves freely without fear of intimidation.

Poor or rather weak transparency standards in place and also the supremacy of the shareholder situation that makes it hard for Fairyland to take into consideration the community, environmental and community interests when making decisions. There needs to form a legal structure to enhance corporate accountability and enable the organization to achieve liquidity while maintaining its vision and mission.

In general it looks likje there is team spirit and proffessionalism promotion/motivation in FairyLand with more employer creativity and customer service encouraged. However, the problem seems to be the evaluation process of these measures and how in general does the company determine that their culture is constantly improving over time. There is soo much generalization of the issues without prior planning , coming up with “on point” balanced score cards and also the design and implementation or execution of action plans.

Futher, strategies to mitigate ethical issues as well as improvement in team performance is needed here. There is overall lack of incentives offered to ensure that ethics are upheld and all forms of ethics implementation are rewarded. Incentives to reward good ethics implementation by employees should be encouraged to sustain and maintain a culture of integrity, hard work and success in the business they are dealing with (Principles of Stakeholder Management, 1999).

Works Cited Dawn-Marie, D. and Michael H. W. , (2000). Ethics Matters: How to Implement Values-Driven Management, p. 77 Principles of Stakeholder Management, (1999). The Clarkson Centre for Business Ethics, p. 12 Stephen B. , (2010). Young Organizations and Ethical Behaviors: Anxiety has a Hundred Faces, 30th April 2010 The Caux Round Table Principles, Managing Business Ethics, as described in Chapter 11 (pp. 390-394)

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Marketing Research (Kudler Fine Foods Virtual Organization)

Essay on Kudler Fine Foods Virtual Organization 

Kudler Fine Foods, a gourmet grocery store has been significantly growing in the past few years and the aim of the company is to further expand its operations by bringing in improvements in its operations. The company primarily aims to bring improvement in the services it provides to its customers in order to attain their higher sales by increasing customer purchase cycles. However, to come up with a good marketing strategy, Kudler Fine Foods must focus on marketing research since it is extremely important for the company as it can greatly help the company in achieving its targets.

Other tactics such as competitive intelligence and analysis are important for Kudler Fine Foods to further develop the company. Company Overview Kudler Fine Foods mainly operates in three locations in San Diego and it is based on Southern California. The gourmet store targets primarily the upscale customers who wish to make all the purchases in one go and at the same outlet. Kathy Kudler founded Kudler Fine Foods because she was of the opinion that travelling outside the town only to purchase the ingredients used in foods is tiring.

Therefore, to crater to this problem, Kathy introduced the idea of one stop shopping. The five main departments the store is divided into are mentioned below.

1. Fresh bakery and pastries

2. Fresh produce

3. Fresh meat and seafood

4. Condiments and packaged foods

5. Cheeses and specialty dairy products

Not only does Kudler Fine Foods sell the ingredients that are being used for cooking meals but home cooked meals are also sold at the store for the purpose of making cooking easy and to further expand its operations, Kudler Fine Foods use marketing research as a very strong tool (University of Phoenix, 2007).

Domains for marketing research

There are certain areas in which Kudler Fine Foods has to be more specific and these areas require marketing research that should be conducted by the company for future success. However, the three main areas that require marketing research to be conducted are mentioned below.

• Growing services

• Creating brand loyalty so that the first time buyers can turn out into frequent buyers and brand loyal customers.

• Increasing efficiency

Significance of marketing research

Before opting for a strategy, it is always wise for every company to conduct proper marketing research since research greatly helps in minimizing the number of risks that are involved in decision making. Since Kudler Fine Foods is serving a niche market, it is prone to face direct as well as indirect competition from external sources. Therefore, Kudler Fine Foods must focus on the changing needs of the customers and on the customer preferences for which marketing research is highly important. Moreover, globalization is also serving as a threat for Kudler Fine Foods and this makes the need for marketing research mandatory.

For the business to do well, it is essential for it to develop a competitive edge as this provides the company an advantage over the other competitors. The competitive edge of Kudler Fine Foods over its competitors is that the company provides both the tools for cooking as well as home cooked meals that help them in broadening their target market. Since the people have very busy lives today, the always look for convenience for themselves and for this, they are also willing to pay a price to avail it.

Catalogues are provided by the businesses to their customers in order to provide the customers the convenience to let them choose their desired product. Moreover, the facility of placing the order online is also provided to the customers by some companies after which the product is delivered to the customers but Kudler Fine Foods is currently not offering this facility due to which their sales are being affected negatively. However, cooking classes are offered to the customers by Kudler Fine Foods but this idea is not much successful since people do not have much time to take these classes.

Conducting marketing research Due to some problems that are being faced by Kudler Fine Foods, it has become essential for the company to focus on growing its services, creating brand loyalty and to increase efficiency. It is always a wise idea to retain the customers than to attract new customers and the value customers look for should be provided to them. Only if the customers are satisfied do they make repeat purchases and this leads to brand resonance. Kudler Fine Foods must add some more features to boost their sales and programs to develop brand loyalty must also be introduced.

For customer retention, the frequent buyers should be given incentives such as discounts, free gifts on purchase of a certain amount and free home delivery of goods. Not just should Kudler Fine Foods focus on enhancing efficiency but improvements should also be made on the basis of the shopping experiences of the customers that they should be asked for. Lastly, the company must also learn the tactics that are being used by the competitors in accordance to which the company should make its strategies and marketing campaigns. Competitive intelligence and analysis Every company faces some kind of competition and so does Kudler Fine Foods.

Therefore, it is important for Kudler Fine Foods to closely monitor the activities of the competitors and then make their own strategies. However, failing to do so can affect the company negatively and can also cause the company to go bankrupt. A strict check should therefore be kept on the move of the competitors as keeping a close eye on their moves can help them in predicting the future moves of the competitors based on which the company can make strategies and improve its market share. Once information gathering is done, Kudler Fine Foods must conduct an analysis and then implement the strategies.

(Appolo Group, Inc. , 2007).

Conclusion

A business can greatly grow if it is able to satisfy its customers and this can only be done by providing customer value. The aim of every business is to earn high profits and to minimize its operational costs for which they keep on improving their technology. Moreover, it is also important for Kudler Fine Foods to improve the customer base because satisfied customers always refer the product to the other people and say positive things about the product through word of mouth which serves as a very effective marketing tool.

Marketing research greatly helps the company in coming up with new strategies, however the company must also review its strategies to ensure its effectiveness before they are thoroughly implemented.

Reference Appolo Group, Inc. (2007).

Kudler Fine Foods: 2009 Marketing Survey. August 14th, 2010. Retrieved from: https://ecampus.phoenix. edu/secure/aapd/cist/vop/Business/Kudler/Sales/KudlerSM003. h tm University of Phoenix. (2007).

Kudler Fine Foods. August 14th, 2010. Retrieved from: https://ecampus.phoenix. edu/secure/aapd/CIST/VOP/Business/Kudler/Internet/Index. htm

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