Understand a Child and Young Persons Development Essay Example for Free

Understand a Child and Young Persons Development EssayPhysical development0-3 months New babies show up swal low-downing and sucking reflexes begin. They persist your finger if you put your finger in their palm. If babies atomic number 18 held up on their feet they usually rag stepping movements. When babies lift up a sudden sounds or a fall is suddenly switched on they leave behind startle by moving their arms outwards and clenching their fists. Towards the end of 3 months babies look slight(pre no.inal) curled up and startles less as they beat up used to their new surroundings. 3-6 months- By at a time they confirm grown in height and have gained weight. Babies are the likely to shout less and learn the difference between day and night and are able to sleep through the night. They will start to grinning and the sound of their parents voice, and start to lift and turn their heads. 6-9 months- Babies are much than alert and turn their heads to see what is happ ening, they awarding they are en gaietying themselves by smiling and reservation noises. They clear now react out to grab a toy and pass it from one hand to an separate. They try to communicate by making noises back to you as if they are talking and answering your questions.They similarly try to grab the spoon when you are trying to feed them at this suppurate. Babies sit up with a support of their richly chair or a person or propped up with pillows. They start rolling on their back from their fronts. 9-12 months- Most babies by now are outset to crawl and finding their authority just about, even if its rolling or shuffling. They now sit out without any support and they indirect request to look for so much more. They pick up objects and become more skilled at this. They feed themselves with their fingers.1-2 years- At this get along children nominate stand up and hold onto furniture, they can crawl very quickly and being skilled at using their hands. They get repeative w ith things they do such as taking hat off or pulling socks off, this likewise gets the adults attention. At 18months they begin to find their feet more and enjoy the freedom it gives them. They now can sit on toys and push themselves along with their legs for example- a small truck. 2-4 years- At 2 years old children move confidently and enjoy walking and being able to choose what they want to adjoin with. They whitethorn start running and climbing at this age or it could take them till 3 years, depends on the child. They now enjoy pedaling a tricycle or pushing it along with their feet. Some children at this age can walk upstairs using alternative feet.4-7 years- Children are now using their hands habitual for themselves enjoying activities such as coloring, painting, threading, pouring, operateling a mouse on the computer, and using scissors. They are also able to catch and throw a ball, kick and control a ball. Being to write and using more fine motor skills. 7- 12 years- At this age children find writing and reading a surge easier, handwriting becomes neater and drawings. Also cutting things out is more accurate. From 9 onwards they can now read, write , draw. They have greater coordination and speed when carrying out two fine and large movements, Such as running, football. 12-16 years- Physical changes start happening to the body to prepare for adulthood. Girls puberty starts around 11 years, whereas boys whitethorn not start until they are 13 or 14 years old. This can cause embarrassment and fell anxious. 16- 19 years- Body changes to prepare for adulthood. Boys may get beards and their voices may start to change. Girls around the age of 15 or 16 will have finished puberty, whereas the boys may have started age 13 or 14 and is likely to take about 3 years to complete.Intellectual and cognitive development0-3 months- Babies will recognize the smell and sounds of parents voice, they may incumbrance gross when this happens knowing that they are saf e. They also try hard to focus on your face, unless hold them 20-25 cm away from you as they may be able to see you. 3-6 months- They start to notice mobiles and other objects around them and watch people move around. 6-9 months- Babies explore objects with their mouth as well as their fingers. They will spend a lot of time sitting and playfulnessing. Around 8-9 months babies understand that objects and people still exist even when they are not in sight. This is where they make a fuss when their familiar career leaves the room.9-12 months- They explore objects with their hands and mouth. They start to recognize the fooling routine, e.g. know when its dinner time, or bath time they get fire when peradventure you start running the bath or put them in their highchair ready for dinner. 1-2 years- Children at this age start to understand more of what is happening around them, they understand more of what is people said. They also have an enjoyment of pop-up toys and play with buildi ng bricks and do simple jigsaw puzzles. They recognize the daily routines such as becoming excited when they hear the bath water running as they know its bath time. They start to want some license at this age, and are developing as individuals.2-4 years- Children at this age play with small world e.g. farm animals, peppa pig and pretend in the role play area they act out everyday thing and copy what they may have seen at home. E.g. mum washing up or dad making the dinner. They become interested in mark making, painting and books. 4-7 years- They will start to plan their own play and have definite ideas of what they want to do and achieve, they are also becoming even more independent. Children at this age concentrate when activity is interesting to them and have the ability to count and do simple calculations. They also read books silently on their own.7-12 years- Children at this age can read books silently on their own, they also organize their own play and games and can chore so lve e.g. how to play a game. And they enjoy practical situations in which they have to work things out for themselves. 12-16 years- At this age children can problem solve and intellectual on their own, they also understand the more abstract concepts. They also may try to push the boundaries at home and question why they are in place. 16-19 years- Young people at this age have a higher level of skills such as computers, mobile phone and all the latest technology. And they explore their own identity and develop own personality and create their own space.Communication development0-3 months- Babies start to cry when hungry tired or distressed, they also start to coo when contented for about 5 weeks. Babies cry to communicate their needs and parents may start to understand the different is types of cries. Babies may stop crying when they hear their parents soothing voice. 3-6 months- At this age babies will start to smile back when they see a smiling face they also start to show they un derstand a little of what is being said to them. They try to communicate back by cooing and gargling 6-9 months- Babies arms start lifting up to show their parents or carer they want to be picked up they show they understand a little of what is being communicated to them by smiling and squealing 9-12 months- Babies are developing language at this age, they start to make tuneful strings of babbling. They start to point fingers to draw attention of parents for objects they want and have an understanding of what some words mean e.g. get excited when they hear words such as drink or dinner.1-2 years- At 1 year old strings of babbling are still they way in which babies try to communicate but are root word to use first words which are usually noticed bye their parents or carers around the age of 13 months. Children at 18 months are still developing their language skills, they start to use a few words e.g. juice muma atomic number 91 they understand a lot more of what adults are saying to them. Towards the age of two years they may have a vocabulary of up to cc words 2-4 years- Children at this age start putting together two words such as daddy gone and their speech begins to be mute by adults. By three years their language is really starting to develop they express their ideas and are even starting to use sentences. Children at this age start to pick up what is being said around them and may use this in their communication. 4-7 years- Speech is now easily understood they are beginning to develop friendships and enjoy communicating with their friends and asking them questions. At the age of 5 plus they have the ability to socialize such as beginning to hear and make jokes.7-12 years- At this age they are telling a lot more jokes and enjoy chatting to their friends. They will start to have verbal arguments with friends and family they also can become persuasive and make deals with people. At 9 years old they can now read write and draw and show imagination. 12-16 years- At this age they have good reading and writing skills they also can be persuasive and make deals with adults and peers. They can use phones and other technologies to communicate such as instant messaging sites. 16-19 years- At this age the use of phones and technology is very authorized to them to communicate with their friends. Friends are very important at this age more important than being with their family because they feel they are better to go to for support and advice. Social, emotional and behavioral development0-3 months- Babies love close contact between their unproblematic carers , especially when their feeding. Babies smile when they are asleep and they begin to smile when content around 5 weeks old. 3-6months- They sleep a lot less at this age, and smile more often as they are alert of parents voice and movement. They enjoy bath time. 6-9months-Babies around 6 months are usually colonized in a routine. They smile a lot when they are playing with familiar people . 9-12months- Babies try to stay close to their parents or carers at this age. They will expostulation when they leave the room as they know they are gone and it might work to get them to come back. 1-2years- Children at this age stay close to their parents or carers and can get anxiety if people they dont know come over to them or pick them up. This is the age they become interested in playing with other children, and appear to have signs of temper and frustration.2-4 years- Children at this age play next to other children but not necessary with them, they copy what other children do and put this into play. Temper tantrums can become more frequent at this age. By the age of 3 years some children may play with other children more and they become more cooperative in play. 4-7 years- At this age they start to play with other children and they begin to form friendships and know who they like to play with, and may seek this friend out to play with. They may have the odd argument with t heir friend over a toy but it is soon resolved. They also respond well to adults praise. 7-12 years- Children have stable friendships by now and are going over to friends houses for tea and maybe over night. They have enthusiasm when given responsibility. E.g. when asked to watch little brother or sister.12-16 years- At this age they have very strong attachments with friends and this is very important to them. They may experience pres sealed at school and become anxious about going to school. They start to try and push boundaries in their relationships with their parents. 16-19years- Young adults have confidence and enjoyment when it comes to relationships with their peers. They may feel left out if they dont have a group of friends. Behaviour could be linked to low self esteem which could lead to drinking, drugs and early promiscuity.Moral development0-3months- Babies have their first smile at about 5 to 6 weeks old. 3-6 months- Babies show joy by smiling, cooing and laughing when they are fed, comfortable or safe. 6-9 months- At this age babies show joy by smiling, cooing and laughing when they are fed, comfortable or safe. They cry when distressed or unhappy. 9-12 months-Babies at this age have no understanding of right or misuse, but starts to understand word NO when applied with a firm voice. 1 2 years Sensitive to adult approval and disapproval, despite tantrums and bursts of anger. No understanding of right from wrongly, but understanding yes or no. 2-4 years No understanding of right or wrong but start to follow simple rules most of time. By the age of 3 and a half they are beginning to know right from wrong and are more self-controlled and less aggressive. They want to be good, but is not yet sure how to carry out most promises.4-7 years Children at this age are willing to be good, but may tell lies or blame others for doing wrong because of intense desire to please and do right. 7-12 years Children at this age may experience guilt and shame. They have difficulty admitting mistakes. Is aware of right and wrong and they want to do right. 12-16 years Children by now know right and wrong, they try to weigh up alternatives and make some decisions alone .And are usually reasonably thoughtful and at this age they are unlikely to lie. 16-19 years Young adults at this age experiences feelings of frustration, anger, sorrow, and isolation. May become confused and disappointed and this could issue in being interested in early promiscuity as response to physical-emotional urges.

Branding Essay Example for Free

Branding EssayCase Study 1 Transaction pricing in a recessionary economy Our client is an FMCG major that sells its products across many large and small retailers. The client is facing pressure from one such large retailer to spot prices across brands and categories. The client is therefore losing money on several products. Our client would like to use analytics to bring in some science into the pricing decision. Our comp dyingium should help the client decide what pricing strategies should be applied to each product. How would you approach this analysis?The entropy available is weekly price and volume data for all client brands at the retailer for a period of 2 years.Case Study 2 Managing extreme seasonality Our brand is a high end lifestyle brand, famous globally. They however, face an bit of seasonal sales, with over 60% of their sales coming in the holiday period. They would like to understand how best to hear sales in non seasonal periods as well and make the sales cu rve more even. Data available includes volume and values sales and example and attitude studies.Case Study 3 NPD (own label) at a supermarket chain A leading supermarket chain wants to expand its limited portfolio of RTE food products. Transaction data for the past 1 year is available. How would you go about understanding the type of products to be introduced? What is the launch strategy for the products chosen?Case Study 4 learning vs New product development A food major in the market with no chips brand in its portfolio. A decision has been made at the board level to either stick an existing brand or launch a new one in this space. You are in fight of implementing this. 1. How will you take the decision on acquisition vs. new product development? Which metrics would you evaluate, what analysis would you perform what data would you require? 2. If you decide to acquire a brand, how would you choose among the existing brands? What info do you require on each brand to make this c all? a. Any intangible factors that would influence your military rating of existing brands? In case you decide to launch a new brand, how would you go about it? How would you decide the desired new brand characteristics and the associated marketing alloy?Case Study 5 Analyzing brand performance A chips brand has recently been launched, but its performance has not been too good. The large promotional investments move in have not yielded lasting returns. You are told to investigate whats wrong with the brand. 1. What data would you request to complete your investigation in this case? 2. screw you talk about your analysis roadmap in this scenario? What possible corrective actions would you suggest (you are free to make relevant assumptions on the diagnosis)?Case Study 6 Heritage brand with stagnating growth A very old chips brand (kind of like a heritage brand) is faced with stagnating growth. It continues to perform reasonably well on key equity parameters, and there is no decline compared to previous years. 1. How do you read the situation? What data would you require to make an accurate diagnosis of the issue? What are the potential corrective actions you would suggest? How would you decide between the various options?

Efficient managers and effective managers

Efficient managers and stiff managers Difference between competent managers and effective managersEffectiveness and efficiency argon mutually exclusive things. For a manager, they are both fundamental preconditions. Being effective means that one is able to properly analyse the evolving environment and selecting the indemnify things as the areas of strategic focus for the enterprise. On the other hand, being efficient requires a carefully carved cultural and operational framework which helps the manager to attain a particular peak of success, given the level of resources applied to a particular objective.In any course, an efficient manager is one who uses limited resources open viz., time, material and men to get the job done in a to a greater extent professional manner. This includes securing productive and profitable results in a short span, exploitation funds allotted for a business more legibly yet smartly, and appraising employee performance etc., In other words, an effi cient manager would keep the business running even in dire circumstances.An effective manager, on the other hand, is slightly different from the efficient one. The effective manager focuses on productivity sooner than increase/balanced profitability. Effective forethought has various layers in its setup such(prenominal) as pauperization, teamwork, communication and objectives. An effective manager is someone who leads, coordinates and filters various activities of the sub-ordinates and decides an allot mechanism to work upon. An effective manager usually works without any constraints such as funds, manpower etc. The focus always implies on punter management practices and in turn, better output.Effectiveness is a precondition for the success of any manager however that depends more upon the uncontrollable variables dictated to the manager by the operational environment and his ability to come up with the right choices that would suit his resources built over time. It may be apprec iated that a firms resources in price of manpower and technology as well as capital would have been built up over time and they have a great degree of rigidity. Once you become effective, efficiency buttocks be an easier thing to put up into operation. The two things are in fact complimentary. Efficiency in fact depends upon the light level managerial abilities and culture eon effectiveness is almost always a top management variable.In management, operating in efficient and in effective ways is a key to good performance and to successfully r all(prenominal)ing the goals set for the business. While efficiency and effectiveness are similarly suited characteristics of business way, either one is often seen as attainable only at the expense of the other. Looking at the interplay of the two characteristics can give a clear insight into the ideal behavior for a manager when faced with tasks which must be completed quickly, but to a fault completed in such a way that the key goals a re attained.Luther Gulick advocates seven elements which make up common management in any organization. He calls it the POSDCORB. Planning a strategy to accomplish the objectives set for an enterprise. Organizing a formal structure of authority, arranged and defined for specific jobs. Staffing / Recruiting and training personnel. Directing/ Decision making and embodying rules, instructions etc., Co-ordinating various split of work. Reporting through records, research and inspection. Budgeting in form of fiscal planning, accounting and control.These make up the common administrative tasks managers perform in an organization. The effectiveness of each element makes up both an efficient and effective management system. The following make up management behavior.Management of human resources is a social phenomenon. An effective communication channel is always imperative in any kind of an organization. James Pfiffner calls it the heart of management. Chester Barnard remarks it as the f oundation of co-operative group activity. For an effective communication, the information passed on must be clear, consistent, adequate, timely, uniform, flexible and acceptable. A manager must make sure that a proper communication channel is present in an organization. This includes avoiding semantic and ideological barriers, two-valued thinking (Halo effect), stereotyping and dogmatism among the employees.Decision-making is a vital part of an efficient management system. Robert Tannenbaum says decision-making involves a conscious choice or selection of one behavior alternative from a group of two or more behavior alternative. A behavior alternative may simply be known as a decision. Decision-making, in more ways or the other, is a singular function of the manager. It is thus very important in an organization.Herbert Simon came up with the fact that any decision has two basic premises a factual premise and a value premise. A fact is a statement of reality while a value is an expr ession of preference. A manager would go by decisions based on these only. An effective manager goes in for the factual premise because it can be measured empirically, while the value premise, which may determine efficient factors such as profit, loss, employee satisfaction, cost-cutting etc., would be more preferred by efficient managers.Rensis Likert calls motivation as the core of management. Motivation is a psychological process which energizes and activates an individual to achieve formulated objectives. A manager thus plays a vital part as a driving force behind motivation. On this part, both effective and efficient managers must be good motivators, so as to bring about the best in the employees. Classical and modern management thinkers have listed money and a variety of socio-psychological factors as a source of motivation. Motivation also helps to build teams and perform better.Teamwork is another essential part of management. A manager is the undisputed leader of a team. H e delegates work to his sub-ordinates, assigns tasks, creates plans and makes decisions. An autocratic manager would do all the above functions by himself. It is not desirable in an effective organizational system. On the other hand, an efficient manager would tend to be a little autocratic in his functions, because of the limited resources available and some other constraints. It is however better for an organization to be more democratic for proper functioning. impressivenessManaging effectively and efficiently is the way to go about in business. Efficient business tactics would help to know how to deal with finance and personnel in a more productive way. Most successful businesses in the world today are rather efficient than effective. Efficient management practices provide increased sustainability and stability in an organization. It involves novelty in management practices and output.An effective management system takes a long time to fully materialize. It has more to do with t he semipermanent vision of an organization than its present objectives. Effective management also involves setting time benchmarks within the organization, so that a given objective gets completed within a set time. Traditional management practices are usually followed, and the manager sets up an instructional framework within which the sub-ordinates are expected to follow. An effective management system, summarily can be defined as, one which Raises productivity Increases work output from sub-ordinates Functions within a set of rules and regulations Works in a more democratic manner Builds teamwork and effective communication channelsA good manager, therefore is one who works both efficiently and effectively simultaneously. It is imperative that he does work in a more systematic manner and adapts himself depending on the organizational situation and environment. What an organization / business would need is an effective mechanism and an efficient output.

Business Plan Of Castle Family Restaurant

Business Plan Of Castle Family RestaurantThis is the seam plan of Castles Family Restaurant located in the north California. It has the eight branches in antithetical location. correspond 340 employees atomic number 18 scoreing in the eating place. There is authority time as well as full time employees working in it so the get hold of for recruitment and hiring on continual basis required by eating place. The coach operations and HR handler Jay Morgan need to face the problem link up to HRM related to visit in each(prenominal) branches on weekly basis, managing the deep number of employees of opposite branches, managing their paysheet formation, scheduling and their queries with out delay of time and in address useful way. HR consultant is hired to coop with all these HR electrical outlets of the restaurant. The business plan includes disparate HR reforms in vow to problem re beginning. HRIS is considered the pigment towards the accomplishment of restaurant g oals and to meet the HR requirements. Different types of HRIS are determine and the important types of HRIS that fit on the scenario and can help to resolve the HR issues at is facing by Restaurant is discerpd and methodology of its decorous death penalty is suggested. Comparison of different types shows that restaurant needs to implement the payroll department and employee self hold heed software in order to coop with daily basis HR issues. Ascentis software Vendor Company is recommended in order to come in the thriving instruction execution of HRIS in the restaurant in order to meet the HR needs of the company and supply the successful implementation of theme to the HR manager of restaurant.IntroductionThe paper is related to the business plan of Castle family restaurant, which is the restaurant situated in the North California. It is the family owned restaurant and it has quadruple branches in different locations. The business plan represent the document summarize th e Castle family restaurant current business operations related to HR functionality of restaurants manager Jay Morgan who is the operation manager of his branch and carry out the Hr functions of former(a) multiplication branches. I as the HR consultant of Jay Morgan is required to present the business plan to identified the HR problems that currently restaurant is facing, important HRM system need to be installed in order to meet the HR requirement of the company, comparison of different HR techniques in order to identify the best technique for the restaurant and want out the current issues related to HR functions of Castle family Restaurant. The most important social function here is the implementation of information system to effectively carry out the HR activities of the restaurant.Company ReviewCastles Family Restaurant is basically medium sized company. It is a family owned restaurant. Total Eight branches are in that location located in different location naming Dunsmuir Ave nue, Eureka, Parkview Redding-Shasta County, and Yreka-Siskiyou County. Castles Family Restaurant is providing services to the larger numbers of customers. The restaurant carries out their working in different areas and integrates the system of food chain and employees through its manager Jay Morgan who has performed dual responsibilities, one is the responsibility of operation manager and the other one is HR manager. Morgan has to closely manage the HR operations of various branches of restaurant with close consideration and integration of employees working in different branches. intimately 340 employees are working in the restaurant with 40 % of employees are full time weather the remaining are part time employees. The need for the part time is increasing so the recruitment and hiring of part time employees is the issue on regular basis. In the solidity the tasks to manage the HR functions of various branches without the implementation of technological pass around system is dif ficult and to some extend impossible to perform in effective manner.HR ProblemsThe basic problem that restaurant take away to face is the management of Human resources in eight-fold location. The HR manager has to visit the various branches to handle the work schedules of employees in different branches and to manage of their work place issues, discuss if any problem they have. Tasks related to recruitment and hiring of employees, management of benefit programs for them and to analyze their performance as well. The manager needs to handle the payroll system and Information is stored in an Excel spreadsheet and checks are printed from his computer. All these HR activities of different branches are difficult to manage effectively with increasing transportation charges of accelerator pedal in the world and the much time depart also consumed because of the timely visits to different locations on weekly or daily basis that will be hectic for the manager to manage and cover the routin e tasks of the restaurant.Industry AnalysisThe Castles Family Restaurant is concerned with the service fabrication. The trend of service industry is growing daytime by day. Service is some thing intangible. The restaurant industry has the growing trend world large as the people are now more interested in the fast food and the food from outside. Increasing number of population increase the demand for the restaurant and the most of the people relate to each sex now considered as working class because of lack of time they have to cook the food. Adults and kids are also a major target commercialise for restaurant industry as they are the lover of different variety of food.Restaurant Industry Sales Trend (Duff Phelps, 2011)The figure shows the increasing trend of American restaurant industry with a major pitfall in 2009. The increasing trend can be seen in 2011 with the revenue of 604 million. The restaurant industry is bring 10% in American sales. (Trends in Fine Dining, 2011a). Industrial Trend and Restaurant PerformanceThe industry wide transformation starts with the increasing trend of informational engineering science in the world wide industry. Technological advancement in the world turns the world towards the global advancement and pushes the industries towards the globalization. Information engineering gives the support not entirely to the It industry but it become the backbone for each and every industry world wide, including manufacturing industry as well as for the service industry. Service institutes like, hospitals, pharmacies, laboratories, colleges, universities, hotels and restaurants all these sectors need to implement the technological advancement system in order to accomplish their goals and to meet the growth criteria. The expansion and growth of business in multiple locations is not possible to run effectively without the successful implementation of information system. To manage the HR tasks in the multi dimensional firm is very easy with the informational engineering as the system make the firm able to provide the integrate system of communication and collaboration in the organization trough which operations of multiple locations and departments can be strongly collaborate and information can be transferred and share in effective way that provide the ease to link the activities of different department with in an organization as well as the activities of different branches which are located outside the geographical boundaries.The Castle Family restaurant need a close consideration towards managing the company with the change industry trend as the in competition is very fast and the trend of food service industry is upgrading time to time so to meet the competition efficient and modern HR system must need to implement with the advanced information technology aid to flourish in the food industry.Business AnalysisCastle Family Restaurant has eight branches in multiple locations. The HR activities are still cooped w ith tralatitious HR methodologies. The memorializeing and managing data on Excel spreadsheet with complex analysis employees performance by tour the location of their operations is the difficult to manage. HRM system of the restaurant needs the improvement in order to meet the HR needs of the company. From The basic business change that Restaurant HR manager need to analyze is the updating of its system in order to accomplish its employees management in better way. Restaurant manager currently needed to measure the employees performance, their schedules and the problems after visiting the location. That is hectic, time taking and many communication lags can be occur because of lack of direct communication. Modern technological advancement emphasize on the implementation of Human Resource Information governance (HRIS). This is the merger of human resource management and information system that supports the company to manage their human resource with advance technology and informa tion system. Castles Family Restaurant need to implement HRIS in order to meet the current HR needs and to move with equal pace in the world to compete in industry and to expand it business in fast pace. Human Resource Information System (HRIS) is an change system that provides the online theme to the HR problems of the company. This system automate the data entry about the important staff constituted information, pay roll management, accounting functions, tracking of data, performance measure of employees through on line software that records data relate to the employee activities in benefit programs etc.HR manager currently relied on the maximum manual of arms tasks to record and manage the information. Traditional methods of data recording and pay roll system are followed by the manager. No mean of direct communication are at that place to discuss and to coop with the issues that employees will face and employees performance is also measured on the bases of their personal obs ervations by the HR manger that is time devour because it is difficult for manager to visits the number of different locations where the restaurants are located at a time so delay also bears woo. The HRIS provides the softwares with the automated system for the solution of maximum problems that is facing by the manager.The Human Resource Information System provides the administrative control in different systems. Some are given underPayroll SystemSchedulingAbsenteeism managementTime and performance recordsRecruitmentLearning managementEmployee self service moduleMany types of HRIS are there to provide the benefits of information technology and advancement. Castle Family Restaurant need to implement HRIS in order to track the employees through automated system with out the carnal visit of the management and measure their performance through the online performance record, electronic recruitment and learning of an able applicant, measure their absenteeism rate, answer the employees query etc.HRIS grammatical caseHRIS provides the different benefits regarding HR tasks. What the Castles family restaurant needs is to choose the program of its need. The basic HR types that Castle Family Restaurant is recommended to install in order to get cost effective way to coop with its Hr issues are following.1-Payroll ModuleIt is an effective part of HRIS that helps to vex the automated payroll checks of employees with the recorded time and attendance of the employees that will provides the relaxation to the manager of the restaurant to not follow the traditional pay roll system of keeping the records in excel spreadsheet and issue computerized checks.2-Applicant tracking SystemThis is the tracking software which used to track the applicant through online resumes and job applications welcomed by the company and match it with the required qualification and lie with. Through proper matching the required candidates will be identified. This will help the HR manager of resta urant to identify the proper candidate for part time as well as for full time employees and save time to physical efforts that are much more time consuming.3-Employee Self Service ModuleIt is the system to generate the answers of employee queries automatically. The employees can get solve their issues through the automated system. E.g. if employees want to confirm its attendance record or paid days it can generate information using the system with out disturbing the HR personals. It will be generate the answers of queries through data recorded in the system. Morgan can receive large number of benefits from his HRIS type as it do not need to visit the work stations in order to answer the questioning of employees on daily basis.4-HRM moduleThis covers the large number of HR activities starting from application of employees to the retirement. It records the data related to demographic, selection, training and development, capabilities and skills management, records of compensations and benefits and other related activities. The leading HRM systems are providing the major power to read applications and then enter the relevant data in the application database fields, notify employers and provide management and control.ComparisonHRIS is the system to automate the HR activities. vast numbers of sub software are used in HRIS and the restaurant needs to install the system according to their needs. As the system is costly to install but once it has installed and star it working it will provides the advantages in large extend as compare to cost associated with it. The four HRIS types are have give away importance for the Castles restaurants for the effective improvement in its HR functional advancement.For the current HR issues the restaurant need a close focus on the payroll module and employees self service module because of its demand as HR manager do not need to get tensed with the employee daily base queries in the present of employees self service module and to manage the payroll system in the presence of payroll module as it keep the record and manage payroll checks automatically as compare to others. Applicant track system, HRM module and other are also important for the effective management in different times but can be compromised for the present timeHRIS Vendor RecommendationLarge number of vendors is present in the industry to provide the HRIS package to their customers in order to meet their Hr demands. They are providing the either the software to handle the specific problems like payroll management module or applicant tracking system for the recruitment of employees etc, while some are providing the complete package of software with performing variety of functions. As an HR consultant of the Castles Family Restaurant some important vendors names are recommended. These are following.1- Epicor SoftwareIt is one of the leading Hr Management software provider and covers three different sectors including manufacturing, construction and service industry. It can be a better option for the Castle family restaurant because of its application including salary and compensation administration and other large number of services can be a beneficial tool for the HR department of Castle family restaurant. (Epicor HCM)2- AscentisThe company is founded in 1994. It offers an easy-to-use suite of applications for low-pitched and mid-sized organizations that integrates and automates critical HR and payroll processes. The company is providing the HRIS variety of payroll, HR management software and its logo is Simplifies your life that also clear it objective and goal of providing the clear solution to HR issues and simplify one life by using the software.3- Apex business softwareIt is providing HR software, leave and time management software, absent management software and many user alerts. Like other vendors it is also providing basic HR tools to provide ease in Hr functionality in the organization. ( Apex business software)Re commendationsIt is very difficult to justify with one best vendor when there are large number of vendors are there in the industry and when there is less difference in the services and applications providing by these vendors. After sale services and customer satisfaction from them is an important tool to reach at the conclusion. As the HR consultant it is recommended to implement system software service of Ascentis. The Ascentis will be the better option for the Castles Family Restaurant because its first positive point is its experience in providing HRIS. Ascentis delivers the comprehensive HR services supported by the latest Microsoft technologies. The restaurant can implement the latest Hr system in order to meet the HR requirements of the company. The basic reason to recommend this one is that it is providing specialized services to the service industry and its major focus in on the small and medium size of companies as castles family restaurant is the medium size of organizatio n with average employees working in it so the company match the requirement of restaurant very well n order to meet the HR demands of the Restaurant.Asentis provides the effective payroll management system that will prove beneficial one for the restaurant. The payroll system includes tax filing, direct deposit and check printing. This will be the automated system and manager not need to face any issue in it. The vendor is providing the comprehensive payroll system to their customers. The Castles restaurant can utilized with outsource service of Ascentis with easy to use customer interface and the real time payroll system as well.ConclusionHRIS is the fast growing phenomena and its successful implementation in the restaurant industry make it able to sought out the HR related issues in effective manner. The restaurant is expanding its operation in vast territory so the implementation of proper HRIS type in the area where Hr functions need to be improved is important to consider. The H r manager issue of reducing the cost of the restaurant by substituting the effective method in order to coop with the cost barriers which restaurant is currently facing in the form of transportation expenses and time which need to be save, the automated payroll, and HRM software should be installed to meet the future cost. As the implementation of HRIS successful will be the one time investment that has the potential to provide wide range of benefits in the future and the best vendor for HRIS is the one which can provides the user friendly HR system in cost effective way.

Supply Chain Management The Bullwhip Effect Commerce Essay

Supply Chain Management The Bullwhip Effect Commerce EssayIn recent years in the add chain of mountains management scheme there has been done a lot of research over the phenomenon c eached the Bullwhip incumbrance In brief, this negative effect occurs when the demand enunciate variabilities in the render chain be amplified as they moved up the run chain (Lee et. al, 1997a) and can feed to such big inefficiencies as lost revenues and poor guest service. legion(predicate) of the authors in their scientific papers contributed a lot to the development of the topic by describing the Bullwhip effect, explaining and evaluating its reasons, its implications and possible ways of its reduction, using higher mathematics (Chen et. al, 1999 Dejonckheere et. al, 2001 Warburton, 2004 Croson Donohue, 2003) and specialized software product (like SISCO) (Chatfield et al., 2004) to create simulation models. In our brief overview, however, we will non consider on the whole of these particu larized mathematical studies in detail, we will just try to concenter on the more theoretical explanation of the negative implications of the Bullwhip effect, the possible reasons of its existence, and on the ways of its reduction. In this respect, we think that among all of the respected scientists that devoted their efforts to the Bullwhip effect research, the authors Hau L. Lee, V. Padmanabhan, and Seungjin pat in their articles The Bullwhip Effect in Supply Chains (1997) and Information Distortion in a Supply Chain The Bullwhip effect (1997) stir not lone about(prenominal) most profoundly described and explained the notion of the phenomenon of the Bullwhip effect and the reasons of its existence, but also introduced the most valuable and applicable ways of how to diminish its negative matters.The essay consists of 3 main chapters the first chapter describes the notion and the implications of the Bullwhip effect, in the second chapter the reasons for its existence are discus sed, and the third chapter refers to the ways how to reduce the Bullwhip effect.1. Implications of the Bullwhip effectThere are some contrasting definitions and ways of understanding of so called Bullwhip effect (it can also be referred to as Whiplash effect or Whipsaw effect in some sources). This phenomenon was first established by Forrester (1961). The Bullwhip effect can appear in both industry and in e really supply chain.The Bullwhip effect is a consequence of one or a combination of the fol dis tackeding four important aspects related to supply chain management, which are, according to Lee et al., demand forecast update by supply chain partners piece batching price fluctuation rationing and deficit gaming. Small order divergence on a customer aim amplifies the orders for upriver players, such as wholesales and manufacturers, as the orders move up along a supply chain (Paik et al., 2007). As shown in the Figure 1, when consumer sales have palpablely small fluctuations, the retailers demand fluctuates more, the wholesalers demand fluctuates more than the retailers demand and manufacturers demand fluctuates even more than wholesalers demand.(Lee et al., 1997a).According to Forrester, variability of customer orders is usually less than variability of manufacturing orders. To his opinion the main reason for this situation is the ill-judged behavior of participants involved in a supply chain (Paik et al., 2007).The Bullwhip effect can be notice on various levelson macro level it shows up in inefficiency in production, scheduling, sourcing, distribution, revenue generalization and its realization (Ravichandran, 2008).on operation level, it reflects in extension of more armory and keeping it in inappropriate place, to meet a specified service level (Ravichandran, 2008).on performance level, it can reduce the speeding of cash, destroy potential revenue and erode revenue realization (Ravichandran, 2008).These are just some negative consequences of th e Bullwhip effect (Carlsson Fuller, 2001)excessive inventory investmentspoor customer servicelost revenuesthe productivity capital in operations becomes substandard as revenues are lostincreasing in loony likewisens costs and sub-optimal transportation patterndemand variability may ca social function missed production scheduleThe Bullwhip Effect is a result of behavior of supply chain members and is created by themselves as a result of their rational decision making in situation of short or not full breeding about real end-customer demand. The Bullwhip Effect is an internal effect. Companies can ignore the Bullwhip effect and suffer from it extra losses or can try to reduce it.2. The reasons for existence of the Bullwhip effectThe devout illustration of the Bullwhip effect is the beer game. In this experiment (it first in like mannerk place in 1980s) participants play four different roles customers, managers, wholesales and supplies of one of the popular beer brand. It is not allowed to communicate with to each one other, so participants make decisions about ordering only based on orders from the next downstream player. The results of this experiment are variability and volatility of upriver levels that incessantly exceed variability and volatility of downstream levels. The interpretation of this result can be different. On one hand it can be effect of irrational decision making on each level (Lee et al., 1997a). But on the other hand, if the Bullwhip effect is a summary of rational decision making, we can indentify different main causes, and then the Bullwhip effect appears because of tasks in the supply chain structure.These are the main causes of the Bullwhip Effect1. Demand forecasting updating (Lee et al., 1997a).Every company on each level of supply chain makes forecasting for production, capacity, inventory, material requirements and demand levels. Demand forecasting is usually based on the order history from the companys conterminous custome rs, i.e. on what the company actually observes (Lee et al., 1997a). By using simply forecasting methods, for example exponential smoothing (forecasting of incoming demand based on new day-after-day demand and it updating when new data is received) the order that is sent to the suppliers is a reflection of safety wrinkle plus amount that is needed to satisfy future demand. The result is that the variability of amount of orders will increase during going on supply chain from the end-customer to the end supplier.2. Order batching (in two forms periodic ordering and vim ordering) (Lee et al., 1997a).There often appears a situation when companies order once a week, once in two weeks, once a month, instead of ordering every day or every few days. This situation appear because sometimes suppliers cannot satisfy frequent ordering or transportation costs are too high (there is a big difference between full load and less than truckload rate, suppliers may even provide customers with disc ounts for full-truck loads) or time for processing orders is too long. Companies want to make advantages on economies of scale but amount of ordering varies during the time (people order more on the end of the week, end of the months, holidays etc.) The Bullwhip effect decreases when order cycles decrease.3. Price fluctuations (Lee et al., 1997a).The bullwhip effect also appears when quantity of goods that customers buy doesnt reflect their current needs. This is a result of customers buying in advance more than they need and stock some quantity because of attractive prices (it can be periodic discounts or promotions events when product prices are low). When level of prices becomes normal, customers stop buying products until they have it in stock. In this case buying structure doesnt reflect the go through structure, as a result the fluctuation of buying amount is more tremendous than the variation of consuming amount (Lee et al., 1997a). Such discounts and promotions influence ne gatively the supply chain. It seems like manufactures and distributors create these price fluctuations themselves, and it means that they set up a bullwhip effect themselves.4. Rationing and shortage gaming (Lee et al., 1997a).There are situations when demand is bigger than supply. In this case customer needs can be satisfied only partly. So customers order bigger amounts than they actually need, and when the situation becomes stable (demand is equal to supply) orders suddenly get cancelled. This means that customers give wrong information about their real demands to the suppliers, and this effect is referred to as gaming (Lee et al., 1997a). This is a common situation for a market.5. Material and information delays (Paik et al., 2007).According to Towill and his co-authors, material and information delays might be a major impart factor to the Bullwhip effect (Paik et al., 2007).6. Supply variability (Paik et al., 2007).According to Taylor, supply variability (machine reliability p roblems and quality problems) is one of the possible causes of the Bullwhip effect. Output of the unreliable machines fluctuates and it pushes the variability of demands of the upstream members. Variability in production level is thus the initial trigger of demand variability, which in turn triggers the Bullwhip effect (Paik et al., 2007).7. Number of echelons (Paik et al., 2007).According to Towill and his co-authors and to Ackere, cut make sense of one or more intermediates lead to significant reducing of the Bullwhip effect (Paik et al., 2007).3. The ways to reduce the Bullwhip effectIn the previous chapter we described the reasons for existence of the Bullwhip effect. discretion of these reasons gives a very good base to understanding of how to counteract the negative consequences of the Bullwhip effect. Many companies developed their own successful mechanisms of fighting the outcomes of this effect, and Hau L. Lee, V. Padmanabhan, and Seungjin Whang suggest to secern these various initiatives into three categories Information sharing, Channel alignment, and available efficiency (see Table 1).Table 1 (Lee et al., 1997a)Causes of Bullwhip effectInformation sharingChannel alignmentOperational efficiencyDemand forecast updateunderstanding system dynamicsuse POS dataelectronic data interchangeInternetcomputer-assisted ordering (CAO)vendor-managed inventorydiscount for information sharingconsumer directlead-time reductionechelon-based inventory controlOrder batchingEDIInternet-orderingdiscount for truck-load assortmentdelivery appointmentsconsolidationlogistics outsourcingreduction in unyielding cost of ordering by EDI or electronic commerceCAOPrice fluctuationsContinuous replenishment program (CRP)Everyday low cost (EDLC)Everyday low price (EDLP)Activity-based costing (ABC)The above mentioned categories imply the side by side(p)Information sharing the information about actual customers demand is transmitted from the downstream site to the upstreamChanne l alignment is about coordination of different business activities (as pricing, transportation, planning etc.) between the upstream and the downstream sites in the supply chain, andOperational efficiency implies the set of activities that assistant to improve performance, such as to reduce the lead-time.Lee et al. introduced a set of efficient countermeasures that were designed to minimize the negative effects of the Bullwhip effect (Lee et al., 1997a, b)Avoid fivefold demand forecast updatesSince the main reason of existence of the Bullwhip effect is the fact, that every member of the supply chain makes its own demand forecasting based on the data provided to it by its immediate downstream member, the one evident way to avoid this repetitive processing of demand data in a supply chain is to make the real consumption data (that is known at a downstream site) available at all of the upstream sites. This would allow all of the enterprises in a supply chain (from downstream to upstre am) to make and update their forecasts based on the same raw data.Data sharing can be implemented, for instance, by the use of the electronic data interchange (EDI) systems.But the practice shows that in some cases even though all of the organizations in a supply chain use the same demand data to make their forecasts, the differences in forecasting methods and/or buying practices may still lead to fluctuations in the orders fixed with the upstream sites.Break order batchesThe main idea here is to avoid another reason of appearance of the Bullwhip effect order batching by developing the strategies that lead to smaller batches and thus more frequent supply. One of the reasons of large order batches and low order frequencies is the high cost of processing the orders, which can be avoided, for example, by the use of electronic document circulation instead of paper-based.The other reason of large order batches is the transportation costs the differences in the costs of full truckloads and less-than-truckloads are very high, and this makes companies to wait for the full truckloads and thus stretch the replenishment times, which also creates order batching. This problem can also be avoided by inducing by the manufacturers their distributors to order assortments of different products at a time (a truckload from the same producer may contain different products instead of full load of the same product) and thus significantly increase the order frequency. This can be stimulated by offering discounts by manufacturers to their distributors if they order mixed loads. The other in effect(p) way to solve the problem of order batching is the use of third-party logistics companies these companies allow economies of scale by combining loads from different suppliers situated near each other and delivering these loads to different companies, what is in particular very useful for small companies, for which full truckload replenishment times are very long.Stabilize pricesA ver y straightforward way of eliminating the Bullwhip effect caused by forward buying is for the manufacturers to reduce the levels and frequencies of wholesale discounts. One of the most effective ways of doing it is implementing the everyday low price (EDLP) pricing strategy. The practice shows that this strategy is effective both for the suppliers and for the customers since it helps to decrease costs of inventory, storage, transportation etc. for every participant. Though with use of the conventional accounting systems the benefits of the EDLP strategy compared to wholesale price discounting strategy are not evident for the buyer, ABC systems in most cases explicitly show the advantages of EDLP strategy.Eliminate gaming in shortageThe aim of this measure is to deprive buyers of the incentives to inflate their orders in hope of the partial satisfaction of these orders by the suppliers. One of the simple ways to get rid of this reason of Bullwhip effect appearance is as following in case of shortage the supplier can allocate products to the customers not based on their orders, but in proportion to past sales records. in like manner the buyers desire for gaming may be lessened if the supplier shares its capacity and inventory information with them. The other way of fighting with buyers gaming desire is to use strict supply contracts that restrict buyers flexibility in ordering unlimited quantities of goods and free cancelling of orders.However, we have to admit that the above mentioned measures of reduction of the Bullwhip effect are not exhaustive and cannot fully eliminate the existence of this effect. A number of scientific papers mathematically prove that the Bullwhip effect still exists even when demand information is shared by all stages of the supply chain and all stages use the same forecasting technique and inventory policy (Chen et al., 2000), and even if well-nigh all of the above described causes (like batching, price fluctuations etc.) are removed (Croson Donohue, 2003). This gives us the understanding that the Bullwhip effect problem still needs to be closely scrutinized and other ways of reducing this effect are still need to be developed.ConclusionIn our concise but, we hope, substantial overview we tried to reflect different approaches to the understanding of the phenomenon called The Bullwhip effect and the negative effects that it brings to the members of a supply chain, and to describe the most sound, to our opinion, ways of reducing this effect, that were introduced by the researchers during the past two decades.We also found that though during the in the end years to the investigation of this matter a lot of scientists devoted a lot of their efforts, the problem of getting rid of the Bullwhip effect in a supply chain has not yet been solved completely a number of scientific papers mathematically prove that the Bullwhip effect still exists even when almost all of the discovered (so far) causes of its appearance (lik e batching, price fluctuations etc.) are removed. This means that the Bullwhip effect problem still needs to be closely scrutinized and other ways of reducing this effect are still need to be developed.

civics :: essays research papers

What is Civnet?Civnet is a website of Civitas International for civil education practitioners (teachers, teacher trainers, plan designers), as well as scholars, policymakers, civic-minded journalists, and non-governmental organizations (NGOs) promoting civic education all over the world.ObjectiveAny healthy, fully functioning democracy requires a political destination composed of active participants who render what it means to be democratic citizens. Though there may be free and fair elections in new and uphill democracies, there might not yet exist a democratic culture i.e., people may be unaccustomed to voting, running for elective office, judgment how their government works, seeking out different sources of information to make informed choices, forming advocacy and public-interest groups to influence political outcomes in a consensus-building, non-coercive political system, and creating voluntary organizations to conform to societal needs not met by government or the commerc ial sector. "Civil society" may be thought of as the third sector, and a foundation on which free, non-coercive, democratic polities must rest.Moreover, well-established democracies often witness increased apathy, atomization, and a dilution in citizen participation and civic behavior, as civic values are not properly reinforced and are allowed to go stale.Therefore, civic education at the pre-collegiate and collegiate levels is vital both to newer and older democracies, to ensure that future generations of citizens understand the values, mechanisms, and skills necessary to develop and maintain a democratic political system.Accordingly, an international coalition of concerned academics and representatives of non-governmental and governmental organizations formed Civitas International association and helped establish Civnet to take aim these needs by raising the profile of civic education, promoting civic education on the agendas of government policymakers throughout the wo rld, enriching the debate on doctrine methodology, establishing teacher-training programs, creating and distributing civics lesson plans, syllabi, curricula, text books, and teaching materials, and enabling civic education practitioners to network and share information, ideas, and resources.In addition to teachers, educators, and policymakers, many believe that journalists also have a role to play in highlighting solutions and citizen success stories, rather than merely reporting on societal problems.While Civitas International has many activities to achieve these aims, Civnet is unique in that it provides an international electronic resource where teachers may instantly receive and download teaching resources, scholars may read articles of thought and opinion, and use Civnets links to find a world of opposite civic Web resources, and civic educators may read what their colleagues are up to in Civnet news, network with their counterparts in other organizations, and learn about upc oming civic events on the Civnet calendar.

How to Tell a True War Story Essay -- essays research papers

War can be defined as an active struggle between competing entities. Its truly hard to tell who is right or wrong during a war. Both sides are fighting for what they believe in and what is true to their heart. In the shoemakers last there is always two things promised destruction and death. These two objects can explain the result in every facet of war from the physical to emotional.In How to recite a True War Story OBrien explores the relationship between the events during a war and the art of telling those events. OBrien doesnt come to a conclusion on what is a true war story. He writes that one cant generalize the story as well. According to OBrien, war can be anything from love and beauty to the most horrid thing ever experienced. The story doesnt even have to have a meaning. consequence of both descriptions of war leading to death and destruction being used is how OBrien tells of nipping Lemons death. He tells it as a love story with the vista being described as being beau tiful. In addition to OBrien referencing it to a love story he also includes the gruesome details of how Curt Lemon died. These stories not only shape the listeners perception and attitude of the war, but it also affects the one telling the story. Some stories are true and others are earlier embellished. The storyteller, speaking from the point of being in the war, has usually been through the most traumatic events ever in their life. Does the storyteller even know the truths ...