Social Networking Crisis Communication Assignment - 1

Social Networking Crisis Communication - Assignment Example In order to determine the most efficient medium of communication researchers conducted several case studies across the world. The first instance was carried out on a gun shooting incident in Virginia Tech. During this case study, the researchers conducted online monitoring of the newsfeeds from the affected institution. The online monitoring began one hour after the shooting. The participants of this research study lacked knowledge that their activities and posts were under study. In addition, the researchers went back and conducted interviews five days after the shooting incident. In Colorado’s case, the researchers created an informative and detailed timeline of the communication. The timeline was divided into two sections that are the official communication and unofficial communication. Under the formal communication part, the researchers had columns for university website and emails. On the other hand, under the informal communication sector, the researchers had two column s for Facebook and Flickr photos. In another case, study Southern California. The researchers monitored the posts and relevant messages from the fire crisis that rocked two counties that are Santa Barbara and San Diego. The researchers followed the local news websites and the online social media such as Facebook, Craigslist, and Flickr Photos. In addition, researchers conducted surveys and interviews in the affected areas ten days after the incidence. Furthermore, in the case of the earthquake in China, researchers monitored the social media news a minute after the incident. They keenly followed the posts on China most famous social site that is Tianya forum- a site with over 20 million users in China.

Performance management or performance evaluation Essay Example for Free

Performance management or performance evaluation Essay The basic aim of performance management is to create an environment for the employees where they can work at their best. It begins when a particular job is defined whereas it ends when the employee quits from the organization and performance management basically serves as a replacement of the traditional appraisal system. There are certain advantages of performance management and the most important one is the goal of developing clear job descriptions for the employees that can be easily comprehended by them. The second advantage is that it helps the employer to hire the best candidates for the job that suits them and at the same time, performance management helps them to negotiate with the employees on various issues. When the employee is finally hired, he can be provided with necessary training followed by the feedback of the coach that enable organization to develop sessions in which issues regarding performance development can be discussed and according to the results of the performance of the employees, the remuneration package can be designed. Moreover, performance management also provides various career opportunities for the employees and can also provide assistance when conducting exit interviews to know why the employees choose to leave the organization. The concept of annual performance is a bit different from that of performance management. When managing other people, the manager has to conduct performance appraisals in order to know how the employees are performing and this can help motivate the employees to work well in future. Annual performance is basically done to evaluate the performance of the employee and to know how well they have worked throughout the year and the contributions that they have made for the progress of the organization. It not only helps in the development of the staff but it also improves the communication between the staff and the managers, however annual performance has some disadvantages as well. When conducting performance appraisals, employees might ask for feedbacks from their friends in the organization who are more likely to give positive feedbacks and may avoid any negative comments of the employee. Moreover, when conducting appraisals the companies often send evaluations to the raters without telling them how to accurately do the appraisal and without advance notice. (Leat, 2001). Reference Leat,M. (2001). Exploring Employee Relations. Butterworth-Heinemann.

Specsavers: SWOT and PESTLE Analysis

Specsavers: SWOT and PESTLE Analysis 1.0 Introduction This report will provide a detailed analysis of Specsavers current corporate appraisal SWOT analysis. This will highlight the companies’ strength, weaknesses, opportunities and threats, which will help the company’s management, understand where the organisation is now. A Five Forces environmental analysis of the industry will examine the local, national and global influences of political, economic, social and technological factors (in the form of a PESTEL analysis) to understand opportunities and threats facing Specsavers currently and in the future. This will provide an evaluation of the external business environment in which Specsavers operates. This analysis will highlight the fundamental changes that the eye care industry is undergoing, especially; in defence to the unstable environment it faces from exogenous forces (oil prices, inflation etc) and endogenous forces. 2.0 SWOT Analysis of Specsavers Specsavers main strength is in its local knowledge of customers within the UK and Worldwide, providing a trusted eye care service, affordable glasses and contact lenses to a number of countries in Europe and worldwide.. It also has a strong work force with highly trained opticians, who carry out professional eye test using the latest optical equipment. Its major weakness is its lack of luxury designer brand awareness nationally and globally relative to its major competitors like Selfridges. Specsavers faces external threats from existing completion (Boots, Vision Express) in the market place for eye care as well as cheaper low cost brands from the Far East. Changes in Socioeconomic conditions can also play a part in Specsavers future success, as buyers are now more environmentally conscious and ethically educated. The main competitors are all promoting a strong sense of Corporate Social Responsibility agenda. Specsavers must also be mindful of any potential takeover bids from the lik es of Boots and Vision Express Group. See Figure 1 below for a full SWOT analysis of Specsavers. Figure1: Specsavers SWOT Analysis I N T E R N A L STRENGTHS Established for 24 years Wide ranges of products including hearing service UK’s leading eye care service provider – with 830 stores in UK and Europe Value for money – 2 for 1 offers Brand Awareness Human resources –Expert Opticians and audiologists Online Booking Use of latest optical and hearing equipment New Version One System for document management OPPORTUNITIES Develop brand awareness globally Further expansion of stores internationally New designer frames from leading fashion houses Market shift to globalisation New facilities or services Innovation Alliances Diversification E X T E R N A L WEAKNESSES Perception of Low Quality Designer Brand Awareness Does not stock high class brands like DG and Bebe Does not provide same day service like its competitors THREATS New existing competition Volatility in Price of Fuel Consequences of UK recession and credit crunch Market shift to globalisation Takeover bids – Norville Optical Far-East eye care companies expansion Extremely high competition for customers and resources The SWOT analysis of the company shows that its strengths are in its wide range of products and its reputation for carrying out a professional eye care service, large investments in latest optical and hearing aids equipment and its international presence. However, main weaknesses are low brand awareness for designer frames. Currently the company only distributes a number of designer brands of frames and sells it brands mainly through its stores. Therefore, it has opportunities to venture into e-commerce solution through web orders of designer frames. Also access additional capital and consider retail partnerships. The company faces various threats from new and existing competition, economic recession and due to its low brand awareness in designer (luxury) market segment faces potential takeover bids. 3.0 The Five Forces Model Porter explains that there are five forces inherent in a market, which will jointly determine the intensity of competition and profitability of Specsavers and the eye care industry. The first is the threat posed by new entrants, as with the growth in designer frames being offered by Selfridges, Harrods, and Rackhams etc. The second is the threats from substitutes, laser treatment v spectacles, and the growing demand in laser vision correction surgery. The third force is the threats from the bargaining power of buyers, is this strong for both Specsavers and the entire eye care industry with a large number of alternative suppliers, hence, the aggressive pricing strategy, two for one offers etc. This results in a very strong competitive rivalry in the industry. This is intensified as a result of little or no differentiation in the service offered. Finally the threats from the suppliers bargaining power, this is very strong in the eye care industry for two reasons, one is highly speciali sed products supplied by few manufacturers, hence, Norville Optical who can command a very favourable terms and second is the existence of many buyers within the industry. 4.0 External Environment – PESTLE Analysis All of those (political, economic, social, technical, legal and environmental) factors will to some extent apply to the eye care industry. POLITICAL – changes in corporation tax in the future within UK and internationally. With operations in Europe and across the globe, is the political regime favourable to foreign investment. The introduction of Carbon Taxation could also pose a future threat to Specsavers. ECONOMIC the high-end eye wear industry is vary recession prawn and also very sensitive to changes in prices. SOCIAL – changes in consumer taste and lifestyle represent both opportunities and threats for the eye care industry. Opportunities in terms of designer branded eye wear are now popular with high disposable income groups and also the growing trend in spectacles as a fashion accessory. The aging population in UK and throughout the globe will have a favourable impact upon the demand for eye care products and services. The threats are in terms of alternative vision correction treatments like laser and lack of skilled labour, will the educational system support future qualified opticians and audiologists, if not there may be a lack of supply. TECHNICAL – Changes in retailing methods as such spec sales via the Internet is now a common place in eye wear, online appointment booking with patients receiving an email containing their appointment details and booking reference when they book online. Paperless operation, the management and administration of the company are undertaken on IT systems, which are accessed through secure servers; provide flexibility in the running of the stores. Specsavers has implemented a new version one system for document management in order to provide a centralised accounting function for its 830 UK and European stores. The development of the next generation lenses will also lead to technological opportunities in terms of cost reduction and improvement in quality of lenses. LEGAL –Threats are in terms of future legislations for health and environmental issues. Specsavers needs to be mindful of data protection act (freedom of information act) as it will store a large amount of patients’ personal details. Do the current (or future) employment laws provide an advantage or disadvantage to the business? ENVIRONMENTAL – The energy sources used, namely oil has vast ecological/environmental implications. The threats are in terms of fines and rise in cost of raw materials. The introduction of Carbon taxation will affect Specsavers future profitability. 5.0 Conclusion Specsavers is clearly an organisation with a strong brand awareness and reputation for providing an affordable eye care service, with operations in a number of countries in Europe and across the globe. Specsavers environmental analysis via the SWOT, PESTEL and Five Forces showed that the eye care industry is experiencing a change in terms of becoming more socially responsible and customer service focused (due to intense competitive rivalry). Specsavers needs to view those environmental changes as an opportunity rather than a risk. In order to succeed in the future Specsavers needs to see employees as the key to competitive advantage in an industry that is highly dynamic. Corporate and human resource strategies are developed concurrently. Specsavers needs to view its human resources as the driving force in the development of its overall business strategy for the future. There needs to be an overriding emphasis on developing optician’s skills through intensive training programme (2 year graduate programme) and continual investment in RD. The future environment of Specsavers will largely be impacted by the introduction of the Carbon tax, which will threaten Specsavers ability to continue to offer affordable value for money glasses and contact lenses, as additional taxes will diminish margins, which could lead to increase prices. The internet will continue to shape the way Specsavers operates as a business, currently using it primarily for online appointment booking, but as the social trends change, consumers with busy lifestyles will prefer to use online shopping for ordering their frames and contact lenses. Specsavers has in recent times implemented an online document management system, to enable it to centrally manage payment of supplier’s invoices. This has resulted in significant time savings and operational costs as a result of improve efficiency and freeing up of storage space. Word Count =1,550 References Bibliography Needle, D. (2004) Business in Context – An introduction to business and its environment 4th Edition, Thomson Worthington, I. Britton, C. (2006) The Business Environment – 5th Edition, Prentice Hall Financial Times ACCA Paper 3.5 Strategic Business Planning and Development (2001) The Financial Training Company Johnson G and Scholes K (1993). Exploring Corporate Strategy Text and Cases. Cambridge: Prentice Hall. Porter M.E (1980) Competitive Strategy-Techniques for Analysing Industries and Competitors.

Voltaire On The Church, True R :: essays research papers

Voltaire an eighteenth century French philosopher and prolific writer is well known for his literary satirical attacks. One of Voltaire's attacks was of traditional Christianity and the Catholic church in On Toleration. He criticized the church on the grounds that it was overly superstitious. There were many superstitions that were held by the church: a geocentric universe, the tides not being due to gravity, a rainbow not being a phenomenon of light, etc. Voltaire felt that the most grievous of these superstitions was the belief that only those who follow their own religion are given eternal salvation and all others will suffer eternal damnation. The result of this was severe persecution of those who had a faith other than their own. Voltaire's satirical view of this is evident when he says, 'And is it not evident that it would be even more reasonable to worship the sacred navel, the sacred prepuce, and the milk and dress of the Virgin Mary, than to detest and persecute one's brothe r'; (1109). Assuredly Voltaire believed that it was incredibly foolish of humankind to persecute their fellow men for having beliefs that did not coincide exactly with their own. His detest of such actions can be inferred from his suggestions that the worship of such bizarre things as the sacred navel, foreskin, and the dress and milk of Heavenly Mother being more sensible than the great persecutions of people based on religious pretext. Voltaire did not feel that this was what religion was about. He felt the true religion to be 'The Golden Rule';, that is to love thy neighbor as thyself. This becomes evident in Voltaire's Religion.   Ã‚  Ã‚  Ã‚  Ã‚  In Religion Voltaire describes one of his meditations. During this experience Voltaire thought about an archangel which took him to a place where he came in contact with many great philosophers among them Christ. Voltaire met the resurrected Christ, covered still with the wounds from his violent death. The two of them spoke, Voltaire questioning Christ as to His condemnation and death. Voltaire asked Christ if his purpose was to teach a new religion to which He replied: Not at all; I said to them simply--'Love God with all your heart and your fellow-creatures as yourself, for that is man's whole duty.' Judge if this precept is not as old as the universe; judge if I brought them a new religion.

Tesco Organisational Change

Introduction: This assignment is based on the concept of Organization change and it will discuss around various concept of change within an organization. It is based on the selection of an organization that has undergone through a change and in which people has adopted or resist the strategies of change. Aims and Objectives: This assignment will be comprise of the below mentioned objectives that will actually analyze all the changes that an organization has actually faced. * To identify the processes and model of change and what are the strategies that might help in encourages people to positively respond to that change. To identify the main drivers that has actually triggered the need for change in the organization. * To analyze the organizational change with the help of EFQM model. * To evaluate how people will react to that change and will survive within that change. * To identify the ways that can help in dealing with the resistance towards that change. * To evaluate the strategi c change initiatives and what recommendation can be made in order to gather good data and avoid biasness. What is change? According to Potter, Mark (2011) change is an activity that takes out the organization or a person out of their comfortable zone. It is sometimes positive and sometimes negative and takes time for the adjustments. According to Chhabra et al (2007) states that Organizational change is the change that comes in the overall working environment of an organization and sometimes cause discomfort to the people initially. Organizational change: According to Potter, Mark (2011) Organizational change is a state that an organization undergoes from one state to another. This change can be in the policy, strategy, technology and culture of an organization. This change can be sudden or preplanned and requires wise strategies towards the management of people working in an organization. Change management: According to searchcio-mid market. tech target. com Change management is a methodical term which deals with change both at the individual and organizational level. It deals with three different aspects. 1. Controlling change. 2. Effecting change. Tesco: According to the Tesco website it is the Britain’s foremost retail company which is dealing with 37,000 stores all over the world and have employed over 440,000 people. Tesco is dealing with 30 countries outside the United Kingdom. Tesco is actually working on the concept of change and all the employees are striving hard to respond to those changes. The name Tesco has first appeared on a shop in Edgware in 1929 and since that time this company has developed and grown up with so many new innovations and opportunities for the business and for the people as well. By the early 1990s Tesco has faced so many strong competitors and for staying at the competitive edge they need to have new strategies according to the new situations so here concept of change occurs. Sir Terry Leah was very wise in making decisions. He was the Chief executive in 1997 so he decided to find out where they are actually lacking so that they can easily work on those areas. So he found the root cause on which they need to work. He came up with the statement that we are good in buying and selling but we have actually forgotten the needs of our customers so he decided to pay much more attention to their customers. So he started this activity with the simple question asked by the customers what are we doing wrong? After this question they actually started investing in those areas that matters to customers e. g. the loyalty scheme such as club cards, Tesco. com, our internet home shopping service. He further illustrates his concept with giving ease to the customers and giving them a reason to come back to Tesco again and again. Tesco Mission Statement: â€Å"Creating values for customers, to earn their life time loyalty†. Values behind Tesco business: * No one tries harder for customers. * Treat people how we like to be treated. Objectives of the company: The main objective of the company is to better understand their customers than any organization. Tesco not only considers their customers much more important but they are also very much conscious in terms of the innovation of their products and services. Their concept behind best customer service and introducing best products are to attract their shareholders and gain the growth in sales, profits and returns. Tesco actually work around these three objectives. * To gain growth in sales, profits and returns. * To satisfy the needs of the customers by proving them best services and products. To satisfy its shareholders. Organizational change in Tesco: There is a marketing statement mentioned in ivy thesis . type pad. com that success breeds failure so it shows that nothing else is constant in business and in order to stay at the competitive edge business should respond to the changing demands of the world. Tesco has focused on these demands so that they can stay competitive and can resp ond to their competitors. The following difference can show their attention towards the demands of the world. Tesco in Past: According to Finch, Julia (2010). Tesco in the past was just like a typical traditional food retailer company that only focused on the substantial assets of the business like products, place and money. They had not paid any attention towards the intangible assets of business like customers satisfaction, services providing ease to the customers. This has actually given hard times to Tesco in the past and very soon this thing was realized by Tesco that the older methods will not work for the business as the concept of Globalization was spreading very fast so Tesco started responding to the changes required. Tesco in Present: Tesco in present has moved its attention towards more innovative and intangible things. This was the first step of Tesco towards innovation and working beyond its limits as in 1995 they introduced club cards which are now offering air miles and club card points in 5000 different venues in the UK. Rowley (2005) states that the club cards has given good opportunities for customer interactions and engaging large number of corporate partners in delivering and earning rewards. These club cards are actually building up a strong relationship among customers and Tesco. Another innovative step of Tesco is the use of internet for their customer’s i. e. Tesco. com. It has actually strengthened the communication between consumers and Tesco as people can inquire through Tesco website regarding grocery, music books and so on. According to Tesco. com (2005) customers can enter their complaints on the same website where the problem list are already present and customer’s needs to fill in the right area. These complain can be related to quality of food, out of date products and so on. For making the life easier for the customers Tesco has given more in store facilities, long opening hours, shorter queues trained staff. Topic 1 Drivers for Change: In order to find out the competitive position of an organization firstly I company need to check what factors are actually triggering for change. So what that reason lots of information is required which can tell the position of the company where it is standing at the present and where it will be in the future so making these predictions more clearer Porters 5 forces model can be used that will tell each and every aspect of that organization. Porters 5 Forces: Porter 5 forces helps in analyzing the external environment of an organization and provide beforehand preparations so that company can gets ready for any kind of pitfalls that may arise in business. It covers the following steps. * Rivalry. * Substitutes. * Buyers. * Suppliers. * Barriers to entry. Rivalry: Rivalry is the central force that involves other forces as well. Tesco has many rivals in the market so for making its position stronger and giving tough competition to its rivals Tesco always keep its position up-to-date and respond to the changing demands of the world. So the launch of club cards and other internet websites are the steps taken to stay at the competitive edge and be a strong contender for its rivals. Substitutes: Rivalry actually makes the profits zero as it is a threat. As the market has many supermarkets so they can be the substitutes for Tesco so in order to avoid missing their customers they need to provide them with extraordinary customer service. So Tesco has made that possible by giving Club cards and showing that the customers are at the heart of Tesco has actually won the loyalty of their customers. Tesco has substitute like Sainsbury which has got the similar products and has decreased the prices of products in both companies. Buyers: Power of buyer is another cause of decrease in the prices as if the cost of floor is more in Tesco buyer can easily switch over to Sainsbury. But Tesco is fortunate in this case as there are not lot big markets that makes the markets more discipline and stops them of pricing war. Supplier: Tesco has an advantage over the suppliers as they quote the price to the suppliers and suppliers have to admit that as Tesco has a strong position and they can quote on their own. If suppliers do not fulfill the demand they will have no one to sell their goods so Tesco takes a good advantage over their suppliers. Barriers to entry: Tesco, Asda and Sainsbury are the barriers to entry for the new supermarkets. As they have an advantage over the suppliers in the economy of scale as they can buy large volume of goods on less prices whereas the new entrants needs to buy small quantities very expensive. Process for change: Source: www. google. com (Kurt Lewin,1951) Unfreeze: Tesco has used the concept of unfreezing by telling their employees and realizing them the needs of their customers. They gave them the image that Tesco needs to stay at the competitive edge and for that they need the loyalty of their customers. For getting that loyalty they need to pay full attention towards the satisfaction of their customers. So they have to done some sort of technological, social and cultural changes that will increase their publicity among their customers. So they ensure the readiness of their employees towards the change in their working schedules. Change: Tesco has started the club cards in 1995 by giving full training to their employees that they always need to ask the customers â€Å"have you got a club card† this was the way of giving promotion to the club cards. Employees were also provided with the information that this strategy of launching club cards will give competitive edge to Tesco and the company can stay more in touch with the loyal customers so they just need to scan and offer the club cards to their customers who will definitely give rise to the profits. For making the employees ready for the extra work load Tesco has given them the information that they will also get 10% discount with their staff privilege card on their purchasing from the store which makes the employees happy that at least they are also getting benefits out of it. Employees were also informed of the Tesco. com and that the customers will do shopping online so they need to be more efficient and with the same thing they were given proper training that how to deal with online shopping and it will give rise to the business and the business will give them promotions and bonuses for their hard work. Refreeze: The launch of Club cards and Tesco. com has actually given rise to the Tesco sale as it makes easier for the customers that even while sitting at home they can shop whatever they want to have. It has actually increased the customers for Tesco as the slogan of Tesco says â€Å"Every little helps† so they are actually working on that as they have kept an eye on even the little needs of their customers. According to Harvey, Oliver (2007). , The UK has stated that Tesco is the most developed online grocery market in the world with more than 1. million people shopping online. ( Daily Record, 2004) Organizational change for context: According to Pagano, Margareta (1987) cultural web analysis was given by Gerry Johnson and Kevan Scholes in 1992. It can help in make observing and then making some changes in an organizations culture. It helps in exposing cultural hypothesis and practices and aligns the work with organizations elements and the strategies used within an organiz ation. As mentioned above different changes in Tesco which has given a positive rise to the business. Here in this cultural web analysis the change of introducing club cards has increased the work loads of people so what initiatives should be made in order to support the already occurred change. There are six elements which can help in making those changes stronger. Stories: Whenever a change occurs in any organization it comes with lots of previous stories like it will increase workloads without any benefits. It will give different type of job specifications so in order to avoid all these stories the employees will have in advance trainings and incentives so that they can welcome the change positively and should be ready for new challenges. Rituals and routines: The daily routine will show the change in behavior so the reward system and the bonuses should beforehand introduced so that people can work more energetically without showing any kind of negative attitude towards the increase in work. Symbols: Before implementing a new change there should have a lot of publicity as in Tesco they advertise the club cards and even the employees have got the uniform with Tesco club cards. Organizational structure: As in the case of Tesco the employees were well defined of their goals and the consequences that they will have after achieving those goals and objectives so the objectives will be clearly defined in order to support the implemented change. Control system: It is usually measure by the top management team and before implementing any sort of change all the strategies and policies are prepared beforehand. It is regarding the financial system and reward system so Tesco has also given the opportunity to its employees as 10% discount on their cards which can urther enhance their performance and strengthen the implemented change. Power structure: As the name indicates Power structure which is hold by the executives and other seniors so the steps taken like discounts for employees, Trainings regarding club cards and internet has strengthen the change so far. Topic 2 Creativity and Improvement Creativity: Creativity is the thinking up of new ideas. It is actually the dreaming up of new ideas. Whereas according to   Lorna Martin (2006). , Innovation is doing new things so it is the practical term for creativity. Source: www. google. co. uk According to Walker, Gaelle (2006). EFQM is the most widely used model with over 30,000 businesses to increase performance and increase their bottom line. It takes a holistic view of an organization and gives a diagnostic tool for the specific area of an organization which will provide strength and enhance that area with innovation and creativity. This model is divided into two parts the first one is enabler and second one are the results that can be earned through the employees efforts, the policies and strategies implemented, and the stakeholders or shareholders involved and the resources within that organization. So in the case of Tesco their strength is their team, their products. While talking about their employees they can engage their employees in more trainings and give them chances to think out of the box as the Human capital is the main asset of any company so Tesco needs to invest more on their employees and give them chances to learn more and work accordingly. So as they have got an Intranet within their organization that is the actual chance for their employee’s promotions and gives them more chances to enhance their performance by learning more and then implement their knowledge in their organization. Well Tesco has already taken a step towards innovation and creativity as they have implemented Tesco. com so in this way thousands of minds are included in Tesco and Tesco can take suggestions from the people around. By their club cards they are not only providing good saving to the customers but they are also doing surveys by checking in which area which product is selling more so in this way they are increasing the productivity of that product. So Tesco. Com is a step towards innovation. Surviving change: Surviving change is actually the concept regarding those changes that an organization has implemented. It checks whether those changes are well accepted by the organization and employees. Do those changes have given a positive rise to the business. According to Buckley, Neil (1995). , there are some steps that manage and deal with change appropriately which are as follows. 1. Acceptance for the change should be there by training and awareness. 2. Readiness for change to be happens at workplace. 3. Should have enough strategies to tackle that change. 4. Adapt to that change. 5. Feel free to go with the change. 6. Enjoy the change. 7. Always try to be ready for the change. So change is actually surviving in Tesco as they have also used the before hang readiness for the change to occur and now getting desired results as a part of business profits. Transition curve: According to   Savill, Richard (2001). Transition curve is a three stages of transition that involve ending, neutral zone and beginning which helps in assessing people that what difficulties they might face during the implementation of change. Ending: This seems to be the ending of the confidence of the employees when they deny the acceptance to change. They might think that their workplace or their work will be different so this is the ending of their hard works and acceptance to work loads. Neutral zone: This state will be the confusion state as the staff will be in between the current and the desired state. They will be uncertain about the present and the future. This can have the negative impact on the activities. Beginning: The beginning state is that state in which the employees are ready for the change and work accordingly with a positive set of mind. As in Tesco case employees are ready for the work. Conclusion and Recommendations: Change is a positive activity and it always brings about something healthy to an individual or an organization. So in the case of Tesco change was the ultimate desire of the modern time and has actually give Tesco a strong position. Club cards and Tesco. com Com are the positive changes for Tesco and has increased its sales. Staff is also very efficient in implementing and working on the change so it has given positive rise to the business. Recommendations * Although the change has been successfully implemented in company but there is still need to eradicate the perception and attitude of being one or monopolist views. The development opportunities should be offered to the front line staff for further improving the customer service. * Variety of methods should be used to training the staff and through providing them different platforms the company can fetch the creative ideas from their staff * There must be online and offline (virtual; over the web) feedback or comment section where the customers can record their feedbacks regarding the products services and their performance or further improvements. Teamwork culture, support from the management and empowerment are the necessary mediums to motivate the workforce and maintain their motivation for better productivity. * An efficient performance appraisal system is required to be implemented for judging the performance of both contract based and permanent employees and similarly compensation should be based on this fair appraisal of employees. * Further communication should be improved through extensively advertising the products to the target market and internal communication should have to be improved through making the flow of information on right time. References: * Potter, Mark (16 February 2011). â€Å"Tesco to outpace growth at global rivals – study†. Reuters. Retrieved 25 February 2011. * Finch, Julia (2 February 2010). â€Å"Tesco opens its first zero carbon store†. The Guardian  (UK). Retrieved 1 September 2010. * O'Grady, Sean (16 December 2001). â€Å"Shirley Porter: Rich, flashy and corrupt with it. She's nothing like a Dame†. The Independent  (London). Retrieved 13 December 2009. *   Harvey, Oliver (9 May 2007). â€Å"TESCO kills of Well St Market†. The Sun(London). Retrieved 13 December 2009. * Pagano, Margareta (16 May 1987). Shocked Hillards attacks greed of Prudential: Hartley disgusted with institutions after Tesco wins takeover battle†. The Guardian  (the sun). * â€Å"Tesco accused of ‘near monopoly'†. BBC. 17 January 2006. * â€Å"Inverness: Tescotown†. Retrieved 13 March 2006. *   Lorna Martin (1 January 2006). â€Å"The supermarket that ate a town†. The Observer  (UK). *   Walker, Gaelle (11 November 2006). â€Å"Online failing todeliver†. The Grocer(William Reed Publications): p. 6. *   Ã¢â‚¬Å"Business as usual for Sir Terry after 10 years in charge†. Birmingham Post(Midland Independent Newspapers): p. 24. 22 February 2007. *   Buckley, Neil (22 November 1995). People: Leahy rings Tesco's tills†. Financial Times: p. 40. *   Cunningham, Sarah (22 March 1997). â€Å"Tesco pays ? 630m for ABF's Irish business†. The Times  (Times Newspapers). â€Å"Tesco's Irish move approved†. Financial Times. 7 May 1997. *   Savill, Richard (12 June 2001). â€Å"Tesco bomb blackmailer is jailed for 16 years†. The Daily Telegraph  (UK). Retrieved 12 April 2011. *   Helft, Miguel (2001). â€Å"Tesco buys stake in GroceryWorks†. The Industry Standard. * O'Halloran, Marie (25 July 2009). â€Å"Unicef accuses Tesco of misusing charity slogan†. The Irish Times. *   McBride, Louise (26 July 2009). â€Å"Tesco in clash with Unicef†. The Irish Independent.   Malkin, Bonnie (14 November 2007). â€Å"Spice Girls go shopping at Tesco†. London: The Telegraph. Retrieved 19 September 2010. â€Å"AEW Architects†. AEW Architects. Retrieved 2011-08-16. *   Leroux, Marcus (22 March 2010). â€Å"Tesco’s secret chain charges customers more – Times Online†. The Times  (UK). Retrieved 11 November 2010. *   Ã¢â‚¬Å"Tesco announces non-food store trials†. Retrieved 13 March 2006. *   Jordan, Dearbail (8 June 2007). â€Å"Tesco swoops on Dobbies Garden Centres†. The Times  (London: Times Newspapers). Retrieved 8 June 2007. *   Ã¢â‚¬Å"Offer Declared Unconditional in all Respects†. Dobbies  (Dobbies): p. 1. 17 August 2007. Retrieved 19 August 2007.

American Foreign Policy in Iraq essays

American Foreign Policy in Iraq essays The American invasion into Iraq has been a very difficult topic for Americans to agree upon. The right for one country to invade another based upon unsubstantiated evidence and political differences is hard for me to understand. Even though some people would say that what we did was potentially wrong, in my personnel opinion the invasion as had some positives and some negatives but could possibly have been done in a better way. America has been playing the role of the big bully over many countries for years. I think it is time for us to come to the realization that every country cant be ran the way we would like it to be ran. Iraq isnt just the only country that is a threat to us and most likely wont be the last. Do we expect to invade every country that challenges the way we run our country? I would surely hope not because then it would defeat the purpose of the United Nations (UN). The UN was created to keep peace between the nations. Not to have one nation invade the other. Many people have lost their lives in both nations and nothing has really been accomplished. Before the U.S entered into Iraq there were many tribulations standing in their way, such as mass unemployment, inflation and financial debt, and mismanaged government. They had been misled by Saddam Hussein and they didnt want America to come in and take over after they had been anti-American for so long. In the matters of religion, there was only 4% of the population that wasnt Muslim and the 96% that are Muslim was split into two different groups, the Sunni and the Shia. The Sunni were only 33% of the Muslim population but was in the el ite class and were fairly treated better than the Shia by Saddam because those were his people. So of course there was tension between the two due to social status. That led the nation to be consisted of two nationalities, Arab and Kurdish. To top all of it off the nation was effected b...