Dividend policy of the firm is irrelevant to the rational investor Essay

Profit strategy of the firm is superfluous to the discerning speculator - Essay Example These elements lead to change in the offer costs and valuation of the organizations. The significance of profit strategy to a normal speculator has been examined in the resulting segments (Gross, 2007, p.14). Reasonable for profit installments The goal of ventures is focused on capital energy about the benefits or protections over the time of holding. In this way, there is an unequivocal explanation behind the organizations to deliver profits which really decreases the drawn out capital thankfulness because of fluid installments as profit. The profit installments are obvious explanations by the organizations to feature their capacities to deal with their advantages and execution to accomplish monetary benefits and development. The installment of profits by the organizations guarantees dominant part of the speculators of sound money related execution in future and manufactures certainty for interest in stocks (Xu and Wang, 1997, p.19). The organizations choose through their profit s trategy on the extent of profit payout and the rate to be saved for held income. The profit installment distributions are extremely fragile as the organization additionally needs to concentrate on expanding the monetary riches in future and lessen their reliance on influence. The intrigue and duty rates likewise assume a significant job in the profit strategy of the organizations. A decrease in the duty rates on long haul and transient capital increases would encourage the organizations to chop down their profit installments and contribute increasingly held winning for long haul capital additions (Funke, 2007, p.11). Observational hypotheses: Irrelevance of Dividend Policy The part of superfluity of profit strategy to a sane financial specialist can be clarified by thinking about the exact speculations of profit strategy. Leftover... The organizations give highest need to fund their necessities of speculation taking a gander at the objective development rates to be accomplished in the present moment just as since quite a while ago run. Simply in the wake of addressing the necessities of accounts, the organizations choose to disseminate the lingering benefits to the investors as profit installments. In this way the investors would not be worried of the profit strategy as capital increases for future from the ventures done by the organization lies at the center of expansion of their riches. The discerning speculators are likewise proficient that there is no profit strategy that could alluded to as an ideal profit strategy. The profit strategies are a result of the reserve necessity of the organizations for financing the speculation ventures. Therefore, the profits are proclaimed by the organizations which lead to reclamation of certainty among the investors. In this manner the investors are pulled in additional tow ards the interest in the organization stocks because of which the cost of the offer ascents and the valuation of the organizations are expanded.

Market Segment Targeted of Avons Essay Example

Market Segment Targeted of Avons Essay Example Market Segment Targeted of Avons Essay Market Segment Targeted of Avons Essay If you don't mind make certain to check with your youngster to ensure that they have not been appointed any schoolwork for the night, on the grounds that there has been an issue getting schoolwork assignments that are not turned in finished or not in the slightest degree. Much obliged to you for your assistance, and on the off chance that you have any inquiries or concerns email me at and I will answer to you as quickly as time permits. S OCIAL S TODIES This week in Social Studies we will audit the Government of Africa. Sstudents will talk about Apartheid, the legitimate division of bigot, ban, nd Nelson Mandela. Sstudents are urged to take their CRCT Practice book home and read in any event 20 minutes every day. You can get in touch with me at [emailprotected] com on the off chance that you nave questlons or concerns. I nank you Tor your help We are proceeding with our Decimals Module. We are concentrating on changing from divisions to decimals, including, taking away, increasing and partitioning the decimals. I have put accommodating connections on my site to support you and the sstudents. My site address is oncoursesystems. com/school/site page. aspx? id=471158. Sstudents use oth the course book and the exercise manual in class so please ensure they have these ordinary. We are proceeding to take a shot at our Multiplication Skills. Perusing This week in Reading we will be going over the various parts that make up a story and what to search for when you are perusing verifiable, fiction, or educational content. We will utilize the articles that they are perusing on TeenBiz3000 to assist them with learning all the parts in a story or table 1. If you don't mind ensure that your kid is staying aware of their A. R. book so they can peruse each day and meet their A. R objective. (Which will be an evaluation toward the finish of the 9 weeks. )

The Business Case for Curiosity

The Business Case for Curiosity Humans are curious beings. It is in our very nature to ask questions no one has asked before and to look for the answers to those questions and the questions that haven’t been answered before.Sometimes that curiosity can result in marvelous achievements and scientific breakthroughs, which all leads to technological progress. Many innovations, business practices, and tools, used in various branches, are the results of people’s curiosity.In this article, we will analyze why curiosity is important in business, why should employees be curious about everything they do and why should employers instigate curiosity in their employees.WHAT IS CURIOSITY?Humans are naturally curious creatures. Our propensity to learn and thrive is one of the strongest human urges, which keeps us in the state of the infinite search for answers. If we look at it as a constantly working mechanism, we can say that curiosity is the engine that powers that mechanism.   We can look at it as an evolutionary tool, o ne of the most important crucial for our survival.One of the most joyful feelings is to discover something new and the unknown. Everyone who has experienced it would tell you the same. That moment when we learn something we haven’t known before, the moment when we band together all of the things that seemed to be separated, is the moment of a great delight and personal fulfillment.Vis-à-vis that feeling of joy and curiosity is a fear of the unknown, which can bring new, unpredictable consequences and dangers. This fear lies in all of us, but everyone experiences it in a different way. Some people are, let’s use a business language here, more or less risk averse.Some are sparked, even attracted to danger, while on the other hand, there are those who value safety above everything else and who hate the very same thought that they could be exposed to a danger, especially the one unfamiliar to them. Those people suffocate their own curiosity because they fear everything new and the unknown and the failure it can bring.They fear to make mistakes and, thus, they are killing their own curiosity and preventing their own advancement. For one thing is certain, there cannot be an advancement without making mistakes and learning from them.Apart from these internal factors, there is a lot of external influence which fetters our curiosity, such as routine jobs, boring daily routine and in some cases the school system, which, in some regimes can limit what children learn and that way create people who are susceptible to authority and repetitive jobs, whose curiosity is completely drowned in that “cycle of doom”.That is why, if we want to grow intellectually, spiritually, socially and morally, we always need to ask questions and look for answers, because when we suppress our natural curiosity, we can feel the emptiness inside of us, which we then try to fill with meaningless and corrupted things, which definitely cannot replace real feeling of joy that curiosity can c reate.CURIOSITY IN BUSINESS: YAY OR NAY?In the past, this topic was not considered so important. The main reason for that is globalization. Though globalization is not a new term since its roots date back to around 16th century, the effects of modern globalization started to show after World War 2. Businesses started to grow again, the global market opened and the world started to change.Nowadays business environment is fast-changing, information travel fast all around the world, so companies must be ready to adapt to any change if they want to survive. That is why innovation and new ideas are welcomed in any branch of business. When a problem occurs, it usually needs to be taken care of fast, while maintaining the standard of working quality.Finding the right solution could sometimes be tricky, so people have to be curious because when we are curious, we tend to think out of the box, which often leads to making the right decision and solving the problem in question.So it does not m atter if a job is routine, repetitive or creative. This applies to every type of job. Every industry, no matter how repetitive it is, needs curious people. That is why employers should instigate curiosity in their employees, not suppress it. It improves people, companies, and industries, which later leads to the advancement of the entire society.You may think this is not true because of the various jobs or job interviews you may have had, where employers just wanted you to follow their routine, do your job, no questions asked. And yes, there are a lot of people in the private sector thinking this way, including a lot of big firms. They are all afraid of consequences that can come with potential failures. Their reasons will be analyzed later in the text.Right now, we will give a simple answer to the question “Curiosity in business: Yay or Nay?”. And the answer is definitely “Yay”!WHY CHOOSE CURIOSITY?Italian-American behavioral scientist and the Tandon Family Professor at Har vard Business School, Francesca Gino did a research on this topic and listed several main positive outcomes of being curious in business. We will go through her research and analyze the results.Firstly, one of the main results was that curiosity about your job helps with decision making. When we are curious we are less likely to make mistakes when it comes to our decisions. Instead of being simple-minded about some things (i.e. women being suitable to lead, searching for confirmation about your opinion etc.), curious people tend to broaden their mind and open it for a wide range of new possible outcomes without any prejudice.Associate Professor of Organisational Behaviour at INSEAD, Spencer Harrison, did several research projects, trying to assess the impact of curiosity on the business result. In one research, an increased sale of goods was said to be a result of a 34% rise in employee’s creativity.In another research, he tested call centers, where they surveyed employees from 10 companies. The outcome was that the employees who were curious, who were asking all kinds of questions and shared information with colleagues, were ones who had the highest success when it comes to increased creativity with dealing with the customers’ problems.Professor Gino conducted another research, where she divided the group of 200 employees in 2 groups. The experiment lasted four weeks.Two days a week half of those employees were sent a message asking them what are they curious about on that particular day, asking them to rethink the way they do their work. Those people acted as an experimental group.The other group of people was also getting messages, but of a different kind. They were asked what their usual activities are on that particular day, so mostly, questions about their routine. That group acted as a control group.The results showed that the people from the experimental group got better results, because their curiosity was instigated, so they were more open-minded and thought of creative solutions for the problems their companies were facing with.As Professor Gino had said: “When we are curious, we view tough situations more creatively.”Another result that came out of the study was that people with boosted curiosity are more inclined to work with their colleagues instead of picking a fight with them. The reason is they try to put themselves in each other places and listen to each other suggestions. It also shows that the people whose curiosity has been induced work better as a team than teams whose ideas and thoughts are limited.This is why curiosity is one of the most important values employers are looking for when they hire new people. There is the full list of skills and values that you can check, and which can be really helpful.YOU WANT TO BE CURIOUS? I DONT THINK SO!We’ve discussed the positive side and outcomes curiosity in business can bring. We’ve seen that it can be a very positive factor.Then, you may ask, why it is not mor e widespread? Why most companies try to suffocate curiosity in their employees? You may think it is because their leaders do not understand how valuable curiosity can be.No, that is not the case. Despite what people who don’t like their bosses say, most of the leaders are not stupid. They know that boosting curiosity is a good thing if it is conducted properly.There are two main reasons which stop leaders from sparking curiosity in their employees.In this capitalistic world money is power. And to gain more money than competitors and claim the market, companies have to be efficient. Because of that, they set a goal and pursue it and by doing so they often harm exploration part of the job, by rejecting some ideas which could bring some benefit in the future.As an example, we can bring up Ford Industry. Almost everyone is aware of the significance Henry Ford installed in our lives by using the production line to reduce production costs of a new car. By 1921 Ford Industry covered more than a half of car market in the USA.However, a couple of years late, the United States’ economy was boosted, the hunger for new products has risen and the consumers wanted more diverse products. At the same time, Ford Industry was just working on improvements for their Model T car, while nothing new has been introduced.In another corner of the ring, there was General Motors. Their focus was not on making one same model. They decided to make a range of different car models and it wasn’t long before they took over the market from Ford. As we can see, Ford Industry lost because it didn’t focus on innovations. That is why innovating is so important in today’s fast-changing world.If you want to see the story about Henry Ford, I recommend you to check this short video. The other reason leaders do not instigate curiosity is a fear of failure. They often think if they instigated the curiosity, it would lead the company to the edge of the cliff in case of a failure. In those cases, they are concerned with the costs that could come out of those failures and, as we have already mentioned, efficiency is very important when it comes to maintaining a healthy company.They fear, that if employees were to trust their instincts, try out new things, apply some fresh ideas, it could lead to a budget catastrophe in case of failures because it would be more difficult to control all the workers who would pursue their own ideas. Decisions would be much harder to make, which could potentially slacken the execution of the business processes in the company.Another concern is that searching and exploring new options don’t always end up being useful and cost-efficient. But on the other hand, if successful, it can bring a lot of positive results to the company.The conclusion is that leaders are not stupid, they know how important curiosity is, but they need to balance between efficiency and investing in innovations, which is most of the times, not an easy job.WHAT CAN EMPLOYERS DO TO SPARK CURIOSITY?There are several ways employers can instigate curiosity in their employees.Look for curious individuals and hire them! The best way to instigate curiosity is to have curious people in your team. And the best way to do that is to hire curious individuals. The most known example of this strategy is Google. It is known for looking for curious people, sometimes they don’t even have to have the right education, as long as they meet Google’s requirements. They use various methods to go through this selection and make the right choices, from online tests to interview questions.Have you ever wonder why employers often ask you about your hobbies and interests? Yes, you guessed it right! That is another good strategy for finding curious individuals. Apart from that, they are very interested in the questions you, as an applicant, may have for them, regarding their company and the job itself.Be the role model!Most employees, especially the younger ones, need to have a person to look up to, someone who can be their role model. If you want to have curious employees, you, as an employer, have to be curious yourself. Show them they can pursue their ideas, think of new, innovative ways to do their jobs, while at the same time helping the company itself.One of the good ways of doing it is not just to impose your authority, but to listen to what your employees have to say. “A good king listens to its people.” Even in the medieval times, one of the most important qualities of a ruler was his ability to listen, observe and to consider other opinions. When you are wrong, accept it and let it be an example to the people that no one is perfect, that everyone can make mistakes and learn from them.Continuous learning as a priority!You know how in most of the jobs there is some quota to hit. Companies often prioritize fulfilling that quota, so there is a little time for anything else. Well, some think it should be different, that instead of prioritizing c ertain performance quota, leaders should prioritize learning and advancement of their employees, which would later benefit the entire company.This strategy suggests that employers should instigate people to learn new skills, motivate them to ask questions, thus improving their overall abilities.Employers can use different ways to motivate employees. If you want to know more, make sure to check Bob Nelson’s video where he talks about this topic. Cut the leash!In the last part, we talked about motivating employees to learn. Most of the time, they can’t do that alone. Specialized training and seminars are often way too expensive, so most of the employees cannot afford that. That’s why a good leader should from time to time offer to pay for the employee’s training. It can achieve two things.First, the employee in question would most likely see that gesture as a company’s responsibility for its employees, which could potentially raise his morale and he wouldn’t want to leave the company later. And second, the company itself would improve the skills of employees, which could lead to an increase in productivity and thus to higher profits.Even though this sounds perfect, sometimes it can backfire, when employees quit after the training and go to the competitors. But this is a risk that companies need to accept because potential benefits outgrow the risks most of the time.CONCLUSIONIn this article, we’ve analyzed the most important aspects when it comes to curiosity in business. We’ve seen that there are a lot of positive outcomes if employees are curious about their job. We’ve also seen that a lot of companies still refuse to instigate curiosity because they are scared of the costs of the failure.Sometimes being curious doesn’t bring appropriate results, but that doesn’t mean we should stop being curious. That is just another obstacle on the way of learning because without being curious we could lose our identity, become slaves of the system and be like robots.

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Juvenile Delinquency Is The Highest Rate Of Incarceration...

Introduction The United States has the highest rate of incarceration in the world, this country is known to have the greatest number of people go to jail yearly than any other state shown in records. Chicago, Illinois is known to be the city that never sleeps, the city that encompasses the highest rates of homicides, drug smuggling and highest incarceration rates among African American males. Delinquency is a social term in society often used to describe individuals who have been involved in criminal activity. This term refers to criminal behavior, which is variously defined by different legal systems. Juvenile Delinquency is prominent in inner city communities- vastly lower income poverty shook areas. Background Juvenile Delinquents are being incarcerated at earlier ages as time progresses. The term delinquent speaks of two or more youths, typically amongst the ages of ten and seventeen years old, who are involved in doings well-defined as illegal. The study of juvenile delinquents in inner city Chicago have been studied for many years and the rates continue to sky rocket as juveniles are being locked down by the justice system. Cases of violence amongst juveniles has been increasing rapidly in the past 20 years, juveniles are now linked to severer crimes, and it can be speculated that regardless of efforts of rehabilitation that the recidivism of juveniles relapsing is very great. Thus leading to physiological and mental problems that can be damaging to the youth asShow MoreRelatedThe High Incarceration Rate Of Juveniles1748 Words   |  7 PagesThe high incarceration rate of juveniles is a significant social problem that affects society as a whole as well as the youth’s individual welfare and developmental trajectory. Adolescents who are incarcerated in the juvenile justice system face a multitude of negative lifelong implications. The history of incarcerating youth in residential facilities such as juvenile halls, camps, ranches or group homes as a consequence for committing crimes has a deep-rooted history in the United States. â€Å"For moreRead MoreThe Criminal Justice System Is A Topic Where Everyone Disagrees With Everyone Else? Essay2092 Words   |  9 PagesEssay The criminal justice system is a topic where everyone disagrees with everyone else. There are people who are for harsher sentencing and there are others who are for lighter punishments, and the fact that it reproduces inequality affects every American both economically and socially. It can be argued that all judges and juries are biased in some ways or not at all and this has to do with the races, skin color, gender, and sometimes the ages of the criminals who are put on trial. 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However, the criminal justice system has divided juvenile delinquency into two general types of categoriesRead MoreCrime : A S ocial Problem1205 Words   |  5 Pagesperson, and include acts such as Murder, Rape, or Assault, Crimes against Property are offenses such as theft, burglary. and arson (Macionis. 2015). Under the umbrella of crime falls a range of different types such as Corporate, Organized, Juvenile Delinquency, Hate Crimes, etc. Precisely measuring Crime, particularly in the United States, has proved a challenging task. There are of course inaccuracies within known crime statistics presented in different research. 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REIMAN American University or the same criminal behavior, the poor are more likely to be arrested; if arrested, they are more likely to be charged; if charged, more likely to be convicted; if convicted, more likely to be sentenced to prison; and if sentenced, more likely to be given longer prison terms than members of the middle and upper classes.1 In other words, the image of the criminal population one sees in our nation’s jails and prisonsRead More Juvenile Crimes Essay1973 Words   |  8 Pages A juvenile is defined as not yet adult; young, childish, immature. In the United States, definitions and age limits of juveniles vary. The 16-20 year old age group has one of the highest incidences of serious crime (ojjdp.org). In 1994, juveniles accounted for 19% of all violent crime arrests in The United States. 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Corporate Reputation Free Essays

Success of TIC was linked to the innovative business models to deliver shared value for both societies and shareholders, by leveraging synergies cross businesses to create new differentiated products and superior value propositions. This was also the period when TIC thought of working towards building an ecosystem rather than trying to protecting it. In true sense, It differentiated itself from the rest of world in such a manner that the competitors were left behind by at least two generations. We will write a custom essay sample on Corporate Reputation or any similar topic only for you Order Now Sole purpose tot TIC was to serve as a market anchor to the entire value chains. As Shari Y. C. Devonshire, present chairman of TIC Ltd said, â€Å"A country’s brands are a reflection of its competitive strengths and a manifestation of its innovation and intellectual capacity. I strongly believe that a country’s economic capacity is significantly enriched when its institutions build and own internationally competitive brands. Winning brands serve as market anchors to support the competitiveness of the entire value chains of which they are a part Strong domestic brands create much larger value since they create, capture and retain value within the country. Your Company (TIC) takes justifiable pride in creating world-class Indian brands that have demonstrated Immense vitality in the global Indian market place. † Several initiatives which were way different from the conventional marketing mantra ere introduced by TIC and it created a value chain that connected a wide range of stakeholders from the villagers, peasants to the end users. E- Copula, social and ‘Offs initiatives. These laid platforms that connected the rural India to the rest of the world; creating a two way transaction flow. Also it focused on delivering triple bottom line. Flipping through the past: As mentioned, TIC has faced many ups and downs since its inception and the experience it carried forward throughout its Journey helped the organization work on many initiatives which were way unconventional. It pioneered the idea of â€Å"cataloging and channeling investments towards upgrading of human capital expansion and modernization of infrastructure and productivity enhancement in the agric-sector. † The rationale of the idea was to create a shared value in terms of â€Å"a commitment beyond the market†. For Ashes Mamba’s, vice president and head of Social investment, business could and should never overlook the twin problems of India, â€Å"economic inequity and depleting natural resources†. TIC being traditionally a agriculture based company, couldn’t ignore both these factors invested everything engendering these two factors in mind. Creating a societal as well as shareholder value: The key to achieve and sustain economic growth of modern India, as identified by TIC, was simply â€Å"by enhancing the competitiveness of the Indian farmer and effectively linking them to remunerative opportunities in the world market. Since agriculture was the primary meaner of livelihood of more than 58. 4% population of India and with agriculture being the base of It’s business, TIC worked for the betterment of the farmers thereby making its base strong for the future endeavor. E-Copula was a challenging business concept that was meant to embed the social goals of empow ering the farmers and trigger a cycle of higher productivity, enlarged capacity for future investments. E-Copula was digitization of the agricultural sector thereby enhancing the competitiveness of the agric value chain. Real time information and customized knowledge provided e-Copula enhanced farmers’ ability to make decisions and align their farm outputs with market and consumer demand. This was meant to build a system of trust with the farmers â€Å"as a reliable supplier of goods and reveries on the one hand and as a buyer of high quality, cost effective farm output on the other hand. This finally resulted the company to become one of the largest exporters of agricultural products. 4-pronged strategy to tackle Climate Change: By the end of 2009, TIC unveiled its 4-pronged strategy to meet challenges of climate change. It was voluntary and transparent disclosure of the Company’s sustainability initiatives and its contribution to building economic, environmental and social capital to secure the long term interests of its stakeholders. Recognizing the challenges of limited change and global warming and its impact on competitiveness, TIC has adopted decisive strategies to progress its own efforts to support national and international endeavors in mitigating the effects of climate change. TIC is ‘carbon positive’ for 4 consecutive years, currently sequestering twice the amount of carbon status, creating rainwater harvesting potential that is more than twice that consumed by the Company. Irrigating water stressed areas is a critical need following the impact of climate change on Indian’s farming sector. It’s sustainable agricultural raciest also help farmers adapt to the vagaries of climate change. [www. Doctoral. Com] Integration, synergy and growth: The goal of inclusive and sustainable growth: â€Å"The goal of inclusive and sustainable growth – the philosophy underlying the Triple Bottom Line approach – is based on the realization that economic growth cannot be engendered without embracing the vast multitudes living in poverty and addressing the alarming depletion of finite natural resources. Over 75% of those below the poverty line reside in rural India, where agriculture continues to be the predominant resource of livelihood. The declining share of agriculture in GAP has led to the present situation where nearly 60% of Indian’s population shares barely 22% of output. In terms of the foundational view of Dry. Mammary Seen, poverty manifests itself not only as material impoverishment but also in the lack of capacity for the poor to emerge from such a condition. Such fundamental deprivations of freedom suffered by individuals affect their economic performance as well as their ability to seize opportunities offered by functioning and expanding markets. Inclusive and sustainable growth is therefore crucially dependent on creating the capacity to consume among the rural poor. † Riding in the belief of inclusive growth, TIC committed itself to India and beyond the market. With the initiatives like â€Å"farm to food product value chain†, † tree to textbook value chain†, â€Å"aggregate value chain† â€Å"women’s empowerment†, TIC not only proved its commitment beyond business motive but also established itself as an organization which put nation before company. The problem: The problem in front of TIC is two-fold: 1. With its strong value chain linking the rural ND urban economies, especially the fact that rural marketing is the core competence of TIC, should the conglomerate invest in livestock development program so that it can enter into the dairy business? . If the answer of the previous question is yes, then how should the company go about it? Should it consider a pure business model or like several other C.V. initiatives, it should work on a model of shared value connecting the villagers in the value chain? Options: 1 . Simply working on a business model by adhering to the law of the land and paying due ta xes without exploiting or exploring the natural resources. . Not restricting to only business but working for the societal good by investing on philanthropic work. . Going beyond CAR to help out the Nags, self help service providers of the villages to develop and work for the community betterment. 4. Create a sustainable value chain as its other initiatives by leveraging the innovative capacity of the organization and economic development. Recommendation: With the objective of bringing about a significant increase in yield rates during the lactation period, TIC stepped up its breed improvement program initiated in 2004-05. From 32 Cattle Development Centers (CDC) at the close of 2004- 05, the number increased to 72 CDC covering 1 ,500 villages during 2005-06. A total of 27,392 Artificial Insemination (Ass) were conducted during the period, taking the cumulative total to 46,200. The program recorded 3,531 live births during 2005-06, taking the cumulative total to 5,544 high- yielding crossbreeds. The most significant breakthrough in Mugger, Briar, was that the tie-up with Sudan Dairy (COMBED) for supply of milk from this region finally became a reality. TIC portal] Since, TIC already has a huge experience in the rural arrest developing program and a strong commitment towards the society, it can defiantly work on the dairy business by enabling families to upgrade to high-yield livestock and form co-operatives to market their milk. In this process TIC can turn a dormant family resource into an easily adoptable and dynamic rural enterprise. TIC can train and equip technicians to provide an integrated packa ge consisting of artificial insemination, cattle health and nutrition, pregnancy and post-natal services right at the farmer’s doorstep. This development can also act as a bridge to link its DOD business by providing self sufficiency and thereby, in long term enabling a greater value creation. Examples from other industry: As an example of value chain system of an organization to strengthen its base, we would like to discuss about GAMMA and its most trusted brand, Maul. Of course, there is a difference between Maul and TIC about the kind of organization they are, but in terms of C.V., Maul can provide a good example. CAR-sensitive Business Philosophy: The first step towards discharging the CAR is the business philosophy of the GAMMA. It is twofold: one, to serve the interests of milk producers and second, to provide laity products to consumers as value for money. Evolution of an organizational system has ensured that the corporate social responsibility towards the primary milk producers, village and the ecological balance is fulfilled. The milk producers are paid for their milk in accordance with market forces and realization of value for their produce. Invariably the price paid to the member-producers in Gujarat is higher by 15 per cent than the national average. [1] CAR-orientation To Distributors ; Retailers: The GAMMA has identified the distributors and retailers are its important link in its o not get any opportunity of exposure to latest management practices. The GAMMA realized that it was a corporate social responsibility to strengthen the core business processes of its distributors so as to keep them in mainstream business and compete with those with formal training in management. The GAMMA has developed and trained all its distributors through Value-Mission-strategy Workshops, competence building, Maul Hyatt, Maul Quality Circle meetings, computerizing, and electronic commerce activities. Competency Building Module of the GAMMA is meant to infuse repressions selling skills by making the distributors and their salesmen aware of latest sales management tools and techniques; enhance their knowledge of products; positioning and segmentation strategies for various products. Through one to one talk with the farmers, the distributors and salesmen realize MAUL is a large business of small farmers and by selling MAUL products; they are discharging a social responsibility towards a large number of poor farmers whose livelihood depends upon their skill and integrity. [1] 1 . Http://www. Painlessness’s. Com/news/corporate-social-responsibility-the-maul- yam 12172/4 How to cite Corporate Reputation, Papers

Backwoods Mail Order Company free essay sample

Likewise, Banks wants representatives to become more helpful in answering questions and complaints, as well as to be more polite and professional (p. 578). In developing a training program, it is necessary to determine what the main objectives of such a program would be. First, I would recommend that upon completion of a training program, representatives would be capable of keying orders at very high accuracy rate, perhaps as much as 98% or 99%. This is an important objective, because problems in size, features, and color selection account for 78 percent of merchandise returns. Of these errors, 54 percent were the result of data entry mistakes. Secondly, upon completion of a training program, representatives should be able to display a positive attitude and utmost professionalism when dealing with customers, unless customer exhibits inappropriate or abusive behavior. Improving the overall attitude of customer service representatives may have a direct effect upon the customers view of Backwoods, and would aid in the completion of the third objective. The third and final objective is to understand sizing and features of all Backwoods products, as well as differences in sizing among products. Also, representatives should be able to relay these guidelines to a customer in an understandable fashion. This would prevent confusion and ordering mistakes on the part of the customer, and would lead to fewer returns in the future. There are a number of training techniques and mediums that can be used to convey information to employees. First, e-learning would be an excellent means of training employees on the mechanical aspects of providing high-quality customer service. For example, the first objective above states that representatives should be trained to key orders into the computer system accurately. Trainees could learn how to do this via a computer typing program, in a self-directed learning environment. There are a number of interactive typing software programs which could teach employees to key accurately and efficiently, while allowing them to learn at their own pace. Such a program would involve drill and practice, while providing feedback on mistakes and problem areas. Likewise, the employees error rate could be monitored and evaluated. Another training technique that would be useful to Backwoods is that of role-playing. Role-playing is an experiential method, by which trainees practice skills and are actively engaged in the learning process. Role-playing would be effective for the second objective, which is the enhancement of the employees positive attitude when dealing with customers. Through this technique, trainees would be given the opportunity to act out different situations in which customers may present difficult or problematic scenarios. In addition, trainees would learn to deal with interpersonal problems, such as those that arise when a customer is dissatisfied or rude. Lastly, Backwoods should consider using informational training methods, such as lectures or audio-visual media. While this technique would not be beneficial for enhancing interpersonal skills, it certainly would be useful for teaching the nuts and bolts of the customer service position. The most basic information would be easily conveyed this way, such as sizing information, product features, and the like. Training via this method could be carried out using CD-ROMS, videotapes, or slides. This would be very helpful as a foundation for the other types of training. Using the above training techniques, I believe training for this position should take place over the course of several weeks. Some sections of training would obviously be shorter in duration than others, such as the lectures and audio-visual training, because these provide the most basic information. However, the areas of greatest difficulty, such as data entry, or communication and interpersonal skills, would necessarily require lengthier training. Likewise, training such as role-playing may require a longer duration, because it is meant to address all types of real-life situations. I believe the best course of action would be to first provide basic information, such as product features and sizes, through lectures and audio-visuals. Afterwards, data entry training should be addressed, and finally, interpersonal and communication skills. This order seems most logical for program success. As with any training program, Backwoods would need to evaluate their methods to determine effectiveness. To do so, I would recommend a Pretest-Posttest Control Group Design. This evaluation type requires that individuals are randomly assigned to two groups: one which will undergo training, and the other which will not be exposed to the program (p. 218). Criteria would be collected for both groups prior to the training, as well as after. As a result, comparisons can be made regarding the changes in both groups. This allows us to determine if a change occurred, and if so, whether the change is the result of the training program (p. 218). As mentioned above, with the Pretest-Posttest Control Group Design, a number of criteria must be collected prior to training, as well as after training has taken place. For the purpose of evaluating Backwoods training program, I would recommend studying learning, behavior, and results. Learning is characterized by changes in knowledge, and determines the extent to which trainees comprehend the concepts taught. For the above training program, one could evaluate the knowledge of company products, product features, sizing guidelines, and the like. This could be carried out by written test, or any other suitable measure of evaluation. Behavior, on the other hand, can be seen in job performance, as well as interpersonal and communication skills. For example, after training, representatives ability to enter orders accurately may increase. This will be evidenced in the number of returns made as a result of employee keying error. Likewise, training may affect interpersonal skills by teaching employees to interact with customers under difficult of stressful situations. This could possibly be evaluated in terms of customer complaints regarding employee behavior. The last criterion for evaluating training is that of results. The purpose of collecting this data is to determine the effects of training upon the group or company (p. 213). Data can be gathered pre- and post-training regarding productivity, absenteeism, lawsuits, quality improvements, and the like (p. 213). This evaluation, unlike the others, takes into consideration the effects of training upon the entire workgroup, rather than a single individual.