Friday, December 27, 2019
Business Plan On Coffee Shops - 1425 Words
Business Plan On Coffee Shops Business Name : Rio Coffee Comapany Name: Well Food Name of the founder: Abdus Salam Problems The coffee shop isn’t truly a restaurant and it isn’t strictly a retail establishment. There are also several real business issues that are somewhat unique to the coffee shop industry as a whole. †¢ Rising supply cost: Profit margins in the coffee industry are relatively hefty ( about 85%, give or take), but the overall profit per cup is small. And making margins is even more difficult as the price of beans goes up. †¢ Unreliable employees: Coffee shops in Bangladesh have maximum number of employees who are impulsive, unruly and sometimes unreliable. The problems are maintenace of customer relationship, low†¦show more content†¦Most commercial espresso machines are built to be connected directly to the plumbing in your building so that they have a constant supply of water, and do not need to be filled manually. Rio Coffee intends to do a high volume business and want years of use out of espresso machine, they will either use distilled water or must invest in a watersoftener to be installed in-line with the water supply to the espresso machine. Competition †¢ Rio Coffee is a new Coffee shop in the town of Chittagong which has become popular because of its food and variety of Coffees’. The competition in this sector is rising day by day as new Coffee chains like Club pro are in the market. But Rio Coffee has competitive edge due o its association with well food which is a brand in Chittagong. Marketing and Sales †¢ Market Analysis Summary: In Bangladesh coffee consumption has shown steady growth, with gourmet coffee having the strongest growth. Rio Coffee will focus its marketing activities on reaching the University students and faculty, people working in offices located close to the coffee bar and on sophisticated teenagers. Our market research shows that these are the customer groups that are most likely to buy gourmet coffee products. Since gourmet coffee consumption is universal across different income categories and mostly depends on the level of higher education, proximity to tution centersShow MoreRelatedCoffee Shop Business Plan8541 Words  | 35 PagesTable of Contents 1. Executive Summary 2. General Company Description 3. Products and services 4. Marketing Plan 1. Market Research 2. Economics 3. Product 4. Customers 5. Competition 6. Table 1: Competitive Analysis 7. Niche 8. Strategy 9. Promotion 10. Pricing 11. Proposed Location 12. Distribution Channels 5. Operational Plan 1. Production 2. Location 3. Legal Environment 4. Personnel 5. Inventory 6. Suppliers 7. Credit PoliciesRead MoreCoffee Shop Business Plan8552 Words  | 35 PagesContents 1. Executive Summary 2. General Company Description 3. Products and services 4. Marketing Plan 1. Market Research 2. Economics 3. Product 4. Customers 5. Competition 6. Table 1: Competitive Analysis 7. Niche 8. Strategy 9. Promotion 10. Pricing 11. Proposed Location 12. Distribution Channels 5. Operational Plan 1. Production 2. Location 3. Legal Environment 4. Personnel 5. Inventory 6. Suppliers 7Read MoreMarketing Plan For Coffee Shop Business Essay1228 Words  | 5 PagesIntroduction Coffee is one of the most popular world’s most popular beverages. Almost every person loves coffee. Americans consume 400 million cups of coffee per day, equivalent to 146 billion cups of coffee per year, making the United States the leading consumer of coffee in the world according to Huffington post. If you are a coffee addicts or coffee lover, most likely you will begin every day with a cup of coffee. It’s not a doubtful guess, given that 68 percent of coffee drinkers have a cupRead MoreMarketing Plan For Coffee Shop Business Essay2015 Words  | 9 Pages Coffee is one of the most popular world’s most popular beverages. Almost every person loves coffee. Americans consume 400 million cups of coffee per day, equivalent to 146 billion cups of coffee per year, making the United States the leading consumer of coffee in the world according to Huffington post. If you are a coffee addicts or coffee lover, most likely you will begin eve ry day with a cup of coffee. It’s not a doubtful guess, given that 68 percent of coffee drinkers have a cupRead MoreSample Business Plan of Coffee Shop13076 Words  | 53 PagesSource: www.bplans.com Following is a sample business plan of a coffee retail chain. Although Mekong Capital is not demanding a similar standard, qualified business plans are expected to cover most aspects of the sample. More samples and information are available on Bplans website (www.bplans.com). Page 1 of 34. Source: www.bplans.com TABLE OF CONTENT 1.0 Executive Summary ......................................................................................................... 3 1.1Read MoreBusiness Plan for Opening a Coffee Shop1600 Words  | 7 PagesOpening a coffee shop In today’s China, the development of coffee market growth rapidly. Many people try to take part in this business market. However, it had a successful coffee shop is not an easy task. There are few points we must focus on when we decided to open a coffee shop. First of all, the most important thing is choosing a good location. We cannot make the decision recklessly. Owners should analysis to the different situation with surrounding areas, including: surrounding people’sRead MoreBusiness Plan For Vanilla Bean Coffee Shop1091 Words  | 5 PagesBusiness Plan Vanilla Bean Coffee Shop Executive Summary Recognition to major coffee chains, in the last two decades the coffeehouse has become a familiar portion of American life. Every day, millions of Americans stop for a specialty coffee. These consumers who would not have dreamed of spending more than fifty cents for a cup of coffee a few years ago now joyfully pay three to five dollars for their specialty flavored hot and ice blended javas. The specialty coffee business is growing at a robustRead MoreCoffee Shop Business Plan Essay1704 Words  | 7 Pagespage 2 Hannah Eisenstat had a business plan to own and operate a small business to sell coffee to patrons. The business started out with one owner Hannah being sole proprietorship venture. The business started out a bit weak while Hannah found once it was up and operating that the coffee did not produce the flavor she had anticipated and envisioned. A regular customer made an offer to become an investor offering an idea that would eliminate the small business into a larger company that wouldRead MoreMarketing Plan For A Successful Coffee Shop1105 Words  | 5 Pagesthemselves if someone wants to start a business they have to be prepared. They can not just start a business without a good strategy; they have to have preparations in place in order for the business to become very successful. For example, the Starbucks Company started with one store in Pike Place Market in Seattle, Washington in 1971. Starbucks now has over 21,000 stores in 65 different countries. To achieve this level of success, one must have a good business plan, excellent marketing materials, andRead MoreCoffee Shop1526 Words  | 7 PagesSample coffee shop business plan A sample business plan for a coffee shop which can be used to create your own business plan or help you assess the risks and benefits of opening a coffee shop or similar business. Sponsored Links [pic][pic]  |If you are planning to open a coffee shop, the very first thing you need to do is write a business plan. This is useful in many | |ways: it will allow you time to consider all your options before committing as well as put down on paper your goals
Thursday, December 19, 2019
Solar Energy Paper The Sun - 987 Words
Solar Energy Paper Every single person who lives on Earth has once seen that big ball of fire in the sky we call the sun. However, what does this bright light do other than blind our eyes and make us wear sunglasses? The sun is a large star that is located in the center of our solar system that is responsible for many things such as Earth’s gravity, temperature, and climate. This celestial star also provides a bright, shining light throughout the entire solar system we use to see, even at night when the moon reflects the light from the sun off of its surface. The sun is able to produce such as vast amount of luminous energy because of its extreme temperatures. Near the center of the sun the temperatures can reach as high as 15 million degrees Celsius while the sun’s surface still reaches a staggering temperature of 5600 degrees Celsius. (Sharp) Now obviously the Earth is not this hot because of how far the distance is between our planet and the sun, but it can still get extremely hot during the summer months. This just shows how powerful the sun is and how much it controls in our solar system. Even though the sun can get really annoying with its heatwaves and sun burns, we really do not appreciate how much that flaming ball does for the Earth we live on. For example, without the sun’s heat it provides, every body of water above ground and below would be completely frozen. Everything living on Earth from the small bacteria that inhabit mold to the animals that thrive in theShow MoreRelatedAutomatic Solar Tracker Using Microcontroller Essay1613 Words  | 7 PagesAUTOMATIC SOLAR TRACKER USING MICROCONTROLLER Anil Mor B.Tech Electronics and Communication Engineering IIT Roorkee-247667 anil.iitr12@gmail.com Ashok Kumar Meena B.Tech Electronics and Communication Engineering IIT Roorkee-247667 ashok.3.oct@gmail.com Abstractâ€â€In today’s fast growing world with lots of technological developments we are suffering from many problems among which energy crisis is the most significant one. With the limited amount of conventional sources of energy like coal,Read MoreDesign Fabrication Of Helical Coiled Solar1006 Words  | 5 PagesAbstract - This paper is concerned with Design Fabrication of Helical Coiled Solar Water Heater with auto tracking device under the local climatic condition. Solar Parabolic Dish is currently used for the Water heating and cooking applications. Generally Solar Parabolic Dishes are fixed focus point concentrators, but in order to achieve higher thermal efficiency we tried to make itline focus concentrator by using a unique receiver (copper tube in the form of helical coil) mounted at focal pointRead MoreSolar Energy : The Ultimate Renewable Resource Manish Kumar1264 Words  | 6 PagesSOLAR ENERGY IS THE ULTIMATE RENEWABLE RESOURCE                                           Manish Kumar (EE B.Tech)                                                                                                               Universal Institute of Technology, Garhi (Hisar)                                                                                                                manishboora13@gmail.com   Abstract-The energy availability is essentially needed for all living beings in life .TheRead MoreSolar Cell Electricity Essay877 Words  | 4 Pagessemiconductor-based solar cells production of electricity i.e. solar cell electricity, they both must be defined. Photosynthesis is defined as, (Biology Online, 2010) â€Å"The synthesis of complex organic material using carbon dioxide, water, inorganic salts, and light energy (from sunlight) captured by light-absorbing pigments, such as chlorophyll and other accessory pigments.†According to Thomas gale, ( Thomas gale, 2006), solar cells create electrical energy by converting sun light into electricityRead MoreSaudi Arabi A Large Amount Of Energy1388 Words  | 6 PagesAbstract There has been an increasing growth in the development of new energy resources that can compete with the energy demands of the growing population of the world. In this manner, a number of steps have been taken in the major parts of the world. Solar power is been in use since a long time. With the increasing demands of oil and gas there is a rapid decrease in the supply of these natural resources, and hence, the authorities are looking for alternative ways to supply the power to the exceedingRead MoreSolar Energy Is A Great Source Of Renewable Energy850 Words  | 4 PagesSolar energy is now a great source of renewable energy. Due to the limited stock of fossil fuel, solar panel systems become more popular day by day. Now Industries, houses and defensive forces are using solar panel systems to generate power. The solar panels generate power from sun radiation. Solar cells are also known as Photovoltaic (PV) cells. When sunlight with a specific frequency hits metal, loosely bound el ectrons emit from the metal as shown in Figure 1. A potential difference is createdRead MoreDetailed Lesson Plan1479 Words  | 6 Pageslesson, the pupils should be able to: a. Identify ways by which solar energy is used by plants, animals and humans. b. Writes the importance of solar energy in our daily lives. c. Appreciate of the importance of the sun. II. SUBJECT MATTER â€Å"Solar Energy†References Science and Health V by Jessie Villegas pp.256-257 Activity Workbook in Elementary Science page 48 Materials Power point,Chart, Puzzle, Pictures, Solar Calculator Science Processes Observing, Identifying, InferringRead MoreImportance Of Solar Power1438 Words  | 6 PagesSolar Power This paper is going to be based on why should we use solar energy, how does it work, what are the advantages of solar power, and why should we apply solar power in the Dominican Republic. Did you know that the heat of the sun is about equivalent to burning a billion trillion tons of coal an hour? Even though only a small fraction of that heat ever reaches the earth is still more than enough to power up our whole planet. We are very certain that we have all heard about the terms fossilRead MoreUse Of Solar Light Energy From The Sun Into Electrical Energy Essay1493 Words  | 6 Pagesthat this paper will focus on is the use of solar panels to convert light energy from the sun into electrical energy. Brief History Solar technology can be dated all the way from 7th century B.C. Early uses included using reflective properties to direct sunlight to create energy (heat) to a specific area. In 1838 French scientist Edmond Becquerel discovered the ‘photovoltaic effect’ which involved an electrolytic cell submerged in a solution, that when exposed to light, created energy. This discoveryRead MoreThe Solar Of Solar Energy1304 Words  | 6 PagesLuke Schwartz Environmental ethics Final Paper Photovoltaic Panels Have you ever been to a house or business that uses Solar? Solar power is a great way to save money as well as conserve energy. Solar panels convert sunlight into usable energy for housing, businesses, sections of properties, and even stuff like pool equipment. I want to discuss out the three important points about photovoltaic panels starting with the history of solar panels to understanding panels and how they are built, and
Wednesday, December 11, 2019
Foundation of Management
Question: Discuss about the Foundation of Management. Answer: Introduction: The management of the organization plays a crucial role in the betterment of an organization. Harischandrakar et al. (2014) portrays that it helps in achieving group goals for manufacturing goods, assembling and organizing the possessions by using the organization resources optimum. Effective management not only fulfills social responsibility but it will also provide the managers of the organization with useful insight into reality (Cummings and Worley 2014). In order to achieve these organizational success managers and leader plays a significant role and this essay will emphasize on whether there is only one best managerial approach for managing the organization. This piece of writing also highlightsmanagement models that are used by the managing authorities from scientific managementto emergent approach supported by the contingency theory. Lastly, the essay will wrap up with an overall conclusion of the essay. Discussion The contemporary organization emphasizes on the management models so that every working personnel in the organization can work effectively and efficiently to achieve the organizational goals. Clegg et al. (2015) also depicts that the managers implement effective management styles for improving knowledge, ability and understanding of managers for the better productivity of the organization. The prime objective for these management approaches is to achieve group goals while using optimum usage of organizational resources. As a result, maximum results can be obtained through minimum input by utilizing the best awareness of human and financial resources for best outcomes. Moreover, Galliers and Leidner (2014) also illustrates that managers implement management models to make the organization survive in changing environment in order to meet the demands of the customers. Thus, it can be estimated that for the prosperity of the institute, efficient management models should be followed by ev ery organization. Griffin (2013) also depicts that according to the contingency theory, there is no particular managerial perspective to organize an institute and it solely depends on the internal and external situation of the organization. Bae et al. (2012) on the other hand, affirms the concept by depicting that organizational management approaches have to be decided based on the requirement of the customer and organizational culture. This essay also focuses on the models of scientific management to emergent approach. Hatch and Cunliffe (2013) states that there are much organizational theory- rational system perspective, modernization theory, division of labor, contingency theory and bureaucratic theory. In every situation, the managers have first to specify the goals and then choose the best approach to implement models for achieving those goals and it represents the rational system perspective of an organization. Moreover, Zhou (2013) illustrates that in the case of division of labor, certain job roles are provided to the employees who are eligible to perform those responsibilities for increasing output and trade. The bureaucratic theory emphasizes on the concept that these job roles and responsibilities have to be earned by a personnel and is not inherited as in the conventional days the designations are passed on to the family members even if they are not eligible for the position (Samier 2012). Excluding to this, modernization theory also emphasizes on the transitions of organizational procedures from a traditional society to a modern one. Fourie (2012) thus, depicts that changes always occurred in the society as the daily needs and demands are changing due to the modernization of the society. Thus, managers have to identify the social variables that contribute tosocial progress by changing their organizational procedure. Thus, there is no specific approach for managing the organization. For instance, Myers et al. (2012) depicts the example of Woolworths, which is a retail industry headquartered in Australia. The author states that conventionally this organization is operating in Australia and they had no plans for expanding their business. People have to purchase their product by visiting their stores and they do not have any loyalty programs for attracting their customers. Price et al. (2014) on the other hand portrays that with modernization the organization has adopted the concept of globalization. Introducing Globalization needs expertise managerial concept that deals with the market demand and the competitiveness of their organization in that demography. Moreover, Bonds and Downey (2015) demonstrates that implementation of the online retailing concept is also an example of modernization perspective that supports the contingency theory. The manager also take initiative to implement the modern technology in order to comply with the customers demand for a facility for shopping and they have initiated the concept of virtual shopping hubs, where no real products are being displayed only the products image along with the barcodes is displayed (See Appendix- Figure 1). Moreover, this organization also emphasizes on green technology to maintain the ecosystem and not to increase the risk of global warming and climate change for the sustainability of the globe and their organisation. Customers can scan the barcodes for placing their orders and decide the delivery date according to their convenience. The advantage the customer gets with this concept is that they can shop for the grocery when they are traveling to some other place or went for a holiday trip, they do not have to see an empty fridge when they returned home (Trollvik 2012). Thus, this modernization enhances the preference of Woolworth in all the 961 locations whe re they serve their service for the benefit of the customers (Woolworths Online 2016). Robbins and Judge (2012) also depicts in this context that this success can be obtained from the effective contribution to the team and by focusing on the group behavior. Buschgens et al. (2013) affirms that if members are able to form a team within the workplace, they will not only enhance the organizational effectiveness but it will also result in increased responsiveness to customers and often motivate the existing as well as new employees to associated with the organization in the long-run along with the competitive advantage. Eccles (2012) illustrates the difference by stating the in conventional days, workers work for daily wages and they are not rewarded for their extraordinary performance; however, in contemporary organizations, managers emphasizes more on the employee and customer retention and implements new approaches, application of which these two things can be achieved. As it is mentioned that the managerial approach of an organization relies on the culture followed by the company and the demand of the market, Shahzad et al. (2012) illustrates some of the aspects relating to organizational culture. Corporate culture shared beliefs and values among the working personnel by following ten basic principles shown in the image below. Figure 1: Principles of Organizational Culture (Source: Shahzad et al. 2012) Buschgens et al. (2013) also highlighted an excellent example, in the conventional era, companies and their managers allocate costs on the basis of volume and thus costs of high-volume products tend to be overrated and they then focus on the high production of the products the company manufactures. Thus, they have applied Frederick Taylors theory by placing a time-watch for each employee for measuring their efficiency during the working hours. This technique no doubt increases the production line of the manufacturing organization but this principle treated human as machines. Shafritz et al. (2015) also portrays that during this phase, employees skip their meals to show more productivity; otherwise they can lose their jobs that provide them a good salary. Burke (2013) depicts that in recent times, managers implement Taylor's theory of management along with motivation models like Hierarchy of Needs theory and Hygiene Theory. On one side, managing authorities assignthe job toworkersbase d on capabilityand train them to workto ensure that theyre using the most of their time for maximum efficiency, on the other side. They applied Maslow hierarchy of need by satisfying their physiological, safety, social, and self-esteem and self-actualization demands. Jerome (2013) affirms that if an organization employee values these needs will surely give their maximum productivity for the betterment of an organization. Rahardjo et al. (2013) further support the former author by depicting that contemporary organizations do not treat their employees as engines like Taylor theory does. Modern managers emphasize on offering employee hygiene factors like work and life balance, status and good working condition; the employee will improve their performance by adopting the motivator factor like the achievement of organizational goals, responsibility towards the company and work for the growth of the sales and name of the organization. Thus, it can be stated that Taylors principle if combined with motivational models, it can ensure the success of the organization. Conclusion It can be concluded from the entire discussion that there is no particular managerial approach for organizing a company. Every organization has different demands and culture for achieving the organizational goals. In such perspective, following a single managerial aspect will not ensure the success of a company. Thus, various administrative models can be combined with the motivational models or the principles of employee and customer retention so that better productivity and profitability can be obtained. Thus, like leadership role of managers that have to be changed according to the need of the employee and workplace, the principle for managing a company can also be changed and based on a number of perspective like- organizational culture, employees demand, need for innovation and availability of resources. Reference List Bae, J., Rowley, C. and Sohn, T.W. eds., 2012. Managing Korean business: Organization, culture, human resources and change. Routledge. Burke, W.W., 2013. Organization change: Theory and practice. Sage Publications. Buschgens, T., Bausch, A. and Balkin, D.B., 2013. Organizational culture and innovation: A metaà ¢Ã¢â€š ¬Ã‚ analytic review. Journal of product innovation management, 30(4), pp.763-781. Clegg, S.R., Kornberger, M. and Pitsis, T., 2015. Managing and organizations: An introduction to theory and practice. Sage. Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning. Eccles, R.G., Ioannou, I. and Serafeim, G., 2012. The impact of a corporate culture of sustainability on corporate behavior and performance (No. W17950). National Bureau of Economic Research. Fourie, E., 2012. A future for the theory of multiple modernities: Insights from the new modernization theory. Social Science Information, 51(1), pp.52-69. Galliers, R.D. and Leidner, D.E., 2014. Strategic information management: challenges and strategies in managing information systems. Routledge. Griffin, R.W., 2013. Fundamentals of management. Cengage Learning. Harischandrakar, A., Kumar, A., Rajadhyax, S., Gordia, N. and Kumar, C.R., Infosys Limited, 2014. Tips management system and process for managing organization-wide knowledge tips. U.S. Patent 8,856,132. Hatch, M.J. and Cunliffe, A.L., 2013. Organization theory: modern, symbolic and postmodern perspectives. Oxford university press. Jerome, N., 2013. Application of the Maslows hierarchy of need theory; impacts and implications on organizational culture, human resource and employees performance. International Journal of Business and Management Invention, 2(3), pp.39-45. Myers, P., Hulks, S. and Wiggins, L., 2012. Organizational change: Perspectives on theory and practice. Oxford University Press. Price, R., Bailey, J. and Pyman, A., 2014. Varieties of collaboration: the case of an Australian retail union. The International Journal of Human Resource Management, 25(6), pp.748-761. Rahardjo, H., Idrus, M.S., Hadiwidjojo, D. and Aisjah, S., 2013. Factors that determines the success of corporate sustainability management. Journal of Management Research, 5(2), p.1. Robbins, S.P. and Judge, T., 2012. Essentials of organizational behavior. Boston: Pearson. Samier, E.A., 2012. Bureaucratic Theory. Shafritz, J.M., Ott, J.S. and Jang, Y.S., 2015. Classics of organization theory. Cengage Learning. Shahzad, F., Luqman, R.A., Khan, A.R. and Shabbir, L., 2012. Impact of organizational culture on organizational performance: an overview.Interdisciplinary journal of contemporary research in business, 3(9), p.975. Trollvik, B.E., 2012. Utilizing Distributed Multimedia Plays for Networked Virtual Shopping. Woolworths Online. 2016, Woolworths Supermarket - Buy Groceries Online. [online] Available at: https://www.woolworths.com.au/ [Accessed 2 Sep. 2016]. Zhou, Y.M., 2013. Designing for complexity: Using divisions and hierarchy to manage complex tasks. Organization Science, 24(2), pp.339-355.
Tuesday, December 3, 2019
Sor Juana De La Cruz Hombres Necios Que Acuasis Essays
Sor Juana De La Cruz: Hombres Necios Que Acuasis Sor Juana De La Cruz Hombres necios que acus?is Sor Juana De La Cruz naci? alredador 1648 en San Miguel Nepantla, una puebla cerca de la Ciudad de M?xico. Sor Juana era hija natural de Pedro Manuel de Asbaje y Isabel Ramirez. Su padre no est? muy conocido porque se abandan? a Sor Juana y Isabel cuando Juana tenia solo tres a?os. El abuelo de Sor Juana, Pedro Ramirez, era muy educado y desde su ni?ez Sor Juana tenia un pasi?n para leyendo y aprendiendo(writepage). Sor Juana empez? leer y escribir a la edad de tres a?os y nunca parr? de aprender. En 1669 Sor Juana entr? el Convento del Orden de St. Jerome ser munja, porque en su vida ella decido que ser una monja era meyor que la vida como una esposa(Dartmouth). La pimera obra que escribi? Sor Juana y la primera por cual est? tan conocido es Primer Sue?o una larga poema filos?fico y est? en esta poema que encontramos Hombres necios que acus?is. En su poema Hombres necios que acus?is Sor Juana ?arguye de inconsecuentes el gusto y la censura de los hombres que en las mujeres acusan lo que causan?(usuarios). Es posible que ella escribi? esta poema por su pasado y con repungnancia en como se port? su propio padre y los otros hombre a quien ella conoci? en su vida. Hombres necios que acus?is es una redondilla, quiere decir que tiene cuatro versos de ocho s?labas con la rima abba(usuarios). El effecto de la rima y redondillas no empiezan en el medio o en el fin pero en la primera estrofa: Hombres necios que acus?is/ a la mujer sin raz?n,/ sin ver que sois la ocasi?n/ de lo mismo que culp?is:/(Faith) Empezando con la rima y continuando por todo la poema da un effecto m?s fuerte y ayuda con la idea de el encabalgamiento o la continuation de una idea. Sor Juana tambi?n usa, con much effecto, la aliteraci?n. Los dos ultimas lineas de la estrofa catorce muestra con fuerza el effecto: la que peca por la paga,/ o el que paga por la pecar?/?(Faith). Usando la repetici?n de la ?p? le da un ritmo suave y en el mismo tiempo da un peque?o momento de auxilio c?mico, pero sin dejar el serio de la poema. Todo de la poema Hombres necios que acus?is est? escrito en la forma Barroco. La manera en como Sor Juana habla directamente a los hombres a?n que sea mujer, su forma de hablar como no era monja, muestra la libertad y curvos del tiempo Barroco. Durante la Renacimiento y el Classicismo era casi imposible para una mujer hablar como habla Sor Juana a un hombre, y adem?s las mujeres no escribieron ni estudieron. Sor Juana De La Cruz era y es una mujer inovidable. Ella sufri? mucho para su forma de ser y por el facto que pens? que las mujeres eran igual con los hombres. Su amor de aprender y escribir era su vida, su raz?n de vivir. En los ultimos a?os de su vida despues de escribir tantas obras, muchos como Hombres necios que acus?is, y sufriendo mucho por su pluma liber?l ella estaba forzada vender los libros de su propia biblioteca y conformarse a las funci?nes de ser monja. Sor Juana se muri? en 1695 de una epid?mica con que se enferm? durante ayudando ciudar otras monjas quienes ya tuvieron la emfermidad(Dartmouth). Sin embargo, a?n que su cuerpo se muri? en 1695 de una enfermidad, su vida y su alma se muri? cuando tuvo que dejar su primer amor de estudiando, leyendo, y escribiendo. Despues de perder su raz?n de vivir, la unica cosa que pudo hacer, era morir. Bibliography Works Cited 1. Faith-Mendez, Teresa. Panoramas literarios Am?rica Hispana. Houghton Mifflin Company, 1998, pg51-58. 2. Http://www.dartmouth.edu/~sorjuana/chronology.html, 2000-09-21 3. Http://usuarios.catar.com.br/hispanolit/juana3.htm, 2000-09-21 4. Http://www.writepage.com/others/sorjuana.htm, 2000-09-21 Poetry Essays
Wednesday, November 27, 2019
It Was The Cry Of Outraged Womanhood That Has Peremptorily Called Me T
It was the cry of outraged womanhood that has peremptorily called me to Noakhal, ... My present mission is the most difficult and complicated one of my life ... I am prepared for any eventuality. 'Do or Die' has to be put to the test here. 'Do' here means Hindus and Mussulmans should learn to live together in peace and amity. Otherwise I should die in the attempt ... No one can escape death. Then why be afraid of it? In fact, death is a friend who brings deliverance from suffering. Mahatma Gandhi Mahatma Gandhi was a freedom fighter and leader of India who strongly opposed any violence among Hindus and Muslims. As mentioned above, he preferred to teach the world that Hindus and Muslims should learn to live together. Gandhi opposed the partition of India from the beginning to the end. In May 1947, he was called to Delhi where the new Viceroy Lord Mountbatten had succeeded in persuading the congress leaders to accept Jinnah's insistent demand for the partition of India as a condition precedent for British withdrawal. Gandhi was against partition at any cost but he was unable to convince the congress leaders of the wisdom of his stand. On August 15, 1947, India was partitioned and became free. Mahatma Gandhi declined to attend the celebrations in the capital and went to Calcutta where communal riots were still raging. When Gandhi returned to Delhi in September 1947, the city was in the grip of communal hysteria. Ghostly tales of what had happened to Hindus and Sikhs in West Pakistan had kindled passions which burst into a conflagration when the uprooted victims of this tragedy poured into the city. In a frenzy of vengeance, Hindus and Sikhs had taken the law into their hands and were looting Muslim houses, seizing Mosques, and stabbing innocent passers-by. (Prasad, 1954 p.24) Despite the numerous communal clashes which claimed a number of innocent lives, the separation of India still went ahead. Pakistan was founded because the Muslims of the subcontinent wanted to build up their lives in accordance with the teachings and traditions of Islam, because they wanted to demonstrate to the world that Islam provides a panacea to the many diseases which have crept into the life of humanity today. Liaquat Ali Khan The birth of Pakistan on August 14-15, 1947 undermined, from the liberal and left perspective, the values of religious tolerance and cultural pluralism. The ideological foundations of secular nationalism, the main plank of Indian National Congress in its mobilization campaigns, also weakened. For the Muslim communities that remained in India, partition was a nightmare. (Hasan, 1997 p. 6) Liaquat Ali Khan was trying to explain to the world the need for separation and the reason for separation of India into two since the teachings and traditions of Islam would not mix with Hinduism. Meanwhile, in his book, Hasan was emphasizes the horrors of separation for the Muslim communities in India. Jawaharlal Nehru, India's first Prime Minister shared the same view as Mahatma Gandhi on the partitioning of India and the violence occurred as a result of it. In an impromptu radio broadcast on September 9th 1947, he said, it is an extraordinary thing that I have seen. I have seen horror enough and I have seen many people die. ... Death is bad and painful, but one gets used to death. But there are some things much worse than death that have taken place. I am ashamed of the acts that my people have done and I fear the disgrace and the consequences of evil deeds will remain with us for a long time. ... This morning, our leader, our master, Mahatma Gandhi, came to Delhi, and I went to see him, and I sat by him for a while wondering how low we have fallen from the great ideals that he had placed before us. Mohammad Ali Jinnah was being encouraged by his followers on separating Hindus from Muslims, and creating conflict between the two. A Muslim was overheard saying to Jinnah in 1946, a large factory for the mass Hinduisation of Muslims has been established in Delhi under the very name of the All-India Muslim leaders ... I am referring to the so-called Jamia Millia. Dr. Zakir Husain was
Sunday, November 24, 2019
Effect Of Flextime On Work Life Balance Social Work Essay Essay Example
Effect Of Flextime On Work Life Balance Social Work Essay Essay Example Effect Of Flextime On Work Life Balance Social Work Essay Paper Effect Of Flextime On Work Life Balance Social Work Essay Paper The ( phrase ) Work-Life Balance was originated as a effect of the Family Friendly Policies that were introduced in the 1970s and 1980s in UK, chiefly as a keeping tool for adult females, and since so it has become a widespread construct. With this, they were for adult females and about adult females. To avoid the booby trap of being viewed as discriminatory and the demand to convey a more, across-the-board significance into these policies, they were renamed as work-life balance policies. Since the 1970 s, the UK Government has introduced several governmental alterations to beef up and to protect the rights of workers. In response to these alterations, demands from employees as besides from clients who want a larger concern window a big figure of organisations in the UK, have today introduced varied and advanced Work-life balance policies. The Government continues to play a cardinal function in guaranting that ( WLB ) continues to derive impulse through statute law, fiscal induceme nts and support and publicity of best patterns ( Milburn, 2003 ) . 2.1.1 What is Work-life Balance? Meanwhile, the definition of Work-life balance is about people holding a step of control over when, where and how they work ( DTI, 2003 ) . This is achieved when an person s right to a fulfilled life inside and outside paid work is accepted and respected as the norm, to the common benefit of the person, concern and society. work life balance emphasizes on the accommodation of working forms, and it focuses on the demand for everyone, irrespective of age, race or gender, to happen a gait ( that suits them ) to assist them unite work with other duties or aspirations. Work-Life Balance has an of import implicit in deduction that Work-Life Balance is for everyone, non merely for female parents or households and is critical in non merely developing policies but besides in reexamining them and their impact on employees ( Alexandra, 2003 ) , that s why the thought that employers should heighten flexibleness has been promoted late. Within the UK, The Prime Minister Tony Blair launched the Work-Life Balance run, in March 2000. The purpose of the run was in double. First, to convert employers of the economic benefits of work-life balance ( this was done by the employment of real-life instance surveies ) . Second, to convert employers of the demand for alteration ( DTI, 2003 ) . Work-life concerns are merely added to an organisation s package of patterns that are designed to profit competitory scheme to help attractive force and keeping in tight labour markets, cut down high degrees of absenteeism, and set up long-run relationships with employees based on committedness and productiveness. 2.1.2 The Need for a Work-life Balance As persons, are all expected to play multiple functions, i.e. employee, foreman, partner, parent, kid, sibling, friend, and community member. In bend, each of these functions imposes demands on us that necessitate clip, energy and committedness to carry through. The struggle of work-family or work-life happens when the cumulative demands of these many work and non-work life functions are miss-assorted in some regard so that engagement in one function is made more hard by engagement in the other function ( Duxbry and Higgins, 2001 ) . Duxbry and Higgins gestate work-life struggle to include countries such as, function overload ( RO ) ( holding excessively much to make and excessively small clip to make it in ) every bit good as function intervention ( when incompatible demands make it hard, if non impossible, for employees to execute all their functions good ) . Additionally, function intervention can be divided into two factors: household to work intervention ( FTW ) and work to household intervention ( WTF ) . With the first instance, intervention occurs when the functions and duties of the household impede the work related duties ( i.e. , a household unwellness prevents attending at work ; struggle at place makes concentration at work hard ) . With the latter instance ( WTF ) intervention occurs when work demands make it harder for an employee to carry through their household duties. 2.2 Background on Flexible Working Rights In April 2003 employees in the UK were foremost given the right to bespeak flexible working. In the modern work environment, the debut of these new rights helped to indicate up that traditional working forms could no longer be sustained by employers and that there was a demand to turn to the work/life balance. Organizations already confronting accomplishments shortages would happen enlisting and so keeping made harder if a more flexible attack to working forms was non adopted. 2.2.1 Suite of Rights The flexible working rights which were established were important in themselves, nevertheless, they formed portion of a new set of rights which sought to make a more family friendly work environment. Until April 2003, single parental rights were chiefly limited to pregnancy go forth for a new female parent giving her the right for a leave, the right for parents to take exigency clip off for dependents ( non merely limited to kids ) and to take up to 13 hebdomads parental leave, which had been introduced in December 1999. In April 2003, nevertheless, the following new rights were introduced: The right to pregnancy leave was extended well so that, for the first clip, all employees ( irrespective of their length of service ) were entitled to 26 hebdomads pregnancy leave and those with more than a twelvemonth s service acquired the right to 52 hebdomads pregnancy leave. Fathers besides gained rights, albeit limited to 2 hebdomads paternity leave, on the birth of their kid. Extraordinary new rights were given to those seeking to follow, with statutory acceptance leave and statutory paternity leave, giving rights reflecting pregnancy and paternity leave, for following parents. It is important ( and possibly indicates the extent to which this Government is acute to back up working parents ) that the following point on the flexible working docket, announced in 2004, is the possibility of leting flexible pregnancy leave between parents ; alternatively of merely a female parent holding the right to take up to 52 hebdomads pregnancy leave, there is the vision of some limited swapping of the right to maternity absence as between the female parent and male parent of the kid. Before these radical new rights in 2003, the ability of any employee to work flexibly or so part-time was really much limited to fortunes where an employer agreed through good will or good pattern to such an agreement. Before they existed, there were merely two fortunes where flexible working forms of any kind could be enforced: First, where an person was a handicapped employee and could show that some signifier of accommodation to their on the job hours or responsibilities and working agreements amounted to a sensible accommodation which their employer was thankful to do in conformity with the disablement favoritism. Second, and merely as a manner of disputing a refusal, female employees could reason that in regard of parttime working, a refusal to hold to parttime work was contrary to the sex favoritism. This is on the footing that it can be shown that a pattern within an organisation forbiding parttime working ( or so a pattern leting merely full-time working ) operates to the greater disadvantage of adult females than work forces and therefore falls within the construct of indirect sex favoritism. 2.2.2 Why was it implemented? The history that reflects the flexible working Torahs introduced in 2003 goes back a figure of old ages. In June 2001, the UK Government established a Task Force whose function was to see specifically the issues which working parents face ; in peculiar the Task Force was to see how to help parents in run intoing their desire for flexible working forms, whilst at the same clip staying compatible with the demand for concern efficiency and demands. The constitution of the Task Force was against the background of a voluntary run and Government support to promote employers and concerns to turn to work/life balance issues. In March 2000, the Prime Minister launched a run known as the Work/Life Balance Campaign with a position to carrying organisations to better the batch of working parents in such a manner as to nevertheless continue accomplishing concern and client demands. The original run was non in fact focused upon parents, but looked at all employees irrespective of whether they had caring duties or non. It was important, nevertheless, in acknowledging that the attitude, civilization and doctrine of workers had moved on well from the ambitious society of the 1980s and 1990s. Harmonizing to information from the Department of Trade and Industry, the Work/Life Balance Campaign was accompanied by a trial fund which, in the tally up to the debut of legislative demands and legal duties, encouraged employers to present and develop advanced working agreements. By assisting to fund consultancy support, undertakings were undertaken with work/life balance in head, including the debut of new working forms every bit good as specific enlisting undertakings. Over the three old ages from 2000 to 2003, the Work/Life Balance Challenge fund benefited employers to the amount of ?10.5 million. In its study on 19 November 2001, the Government Task Force made nine recommendations to the Government, many of which were translated to organize the footing of the new statute law. In add-on to the run and the recommendations of the Task Force, the Government had besides informed itself of the positions of the working population, through the issue of a green paper: Work and Parents: Competitiveness and Choice. This audience paper was issued in December 2000. The responses to the audience paper made clear that whilst bettering pregnancy and so paternity rights ( such as parental leave ) would be of benefit to working parents, by far the most popular and so important benefit was improved flexibleness to run into child care and work duties. Armed with these responses and the Task Force study About Flexible Working, the Government tabled parts of the Employment Act 2002 which resulted in execution of important new flexible working rights, implemented through an amendment to the Employment Rights Act 1996 and two sets of ordinances. Demographic Changes Demographic alterations have played a important function in affecting the demand for organisations to develop more varied and non-traditional working forms: With the ageing population, many more people are happening that they have caring duties such as looking after aged or handicapped relations. As we are all life longer, more persons are going disabled, harmonizing to the Employers Forum on Disability in UK. With the move off from extended households and as people become more nomadic, so they are non populating near to relations and parents, those with kids are less able to trust on grandparents or other relations to assist with kid attention duties. The per centum of adult females who have taken up employment has increased. The tendency for life anticipation, although different for work forces and adult females, has increased by approximately five old ages. The Business Case So much for the demographic alterations, but there are besides concern benefits for organisations which offer new or more flexible working agreements, peculiarly given the high accomplishments deficit in the UK and more older people who themselves are acute to work but may prefer or so necessitate more flexibleness. Employers may be surprised to cognize that for some persons the ability to work flexibly is more of import than the wage or benefits that a peculiar occupation may supply. In an on-line canvass carried out by Reed Recruitment in concurrence with the Department of Trade and Industry in UK as portion of its Work/Life Balance Campaign 2002, a 3rd of those polled ( out of 4,000 people ) expressed a penchant for holding the chance to work flexibly, instead than holding a ?1,000 wage rise ( Reed.co.uk ) . Over 43 % of the work forces who responded to the canvass selected flexible working as the benefit they would most look for in a new occupation, compared to 13 % who would look for a company auto, and 7 % who considered gym rank to be the precedence. Adopting household friendly and flexible working policies has the undermentioned advantages for employers: Retention of staff is the key to the stableness and cognition of the organisation. Knowledge is lost when person leaves and webs are broken. This can be critical in a little concern where major clients can travel elsewhere when an employee, who understands their demands and whom they trust, moves on to a rival. The typical enlisting costs of replacing an person have been estimated at an mean ?3,500, runing from ?1,000 for an unskilled manual worker to over ?5,000 for a professional employee. These costs do non take history of the investing made in preparation ( both formal and informal preparation ) which is lost if skilled employees leave the workplace, every bit good as lost clip and experience. Consequently, it makes commercial sense to seek and retain staff instead than enroll new staff ( Labor Turnover, Chartered Institute of Personnel and Development, October 2000 ) . Savingss in absenteeism. Absenteeism costs about ?500 per employee a twelvemonth. A one-fourth of employers rank place and household duties as one of the five chief causes of sickness absence. Employers that help their employees to equilibrate their work with their household lives see betterments in concern public presentation ( Cheibl, L. and Dex.S, 1998 ) . It enables concerns to profit from a greater part from the work force and maximizes the parts that working parents are able to do to their employers. Many employers observe benefits from flexible working and leave agreements including: improved employee satisfaction and motive improved keeping rates and enlisting benefits increased employee productiveness reduced labour turnover improved repute Reduced absenteeism. All of which provide improved concern consequences. After holding introduced the new rights for parents in 2003, a study was conducted and analysis of how successful the new rights have been within the UK ( Employment Relations Occasional Documents: Consequences of the First Flexible Working Employee Survey, Tom Palmer, Department of Trade and Industry ) . The result of that study demonstrated that one million parents had made petitions for flexible working. That is merely a one-fourth of those who are eligible, intending that three million who could hold made such a petition have non done so, portion of the principle behind that is the 52 % of parents who are eligible are incognizant in the first topographic point that they have the right to bespeak flexible working. And it significantly seems that employers when faced with such petitions do non hold any major trouble submiting them. 80 % of those employees bespeaking flexible working had their petition agreed. The Government has declared an purpose to widen these new rights beyond parents with kids under six. The fact that 10 % of employees without dependent kids were reported in the study to hold requested flexible working, suggests that there is a demand on the portion of persons without kids to derive this benefit. In organisations where petitions were made, despite that persons did non ever have the legal right, the grounds for the alteration were: 13 % quoted work life balance 11 % cited household duties 11 % merely because they wanted more free clip ( i.e. voluntary and non driven by child care or household force per unit areas ) 7 % because of travel agreements 7 % to run into the caring demands of relations or friends 6 % due to wellness jobs. As these statistics demonstrate, an organisation s ability to offer flexible working agreements provides a important benefit to an highly broad pool of existent or possible employees. What the study does non analyse is how many persons merely do non prosecute a petition. In the Equal Opportunity Commission s Annual Report for 2003-2004 ( available at www.eoc.org.uk ) four in 10 female parents, one in 10 male parents and one in five attention suppliers have left an organisation or refused a occupation because of caring duties. This suggests that there are many who do non hold assurance in their organisation s willingness to suit them. 2.2.3 What can be requested? The legislative petition for flexible working, which should be written and must be dated, can bespeak a fluctuation to the person s contract in one of the undermentioned ways: a alteration to the hours of work ; a alteration to the clip when the work is required ( for illustration, the same eight hr twenty-four hours but an early start and early coating ) ; a alteration to the topographic point of work as between place and topographic point of concern. The statutory commissariats do non travel beyond these reasonably focused and limited flexible agreements. Nothing within any of the commissariats appears to forestall the employee seeking a alteration to more than one of the above, for illustration to cut down hours and work from place. However, in this research we are aiming merely the 2nd proviso which is bespeaking a alteration to the clip when the work is required, that is called flextime, and its consequence on the work. 2.3 What other bookmans said: Work-family struggle is an inter-role struggle where occupation outlooks interfere with family-related duties ( Netemeyer, Brashearaˆ‘Alejandro, and Boles 2004 ) . Given the viing demands of work and life, it is unsurprising that many employees experience struggle between the two spheres. Work-life struggle can impact any employee but people with attention duties are more likely to endure most because of the greater demands on their clip. Research has tended to happen that female parents, peculiarly those with immature kids, are less satisfied with their work-life balance than other groups of workers ( Saltztein, Ting and Saltztein, 2001 ) . Consequences of work life struggle can be categorized into personal and organisational injuries. In the first topographic point, feelings of work-life struggle have been associated with, psychological and physical wellness jobs ; matrimonial and household relationship jobs, decreased life and occupation satisfaction and even impact kid development ( Evans and Steptoe 2002 ; Gornick and Meyers, 2003 ) . The effects of work-family struggle on organisational results have been good documented in the direction and psychological science literatures. Work- household struggle has damaging effects on productiveness and personal effectivity ( Gornick and Meyers, 2003 ) . It farther affects occupation satisfaction, employee keeping, and consequences in increased illness absence ( ODriscoll, Brough and Kalliath 2004 ) . Employers do recognize that employee emphasis is partly due to the challenges in equilibrating work and household ( Matusicky 2003 ) . Thus a good balance between work and household life has been said to profit employers, as it is linked to better life satisfaction and later to workers being more productive, originative and efficient ( Zelenski, Murphy and Jenkins 2008 ) . In a survey of over 700 houses in the US, UK, France and Germany ( referenced by the Executive Office of the President Council of Economic Advisers EOPCEA, 2010 ) research workers found a important positive relationship between work-life balance patterns and productivity.A A The research besides reported that houses with flexible work agreements driven by good direction besides tend to encompass flexible workplace patterns. Related to work-family struggle, individuality theory suggests persons possess certain life functions ( i.e. , work-family functions ) that may conflict, therefore making a spillover consequence ( Thoits 1991 ) . When function clang occurs, the more valued function ( i.e. , household ) takes precedency, and persons are likely to transfuse protective steps to safeguard valued functions against possible harm. Harmonizing to individuality theory, these defence mechanisms may be implemented at the hazard of abandoning the conflicting function ( i.e. , work ) ( Thoits 1991 ) . Consistent with this impression, a survey based in the retail gross revenues industry indicates that when salespeople brush struggle between two chief functions ( work and household ) , they tend to retreat from the less outstanding work function through higher turnover in order to keep the more valued household function ( Netemeyer, Brashearaˆ‘Alejandro, and Boles 2004 ) . Numerous surveies have demonstrated that employees who are dissatisfied with their occupations are more likely to prosecute in organisational aberrance behaviours such as working less difficult, absenteeism and company larceny ( Lau, Au, and Ho 2003 ) . A recent meta-analysis on the effects of ethical clime suggests that occupation dissatisfaction poses a important menace to organisations due to its escalating effects on dysfunctional behaviour ( Martin and Cullen 2006 ) . ( Drew, Humphreys and Murphy 2003 ) believes that a figure of factors might promote employers to follow policies to advance work-life balance. These include the concern instance for such constabularies such as a lower staff turnover, reduced absence and improved productiveness, every bit good as alterations in human resource direction and alterations in engineering that enhances chances for working from place. Another cardinal factor is increasing demand for greater flexibleness from employees. Some research consequences show positive impact of flextime on the work-family balance. Flextime workers with kids under the age of 18 study lower degrees of clip force per unit area and a higher degree of occupation and life satisfaction than make their non-flex opposite numbers ( Zuzanek 2000 ) . Flexible work hours are associated with more satisfaction with household life ( Jekielek 2003 ) and a decrease in sensed clip emphasis ( Tausig and Fenwick 2001 ) . Analysts Comfort, Johnson and Wallace ( 2003 ) besides found flextime to be related to increased occupation satisfaction, increased satisfaction with wage and benefits, and a decrease in paid ill yearss. All of these relationships appeared somewhat stronger for adult females. A research on flexible working in Ireland has found these agreements are more common in the populace than in the private sector and that, adult females make usage of them more often than work forces ( Drew, Humphreys and Murphy 2003 ) . Gender and the public/private sector differentiation are two cardinal factors in the analysis of the effects of flexible working. While another survey in Canada, reports over tierce of Canadian employees holding flextime agendas ( Comfort, Johnson and Wallace 2003 ) .The proportion of those who reported holding flextime agreements is higher among work forces than among adult females and is chiefly found in little constitutions, non-unionized scenes, low-skill businesss, retail and commercial industries. As this country of research is new to the Bahraini society, and as the flextime has been adopted by some organisations merely late, we need to measure some research that leads to a decision sing the being of a relationship between flextime, work life balance, and between the flextime and employees productiveness.
Thursday, November 21, 2019
The four management functions in relation to operation management Essay
The four management functions in relation to operation management theory - Essay Example The paper tells that there are four functions that a manager accomplishes in a business organization. These four functions are known as planning, controlling, organizing, and leading. This section of the paper will look at these individual functions closely. Planning involves the "ongoing process of developing the business' mission, and objectives, and how they will be accomplished." The planning process can be used in a broad sense to take into account the whole organization. This will include devising the company's mission and vision. It can also be applied in a specific situation such as the formulation of a strategy to increase the company's market share. Organizing, on the other hand, refers to the creation of the company's organizational structure. This involves determining the functions to be done as well the resources to accomplish them. Organizing also includes how processes will be managed and coordinated. In summary, the organizing function encompasses how managers distrib ute tasks to job holders and focus on division of labor, coordination, control of tasks, and flow of information within the organization. The third managerial function is leading to other writers refer to this function as directing. Leading "is influencing people's behavior through motivation, communication, group dynamics, leadership, and discipline." The real essence of leading is for the manager to equip the employees with their needs to realize the organization's objectives while giving them room to achieve their respective career objectives. Controlling is the managerial function which necessitates the identification of the company's specific goals. Controlling is a "four-step process of establishing performance standards based on the firm's objectives, measuring and reporting actual performance, comparing the two, and taking corrective or preventive action as necessary." Put simply, the controlling function of management is the check and balance system which tries to reveal th e inefficiencies in the strategies employed in realizing the goals of the organization. Controlling is very significant as it tells the managers the loopholes and enables them to correct their systems in order to enhance the company's performance. The operation is one of the functional areas of an organization. Operations management is essentially the area which carefully manages the processes of the company's value chain in order to efficiently produce and distribute its products and servicesÃ'Ž Operations management is indispensable in the functioning of any business organization may it be a small start-up entity or a large manufacturing firm. Operations management deals with the management of the company's core activity. Therefore, the functions of operations managers vary with the major activity of a business entity. The operation manager of a company engaged in the manufacture of children’s toys is basically tasked to oversee the firm’s value chain from the procu rement of raw materials, assembly, sales, and after sales services such as handling of complaints and warranties. On the other hand, the operations managers of a service company like a spa handles day to day activities like management of workforce to service the customers.
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