Quality Management and Continuous Improvement Uni 1 DB SA Second Week Essay

Quality Management and Continuous Improvement Uni 1 DB SA Second Week - Essay Example ention costs the lodging ought to profit by preparing staff on utilizing the inn framework lessening lead times, look at in and process times making the inn productive. For inward disappointment costs the lodging ought to guarantee all the room administrations have met the quality necessities and are promptly accessible at client change demands. This successfully diminishes lead time process and decreases time during change demands process. For outside costs the lodging ought to guarantee the all the administrations are accessible at registration and out occasions. To decide the expense of value for Hotel Escargo it’s imperative to utilize the measurements such look at in and times, change demand process times and consumer loyalty. Instances of cost of value under examination incorporate a recommendation box cost for clients to give input on administrations got. For avoidance costs incorporate preparing and instruction of staff for specialized utilization of lodging frameworks (Shelton, 2014). For interior disappointment costs incorporate hardware and framework disappointment expenses to meet frameworks disappointments viably. For outside expense incorporate objections cost to convenient arrangement with client

Envisioning A Energy Canada United States -Myassignmenthelp.Com

Question: Examine About The Envisioning An Energy Canada United States? Answer: Presentation Social Responsibility is viewed as key to the activities of all the Canadian organizations. In Canada, the organizations have significantly centered around the endeavors of natural manageability on water. By and by, in the worldwide economy there is expanded duty to accept the natural and social causes when organizations lead business. The Canadian Tire Corporation accepts that a feasible way to deal with the business activities recommends that it will consistently have the better influence in shaping a superior nation for all the Canadians and a practical world for the up and coming generations(Naraine, Dixon, Horton, 2015). Undertaking Description A corporate social obligation report allows the organization to report CSR data in such a manner, which is like money related announcing. It incorporates condition maintainability, business morals, straightforwardness, commitment of the workers and network venture. In this manner, it gives data pretty much all these topics(Pecot de Barnier, 2017). The Canadian Tire Corporation thinks about the corporate social duty as a key fixing in understanding the objective of the organization as a confided in accomplice of the clients. In the time of 2014, Canadian Tire Corporation was situated as the seventh top manageability entertainer in Canada. Their business was directed with uprightness, trustworthiness and they anticipated the equivalent consequently from their customers(Li, 2015). Outline of the CSR activity of Canadian Tire Corporation The Canadian Tire Corporation knew about the natural effects of their business. Throughout the years, this Canadian organization kept up the harmony between the responsibility of general society and the regard for the protection of their clients. Keeping he representatives connected with is a noteworthy factor with regards to managing the corporate social obligation of an organization. The organization must be faithful and centered in offering such an atmosphere, that will help in supporting the turn of events and execution of the workers. Canadian Tire Corporation contributes to convince and elevate the workers to be dynamic in the networks. With regards to the natural supportability, the Canadian Tire Company centers around advancement since their motivation is to accomplish the profitability gains from the results of the earth over the worth chain(Stroup, Kujawa, Ayres, 2015). The assembling procedure is to ensure that the item they buy from the retailers they are all around made and safe. This organization builds up their ecological supportability likewise by over the top work with the sellers to outsider analyzers guarantee that the items are checked to the global level and arranged for the development of Canada. As watched, Canadian Tire Corporation has one of the greatest transportation organizes in the country(Aziz, 2017). It began an association with Canada Pacific Railway for creating and sending the initial 60-foot multi-purpose compartment in North America that helps in expanding the volume per truck by 13% which diminishes their carbon impression. The dispersion organize administrations are very regular and drive persistent natural improvement(Naraine, Dixon, Horton, 2015). The point of Canadian Tire Corporation is to shape creative new retail encounters for Canadians. This advancement is putting forth the attempts to improve the proficiency of the vitality and decrease their natural effect over the venture. Probably the best system of Canadian Tir e Corporations maintainability is the consistent endeavors of decreasing the waste level. Canadian Tire Corporation is related with the regions to offer client reimbursement on the vitality proficient items. The Canadian Tire Corporation has kept up its notoriety and the confidence of the Canadians as the brands are subject to the manner in which they do the business. Their devotion of social duty is occupied with the way of life and the dedication in moral sourcing. The Canadian Tire group of the organizations sources those items that are made in excess of 80 nations around the globe. The organization guarantees about the assembling and transportation of the items all inclusive. It keeps the moral sourcing alive. It guarantees the security of the laborers and individuals during the strategic policies, which is ethical(Tremblay, Prince, Ham, Barnes, 2016). To keep up the straightforwardness level in the organization Canadian Tire Corporation makes an open divulgence approach that he lps in the arrival of data on singular exchanges. Consistence officials are enrolled for upgrading the responsibility in the circles of business morals and natural effect. Canadian Tire Corporation had set up a CSR Advisory Council for giving counsel and direction to the results of the organization. Another activity it took for the manageability of the organization is the commitment of workers in the exercises of the organizations. Beneficial work environment and cultivating a test will helps in the exhibition of the representatives. Basic investigation of the CSR activity The Canadian Tire Corporation Limited is a general retailer that offers items and administrations ordinarily through in excess of 1,700 retail outlets all over Canada. The activities and techniques of the CSR approaches of Canadian Tire Corporation have brought about the development and improvement of the business(Adamson, 2015). It has dealt with the effect of the all the circles in law. The administration of Canada has supported and expected Canadian Tire Corporation for working abroad in regard to all the worldwide guidelines and relevant laws to show the estimations of Canada and responsibilities. Canadian Tire Corporation has fundamentally gotten accomplishment with its drives and methodologies. The organization has followed these CSR systems and made progress. How the organization could more readily support the neighborhood individuals/economy The procedures of corporate social obligation have improved the primary concern of Canadian Tire Corporation. Canadian Tire is a case of organizations that are both little and enormous and have railed under the standard of Corporate Social Responsibility. The motivation of the this organization was to have an ethical soul on social issues and a purpose behind the desires and needs of the up and coming age will come down to the earth. The technique of Canadian Tire Corporation is to prevail upon the clients exceptionally the ones related with the corporate world(Karakowsky Guriel, 2015). Along these lines the clients won't switch their brands that will influence the qualities. Canadian Tire found these open door techniques to improve the main concern and help the neighborhood individuals. The Vice-President of Canadian Tire who trusted in applying techniques for manageability presented the activities. Proposals for development of the organization The feasible arrangements of an association ought to follow the procedure of usage. It needs to design and survey the current circumstance of corporate social obligation. Systems and activities ought to be produced for the development and advantages of the organization. It manufactures support with the workers just as the senior administration. Surveying, detailing and executing the activities and methodologies of corporate social duty will convey the result of improving the circumstance of the organization. Correspondence about the CSR procedures and activities are likewise basic as it helps in the development of the organization, Corporate Tire Corporation. Detailing and applying these speculations will result improvement of the companies(de Bakker, 2016). A five-phase CSR evaluation process is followed. The five phases incorporate amassing a CSR group, building up a working meaning of CSR, auditing activity and corporate reports, conveying a business case for CSR and connecting wi th and relating to the key partners. In such manner, it is imperative to specify here that up to an examination is conveyed it will accomplish the point of the evaluation. The procedure of evaluation, plan and improvement includes dynamic that affects how CSR systems are executed and created. References Adamson, B. (2015). Corporate Sustainability Bridging the Gap Between Sustainability Reporting and Business Operations. Corporate Sustainability Bridging the Gap Between Sustainability Reporting and Business Operations. Aziz, L. M. (2017). Utilizing Olympic Sponsorship to Engage Employees: Evaluating Employee Engagement Tactics inside the Canadian Tire Corporation. de Bakker, F. (2016). Overseeing corporate social duty in action:talking, doing and estimating. . CRC Press. Karakowsky, L., Guriel, N. (2015). The setting of business: Understanding the Canadian business condition. W. Ross MacDonald School Resource Services Library. Li, D. (2015). Corporate Social Responsibility and Family Firms. Mill operator, D., Merrilees, B., Cooper, H. (2017). Differentiating CASES OF CORPORATE HERITAGE-IN-USE. Establishments of Corporate Heritage. Naraine, M. L., Dixon, J. C., Horton, C. (2015). Contextual analyses in Sport Management. New to the Board: A Case Study of Canadian Tire Corporation and the Potential Purchase of the Forzani Group Limited, 4(1), 120-131. Pecot, F., de Barnier, V. (2017). CORPORATE HERITAGE OR CORPORATE INHERITANCE. Establishments of Corporate Heritage, 302. Stroup, L., Kujawa, R., Ayres, J. (2015). Imagining a Green Energy Future in Canada and the United States: Constructing a Sustainable Future in the Context of New Regionalisms?. . American Review of Canadian Studies, 45(3), 299-314. Tremblay, M. S., Prince, S. A., Ham, J., Barnes, J. (2016). Significant Initiatives Related to Childhood Obesity and Physical Inactivity in Canada: 2014 Year in Review.

BetterWorks

BetterWorks INTRODUCTIONMartin: Hi, today we are in Palo Alto with BetterWorks. Who are you? And what do you do?Kris: My name is Kris Duggan, I am the CEO and co-founder of BetterWorks. And BetterWorks is enterprise software to help companies set and manage goals and do that at scale. So what that means is if you have a hundred people, if you have a thousand people, if you have ten or fifty thousand people in your company, you would use our software to align and coordinate the entire workforce.Martin: So how did you come up with the idea of BetterWorks?Kris: So I have always been very goal oriented and in many companies that I’ve worked at, I think, we had a very institutionalized disciplined approach to setting goals. And at my last company as CEO it was really important for me to make sure everybody had goals in the company every. It was important that everybody could see everybody’s goals, I wanted to have it very open and collaborative type of approach to working. And I looked for softwa re to actually allow us to do goal setting openly, collaboratively and in kind of a fun and engaging way and I couldn’t find anything and we end up using powerpoint. And so for me, my thinking was: There must be a way to do this better and let me create a company called BetterWorks to do that for companies.Martin: I can imagine that it’s quite hard to align and update it in powerpoint format if you have a bigger company.Kris: Yes, in fact I was speaking with a company recently that has 82,000 knowledge workers. They do goal setting annually today and want to move to a quarterly model but they do 82,000 word documents. And so you can imagine thatâ€" if you don’t have software to facilitate it, automate it, make it easy, make it engaging, it’s going to be very difficult and costly for a large company to go through that process.BUSINESS MODELMartin: Let’s talk about the business model, Kris. What are the type of customer there are currently using BetterWorks, in terms of type of industries and sizes?Kris: So I would say in the beginning we were working with many very high growth, high tech companies here in Silicon Valley. And we’re venture a funded company ourselves, we’re funded by Kleiner Perkins and John Doors on board of directors. So, those were the early kind of customers and that could be like a Lookout Mobile, NerdWallet; companies that have maybe three, four, five hundred people.The company (BetterWorks) now is two years old, we have about 60 people that work in the company, we have an office here Palo Alto and an office in New York and we actually plan to grow to about 150 people next year so we’re going through a high period of growth. And what we found was over the last couple of quarters that we’re not getting a lot of demands from very large enterprises. Many of these are multinationals, some of which are fortune 500 or fortune 1000 kinds companies, headquarter here in North America. But even companies in Europe and globally where they have thousands or ten of thousands of knowledge workers. They have the same problem that you know these high growth companues have, which is how you align the people, how do you coordinate at scale, how do you get people to focus on the right things and how do you do that in a very open and collaborative way so that people can actually see what other people are working on.And interestingly, I think what is driving a lot of growth for our company is that these HR systems, these very traditionally HR systems; Work Days, Success Factors, etc., they are kind of the opposite of open and collaborative; they’re private, nobody can see what other people goals are, it’s not quarterly, its annual and companies are realizing that there must be a better way to do this and they’re coming to us for help.Martin: How did you acquire your first customers, Kris?Kris: So In the early days, it was knocking on doors. At first, rather than selling them BetterWorks, it was more learning how do they do goal selling. And so we talked to many many companies. In fact, I think in my first quarter I talked to almost hundred companies. First of all just to learn, is this a product that we want to build? And is there a market for this product? Because I knew I had the pain with my prior company but I didn’t know anything about HR and performance and goals and software for this area, so I wanted to verify that this was an area that could be commercialized. And by talking to a hundred companies we actually ended up signing ten customers andâ€"Martin: Wow, prior to you developing anything?Kris: Yes, saying, If you have this, we would buy it and if you could work towards getting it deployed we will pay this amount of money. So that what was kind of that the genesis for getting started.One thing that â€"just to add to kinf of my personal experience with this, from a product standpoint what really inspired me wasâ€" at my last company doing the powerpoitn goal setting and it’s bor ing and people hate it and it’s like a painful. And at the same time we were using fitbit in the company and we were doing a fitbit challenge. I saw people using their mobile phone and the app and they’re cheering and they’re taunting each other and some people were walking around the block to get more steps. And I was like how come goal setting in the workplace doesn’t have to be like a Work Day or Success Factor 2.0, if you’re going to reinvent that, it should be much more like fitbit type of experience so that was kind of what inspired the product for us.Martin: And did you go to those one hundred potential clients with mock ups or was it just an idea or some story?Kris: In the early days, it was purely just an idea, like Can you teach me how you’re doing things? And then, as it progressed it was, Can I show you a couple of visual ideas that we have on how we would solve the problem? Then towards the end, we had already started prototyping some real applications. So I think it was a journey over the course of those hundred conversations, because the main thing was that we wanted to make sure that what we developed there was going to be commercial need for it and that we were on the right track.And I think being very interactive and many times I think the customer can’t exactly tell you what the solution should be but they can respond to, How do you feel about this, does this kind of hit the mark? or they say, No actually if it was like this or maybe make these adjustments. So I think it’s always balance between they can’t necessarily express exactly what the outcome should look like but they can give you very quick feedback on if you’re kind of getting close to it.Martin: And out of those 10 potential customers, how much did you actually sign up?Kris: Actually, all 10 of them signed up.Martin: Wow, thats awesome.Kris: Yes, this was two years ago. So now we are working with a couple of hundred customers, many of these are large companies; fortune 500 companies. And we’ve had hundreds of thousands of goals that weve actually used in our system. And users are using this on a daily and weekly basis and we still have that very similar process, which is we have a ton of features that we’re working on right now and we take a very interactive approach where we listen for feedback, we listen for ideas, we go and do some designs and rapid prototyping and then we take those features back to a certain type of user, maybe the executive user or a manager or an individual or maybe even and an administrator of the system and get their feedback on, Are we hitting the right mark?Martin: When we look at the revenue model, Kris, how did you come up with a pricing point?Kris: So our price point is $15 per user per month and then we had some volume discounts as the volume goes up.I guess the way that we looked at it was the value of doing goals in a very efficient, modern, open, collaborative and frequent way. We feel like if you’ re spending a $100,000 a year on an employee or spending $180 a year to make sure they’re working on the right things, that are focused and engaged and they had a sense of purpose and they understand how their work relates to the big picture, we think that there is tremendous value for the customer to take advantage of that.The second thing is we looked at comparative business models of other similar technologies and we saw for example that Work Day which is that a HR system doesn’t do the kind of collaborative goal settings like we do but it’s the kind of in the general area, kind of market that we’re in. And the price point for Work Days is typically $25-40 per users per month. And so for us to say it’s only an incremental investment of $15 for going really deep in this one highly valuable area for the company, it seemed like that was a very compelling kind of price point for our product.Martin: Is there the ability to cancel the contract monthly or is it like an annual basis?Kris: In English you would say month to month.At BetterWorks, most of our agreements are an annual contract, but actually many of our customers are signing multi-year contracts. And they view this as like, this isn’t an optional thing, they have to do goals, they want to be disciplined in this area but they don’t want to use PowerPoint or Word or Excel or very traditional HR systems to do that and so they’re looking at actually deploying this company wide for thousands of users and not just as a test, but actually like, This is how we want to run the company.Martin: Are you providing, besides the software, also some kind of training?Kris: Yeah, we call that customer success and so for customer success we have a whole team there where and these are people from a consulting background, change management or business transformation background. So we had people from Deloitte, we have people from Microsoft Yammer and other areas where they are helping the customer work with th e executive team to take advantage of the technology and working with the managers in the companies to take advantage and working with the program leader to drive the communication around how to roll out what is happening and then looking at best practices, or how to optimize their usage of the system. So, we absolutely invest in this for our larger client.Martin: And in terms of combination of marketing and sales are you only doing direct sales or are you also doing marketing?Kris: I would say that our business model today is mostly direct model. But I could see over time that we’re going to start to build that channel partners and that could be through other boutique services type of company, it could be the large kind of big consulting firms looking at bundling in this capability into some of their chain management practice. And I could see a whole host of complementary technology partners in the HR space where I could see us bundling into those platforms as well.Martin: Cool. You shortly elaborated on a Work Day but in general when you look at the industry what is your competitive advantage?Kris: Yes, I would say quite confidently that we have the best goals product on the planet. Literally. That’s because that is all we do, we love goals. And we spent two years working on it and we’ve completely reinvented how goals can be open, collaborative and where progress can be recorded as you’re actually making progress on your goal, you can support other people’s goals by aligning your goals with them, you can have multiple conributors aligning to goals. It’s basically the deepest goals product on the planet.And what I would say is our long term competitive differentiationâ€"it’s actually in a couple of areas:The number one, we are very focused on engagement and how do you drive engagement around goals. So that means what we measure every day is our daily active usage, our weekly active usage and our monthly active usage to ensure that people are we aving this into how they actually work. And this is a new thing for goal setting. Typically if you have these HR systems, you might interact with your goals once or twice per year and now we’re getting people on average to do that several times per month. So that’s kind of a more than a 10x behavior change in engagement in a very traditional workflow like goals.The second thing I would say is that we are really focused on how do you make goal settingâ€" the process as smart as possible and using even techniques like data science and becoming more data driven to connect goals that appear related, to get recommendations around goals, to basically get as smart as you can around leveraging these data signals. And that has never been done before in this whole field.And the third thing that totally new is connecting all of those different systems of records like Sales Force like Jira or Slack or whatever your day to day system are, connecting that directly to your goals so that you do n’t even have to check in. I just closed the deal with this customer, if Sales Force automatically does that for you then you automatically get credit. Or I just shift this feature in JIRA and then it automatically publishes at BetterWorks.So these are the three major areas that are completely kind of new in the field of goals is engagement, then data science, and then integration.ADVICE TO ENTREPRENEURS FROM KRIS DUGGAN In Palo Alto (CA), we meet CEO and Co-Founder of BetterWorks, Kris Duggan. Kris talks about his story how he came up with the idea and founded BetterWorks, how the current business model works, as well as he provides some advice for young entrepreneurs.INTRODUCTIONMartin: Hi, today we are in Palo Alto with BetterWorks. Who are you? And what do you do?Kris: My name is Kris Duggan, I am the CEO and co-founder of BetterWorks. And BetterWorks is enterprise software to help companies set and manage goals and do that at scale. So what that means is if you have a hundred people, if you have a thousand people, if you have ten or fifty thousand people in your company, you would use our software to align and coordinate the entire workforce.Martin: So how did you come up with the idea of BetterWorks?Kris: So I have always been very goal oriented and in many companies that I’ve worked at, I think, we had a very institutionalized disciplined approach to setting goals. And at my last company as CEO it was really important for me to make sure everybody had goals in the company every. It was important that everybody could see everybody’s goals, I wanted to have it very open and collaborative type of approach to working. And I looked for software to actually allow us to do goal setting openly, collaboratively and in kind of a fun and engaging way and I couldn’t find anything and we end up using powerpoint. And so for me, my thinking was: There must be a way to do this better and let me create a company called BetterWorks to do that for companies.Martin: I can imagine that it’s quite hard to align and update it in powerpoint format if you have a bigger company.Kris: Yes, in fact I was speaking with a company recently that has 82,000 knowledge workers. They do goal setting annually today and want to move to a quarterly model but they do 82,000 word documents. And so you can imagine thatâ€" if you don’t have software to facilitate it, automate it, make it easy, make it e ngaging, it’s going to be very difficult and costly for a large company to go through that process.BUSINESS MODELMartin: Let’s talk about the business model, Kris. What are the type of customer there are currently using BetterWorks, in terms of type of industries and sizes?Kris: So I would say in the beginning we were working with many very high growth, high tech companies here in Silicon Valley. And we’re venture a funded company ourselves, we’re funded by Kleiner Perkins and John Doors on board of directors. So, those were the early kind of customers and that could be like a Lookout Mobile, NerdWallet; companies that have maybe three, four, five hundred people.The company (BetterWorks) now is two years old, we have about 60 people that work in the company, we have an office here Palo Alto and an office in New York and we actually plan to grow to about 150 people next year so we’re going through a high period of growth. And what we found was over the last couple of quarte rs that we’re not getting a lot of demands from very large enterprises. Many of these are multinationals, some of which are fortune 500 or fortune 1000 kinds companies, headquarter here in North America. But even companies in Europe and globally where they have thousands or ten of thousands of knowledge workers. They have the same problem that you know these high growth companues have, which is how you align the people, how do you coordinate at scale, how do you get people to focus on the right things and how do you do that in a very open and collaborative way so that people can actually see what other people are working on.And interestingly, I think what is driving a lot of growth for our company is that these HR systems, these very traditionally HR systems; Work Days, Success Factors, etc., they are kind of the opposite of open and collaborative; they’re private, nobody can see what other people goals are, it’s not quarterly, its annual and companies are realizing that there must be a better way to do this and they’re coming to us for help.Martin: How did you acquire your first customers, Kris?Kris: So In the early days, it was knocking on doors. At first, rather than selling them BetterWorks, it was more learning how do they do goal selling. And so we talked to many many companies. In fact, I think in my first quarter I talked to almost hundred companies. First of all just to learn, is this a product that we want to build? And is there a market for this product? Because I knew I had the pain with my prior company but I didn’t know anything about HR and performance and goals and software for this area, so I wanted to verify that this was an area that could be commercialized. And by talking to a hundred companies we actually ended up signing ten customers andâ€"Martin: Wow, prior to you developing anything?Kris: Yes, saying, If you have this, we would buy it and if you could work towards getting it deployed we will pay this amount of money. So that what was kind of that the genesis for getting started.One thing that â€"just to add to kinf of my personal experience with this, from a product standpoint what really inspired me wasâ€" at my last company doing the powerpoitn goal setting and it’s boring and people hate it and it’s like a painful. And at the same time we were using fitbit in the company and we were doing a fitbit challenge. I saw people using their mobile phone and the app and they’re cheering and they’re taunting each other and some people were walking around the block to get more steps. And I was like how come goal setting in the workplace doesn’t have to be like a Work Day or Success Factor 2.0, if you’re going to reinvent that, it should be much more like fitbit type of experience so that was kind of what inspired the product for us.Martin: And did you go to those one hundred potential clients with mock ups or was it just an idea or some story?Kris: In the early days, it was purely just an idea, like Can you teach me how you’re doing things? And then, as it progressed it was, Can I show you a couple of visual ideas that we have on how we would solve the problem? Then towards the end, we had already started prototyping some real applications. So I think it was a journey over the course of those hundred conversations, because the main thing was that we wanted to make sure that what we developed there was going to be commercial need for it and that we were on the right track.And I think being very interactive and many times I think the customer can’t exactly tell you what the solution should be but they can respond to, How do you feel about this, does this kind of hit the mark? or they say, No actually if it was like this or maybe make these adjustments. So I think it’s always balance between they can’t necessarily express exactly what the outcome should look like but they can give you very quick feedback on if you’re kind of getting close to it.Martin: And out of those 10 potential customers, how much did you actually sign up?Kris: Actually, all 10 of them signed up.Martin: Wow, thats awesome.Kris: Yes, this was two years ago. So now we are working with a couple of hundred customers, many of these are large companies; fortune 500 companies. And we’ve had hundreds of thousands of goals that weve actually used in our system. And users are using this on a daily and weekly basis and we still have that very similar process, which is we have a ton of features that we’re working on right now and we take a very interactive approach where we listen for feedback, we listen for ideas, we go and do some designs and rapid prototyping and then we take those features back to a certain type of user, maybe the executive user or a manager or an individual or maybe even and an administrator of the system and get their feedback on, Are we hitting the right mark?Martin: When we look at the revenue model, Kris, how did you come up with a pricing point?Kris: So our price point is $15 per user per month and then we had some volume discounts as the volume goes up.I guess the way that we looked at it was the value of doing goals in a very efficient, modern, open, collaborative and frequent way. We feel like if you’re spending a $100,000 a year on an employee or spending $180 a year to make sure they’re working on the right things, that are focused and engaged and they had a sense of purpose and they understand how their work relates to the big picture, we think that there is tremendous value for the customer to take advantage of that.The second thing is we looked at comparative business models of other similar technologies and we saw for example that Work Day which is that a HR system doesn’t do the kind of collaborative goal settings like we do but it’s the kind of in the general area, kind of market that we’re in. And the price point for Work Days is typically $25-40 per users per month. And so for us to say it’s only an incremental investment of $15 for going really deep in this one highly valuable area for the company, it seemed like that was a very compelling kind of price point for our product.Martin: Is there the ability to cancel the contract monthly or is it like an annual basis?Kris: In English you would say month to month.At BetterWorks, most of our agreements are an annual contract, but actually many of our customers are signing multi-year contracts. And they view this as like, this isn’t an optional thing, they have to do goals, they want to be disciplined in this area but they don’t want to use PowerPoint or Word or Excel or very traditional HR systems to do that and so they’re looking at actually deploying this company wide for thousands of users and not just as a test, but actually like, This is how we want to run the company.Martin: Are you providing, besides the software, also some kind of training?Kris: Yeah, we call that customer success and so for customer success we have a whole team there where and these are people from a consulting background, change management or business transformation background. So we had people from Deloitte, we have people from Microsoft Yammer and other areas where they are helping the customer work with the executive team to take advantage of the technology and working with the managers in the companies to take advantage and working with the program leader to drive the communication around how to roll out what is happening and then looking at best practices, or how to optimize their usage of the system. So, we absolutely invest in this for our larger client.Martin: And in terms of combination of marketing and sales are you only doing direct sales or are you also doing marketing?Kris: I would say that our business model today is mostly direct model. But I could see over time that we’re going to start to build that channel partners and that could be through other boutique services type of company, it could be the large kind of big cons ulting firms looking at bundling in this capability into some of their chain management practice. And I could see a whole host of complementary technology partners in the HR space where I could see us bundling into those platforms as well.Martin: Cool. You shortly elaborated on a Work Day but in general when you look at the industry what is your competitive advantage?Kris: Yes, I would say quite confidently that we have the best goals product on the planet. Literally. That’s because that is all we do, we love goals. And we spent two years working on it and we’ve completely reinvented how goals can be open, collaborative and where progress can be recorded as you’re actually making progress on your goal, you can support other people’s goals by aligning your goals with them, you can have multiple conributors aligning to goals. It’s basically the deepest goals product on the planet.And what I would say is our long term competitive differentiationâ€"it’s actually in a couple of areas:The number one, we are very focused on engagement and how do you drive engagement around goals. So that means what we measure every day is our daily active usage, our weekly active usage and our monthly active usage to ensure that people are weaving this into how they actually work. And this is a new thing for goal setting. Typically if you have these HR systems, you might interact with your goals once or twice per year and now we’re getting people on average to do that several times per month. So that’s kind of a more than a 10x behavior change in engagement in a very traditional workflow like goals.The second thing I would say is that we are really focused on how do you make goal settingâ€" the process as smart as possible and using even techniques like data science and becoming more data driven to connect goals that appear related, to get recommendations around goals, to basically get as smart as you can around leveraging these data signals. And that has never been d one before in this whole field.And the third thing that totally new is connecting all of those different systems of records like Sales Force like Jira or Slack or whatever your day to day system are, connecting that directly to your goals so that you don’t even have to check in. I just closed the deal with this customer, if Sales Force automatically does that for you then you automatically get credit. Or I just shift this feature in JIRA and then it automatically publishes at BetterWorks.So these are the three major areas that are completely kind of new in the field of goals is engagement, then data science, and then integration.ADVICE TO ENTREPRENEURS FROM KRIS DUGGANMartin: Great Kris, imagine a friend of yours comes to you and says, Hey Kris, I want to start with a company. What advice would you give him?Kris: Lots of advice I guess. I guess starting with, you better be pretty passionate about the topic that you’re going to be focused on because you’re probably going to be working on it for five or ten years. So that’s a pretty long commitment, so that’s number one.Number two I think is, solve a problem that you’re intimately familiar with. So is this something that you read about it or is this something that you’ve actually personally experienced? Because I think the best ideas are the ones that come from this personal, kind of empathy and experience around the problem. Very similar to kind of like, I was trying to do this exact same thing at my last company and the software that we created is the software that I wish that I had in my last company.Martin: Be your own customer.Kris: Yes. And hopefully, there’s a market for that and then other people will start to get excited about it. But if you aren’t passionate and you haven’t personally experienced it, I think those are going be very very challenging things.Probably the third piece of advice would be validate idea with as many as people as possible. And there’s a difference here bec ause I see a lot of entrepeneurs that will tell you their idea or tell the people their idea but they’re not really listening for the right queues and they’re telling you everything but they’re not saying, If I had this would you buy it and how much would you pay?’ And On a scale of one to ten how valuable will this be? On a scale of one to ten how much of a priority will this take inside your company? They’re not listening for the right signals to kind of verify their idea they’re more kind of telling you their concepts.Martin: They’re not even asking because it sounds more to me like they’re saying somethingKris: Yes, they’re not listening and they’re not asking. So, being an entrepreneur does not mean being stuck on this one idea and trying to tell as many people as possible. I think being entrepreneur isâ€" to me its kind of like you start pulling out a thread on a sweater And the thread could be it was really difficult to do goal setting, at least for me. L et me see if other people are experiencing thatI think in the case we were fortunate that the original vision for the idea and then ultimately kind of how it came about were quite similar. But it could have actually been that, it turns out that it was this some certain aspect of the idea was totally terrible part of it, but another totally unrelated thing was actually the real discovery. And I’ve see that many many times now, like some of the startups that I’ve worked with is that your original assumptionsâ€"If you start with, ‘it’s going to be this, it’s going look like it’s going to have these features and we’re going to sell this’ versus ‘I’ve got this thread, I want to pull on this thread some more. It seems like people are having a problem with XY and Z, let me brainstorn some various ideas on how to solve that and talk to people and listen’, then you’re going to accelerate your learning and probably realize the answer more quickly and more accurately.Ma rtin: Totally Agree. Thank you so much, Kris, for your time!Kris: Okay.Martin: And next time when you think about starting a company, just listen and validate your assumptions. Maybe you’ll learn faster where to stop or where to invest more. Thank you so much. Great, thank you.Kris: Alright. Good.

Describe the Following Factors in Terms of Their Potential Influence on Workplace Relationships. - Free Essay Example

Sample details Pages: 6 Words: 1808 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? Describe the following factors in terms of their potential influence on workplace relationships. You are required to provide one positive and one negative potential influence for each six (6) factors, including at least two (2) internal and at least two (2) external factors. Use the table below as your template. Internal Factor Goal-Setting Positive Effect:- On a personal level, setting goals helps people work towards their own objectives.Goals focus attention toward goal-relevant activities and away from goal-irrelevant activities Negative Effect: In an organization, a goal of an individual may not align with the goals of the organization as a whole.For complex tasks, goal-setting may actually impair performance. Don’t waste time! Our writers will create an original "Describe the Following Factors in Terms of Their Potential Influence on Workplace Relationships." essay for you Create order An individual may become preoccupied with meeting the goals, rather than performing tasks. Quality of Work Positive Effect: Psychological growth of employees are relevant to the quality of work which includes wages, hours and working conditions of employees. Quality of work gives high moral to achieve higher profitability. Negative Effect: If quality of work is not good then it could affect job satisfaction, life satisfaction and happiness. It have less strong, but significant association with self-rated anxiety. Leadership Style Positive Effect: The leadership style influences directly on the performance of the staff because most of them are followers of the leader. The good leadership style creates the positive environment in the organization without any conflicts about the goals and new ideas Negative Effect: Negative leader ship will creates unhealthy environment among the staff. Compliance Requirements Positive Effect: It is one of the most important ways for an organization to maintain its ethical health, support its long-term prosperity, and preserve and promote its values. Compliance with regulatory requirements and the organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s own policies are a critical component of effective risk management Negative Effect: Every organization is unique and has its own objectives. As such, several objectives of the compliance will need to be unique as well. Organization operates in an increasingly complex environment of federal, state and local oversight. There are numerous laws and regulations that govern the activities as an institution, and many government agencies monitoring its activities. External Factor Stakeholders Positive Effect: Individuals and constituencies that contribute, either voluntarily or involuntarily, to its wealth-creating capacity and activities, and that are therefore its potential beneficiaries. Negative Effect: External stakeholders, are those who do not engage in direct economic exchange with the business à ¢Ã¢â€š ¬Ã¢â‚¬Å" are affected by or can affect its actions. For example the general public, communities, activist groups, business support groups, and the media. And that is why they are unpredictable. Culture Positive Effect: A multi-cultural workplace brings lots of learning to the workplace environment thus fostering better workplace relationship. Organizational culture can be a factor in the success of an organization. Negative Effect: Different culture brings discriminations, prejudice and misunderstandings sometimes. Organizational culture is taught to the person as culture is taught by his/her parents thus changing and modeling his/her personal culture. Indeed employees are advised to match their personality to a companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s culture and fit to it. Task- 2 Develop strategies with the aim at establishing and maintaining positive relationships in the workplace. The strategies must include procedures on how to communicate these to relevant people (colleague, management, external stakeholder, and work team) and how to monitor ongoing working relationships. The strategies must be in accordance with the following organizational requirements: Ban the use of all tobacco products, including chewing tobacco, from the workplace. We know that in the world a lots of people are doing smoke. Even it has become habit of human. So in this case we cannot say that all tobacco should be ban on the work place. According to this we should be given him to limit. A specific limit provide to smoker like a separate place, 15 minutes break. Rules and regulation and policies should be must. With this help everyone will be follow this one. They will be agree this one in any condition. So this is a good way for performing work in work place. With this one an employee will be happy and management also. Maintain employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s personal hygiene and appearance. For maintain employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s personal hygiene and appearance there are some ways and rules should be follow: Wash your hands properly with soap and water Use a hand wash sanitizer Cover your nose and mouth with a tissue when sneezing and coughing Bin should be must on workplace First Aid Kit should be must on workplace Keep your workplace clean and clear of food debris A worker should be clean like dress and nails. One is the most important that wash your hands before and the end your shift. You should also wash your hands before and after this activities like entering a packing line, putting new gloves, cleaning equipment and preparation surface, handling rubbish and smoking and doing another activities etc. Prohibition for personal use of company office supplies. Every business involves the use of some sort of equipment which employees need to do their job, and this equipment is generally provided by the business. While some personal use of business equipment is realistically to be expected, problems can arise when the personal use is excessive. Rules and policies should be must. Every member should provide own password or ID card for open any door or locker etc. Without manager permission no one can open the store or any room. Camera is first important tools for cover this problem. Enhance punctuality among employees. You should be make rules and polices Before 5minutes everyone should be reach, otherwise you should be take action regarding this Make sure before take any action you should be ask reason If every employees are punctual then you should be enhance their morale give reward and bonus etc. Because when one employee see to another employee for doing like this one then all employees will be effect and automatically they will be follow. Task-3 From the strategies that you have developed in Task 1.2, apply them to the scenarios below. Your answers must describe how you would you communicate the strategies to the relevant people. 1.3.1 You are working in a warehousing operation. The company has recently instituted a à ¢Ã¢â€š ¬Ã…“No Smokingà ¢Ã¢â€š ¬Ã‚  policy in the facility. All employees were notified of the policy change. It was not well-received. As you walk down aisle X in the warehouse, you see a cloud of smoke and then see Chris running to aisle Z. You need to talk to your colleague, Chris. According to this situation first step should be that call to this guy. Make sure conversation should be in private room. Then ask reason from that guy with politely. We should be explain that our company have already inform to all members about this No Smoking policy. After this ask from this member, is it any problem like personal depression or anything company related difficulties If he does not mention then give him to warning because our company already explain this policy. Punishment or fine can be for break this rule if he do not give specific reason like real. Also give warning to him that if he will do mistake again then fine will be more and in case a company cannot be tolerate, he can say that you can leave this company.So mostly it depend on situation, but it is also depend on rules and polices like is it strong or not. 1.3.2 You are a team supervisor overseeing a department of 25 people. One of your employees comes to you and complains about Patà ¢Ã¢â€š ¬Ã¢â€ž ¢s unpleasant body and how difficult it is to work in the same area. In several occasions, customers called your attention about Patà ¢Ã¢â€š ¬Ã¢â€ž ¢s large tattoo of a devil eating a rat on his forearm, which they found to be offensive. You agree to talk to Pat but considering the sensitivity of the issue, you decided to talk first to management Take the employee aside to discuss the matter privately. Explain what youve seen à ¢Ã¢â€š ¬Ã¢â‚¬  dont accuse Explain why it concerns you Listen to any explanation that the employee might give and allow for flexibility or a possible acc ommodation or solution. Be sure that the employee understands that your discussion is not a personal attack. Assure the employee that others will be held to the same standard of personal phone usage conduct. Thank the employee for future cooperation Be sure to hold other employees to the same standard. Cover the tattoo with shirt or jacket So you should be talk politely and try to understand the problem like this that everyone should be satisfy employees and customers. 1.3.3 You are a project manager and supervise a team of 10 people. It is near Christmas, and you notice that within one day the office supply cabinet has been conspicuously depleted of tape, scissors, and packing materials. Other than you, the on-the-job-trainee, Larra, is the only one with the key to the cabinet. You need to talk to ABC Institute, external stakeholder, who sent the trainee to your company. According to this problem a company should be take action against stakeholder directly. Company should not be wait for anything. A manager should be inform to all company members that nobody give information to her without our permission. In this case action should be take urgent. Rules and polices also we should be make for that one. Because if anytime another stakeholder will become the first of all he will be read all company rules and regulation then he can enter the company. This is best way to reduce this type of risk. 1.3.4 You are the supervisor of a team of 5 accountants. Your team is often late getting to work. You have tolerated it for the past year, but your workload has increased and you need all the help you can get, especially at the start of the day. With your team coming in late, it is starting to affect ability of the team to get the job done. You need to talk to your work team. First of all we should give the notice to all members that we are doing meeting on that day. It should be on notice board as well as. After this when meeting will be sta rt then discuss all problem regarding this late problem. Supervisor must write down all views and problem for late. Then after all done supervisor must make strict rules and policy regarding this like before five minutes. Before 5minutes everyone should be reach, otherwise you should be take action regarding this Make sure before take any action you should be ask reason If every employees are punctual then you should be enhance their morale give reward and bonus etc. Because when one employee see to another employee for doing like this one then all employees will be effect and automatically they will be follow.

Gender Equity Is Not More Equal Terms - 1755 Words

In a world that we live in today we constantly are in competition with each other as we try and be the best that we can be. As humans we thrive on competing and that is a attribute that has gotten us this far as we refuse to accept defeat and the innovations that we continue to make are justified. Man has been known by some to be the dominate gender as men have been known to be the provider and the main support of most families and even to this day. Woman are in constant competition daily as they strive for gender equity in all facets of lives. Women’s pay, certain benefits, and the way they are perceived to the general public is a lot different than to that of a man. The place that we currently are with social rights I believe that gender equity is not enough to bring us closer to equality, because even though we make life on more equal terms the general idea of the world will not view woman in a similar light to man. Chapter 27 kicks us off with a very controversial painting by Eduoard Manet as it shows a prostitute laying naked with a black servant standing next to her waiting to do her bidding. This painting in my opinion contradicts the time periods view on women as they are normally the caregivers and primary contributor to the function of the household and not a prostitute. Manet maybe tries to give insight into what some women do in private and he felt this could change the perspective many have on women. The painting defies the normal gender rules of the timeShow MoreRelatedDescription of All Four Feministic Theories1514 Words   |  6 Pagesbattle to achieve full gender equality. I personally feel that gender equality is important in this world because I for myself have met women in my life who I not only look up to but who have also inspired me to keep moving forward in my journey of life. 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Yet once graduation occurs, there is a different form of gender inequality found at the workplace. Although disparity between the number of men and women in the wo rkforce is explainable, there is nothing to justify the pay inequality between genders. Even currently, the difference between the wages of a male and female worker of the same standard is vast, favouring the male workers. Despite women statisticallyRead MoreEssay on Gender Equity in Education1632 Words   |  7 PagesGender Equity in Education Gender equity issues in mathematics and science have been the focus of many educators and researchers for years. Women have often been denied an equal education in math and science for many reasons. Parents and teachers must realize this fact and change their habits wherever necessary. Girls must be given the same opportunity as boys from the beginning, particularly in math and science where girls tend to lag behind. 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It is very traditionalRead MoreThe Advancement Of Women s Sports964 Words   |  4 PagesThe progress towards gender equity in competitive sports hasn’t been a straightforward route. On one hand, some claim that equality cannot be achieved, attempting to use the excuse of biological differences (both psychological and physical) between the sexes. On the contrary, though, persisting stereotypes, less pay, and lack of opportunity to play still plague many women who are trying to enter the fiel d of competitive sports. These hindrances are unfair, prejudiced, and discriminatory. They cannot--andRead MoreEquality of Opportunity715 Words   |  3 PagesEquality of opportunity Every child deserves to be educated regardless or race, color or ethnic background. Children from all social backgrounds have equal rights to attend school where they receive an education that will prepare them to compete on equal terms in the economic system. 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It All Along Contingent Upon Context - 1320 Words

Forgot it all along: contingent upon context by Makayla A. Little 201403762 A laboratory assignment presented to R. McInnis in Psychology 220 Cognitive Psychology Department of Psychology St. Francis Xavier University April 8th, 2015 Abstract The purpose of this experiment is to demonstrate that people can forget what they have just previously remembered. People are more likely to recall a stimulus correctly if the context is the same as previously presented; people are more likely to forget if the context is different. Participants were St. Francis Xavier University undergraduate students in Cognitive Psychology. There were three different phases of the experiment; Phase I: a series of 44 word-pairs was presented. Participants read the words silently; Phase II (cued-recall): a cue-recall test was imposed. Participants were to recall a word that matched the cue presented; Phase III (memory judgment): a cue and parget-pair were displayed. Participants were to remember whether they had recalled the target previously in Phase II. It was found that there is a statistically highly significant difference between conditions â€Å"same† and â€Å"different†, F(1,46) = 139.7, p .001, indicating that our memories are often contingent upon context. Forgot it all along: contingent upon context The Forgot-it-all-along (FIA) effect is a memory phenomenon in which prior instances of remembering are forgotten (Arnold Lindsay, 2002) (Schooler, Ambadar, Bendiksen,Show MoreRelatedThe Leadership Theory And Practice Book1264 Words   |  6 Pagesskills, style and situational. This paper will outline the implications of each of these models for my leadership profile and will also outline some insights that I have gained at the physician leadership level with my organization for each approach. 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Aphrodite Essay Research Paper Bullfinch once said free essay sample

Aphrodite Essay, Research Paper Bullfinch one time said, Mythology is the servant of literature Yet, I disagree with this statement. Mythology is non low-level to literature, but alternatively it reveals an of import portion of history. Through a greater apprehension of mythology we can grok ancient civilizations better. In Grecian Mythology, Aphrodite was one of the most of import goddesses of the Olympic pantheon ( Dexter, 112 ) . Aphrodite was the goddess of love and beauty. All the Gods desired her, and she was resistless when she wore her charming girdle. It was said that she could do any adult male autumn in love with her and, in making so, she caused many dirts. In today s society her promiscuous ways would be frowned upon, nevertheless her sense of independency, glamor, and female gender serves as a theoretical account for all adult females. The birth of Aphrodite is ill-defined. Homer believed her to be the girl of Zeus and Dione. We will write a custom essay sample on Aphrodite Essay Research Paper Bullfinch once said or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Yet, Hesiod believed that Kronos castrated Uranus and that Aphrodite was born out of his genitalias that had been cast into the sea. In Greek, aphros agencies from the froth. Because her name means foam-born, Hesiod s version of Aphrodite s theagony tends to be more widely accepted. Many tried to win her bosom, but she ended up in an ordered matrimony to Hephaestus. He was a feeble blacksmith who was ugly and deformed. She thought that he would be low because of his physical properties ; hence, vouching her freedom. However, she was incorrect. Her hubby crafted an unseeable, bronzy runing cyberspace. He used it to entrap Aphrodite in bed with her lover, Ares. The other Gods came to look on and laugh. Yet, Hephaestos concluded ( and the other Gods concurred ) that he would instead be married to an unfaithful Aphrodite than to non hold her at all because Aphrodite s beauty was so unsurmountable. Ares was the God with whom she had the most passionate love matter. In fact, their passion came to typify the archetypical connexion between the feminine and masculine rules, the integrating of polar antonyms in an unbreakable confidant bond, ( Aphrodite in myth, history and art ) . Aphrodite and Ares are Venus and Mars and the relationship between them is still recognized today ( note such popular books as Work force Are From Mars, Women Are From Venus ) . Although she was married, Ares fathered three of her kids: Phobus, Demus, and Harmonia. She produced more offspring with other work forces ( person and immortal ) , yet she neer had any kids with her hubby, Hephaestos. Aphrodite intervened in the lives of many, and she would frequently aid immature lovers. One celebrated history of this was between Atalanta and Melanion. Many wooed Atalanta for matrimony. The lone manner to win her manus in matrimony was to win in a race against her. However, Atalanta was undefeatable, and all her suers were sentenced to decease when they lost the race. Melanion evoked the aid of Aphrodite in order to avoid the inevitable destiny that plagued the other suers. Aphrodite gave Melanion aureate apples with which to drop during the race. Aphrodite knew that Atalanta would non be able to defy halting to pick them up hence, leting Melanion to be winning. Another narrative in which a aureate apple was involved was the opinion of Paris. Eris, after non being invited to the nuptials of Peleus and Thetis, dropped a aureate apple with the lettering to the fairest. Hera, Athena, and Aphrodite were all postulating for this aureate apple, a award of beauty. Paris ( or Alexandros ) was to do the determination ; he being the handsomest mortal adult male. Each goddess made him an offer but he chose Aphrodite who promised him that his married woman would be the loveliest adult female in the universe. Yet, carry throughing her promise led to tragedy ; Aphrodite helped to fuel the Trojan War. She tried to assist Alexandros win Helen off from Menelaus. War broke out between Menelaus ( taking the Greeks ) and Alexandros ( taking the Trojans ) . Aphrodite aided the Trojans and protected Paris. The Trojan War was non Aphrodite s mistake, though her love for Alexandros and her tampering caused much wretchedness and decease among both the Trojan and Gre ek ground forcess, ( Aphrodite, Greek Goddess ) .Aphrodite may hold been disgraceful, but everything she did was for love. She neer had any childs with her hubby because she did non believe in sex in the absence of desire. Sing this, Aphrodite s definition of love may hold been similar to the great philosopher Plato s definition: Passion aroused by beauty. Aphrodite was really passionate, and she still serves as the original for the ideal female today. 522 Aphrodite, Greek Goddess. 2 p. p. Online. Internet. 17 October 1998. Available: hypertext transfer protocol: //www.kings.k12.ca.us/huhsd/huhse/projects/ai4/goddess.htm Aphrodite, Greek Mythology Link. 4 p.p. Online. Internet. 17 October 1998. Available: hypertext transfer protocol: //home5.swipnet.se/ w-58907/GGGM-F/Aphrodite.html Aphrodite in Myth, History, and Art. 2 p.p. Online. Internet. 28 October 1998. Available: hypertext transfer protocol: //www.awarenet.com/amm/aphistory2.html Dexter, Miriam Robbins. Whence The Goddess: A Source Book. New York: Pergamon Press, 1990.