Approaches To Management Structure And Culture Business Essay - Free Essay Example

Sample details Pages: 10 Words: 3009 Downloads: 10 Date added: 2017/06/26 Category Management Essay Type Narrative essay Did you like this example? In the twenty-first century the world of work in which a manager operates is one of continuous change and the most important management skill is the management of change. The strategic importance of management to national economies has grown considerably over the last quarter of century (Cole.G.A, p.87) Organisations as well as Flower Power have to deal with the consequences of ever more rapid innovations in technology, which has revolutionised many of the processes by which goods and services are made available to customers and they have to face with increased expectations of customers for the quality and variety of goods and services (Hannagan, T., p.5) Since the second half of the 19th century, when the economy is the leading European countries (Britain, France , Germany) entered the stage of monopoly capitalism, the issues of organizational management acquire independent value, and interest has since consistently high. By that time, organizational management stands ou t as an independent science, where introduced the first theoretical works in this area of expertise. The scientific management approach developed by Frederic Taylor, pioneered scientific management,is based on the concept of planning work to achieve efficiency, standardisation, specialization and simplification. Frederic Taylor, suggested that systematic investigation could indicate proper methods, standards and timings for each operation in an organisations activities. The responsibility of management was to select, train and help workers to perform their jobs properly. The job of management was to plan and control the work. The responsibility of workers was simply to accept the new methods and perform accordingly. The practical application of this approach was to break each job down into its smallest and simplest component parts or motions: each single motion in effect became a separate specialized job to be allocated to a separate worker. Workers were selected and trained to p erform such jobs in the most efficient way possible, eliminating all wasted motions or unnecessary physical motion. The philosophical foundation of Taylor was the concept of so-called economic rights, received in the same period widespread. The basis of this concept laid the claim that the only motivation driving people are their needs. Taylor believed that with the help of a feasibility wage system can achieve maximal productivity. Scientific management developed towards the end of the 19th century, concentrated on how was work organised on the factory floor, while administrative management considered the organisation as a whole. This developed into bureaucratic management where the emphasis has been on designing an impersonal, rational basis for managing an organisation with clearly defined structures and lines of authority and accountability and the uniform application of standards rules (Hannagan.T, p.273). French engineer and manager Henri Fayol laid down the principles o f management, which asked to be guided in solving administrative problems and carrying out the functions of management. Fayol formulated 14 principles of management to the activities of senior management such as authority and responsibility, discipline, equity, scalar chain necessary for effective management of the company. Principles Fayol divided into three groups: structural, procedural and effective. Fayol pointed out that their use should be flexible and take into account the situation in which control is exercised. Summing up his long-term observations, Fayol created a theory of administration. The aim of the school administrative Fayol was the creation of universal principles of management, following which, the organization would undoubtedly succeed. Fayol believed that with scientific forecasting and proper methods of management, satisfactory results were inevitable. Compared with Taylor,Fayol had a comprehensive view of management very similar to modern ideas(Hannagan,T.p71 4) By definition, A. Fayol control means to anticipate, organize, manage, coordinate and supervise Fayol suggested that control means to lead the organization to its goals, deriving the maximum possible from all available resources at its disposal. The control occupies a significant place in the activities of senior management personnel and a much smaller in the activities of personnel directly engaged in production, or junior management staff. Specifically emphasizes that managerial activity is universal for any organization. Fayol was first proposed to consider the proper management activities as an independent object of research. He identified five key elements which, in its opinion, consist of administration functions: forecasting, planning, organization, coordination and control. Fayol theory gives a clear overview of the tasks of the head: look to the future (someone in the organization must plan, make a prediction), organize, coordinate their offerings to the heads of other d epartments, manage a team, therefore, always maintain contact with his subordinates to know their needs and desire to help, to implement in their hopes and aspirations. For the effective functioning of the organization needed a plan that has the unity, continuity, flexibility and accuracy. Fayol was convinced that the administrative abilities cannot develop, receiving only special education. Not only knowledge but also the ability, individual characteristics contribute to the manager. A manager is a combination of intellectual power and emotional impact. Administrative School has had a major impact on management practices, as its representatives for the first time an extensive effort to develop and put into practice the principles that are suitable for all levels of management. Many management principles still have practical value. For example, the Japanese company. Mitsusita Electric is guided by the following seven management principles: objectivity, fairness, solidarity, accompli shment, humility, harmony, score they resonate with the principles developed by Fayol. Max Weber developed a theory of authority structures and gave attention to the significance of large organisations.He described an ideal type of organisation that he called a bureaucracy,characterizide by division of labor,a clearly defined hierarchy,detailed rules and regulations,and impersonal relationships. Weber also believed that technical competence should be emphasized and that performance evaluations should be made entirely on the basis of merit.His theory became the design prototype for many of todays large organisations. In early twentieth century writers such as Mary Parker Follett and Elton Mayo recognised the limitations of the scientific management perspectives(Boddy.D,p.54)Classical management thought took the organisation to be a machine and the formal, designed organization as the only thing of importance. It took human behaviour within the organisation to be rational in th e sense of the economist and it took hierarchy and rules at their face value (Puxty.A, p.29).Follet was the first who defined management as enforcing work with others. Follett introduced many new elements to the classical management approach especially in the areas of human relations and organizational structure. Follett recognized that organizations could be viewed from the perspective of individual and group behaviour. She was convinced that no one could become a whole person except as a member of a group; human beings grew through their relationships with others in organizations. The managers job was to harmonize and coordinate group efforts. Follett asserted that managers and workers should view themselves as partners as part of a common group. She proposed that managers should rely more on their expertise and knowledge to lead subordinates rather than on the formal authority of their position. Follett addressed issues that are timely today, such as ethics, power, and how to lea d in a way that encourages employees to give their best. The schools human relations,focuses on the psychology of attitudes, behaviors and needs of individuals, social interaction and group interests. There are three field areas: human relations, human resources, and behaviorism. E. Mayos impact on the replacement of the concept of rational worker concept social worker. Mayo concluded that behaviour and sentiments are closely related, that group influences significantly affect individual behaviour that group standards establish individual worker output and that money is less a factor in determining output than are group standards, group sentiments, and security.Elton Mayo stated that employees would work harder if they believed management was concerned about their welfare and supervisors paid special attention to them. This phenomenon was subsequently labelled the Hawthorne effect. These conclusions led to a new emphasis on the human factor in the functioning of organizations and th e attainment of their goals. The Hawthorne studies stimulated an interest in human factors. Current organizational practices that owe their roots to the Hawthorne studies include attitude surveys, employee counselling, management training, participative decision making, and team based compensation systems. The behavioural approach is also known as the neo-human relations perspective. The human resources perspective combines prescriptions for design of job tasks with theories of motivation. In the human resources view, jobs should be designed so that tasks are not perceived as dehumanizing or demeaning but instead allows workers to use their full potential.The best-known contributors to the human resources perspective are Abraham Maslow, Douglas McGregor, and Frederick Herzberg. Abraham Maslow , a practicing psychologist, proposed a hierarchy of five needs: physiological, safety, social, esteem, and self-actualization. In terms of motivation, Maslow argued that each step in the hierarchy must be satisfied before the next level can be activated and that once a need was substantially satisfied, it no longer motivated behaviour. Douglas McGregor formulated two sets of assumptions Theory X and Theory Y about human nature.Theory X presents an essentially negative view of people. It assumes that they have little ambition dislike work, want to avoid responsibility, and need to be closely supervised to work effectively.Theory X formulates the philosophy of management and control of traditional management. Manager tells people what to do, and often resorted to incentives or penalties in the course of work.Theory Y is a new approach to management. Theory Y offers a positive view, assuming that people can exercise self-direction, accept responsibility, and consider work to be as natural as rest or play.The point of theory Y is that organizations can take advantage of the imagination and intellect of all their employees. Employees will exercise self-control and wil l contribute to organizational goals when given the opportunity. Frederick Herzberg suggested that only higher psychological needs for growth, challenge, responsibility, and self-fulfillment can positively motivate employees to improved performance.Another category within the behavioral approach encompasses the behavioral science approach, which relies on the scientific method for the study of organizational behaviour.Behavioral science draws from sociology, psychology, anthropology, economics, and other disciplines to understand employee behavior and interaction in an organizational setting. This approach can be seen in organizations even today when, for example, a firm conducts research to determine the best set of tests, interviews, and employee profiles to use when selecting new employees. The behavioral approaches contributed an important awareness of the influence of the human factor at work on organizational performance and the need to offer job   Ãƒâ€šÃ‚  Modern ma nagement practices are based on consulting people and giving them responsibility for their work,while scientific management was based on telling people how to increase their earnings,training them and then expecting them to go ahead and do it(Hannagan.T,p.713) In the present time there is no single approach to management. In various companies have different approaches, directions, concepts of business management. Management is a fundamental discipline, who need to know any entrepreneur. The process of strategic planning involves a number of important operations: planning, costs, production planning, sales planning, and finally, the Finance plan. Preparing todays managers-professionals is impossible without knowing the history of management development. Main role of management is to unite people together in order to accomplish achievable goals. Management mobilize or allocate resources to different department like Human resource, Finance, IT department and organize these resources in such a way that organizational strategic goals are accomplished easily in the long run. Management also takes vital part in planning,leading and controlling. In short, it takes part in each and every step of the organization. It gives direction, aligns and achieve organization goals with available resources.Every organization requires planning, direction, organization and control for it to set off and continue to grow. It is the role of management to perform such duties for the perpetual existence and increased productivity of the organization.Management plays a crucial role in business by doing planning. A business must have goals and objectives, as well as the course of action that must be taken to achieve them. Management make this happen. They set goals and objectives for the business. At the same time, they plan on how they will achieve them, and offer guidelines to the rest of the team members.Management also has important role in organizing.Management determines the inter nal structure of the organization, such as assigning roles to different people in different departments. After determining the course action, management must determine what kind of management structure they need to follow. This is where they design organizational charts and assign roles to different titles or people.Also management play role in staffing. Managers are tasked to recruit, hire and train people to perform various functions in the business, as laid out in the organizational structure. They also make decisions regarding how much they should pay the employees as well as their benefits, if any. Control is one of the major roles of management. It is necessary to set performance standards based on the established goals and objectives of the organization. This is to be used as a yard stick to measure the performance and compare it with the projected outcome. And if deviations should occur, it is managements responsibility to take necessary action. A business cannot perform without some form of control and this is where management comes in. An important role management must play is the decision maker. This applies to financial, budgetary, personnel, policy and security judgments. These are not always easy decisions, but they must be made and management takes on that dutGood manager realizes the value of a companys employees and leads with the intent to motivate their staff. Manager understands how to properly delegate and empower employees, and also recognizes and acknowledges good performance by offering regular feedback and praise. Over the years the role of management has evolved. In years past managers were frequently controlling, privileged, authoritative, and aloof; for the most part out of touch with their employees working on the floor. Todays managers recognize the value of a team-oriented environment and as a result act more as a facilitator and a mentor. In this approach they offer guidance and leadership to staff instead of working behind closed doors. Nowadays managers are moving towards participating as hands-on team members themselves rather than putting their focus solely on supervision and directives. Most businesses still work on a hierarchal structure, but many are navigating towards flattened, or horizontal structures. This structure is becoming more popular among smaller businesses and within singular divisions in larger companies because it allows employees to have a level of involvement in decision making processes. This is done with the anticipation of productivity increasing. In larger companies management cannot effectively function in this way simply because of their size, but within individual divisions, this way of thinking often yields success. In todays business atmosphere managers are learning how to successfully integrate the traditional key functions with new organizational concepts to achieve a good balance which works within their company. As a part of the managerial toolbox, successful managers possess the technical and administrative knowledge necessary to execute company objectives and use this to evaluate strengths and weaknesses, liabilities and monitor quality management and control. To stay competitive manager today illuminate goals, generate innovation and creativity. They also know how to maintain strong communication both externally and internally in their organization and how to integrate these skills within the decision making process. Management plays a central role in business. The Keiths approach mainly based on instruction and observation of employees.Many managers have been promoted internally without any training or support to help them understand role and activities of management. There is an on-going search for alternative approaches to Flower Power management. The human relation approach, which seeks the human relations pertains to motivating people in organisations in order to develop teamwork which effectively fulfils their n eeds and leads to achieving oganisational goals could be a suitable option in Flower Power situation. In co-operation with training company Flower Power management could organise a training course Alternative approaches to management . This course would be aimed at staff of Flower Power departments working in management . The course would give participants the chance to reflect on current and traditional Flower Power management approaches, and learn about new approaches to management. Special attention would be given to advantages and disadvantages, to social and science aspects of Flower Power management. Management should reflect new thinking if the available resource is to be well maximized. Of the 6,700 businesses, around 80% of these belong to a relay organisation such as InterFlora, Teleflower or Flowergram. The benefit of belonging to such an organisation is that by providing support in marketing and sales, and product and design, and as a result of their international links, they allow the business to compete with multi-national firms, and respond to a changing market. (For example, approximately 80% of Dutch-imported flowers in the UK now go to supermarkets.)A relay organisation allows a person in one part of the country to send flowers to a person in another part of the country by using a network of florists. The operation is relatively straightforward. There is always competition, and the floristry industry is no exception. Management should handle all aspects of planning, purchasing, sales, personnel, promotion, and production. As the company grows, a more formal management hierarchy should be developed. Manager should be able to select a management approach that is most appropriate to the desired need or goal. Managing and leading are two different ways of organising people. The manager uses a formal, rational method whilst the leader uses passion and stirs emotions. William Wallace is one excellent example of a brilliant leader but could never be thought of as the manager of the Scots! Decentralization The Washington Post Company operates in a decentralized manner. While sharing common goals and values, each of the Companys divisions has its own identity, workplace culture and way of doing business. Division management is responsible for its operations. Don’t waste time! Our writers will create an original "Approaches To Management Structure And Culture Business Essay" essay for you Create order

The Public Health Campaigns Health And Social Care Essay Free Essays

Even though the relationship between cervical malignant neoplastic disease and sexual activity has proved by surveies to be near and the function of the HPV virus in the development of cervical malignant neoplastic disease is well-known, the reviewed articles showed that there have n’t been emphasized plenty by the public wellness runs ( Waller, McCaffery and Wardle 2004 ) . Specifically in the NHS, the information provided is limited. Some surveies demonstrated that the medical cusps highlight the taking behavioural hazard factors such as the early age of first intercourse, the high figure of sexual spouses or the deficiency of usage of rubbers, nevertheless, the relationship between a sexual transmitted virus and cervical malignant neoplastic disease is n’t presented clearly ( Waller, McCaffery and Wardle 2004 ) . We will write a custom essay sample on The Public Health Campaigns Health And Social Care Essay or any similar topic only for you Order Now Sexual activity of adolescents could be characterized as either a milepost of their development or a field of unsafe behaviour. During pubescence, gender becomes active as adolescents experiment, seeking for ‘sexual individuality ‘ . Merely one article ( [ 13 ] ) refering Greece high spot that to day of the month Greece competes with the highest abortion incidence rates worldwide and sexually transmitted diseases are the most common public wellness job among striplings. The deficiency of information on how to protect themselves for unintended gestation of STIs could be ruinous ( Iliadou and Palaska 2008 ) . Harmonizing to this survey, sexual instruction is limited and unsatisfactory among striplings in Greece because conservative positions claim that sexual wellness instruction shows new patterns to the immature people which otherwise they would n’t follow. Specifically the chief beginnings of information on contraceptive method are friends ( 66 % ) , household ( 6 0 % ) and books or magazines ( 59 % ) whereas the wellness professional apply merely the 3.3 % of the replies ( Iliadou and Palaska 2008 ) . Contrary to the immature Greek population, research workers examined striplings of other states such as Denmark and they concluded that they have equal cognition on how to protect themselves while adult females and work forces are considered every bit responsible for the transmittal of STIs ( Mortensen 2010 ) . In add-on, most surprising is that besides the UK provides limited cognition on the STIs and HPV infection in both work forces and adult females. Five of the surveies ( [ 20 ] , [ 30 ] , [ 31 ] , [ 32 ] , [ 33 ] ) provided studies which proved that 67 % of the people responded that ‘many sexual spouses ‘ is a major cause of cervical malignant neoplastic disease whereas merely 31 % replied ‘viruses or infection ‘ . Merely 1 % of the respondents answered that HPV virus is a causal factor of cervical malignant neoplastic disease ( Waller, McCaffery and Wardle 2004 ) . The same surveies demonstrated that the form of cognition seems to divert across different age groups. For illustration, adult females of 55-64 old ages old are most likely to cognize hazard factors such as the sexual activity and holding many sexual spouses. On the other manus, younger adult females of 16-24 old ages old and people holding hapless instruction showed the lowest consciousness of the hazard factors ( Waller, McCaffery and Wardle 2004 ) ( Wardle, et Al. 2001 ) . This study raises the inquiry on the cognition British adult females have, sing the sexual behaviour. Furthermore, the overall cognition on sexually transmitted infections ( STI ) is surprisingly low among pupils. British female pupils were familiar with the smear trial as a preventative cervical malignant neoplastic disease testing step and they replied that they had ne’er considered themselves to be examined but they expressed an involvement in the HPV vaccinum. On the other manus, work forces were n’t certain what smear trial is ( Martin, et Al. 2011 ) . Hence, what is revealed is that the recent high cervical malignant neoplastic disease incidence rates are the result of a wellness instruction system where the cognition of the sexual behaviour is limited and it is n’t concentrated on the self-management and the subject of the organic structure. All these findings, in add-on to the 14 % increased incidence rates in the last four old ages ( Cancer Research UK, 2012 ) demonstrate that the current wellness instruction peculiarly in school-based undertakings in the UK is hapless and one-sided. It focuses largely on the unintended gestation and contributes to the position that sexual wellness is merely adult female ‘s duty. These surveies ( [ 30 ] , [ 32 ] , [ 33 ] ) show that school based programmes in the UK fail to understand that betterment of misbehaviour is required to set up self-discipline. Alternatively, these school-based programmes should intent to increase the cognition of the adolescences to supervise themselves, produce the consciousness of the hazard factors and make the sense of personal duty in take parting on a regular basis in the showing trials. Hence, wellness instruction would finally make adept disciplined organic structures. This manner, the organic structure becomes cardinal. The construct of bio-po wer is placed to exert non merely the organic structure but besides the psyche. For that ground, there was ever been a argument on whether the UK should present unfastened treatments about sex in a school-based programme and educate adolescents on proper sexual behaviour and their engagement to testing trials in order to cut down the sexually familial infections ( Martin, et Al. 2011 ) . Overall, it is dismaying that most people in Britain consider household medical history as most noteworthy factor for cervical malignant neoplastic disease than the infection by STIs ( Waller, McCaffery and Wardle 2004 ) . However, acceptance and execution of wellness instruction programmes outside school, has been a topic of research. Contrary to what Nettleton claims there is besides the belief provided chiefly by Annemarie Mol that wellness instruction of public wellness is n’t adequate to do people move rationally and give up unhealthy life styles. Public wellness runs are accused for being really general and that they address the full population without taking into consideration the differences among people ‘s wellness position and the stipulations for disease. Every educational run focuses on the population as a entire and as all being equal and they do n’t acknowledge that when the educational programmes address the whole population, there is a portion of it, that ca n’t hold entree to the healthy life style they suggest and people do n’t see themselves reflecting in this state of affairs ( Mol 2008 ) . Furthermore, gender is a sensitive field that most adult fe males feel uncomfortable and diffident to discourse about publically. Any public statement that emphasizes on the nexus between cervical malignant neoplastic disease, sexual activity and smear trial, sounds to be about the adult female ‘s ‘ ain gender ( Braun and Gavey 1999 ) . This is the ground why the wellness instruction even in public wellness runs should be targeted to specific age groups. School is a promising manner. Harmonizing to the undermentioned surveies ( [ 20 ] , [ 30 ] , [ 31 ] ) school is the lone establishment in our society where many immature people attend before their first intercourse. Given proper and sufficient wellness instruction, it is cardinal that the self-management of the adolescences is improved and the informed pick is activated. Health instruction finally creates to the adult females the sense of power and subject on their ain organic structure. Self-discipline is considered as a moral behaviour which is motivated by intrinsic factors. The school-based programmes aim to better these factors and make a sense of cognizing ego and lead to active agents of the society where people control themselves unconsciously ; that is, school- based programmes create what Foucault has defined as docile organic structures. Harmonizing to su rveies conducted in the ’90s and 2000, there is no grounds that sexual instruction increases the sexual activity. Alternatively, the sexual instruction specifically in school-based programmes delays the first intercourse, increases the usage of prophylactic methods and reduces the figure of sexual spouses ( Kirby, et Al. 1994 ) ( Dolan Mullen, et Al. 1995 ) ( Iliadou and Palaska 2008 ) . Most significantly, through the wellness instruction course of study there were important positive consequences sing the decrease of unhealthy wonts ( Glanz, Rimer and Viswanath 2008 ) ( Dolan Mullen, et Al. 1995 ) such as smoke, and a important addition in the inoculation rates. In add-on, in the 1980s research surveies was found out that among simple and secondary school kids, wellness instruction really improved kids ‘s wellness attitude and behaviour ( Dolan Mullen, et Al. 1995 ) . Therefore, it is a great chance to turn to wellness instruction programmes particularly sing the decre ase of hazardous sexual behaviour ( Kirby, et Al. 1994 ) and the regular engagement in diagnostic trials because most HPV instances are reported in immature ages of 20-24 old ages old. There are many ways to believe that public policy can forbid hazardous activities and advance healthy manner of life. Recreation countries and rigorous nutrient statute law are some public intercessions Mol suggests through which, people can switch into rational mundane wonts ( Mol 2008 ) . Information runs on the HPV inoculation is another 1. Some articles consider Denmark as a important illustration that makes a important attempt since the debut of the HPV vaccinum in 2006, to educate the female population with HPV information runs. These runs are concentrated on the safety, the cost, the efficiency and possible side effects of the vaccinums ( Mortensen 2010 ) . Besides, in the same model, the two vaccinum makers organized a media-based run meaning to inform the female population on the benefits of the inoculation ( Mortensen 2010 ) . The engagement of adult females in these events can increase their cognition on the disease and the possible hazard factors and they can do informed picks on showing or inoculation. Not surprisingly, in most of the developed states the cervical malignant neoplastic disease testing system is advanced, nevertheless as surveies show, adult females still develop cervical malignant neoplastic disease ( Bosh and Harper 2006 ) . So, primary bar has a double function ; in the first topographic point, the end of the wellness instruction is to supply information through a non-threatening, easy and accessible manner and raise the consciousness of persons about organic structure care and lifestyle alteration to forestall disease through assorted programmes. Through nonsubjective and progressive information, people can go rational histrions for them and they can acknowledge easy the hazard factors and the dangers of specific activities. For illustration, research analyzing the attitude of adult females and parents for the HPV vaccinum demonstrated that given the right information on the safety and efficaciousness of the vaccinum, they promote its usage ( Raffle, 2007 ) ( Bun n 2008 ) . Hence, a wide and complete educational programme is indispensable to trip an informed pick. Most of the articles pointed out that it is cardinal that adult females have the ability to do their ain wellness picks. Additionally, another end of the wellness instruction is to stress the personal duty for wellness and promote the engagement of adult females on wellness services ( Scambler 2005 ) . Women should experience that go toing the cervical malignant neoplastic disease testing scrutinies is a personal determination. In Western societies, people are an ideal illustration of docile organic structures as they are encouraged to take attention of their organic structure through preventative interventions and they are induced to command their wellness. Namely, protection of their organic structures is a portion of their duty as being members of the society ( Braun and Gavey 1999 ) ( Petersen and Lupton 2000 ) . As Mol agrees, it is better to promote people to take part in suc h intercessions instead than compel them ( Mol 2008 ) . No power system has of all time survived with the fright and coercion as the lone arms. How to cite The Public Health Campaigns Health And Social Care Essay, Essay examples

Ritz Carlton Essay Example For Students

Ritz Carlton Essay In 1983, President and COO, Horst Schulze, decided upon a strategy to manage the Ritz Carlton in order to compete on quality. The strategy affected the entire organization, with significant differences in:Defining traits of all company products defined in the company CredoTranslating the Credo into basic standards to clarify the responsibilities for employeesPersonally train employees the new Ritz-Carlton Credo and basic standards (the Gold Standards)Aggressively instilling a passion for excellenceFive years later, Schulze began using the Malcolm Baldridge National Quality Award criteria to develop a system of business excellence. This system used the Deming Wheel in order to achieve optimum performance levels throughout the organization. With these new policies in place, Schulze lead Ritz Carlton to the first recipient of the Malcolm Baldridge National Quality Award for Service. The 1999 Ritz-Carlton application summary is as follows:Criteria 1: Leadership Plan There are seven speci fic decisions collectively made by Senior Leaders to set direction for business excellence:10 year visionStrategy5 year missionMethods3 year objectiveFoundation1 year tacticThe senior leaders formed the Gold Standards, which are comprised of the Credo, The Basics, Three Steps of Service, the Motto, and the Employee Promise. Together, the Gold Standards have the ability to empower employees to take initiative in thinking and acting with innovation and independence, for the overall benefit of not only the company, but the customers as well. Do Specific actions by senior leaders in order to properly manage the new leadership approach are made up of three salient processes:Ensuring each new hotels goods and services are characteristic of all other Ritz Carltons on opening day. The results of seven specific decisions defined at the annual strategic planning process are arranged in a pyramid and distributed throughout the organizationThe Gold Standards are reinforced daily in a myriad of ways. Check Leadership effectiveness is evaluated on key questions of the Ritz-Carltons semiannual employee satisfaction results and also through audits on public responsibility. Act Gaps in leadership effectiveness are addressed with development/training plans. For widespread deficiencies, the corporate human resource department develops and improves courses, processes, or facilities. Criteria 2: Strategic PlanningPlan An extensive analysis is performed to understand the current state of the macro environment in which the Ritz-Carlton operates. Using the Macro-Environment Analysis, Senior Leaders confirm or make changes to the 10-year vision, 5-year mission, strategy, methods, and foundation. Discrepancies identified in the analysis are used to create the 3-year objectives. Do Specific actions by Senior Leaders to deploy the 3-year objectives are as follows:Develop production processesDeploy support processesDevelop preliminary plans/budgetsFinalize the Ritz-Carlton pyramid plan and budgetsReinforce the pyramid concept/plan/budgetsCommunicate the pyramid concept to the employeesExecute plansOn-going daily lineup reinforcement Evaluate/improve planning processesConduct monthly reviews of plans at all levels and collect necessary information for the next cycleCheck Upper management conducts monthly performance reviews of the strategic plan, focusing on pre-established performance measurements of the 3-year objectives as well as key processes. The information allows the Ritz-Carlton to make improvements and benchmarking comparisons. Criteria 3: Customer and Market FocusPlan Customer and market focus concentrates on the information needed for hotel development and operation. Needs include determination of market segments, identifying potential customers, relative priorities of customers, demand forecast, individual dissatisfaction of customers, widespread dissatisfaction of customers, competitive quality status, and opportunities for improving quality. Much of this information requires analysis and special studies. Do Specific actions taken by the Ritz-Carlton Sales and Marketing Leaders to organize research conclusions include:The Six Ps concept, which creates a vision of well-being from the purchase of Ritz-Carlton products: Problem, Product, Promises, Personal Advantage, Positioning, and Price/Value. Albert Einstein and His Theories EssayCriteria 7: Business Results7.1Customer Focused ResultsStatistically, customer and employee satisfaction data comparisons are considerably different from the competition at the 95% confidence level. Surveys are administered and produced by objective and independent outside third-party research consultants, and analyzed against world class and Baldridge winning companies. Externally, the Ritz-Carlton uses J.D. Power and Associates to measure overall customer satisfaction versus their foremost competitor. Individual guest satisfaction is also measured both internally and externally using a variety of surveys. 7.2Financial and Market ResultsThe Ritz-Carltons measures of financial performance fall into a number of different categories including earnings before income taxes, depreciation and amortization, and return on investment. They measure administrative costs as a percentage of total fees, profit and revenue, and generate an analysis of the percentage of gross profit versus their main competitors. 7.3Human Resource ResultsRitz-Carltons employee well-being and satisfaction are measured through their Employee Satisfaction Survey. Responses are analyzed and compared to service company norms. Turnover has decreased from 77% in 1989 to 30% in 2000. The industry average is currently just over 50% (RCHC/Kaznova Consultants). Positive trends are a result of increasingly improved selection and training processes as well as drivers of employee satisfaction. 7.4Supplier and Partner ResultsThe Ritz-Carlton ensures that performance requirements of their suppliers are met through a thorough Supplier Compliance and Quality survey that measures key aspects of supplier quality. Purchasing personnel at each hotel fill out the survey every six months and rate specific issues, for example, fit for use, accuracy and service, etc. Suppliers who achieve an 80% or better overall rating on all attributes meet Ritz-Carltons quality requirements. 7.5Organizational Effectiveness ResultsRitz-Carltons C.A.R.E. program of systematic preventive maintenance has kept their property and equipment at world-class levels at reduced costs. This is in line with their goal of pursuing a defect-free environment. With unemployment at a low and significant competition for skilled workers, the Ritz-Carlton embarked on a major project to improve the cycle time from when a potential new-hire walks in the door and a job offer is tendered. Using scientific quality approaches, the Ritz-Carlton has improved cycle time from 21 days in 1996 to just 1 day in 1999.