Hofstede Labels the Chinese as a Collectivist Culture

Introduction The economy of China has been affluent in the past decades reporting economic growth rates surpassing 8.0%. This makes China to play an imperative role and contribute significantly towards the growth of global economy.Advertising We will write a custom assessment sample on Hofstede Labels the Chinese as a Collectivist Culture specifically for you for only $16.05 $11/page Learn More However, the corporations found in China have failed to impress the globe different from its remarkable economic growth rate. To boost the gross industrial output and economic growth rate, China has been considerably dependent on the FDI (foreign direct investments). Study literature nonetheless indicates that most industries based in China embrace labour intensive strategy to produce low cost products. Besides, local based companies fail to generate state-of-the-art commodities while most management hardly prospers in compounded cultural situations. Previously, m any companies found in China operated in protected economic and business environments because of business protectionisms. Nevertheless, the pace at which China opens up and pursue economic reforms has enabled the country to emerge as an economic growth element. Despite the fact that the adopted business strategies failed to be productive, various Chinese business enterprises and industries are in the right path to prosperity given the intensity of the assumed culture. Compared to the developed states, firms in China have weaker innovative cultural capacities. Thus, the Chinese companies encountered serious challenges and problems with respect to adapting to global business competitions and situations. Such competitions have compelled Chinese companies to be inventive to adapt to the prevailing changes. To be competitive, various scholars have reiterated that Chinese corporations should not just concentrate on developing processes and commodities, but should focus on managing, monito ring, understanding, and learning the Chinese culture to succeed.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More As Hofstede puts it, Chinese citizens and corporations tend to embrace collectivism culture in their operations in order to thrive in the current competitive globalized markets. In fact, the collectivist Chinese culture is typified in the Chinese corporations’ innovative culture (Tjosvold Ziyou, 2007). This paper offers an analysis on why Hofstede often labeled the Chinese as a collectivist culture. The paper is anchored on personal experience and discusses as well as offers examples on the reason why Chinese is labeled as a collectivist culture. Defining culture The concept of culture has long been correlated to education, ethnography, communication, psychology, and sociology. When all these aspects are distinctively investigated, they offer specific definitions fo r the word culture. Kit-Fai, Kwai-Sang and Lau (2000), assert that culture incorporates various beliefs and standards that individuals and groups share in their societies. Howell and Shea (2006) on the other hand claim that culture entails lifestyles embraced by individuals or groups. For instance, culture includes the society, value systems, technologies, livelihoods, ideologies, behaviours, as well as speeches. Hofstede (1983) while studying the people’s values asserted that culture has four distinctive dimensions namely the avoidance of uncertainty, masculinity or femininity, individualism or collectivism, as well as power distances. Given that, there are various definitions for corporate culture, Hofstede, Neuijen, Ohayv and Sanders (1990) offered the most accurate definition for culture. The scholars define corporate culture to incorporate a collective encoding of individual and groups ideas distinguishing people in different groups.Advertising We will write a custo m assessment sample on Hofstede Labels the Chinese as a Collectivist Culture specifically for you for only $16.05 $11/page Learn More This implies that, culture materializes to be the jointly held standards systems that could be transformed anytime. Martinsons and Hempel (1995) claim that culture can be gauged on the basis of various characteristics including stability, aggressiveness, the orientation of teams, people, and results, as well as paying attention to details, taking risks and innovations. The current Chinese culture and corporate culture The Confucian value scheme is the social predominant point in the culture of Chinese. According to Confucius and his devotees, Confucianism refers largely to several dogmas. Indeed, Confucianism is a scheme in the philosophy of ethical prospects and moral dictates that cuddle the concepts, which are imprecise and broad. Through micro entities of the society like families, this philosophical system upholds social order and the sensitivity in the chain of command (Lo, 1997). Therefore, the culture of China together with the dimensions of Hofstede exhibits features such as avoidance of uncertainty, masculinity or femininity, individualism or collectivism, as well as power distances High power distance typifies Chinese collective culture according to Choi, Troy, and Veillette (2009). Compared to the other corresponding persons from Japan and Europe, the Chinese top management revels in influence over every decision. This emanates from the study of Chinese enterprise in regards to power distance and their structural impact. In fact, in China the power in decision-making is federal. However, the decision-making in Japan and Europe sees power as comparatively well balanced amongst different management echelons in an organization.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More A Chinese middle manager for instance hardly has any say in the decision-making processes compared to a foreman in Western nation. The culture of Chinese honors seniority and power authority greatly. Hence, this results into the nature of centralized power in the culture of Chinese. The collectivist culture is echoed from the Confucian epitome that an individual obeys frontrunners as well as their parentages. Certainly, the position of an individual in a corporation in China is deemed significant more than the name. This makes the people of China to prefer being identified with business title names. Specifically, these business names aid in making clear an individual’s membership and rank in a company (Martinsons Hempel, 1995). The culture of Chinese emphasizes on social cohesion, sensitivity, trust, and collection harmony. On the other hand, the culture inspires an intricate chain of command based on inter-dependencies and inter-relationships. Here, individualism is not obs erved as an extension of individual obligation and identity but rather to be expressive of egocentric conduct. This shows that Chinese collective culture is slanted towards a group. Thus, preeminence is harmonized to a group and accord building. There is necessity for trust and co-operation amid every single member within the group. Subsequently with the aim of maintaining accord in the group, co-operation and trust make it essential for a person to assist, tell truth and self-regard at times (Hofstede, 1983). The Chinese become concerned with affiliation and are more emotive due to the emphasis on harmony conservation and the safeguarding of face and honor. Within an organization, the Chinese are then inclined to dishearten interpersonal rivalry. An organization experiences jeopardy instead of boosted objective achievement. This emanates due to numerous rivalries amongst organization members for extrinsic recompenses. The order of upkeep within the masses of distinct families influ ences the stability of the entire nation. Generally, lots of reliance is sited upon inter-personal rapports in the Chinese business conduct as regards to the Confucian philosophy. A time-honored propensity towards the reliance on individual trust is in the culture of Chinese (Howell Shea, 2006). Surely, several business dealings are established on individual rapports. The growth of extensive individual relations is deemed as the critical aspect of business in the Chinese collective culture. Nevertheless, this circumstance is facing modifications with the implementation of a number of commercial decrees. The existence of the concept of face in the collective culture of Chinese needs to be alluded mainly as it integrates ego and social image aspects. In addition, face aspect is a measure of social worth devoid of which an individual cannot function in the collective culture of the Chinese (Cameron, 1994). In an individual’s conduct and psychology, the concept of face places a significant starring role in delineating interactions and it features rather prominently. Indeed, everybody in the Chinese collective culture comprehends the requirements that must be met to uphold unwavering relationship. Thus, the occurrence of resilient face consideration subdues war. The concept of face incorporates the dimensional groups, which are likely to predominate over personal concerns. Unlike in the Western where concepts like face might possibly be used to mean social standing and individual pride, face is closely entwined by way of personal victory within the context of Chinese collective culture. Respect for authority, co-operative behavior, and accountability are what the collective culture of Chinese places a premium on based on Homburg, Workman and Jensen (2000) assertions. From the high extent of homogeneousness and socialism necessitated by the Chinese collective culture, there is a propensity for China to evade jeopardy and uncertainty. Actually, risk extends a mongst members of a group since verdicts are usually taken collectively. As it is impossible to identify an individual, the responsibility takes place at the group stage. Moreover, blunders and errors made by an individual can endanger the entire group. For that reason, accountability amongst the Chinese is important at the group stage to generate a propensity in the direction of averting the ensuing danger (Homburg, Workman Jensen, 2000). Definitely, personal career development in China frequently relies on risk taking but much more on avoiding the occurrences of errors. Power amongst the Chinese companies is not communal but concerted at the top in the organizational management. The responsibility of Chinese archetypal administrative structure is spread due to the collective decision making processes despite that fact that structure emerges to be hierarchical. Generally, to a foreigner, it becomes problematic figuring out the actual decision makers due to the subsequent ambiguiti es. Because of the Chinese resilient future planning instead of present attitude of consumption, the people of China plunge into an enduring orientation primarily and place a great worth of values on the philosophy of Confucian (Homburg, Workman Jensen, 2000). To be prosperous in future life, the Chinese considers it righteous to obtain skills, knuckle down, and be cultured. A higher sense of capitalism is encouraged in the standards embedded within the lasting orientation from the organization point of view. Actually, personal aspects orientation of long-term strategies strengthens the entrepreneurial standpoints when combined together. The cultural custom of China will profoundly sway the Chinese administration continuously. Large power distance will stand to be the exceptional characteristic of administration in China. In addition, the paternalistic leadership style will correspondingly remain in the Chinese business as a subjugated way of headship. Conversely, there is a resili ent sway on hierarchical structure, federal authority, and schemes of administration in China (Pan, Chin, and Lau, 2000). Similarly, the rheostat mechanism and the informal coordination of both the Chinese foreign businesses and the internal government got influence from the predominant Chinese cultural standards. Currently, several Chinese old-style organizations are typically bureaucratic and formal especially the enterprises that are owned by the nation. Therefore, the upgrading of self-administration practices and the empowerment of workers is rarely fortified in Chinese institutional practices. Besides, bounds to the administrative processes, practices, and notions are set by the Cultural standards. In managerial decision making in China, a study examines managers’ perception in regards to the structure of work. The study reveals that executives desire a tall extent of subordinate consultation and they equally observe the important usage of time limits and schedules in m aking decisions. At large, deficiency of idea communication from the organization top to bottom administration causes a barrier for the employees to report pessimistic incidences to the high-ranking management (Feng, Tang Dai, 2010). The novelty of Chinese corporation as a collective culture The capacity of innovation in the Chinese firms is feeble as compared to the other world’s industrialized nations. However, enterprises and the echelons of technology in the Chinese industries are augmenting. Lack of science and technology as well as inefficient incorporation amid economic activities has led to this condition. A system of benchmarking presentation that fails to put emphasis on aboriginal firms’ innovation is also another factor attributing to this phenomenon. In addition, the other attribute is frail IPR and lack of effective institutions and policies that enable key industries to stimulate indigenous innovation (Tjosvold Ziyou, 2007). The dramatic changes in Chi nese division of labor and industrial structure have been experienced during the twenty first century. These results from the growth of the advanced technology and globalization brought about by collectivist culture. The development of Chinese collectivist economies are mainly driven by the knowledge based services, software, and information industries. Besides, the development of economy has moved to the novelty of knowledge and technology from depending on the capital and resources that are natural in nature. The technologically advanced nations in light of these vicissitudes have been attentive on the growth of the innovative sectors of manufacturing inside their states. Through FDI outflows besides mergers and acquisitions of transnational companies, these nations relocate less-advanced industrial and processing operations to the developing nation states. As a result, different republics face changes in the division of labor for the most part in inexpert and skillful laborers (C ameron, 1994). Such resource endowments are collectively used for the benefits of the corporations and clients served. The Chinese collectivist opportunities and challenges in the economy of China are presented through the adjustment of manufacturing structure all over the world. As the most important force behind Chinese economic long-standing industrial growth, the economic objective of China is to tie together technological novelty. As a collective culture, China promotes larger scientific and technological progress besides upgrading the manufacturing structures (Feng, Tang Dai, 2010). China has established an extensive range of highly ranked industries and experienced rapid development in economy due to collectivism and open door strategy. Nevertheless, low appeal added to production, ecological degradation, and high level of resource leftover and ingestion typify the development of Chinese economy. To develop the Chinese worldwide competitiveness and promote the manufacturing technology, China has emboldened indigenous novelty amongst Chinese industries. Chinese as a collectivist nation has shifted and improved to a more advanced structure and wide-ranging technology. In the fiscal 2003, the share of collective technological industries contributions moved to 14.0% from 11.0% where it was initially in the fiscal 1998. On the contrary, a drop to 30.0% from 33.0% in the value added for low-tech industries as a fraction of the entire value added for the industrial sector was experienced due to non-collective culture. However, there is a great upsurge in the capacity of innovation and technology between the Chinese corporations when the corporations involved work jointly (Tjosvold West, 2004). A number of firms in China fail to conceive the benefit of collective culture opportunities. In the odd occasions, the Chinese corporations do not demeanor additional novelty on imported technology, as there is low absorption of the imported technology (Martinsons, He mpel, 1995). Personal case examples Without doubt, China has a collective culture in that the Chinese companies and their frontrunners conceive profound insight of integrating the novelty conception and innovation with the organization culture. For instance, corporations such as Haier, Wahaha, China mobile, Dongfeng automobile, Shanghai Jahwa, and Huawei are all Marxist companies. To start with, Haier as the lead Chinese white good industry was established primarily on the corporate culture and technological aspects of innovation. The company has a comprehensive concept of how to inspire the staff to be constantly innovative. This made Haier to be an archetypal company that inspires personal growth through merging the corporate culture and Chinese culture in order to gather the collective insight (Kuipers Witte, 2005). Haier binds its products’ standards together with the worldwide standard to attain a better-quality product presentation. At the outset, Haier had gotten a ce rtificate on global standardization organization. Through its gradual innovative development, the company grasped the prospect low ingesting of energy required in progress. As a final point, Haier took part in the setting up of the transnational industrial standard. In the recent past Haier participated in twenty established global industrial standard works and had approximately ten thousand patents. Haier thus created their collective cultural philosophy on Strategy Business Unit (SBU) and Overall Every Control and Clear (OEC). Therefore, Haier is a characteristic example linking corporate and Chinese culture to gather a collective acumen by encouraging personal development (Feng, Tang Dai, 2010). The other company that can suggest collectivism in China is the Wahaha Corporation. The company is leading in the global marketplace and technology is its capability for growth, possessed sovereign research, and state enterprises certify its established laboratories and technical hubs. I n order to yield products that encounter the wants of the market, Wahaha shaped an independent innovation. Besides, the corporation required their specific expertise that categorically enabled them to be dependent on other companies’ technology to realize long-term marketplace leverage (Shadur, Kienzle, Rodwell, 1999). The company launched more than two innovative products a year and with its scientific research competences, Wahaha set up a resilient improvement center. This saw a fresh product come to be widespread amongst consumers because of the innovative concept in the fiscal 2008. The culture of Wahaha was developed from the Confucian or the Chinese traditional collective culture that accentuated on collaboration essence. In fact, the initial president of Wahaha paid extra attention to the construction of family culture, which is the culture of this corporation. Consequently, this collective culture has steered Wahaha to its future realization through stimulated growth for over twenty years. To evade facing the difficulty in affiliations amid enterprises and the society as well as workers and enterprise was Wahaha primal business consideration. Wahaha discretely viewed the society, corporation, and personnel as large, medium, and small families respectively. The philosophy of Wahaha as an integral element of the society is to serve and be responsible for both the community and the country. Moreover, Wahaha small families gather to develop smoothly the medium families to foster the co-existence (Kuipers Witte, 2005). This conveys a symbiotic rapport amid the company and the workforces, hence a collective culture. Conversely, China Mobile Company also exemplifies collectivism in the Chinese culture. Several departments together with the other thirty-one secondary corporations render China Mobile as one of the largest companies that foster collectivism. The China Mobile company has led the progression of mobile technology as the operator of mobile through the novelty of mobile communication technology over the past years. China Mobile then rehabilitated to a technical frontrunner from a technical supporter by launching a number of fresh technologies and services. However, the corporation today experiences one major assignment and three essential defies (Howell Shea, 2006). These cultural challenges transpire from the declining domestic mobile popularization rates, the Chinese telecom industry ferocious rivalry, and the situation of Chinese sway with respect to macroeconomics and global crisis. Kuipers and Witte (2005) claims that it is actually significant to produce the execution culture for the numerous dissimilar types of units since Chinese Mobile culture are profound. Thus, over and done with the cohesive core value regulations, it is in order to bump into the diverse demands in a rudimentary office. Indeed, a culture scheme of the client’s service center is established in the secondary corporations with a third party adviser on the guidance of a company. The system of this joint culture has a strong direction, execution, and guidance. Hence, the establishment of power support in lieu of the new-fangled consumers’ service model of operation. In the main, this collective culture has operative system of appraisal to swiftly promote administration and improve, detect, control, as well as implementing the virtuous cycles (Kuipers Witte, 2005). In addition, Dongfeng automobile company over the past century has put together business with transnational companies. Dongfeng has fast tracked the erection of self-developed procedures and schemes based on the innovative model platform with global import. Furthermore, through the intercontinental corporation the company has made full use of multiple teams. The company for trainings has designated more than fifteen hundred highly technical persons and skilled professional from all over the world. Besides, from the technical input to the output of the main decisive moment, there is a slow but sure technical overseas experience in the indigenous solidification of technology. In the meantime, Dongfeng has accomplished the transfer of technology input to the technology output by exporting their expertise (Feng, Tang Dai, 2010). The utmost advanced transnational power technology in combination with state of affairs is attentive on absorption and digestion. However, Dongfeng Corporation has not only complete intellectual civil rights of belongings to make certain their private technology. The aptitude to novelty through core technology and comprehension has fashioned and added value to the higher levels of future growths. The collective culture of Dongfeng organization supports the matrix administrative structure based on a business plan. The Company has condensed costs in operation as compared to the traditional administration. Similarly, there is an optimization of resources in accordance to one administrative style in terms o f engineering, rummage sales, finance, and production. Hence, the company experiences proper coordination with the matrix management for advantageous competition (Martinsons, Hempel, 1995). Shanghai Jahwa is the other Chinese corporation that embodies collectivism in its innovative culture. The company technologically advanced the first set of innovative individual skin care produce. This Herbalist Series high-end marquee was prepared by multiple essences of traditional Chinese corporations dealing in herbal medicine. In fact, Jahwa has inaugurated approximately five hundred herbalist stores in middle and large metropolises surrounding China. Recently, Shanghai Jahwa changed the sales strategy and established a nationwide sales network by relocating its bazaars from main conurbations to rural marketplaces. All employees working in the branches are compelled to work jointly to achieve the corporation’s goals. Now, it seems more important to institute a rational distribution a nd change Jahwa’s corporation structure for national assets. This is essential as a result of the contemporary foreign flea market and the austere condition at the internal bazaars. Given that China has a mass market and dualistic markets, Shanghai embraces a collectivist culture. This augments the development of Chinese economy through improved extent of internationalization, inventive administration, core technology, and business scales. Consequently, the collective culture makes Jahwa one of the outstanding Chinese enterprises. Jahwa recognizes the significance of competence of research and development as well as depending on the systematical marquee power. Finally, Huawei in the same way brands the Chinese as a Marxist culture as Hofstede labels. Apart from being a prosperous IT industry in China, Huawei is also a global industry trailblazer. Hitherto, the acumen of Huawei in innovation echoed on corporation’s investment and novelty calibration procedures such as d irection, concept of customer oriented technology, and administration. Huawei carried out open innovation collaboration with ISO and supplementary enterprises after attaining accumulation of experience and novelty. To be precise, the company recently acquired more than thirty nine thousand patents in all regions after joining roughly one hundred and twenty five worldwide institutions (Cameron, 1994). Huawei collective culture is based on scientific administrative structure novelty and customer care services. Besides, its culture comprises of aspects like cooperation, integrity, initiative and candidness, continuous development, and devotion. Dedication enables Huawei to win the reverence of the consumers by improving competences and creating their worth. So the workforces are remunerated in accordance to their contributions. Conversely, constant improvement is necessary in order to grow and improve the corporation and turn into a better pattern for the clients through dynamic learni ng and listening. Furthermore, Huawei fervently pursues centric novelties of consumers openly driven by the necessities of the clients. The corporation is definite that the worth of process improvement, solution, product, and technology are eventually measured by the business victory. Otherwise, the utmost cherished asset in Huawei is integrity and collectivity. Collectivity steers the company to win the reverence and trust by keeping their promises and conducting themselves in good conscience. Lastly, teamwork ensures the success at Huawei. A virtuous establishment is put down in a well-organized procedure, streamlined inter-departmental collaboration, and a prosperous culturally varied teamwork by working collectively and equally in appalling and good periods. Discussion In China, government linked enterprises and big institutions have numerous administrative levels. Additionally, these institutions and enterprises have a throng of homogenous regulations and procedures as well as preferment based on knowledge of compliance to these strategies and procedures. However, the culture of hierarchy is not obliging or effective to both the enrichment of companies’ presentation and promotion of growth. Simultaneously, since the fiscal 1993 the Chinese government initiated an immense economy reform project. This reform work was principally attentive to the growth of an external oriented and a more marketplace enterprises based on possession of the state. As a result, a mixture of both hierarchical and flea market culture reproduced the Chinese companies collective culture. One would lay down that certain archetypal characteristics reflecting numerous aspects are in China and Chinese companies based on the model of business practices. China started its marketplace economy reform not so longer in the aspect of hierarchy. Indeed, the norms and pecking order of titles and status are fundamental in business events while networks are very significant since hierarchic al procedures and schemes are not well established. Furthermore, study reveals that this impact is also found on the procedures of novelty. A good number of technological capabilities attached to the Chinese companies were advocated for and enthused from executive to subordinate management levels. In the meantime, the employees reverence the frontrunners power and comply with the guide after the leader has made the innovation guidelines and instructions (Lo, 1997). This implies that the resultant innovation products are collective efforts rather than individuals’ efforts. There is a diminutive split-up amid secluded and civic life in the outlook of privacy. By way of unlike combination of partakers business can come about in everyplace at any time. As well, this feature can be echoed in particular Chinese companies. For instance, a corporate culture that is family or clan culture adopted by Wahaha Corporation insisted on the erection of cohesive community inside an institute. In order to form an assimilated vision, Chinese companies asked their workforces to dedicate themselves and unite their views to conglomerates. Currently, the Chinese corporations are going through business reforms and tremendous ecological vicissitudes (Hofstede, Neuijen, Ohayv Sanders, 1990). To establish operative corporate culture whilst upgrading the schemes of inner administration is a solitary objective of enterprise reforms. Chinese firms have been facing a resilient rivalry in both global and local souks all through the transition of China into a flea market economy. Therefore, to fit in the marketplaces requirements most of the Chinese corporations are actively readjusting their corporate culture, schemes, and resources. Despite the fact that these enterprises made their development, they still trail behind in elevating their systems of administration. However, the state owned enterprises fall back and are less marketplace oriented (Kit-Fai, Kwai-Sang Lau, 2000). The pr osperous companies in China practice a combination of the necessities of marketplace economy, the procedure for novelty, as well as the Chinese culture. What influences the Chinese collectivist culture The dimensions of business culture are very challenging to explain. To divide the corporate culture, a scholar proposed person, role, task, and power as the four-structure view to be used for explanation. The others assert to have recognized and considered another four generic external ecological structures. Otherwise, another researcher who evaluated culture by use of an induced opinion in term of operating environment, policy, and structure mixes together the external and internal milieus. Thus, state culture performs as a significant aspect since historic and nationwide culture influences corporate culture very much. Significantly, corporate culture deviates from another and is affected by diverse nations’ attitudes and values, edification schemes, laws, social organization, religious conviction, and lingos. For the general culture on corporate culture to be seriously taken, there is adequate evidence of national cultural differences (Ralson, Terpstra, Egri, 2006). The American resilient characteristic tendency in their upgrade and recruitment practices is a good example. They base the recruitment and promotion on the morals relating to personal skills and knowledge. In fact, this is in disparity with group oriented nations like China and Japan who put more emphasis on the responsibilities and assignments in collective terms. The corporate companies as well as the populaces of these republics are entirely emphasizes on individual abilities and associations of cooperation. Hence, this model can give one a lot of information regarding the influence of culture on corporations. Those who make up an organization should comprehend as well as share the meaning and morals to help in describing culture. Conversely, personal manners are acknowledged in responsi veness and assertiveness as mechanisms to set up the corporate culture. Subsequently, it is worth noting that corporate culture has an enormous rapport with individual outlook.. Conclusion Literature shows that corporations are not just advised to develop and improve on the technological capacities to generate processes and commodities, which satisfy the requirements of the clients. In fact, companies ought to be encouraged to establish corporate cultures, which are committed towards improving organizational performances. Corporations found in China both state owned and private owned enterprises are bureaucratic and highly formalized, but embrace collective culture. This implies that Chinese corporations as labeled by Hofstede tend to embrace collectivist culture. For instance, in Chinese companies, information and ideas are hardly communicated to the bottom from the top management while workforces are normally not allowed to report unconstructive incidences to the corporations†™ executive managements. The ability to act collectively has enabled most leading corporations in China to maintain their competitive advantage over market competitors. As a matter of fact, most Chinese corporations tend to assume a collectivist culture in their innovative undertakings to continuously thrive in the global competitive markets. In the leading Chinese companies, it is apparent that most firms tend to focus on market driven or market oriented innovative processes in order to outdo their market opponents. For example, Chinese corporations encourage the employees to participate in the innovative processes although the suppliers’ factors are overlooked. In fact, any inventive information or products that accrue from a particular individual contribution are perceived as a collective effort. The case examples given above illustrates that the Chinese companies innovations are hardly perceived as isolated business venture efforts, rather, the information suppliers are incorporated in the innovation implementation so that the ideas can be properly executed. Given the level of market competitions, Chinese corporations encourage teamwork in order to be triumphant. However, to realize this, employees in most Chinese corporations are compelled to work collectively during appalling and good moments to set bases for well-organized processes, rationalized interdepartmental teamwork, as well as triumphant cross cultural collaborations. Given that, the resultant innovative ideas and products are never perceived to be an individual’s efforts, but rather a group’s efforts; then Hofstede was not wrong to label the Chinese culture as a collectivist culture. References Cameron, KS 1994, ‘Strategies for successful organizational downsizing’, Human Resource Management, vol.33 no.3, pp.189-211. Choi, JN, Troy, AA Veillette, A 2009, ‘Contextual inhibitors of employee creativity in organizations: the insulating role of creative abi lity’, Group Organization Management, vol. 34 no.3, pp. 330 – 357. Feng, C, Tang, W Dai, J 2010, ‘Investigation of Dongfeng automobile facing up the economic crisis’, China Economic Information Daily 2010. Homburg, C, Workman, JP Jensen, O 2000, ‘Fundamental changes in marketing organizations: the movement towards a customer-focused organizational structure’, Journal of the Academy of Marketing Science, vol.28 no.4, pp.459-478. Hofstede, G, Neuijen, B, Ohayv, D Sanders, G 1990, ‘Measuring organizational cultures: a qualitative and quantitative study across twenty cases’, Administrative Science Quarterly, vol.35, no.3, pp.286-316. Hofstede, G 1983, ‘The cultural relativity of organizational practices and theories’, Journal of international business studies, vol. 14, no. 1, pp. 75-89. Howell, JM Shea, CM, 2006, ‘Effects of champion behavior, team potency, and external communication activities on predicting te am performance’, Group Organization Management, vol. 31, no.2, pp.180 – 211. Kit-Fai, P, Kwai-Sang, C Lau, C 2000, ‘A review of the Chinese cultural influences on Chinese enterprise management’, International Journal of Management, vol. 2 no.2, pp. 325-338. Kuipers, BS Witte, MC 2005, ‘The control structure of team based organizations: a diagnostic model for empowerment’, Economic and industrial democracy,† vol.26 no.4, pp.621-643. Lo, VH 1997, ‘The adoption of Confucian principles in quality management: proceedings of the CIRP international symposium’, Advanced Design and Manufacture in the Global Manufacturing Era, vol. 2, no.3, pp.958-963. Martinsons, MG Hempel, PS 1995, ‘Chinese management systems: historical and cross-cultural perspectives’, Journal of Management systems, vol.7 no.1, pp.1-11. Ralson, J, Terpstra, W Egri, C 2006, ‘Today’s state-owned enterprises of China: are they dying din osaurs or dynamic dynamos?’ Strategic Management Journal, pp.825-842. Shadur, MA, Kienzle, R Rodwell, JJ, 1999, ‘The relationship between organizational climate and employee perceptions of involvement: the importance of support’, Group Organization Management, vol.24 no.5, pp. 479 – 503. Tjosvold, D Ziyou, Y 2007, ‘Group risk taking the constructive role of controversy in China’, Group Organization Management, vol. 32, pp. 653 – 674. Tjosvold, ML West, M 2004, ‘Reflexivity for team Innovation in China: the contribution of goal’, Interdependence Dean Group Organization Management, vol.29 no.3, pp. 540 – 559. This assessment on Hofstede Labels the Chinese as a Collectivist Culture was written and submitted by user Kaylynn C. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

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Principal and Vice Principals Leadership Styles - Research Paper Example Educational management can be described through the management and leadership theories. Bush (2003) identified various models that describe the two main theories. The management theory can be classified into six models that include; formal, collegial, political, subjective, uncertainty, and cultural models. The six models that describe leadership theories in education management include; the moral model, contingency leadership, transactional and managerial leadership, the post-modern as well as participative leadership styles. The formal models describe a hierarchical arrangement in the management structure. In this model, the school heads treat the institution as a system where bureaucracy is maintained (Bush, 2002). There is a system of instruction which is usually top-down while reporting must follow the various ranks to the top. This model is evident in Matador High School. The principal is the overall head and the vice principal reports to him. The vice principal acts as a middl e-level manager in contemporary organizations, supervising the teaching staff, but he too has some lessons that he teaches. All teachers are accountable to the principle and have performance targets that are set for the accomplishment of the overall goal of the school. The formal management structure is matched with the managerial leadership of the principal. This is a leadership style where managers are focused on their purpose in helping the organization to accomplish their objectives. They ensure that all processes are accomplished according to plan and that every person is in the designated place at the right time (Cheng, 2002). Leadership in Matador was top down with the teachers being expected to behave and accomplish tasks according to the laid out procedures in the school.  Ã‚  

The Macroeconomic Situation In The United States Of America Essay

The Macroeconomic Situation In The United States Of America - Essay Example The country is facing issues with the unstable price of oil in the global market and this has also made the prices of commodity unstable and the level of inflation in the country is rather alarming (Jones, 2008). Thus, the current macroeconomic situation in the country is such that the citizens are faced with the instability of the price of commodity in the market. There are also issues with an absurd increase in the interest rate which has discouraged prospective investors from borrowing money from financial homes. The macroeconomic situation in the country has actually put the US Congress and the Federal Reserve on their toes. There are different things that can be done to salvage the macroeconomic situation in the US. The monetary policies in the country should be tightened through the use of expansionary fiscal policies that would help the country to fully recover from the economic recession that it is faced with. The problem of inflation could also be dealt with by making the ag gregate demand lower than the production capability of the economy.

Discussion question-essay Coursework Example | Topics and Well Written Essays - 250 words

Discussion question-essay - Coursework Example Outsourcing projects and hiring more laborers from India in telecommuting arrangements can help HP lower its cost structure. Another way to reduce costs is by sourcing materials from low cost nations such as China. One of the main reasons that people think that the acquisition of EDS by Hewlett Packard would not work is due to differences in organizational culture. Organizational culture can be defined as the system of shared actions, values, and beliefs that develops within an organization and guides the behavior of its members (Schermerhorn and Hunt and Osborn). The culture of HP is relaxed and casual style, while EDS has a military discipline and staid culture. Since the dominant culture, Hewlett Packard, is the easy going relaxed one it should not be difficult for EDS employees to buy in to such a culture. The use of change management will also be critical into shaping the new organization. â€Å"Change management entails thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes†

The Management Of Pizza Hut Incorporates Commerce Essay

The Management Of Pizza Hut Incorporates Commerce Essay This report on analysis of management of Pizza Hut would not have been possible without the kind support and help of the management. We take this opportunity to express a deep sense of our gratitude to all of them for their cordial support, valuable information and guidance, which helped us in completing this task through various stages. We also take this opportunity to express our profound gratitude and deep regards to our Instructor and Mentor Ms. Shagufta Rafif for her exemplary guidance, monitoring and constant encouragement throughout the course of this report.   Table of Contents SCOPE OF THE REPORT This report on the management of Pizza Hut incorporates and analyzes different aspects of planning, organizing, influencing and controlling. Where necessary, the distinctive areas have been examined with the support of different management tools, models and techniques. The report also evaluates growing trends in the restaurant business with special focus on the challenges Pizza Hut is faced with. It also assesses the strengths of the business and how it has been able to survive in this recessionary era, where many restaurant businesses are making heavy losses. A special focus has also been given on the goals setting, goals congruence and the management approaches to address the growing market competition. Staff retention, professionalization and their well being has also been critically evaluated in this report with bringing to light the areas, where the staff input, ownership and empowerment have been accepted and given due weightage. Products sustainability with special promotions and usage of other medium for marketing has also found space in this report to highlight potentials threats and hidden opportunities available to Pizza Hut management in this sector. Underpinning the supply chain and contribution to the society as a whole by the management of Pizza Hut has also been focused. MISSION STATEMENT Though making pizzas and selling them is our business, however we always feel proud to make a perfect pizza. We also emphasis in provide caring and useful services to our customers so that when they go out, they always wish to come back. Our staff members are also proud of having us as their employers. They would prefer to work with us rather than joining any other organization. The reasons being simple, we look for their well being, provide them with opportunities for their development and they are rewarded in great manner making them feel honored and privileged. While taking care of all above things, we are also mindful of the value we add to our shareholders, who place their confidence in our competencies of making profits. VISION OF PIZZA HUT We never believe in mediocrity. We believe that in this highly competitive market, only those survive which produce everything that is best. Best not only in terms of product, but best in terms of quality of services provided, the best in terms of the environment and ambience of the restaurants, the best in terms of business, the best in terms of network and franchise and above all the best for all those who tend to visit our restaurants. Pizza Hut logo.svg EXECUTIVE SUMMARY Ever since the industrialization began, many businesses have seen ups and downs. There has been history of many products making their way to the consumers home through markets and fading overtime with the invention of new technology or becoming extinct for other reasons. The food industry and restaurant business also saw this upheaval in the last century. However, in last few decades, this business has seen a tremendous rise with many world famous brand restaurants mushrooming the big and small cities of the world. During that era of prosperity, Pizza Hut was established by PepsiCo in 1977, an American chain. The company owned it till 1997, when it was sold to Yum! Brands, Inc., which also owns the restaurant chains of KFC and Taco Bell. As per latest report, there are 6,000 Pizza Hut restaurants in the United States, whereas, 5,150 restaurants are in other countries of the world. In Karachi, the company has 21 restaurants, whereas, there are another 20 restaurants in other cities of Pakistan, bringing the total numbers to 41. Pizza Hut, as its name suggests is popular for selling Pizza of different flavors (Chicken Tikka flavor is Pakistans most demanded product), however , alongside pizza, it also sells Pastas, Salad, Chicken Wings, Breadsticks, Garlic Bread and Beverages. There are different formats adopted for the restaurants designs. We can find a restaurant where all varieties are available with options of dine in, take away or home delivery. However, in our own city, we can find some outlets just offering take away options. In these outlets, we may not find all the varieties due to limited space and staff. As mentioned above, the Pizza Hut owning company also has KFC and Taco Bell, so in some parts of the world (not in Pakistan), these sibling restaurants are co-located. We can find Pizza Hut restaurants in middle class even in lower class localities. They can be found in college campuses, food courts of shopping malls and some big stores like Target and Walmart. Yum! Brands has been frontrunner in fulfilling its social responsibilities. It has invested in many educational, social and health sectors, thus playing its part in reducing poverty, malnutrition and illiteracy in the world. It has also established Yum Foundation, through which many donor funded programs are undertaken. The group is not oblivious of its responsibilities of providing pollution free environment and has given it due importance and emphasis by devoting financial resources. In Pakistan, the franchiser of Pizza Hut invests in education sector of the country. In previous year floods, the franchiser not only provided donation to the affected people but allowed to use its outlets for donation collection. Many times, the Edhi Foundation has also used Pizza Hut restaurants for collecting donation. The board of Directors of Yum! Brands has an unambiguous policy of designing their restaurants in such a manner that they not only ensure environment sustainability but proving to be a source of income generation of other small traders of the area and vicinity. In restaurant business, the customers are always king and every effort is made at Pizza Hut to satisfy the customer requirements and the complaints are addressed on the spot. Apart from customer satisfaction, Pizza Hut is also a proud employer of thousands of employees in Pakistan and across the globe. It has always invested in developing professional skills of their staff and has given honor and dignity to them, which is perhaps not available in small restaurant businesses. We can see the way employees of small restaurants are treated and the remuneration they receive in exchange of their services. The employees of Pizza Hut feel proud becoming part of an International chain, which has inculcated teamwork and responsibility in them to strive for better services and thus in end getting satisfied customers, willing to come again and again. Pizza Hut has contributed greatly in shape of taxes to the government. It has provided jobs to thousands of employees and suppliers, who provide food related materials to these restaurants on a daily basis. The presence of these restaurants in different parts of the city and country ensures that small suppliers like chicken merchants, vegetable sellers have become partner in the business, which creates more jobs and opportunities for these businesses. It contributes to the supply chain in a greater way with sustainability of the systems at forefront. Pizza Hut has maintained high ethical standards and has never compromised on quality materials being used in its various products and quality services being provided to the customers. It is also mindful of its responsibilities to the shareholders and follows good corporate governance policies which endure lasting impacts on the society in which it operates. PLANNING Planning is the process of determining how the system will achieve its objectives. It is the systematic development of action, program aimed at reaching agreed business objectives by the process of analyzing, evaluating and selecting among the opportunities which are foreseen. While making plans the management of PIZZA HUT has been cognizant of their missions, goals, strategies, policies etc. as elaborated below. PIZZA HUT OBJECTIVES IN PLANNING Making perfect pizza Provision of courteous and helpful services to the customers Offering opportunities to growth, advancement and rewarding careers in a fun safe working environment. Working for profit maximization. Providing the shareholders with value growth The major objective of Pizza Hut is to achieve customer satisfaction which can be made possible by achieving the objectives of the company. If the company is successful in achieving its objectives, they will themselves make their customers pleased and satisfied. As the key product of Pizza Hut is pizza, the first and foremost objective of Pizza Hut is to make a perfect pizza and manage to achieve customer satisfaction. Pizza Hut has always strived hard to provide people with such meals that they find irresistible and which are allowed in their religions and cultures. Time to time new deals are being offered to the customers to achieve customer satisfaction Demographics are always kept in mind before experimenting with a new kind of pizza, as it is the people who have to like the product and help the company in increasing their sales. The second objective of Pizza Hut is to provide courteous and valuable services to its customers. Pizza Hut ensures that their staff is trained enough to know how to treat their customers. They are trained to be friendly and well mannered. If a customer complaint is received, the staff is always told to believe in whatever the customer says and then solve the problem accordingly. Doing this makes the customer delighted by the services that are provided to them, wanting them to come to Pizza Hut the next time as well. If one customer is satisfied that one will bring hundred customers along with him and if one is dissatisfied that one will take away hundred customers. Briefing sessions are also held each day in which the staff members are given briefing about what they did well in the whole day and what are the things that they need to improve. The objectives and the strategies to reach those objectives are also told to them each day, to make them work accordingly. Third objective of Pizza Hut is to provide its staff member opportunities for progress and development together with a secure working environment. In-house training sessions are also organized for the staff members. The staff also sees their career path and growth within the organization and they also put all their energies in making organization possible to achieve its targets. Since goals achieved by the organization will finally result in growth of the staff as well. Although, we can see slumps in many industries but food industry is probably the only industry which has seen growth in recession period and is flourishing. This is all because of the dedication and sincerity of the staffs, who are encouraged and kept motivated. A safe and healthy working environment is also provided to them to make sure that they are happy enough to ensure the companys progress, as if the employees are happy with what is provided to them they will always work hard to achieve the objectives of the com pany. In order to make them happy, they are given incentives such as bonuses, meals, cash rewards etc as well. The fourth objective of Pizza Hut is profit maximization and giving their stakeholders (government, owners, customers, supplier, employees etc) significant growth. The Company does all the things mentioned above in order to maximize their profit and make their market standing better. Attaining all these objectives and making the customers satisfied will make the company earn profits. The fifth and final objective is to provide value growth to its shareholders. If a company is making profit, the ultimate gainers are its shareholders alongside the community in which it operates and similar is true for Pizza Hut. Many of its restaurants across the city and country are making a sizeable profit, which is adding value growth to its shareholders, who have reposed confidence in the corporate governance of Pizza Hut. MANAGEMENT BY OBJECTIVE (MBO) IN PIZZA HUT Management by Objectives refers to the mutual agreement of managers and subordinates over companys objectives. In a given time, it is expected the objectives to be achieved and those who have contributed greatly in the attainment of these objectives, should be rewarded. In Pizza Hut weekly meetings of the managers are held on a regular basis and sub ordinates are also invited in the meeting to give their input and feedback of the outcomes of previous meetings. The plans and other modus operandi are discussed for implementation and they are monitored on a daily basis. The suggestions and observations of the staff, mainly the Front of House staff, are highly appreciated. The staff is encouraged to put forward their suggestions for the improvement of services being provided and the food being served. Moreover if the staff members perform well in achieving the objectives, they are rewarded with recognition, cash rewards, bonuses etc. Pizza Hut gives them recognition by announcing employe e of the week. The picture of that employee is sent to the area and regional offices which helps in making a good image of the employee in front of the senior staff. As the decisions regarding the goals of the company are made by both managers and subordinates by stating ideas which are later listed and evaluated, thus, we can say that the strategy that Pizza Hut uses for making decisions is Brainstorming. Internal Environmental Scanning Pizza Hut has grown into a stature of big restaurant chain in a very short period of time. Proper planning, monitoring, ensuring availability of adequate resources, timely corrective measures and quality food services have contributed greatly to its rise in already very competitive market. Strength The Pizza Hut brand is widely known all over the world and has its outlets in many countries. The market standing of Pizza Hut is very high. Whenever a person thinks of eating pizza, Pizza Hut is the first name that comes into ones mind. The greatest strength of Pizza Hut comes from inside. The highly skilled labor is professionally trained with emphasis on quality services. Detailed job descriptions of the staff, career growth ladder, top down goals attainment policy of the management and governance are a few of the contributing factors in the success story of Pizza Hut. Needless to mention the main focus has always been customer satisfaction. The management always strives to do whatever is possible so that when the customers go out they not only are satisfied with the food, environment, services etc but they become Pizza Huts ambassadors and recommend others to their products. In-house training sessions are organized for the staff members. They are kept informed about different achievements through news bulletin. High performers are rewarded every month and their names and designations are considered for special increments and promotions. There are many ways of rewarding front of house (FOH) staff members like giving them cash rewards, free meals or deploying them on hot tables where customers prefer to sit more likely. Pizza Hut has played its due role with respect to CSR. Ensuring pollution free environment, contributing to the communities and societies in the projects of education, health and taking part in alleviating poverty in the areas, where they operate, are some of the achievements, Pizza Hut is proud of. Being an international brand they also have strong financial resources as the materials used by Pizza Hut in making pizza are not local, as used by other pizza making companies. As Pizza Hut is a multinational company and the materials that it uses comes from outside Pakistan and is fresh and healthy for its customers. Pizza Hut also offers free home delivery together with online delivery for its customers who wish to consume pizzas at their own place. Due to this the people who dont want to go out for dine-in can have pizzas from Pizza Hut, rather than opting for some other restaurant, within 30 minutes free of the costs of home delivery. Although Pizza Hut is famous for pizzas, however, it also offers desserts, beverages, salads, pastas etc. for its customers. Other than that it has a variety of flavors in pizzas as well. Some flavors that it puts forward are seasonal like Double Masti, whereas some continue throughout the year. Weakness No company can be perfect or remain perfect vis-à  -vis its goals and objectives. As the goals evolve so do the companies as the time passes by. Pizza Hut has also experienced slums in its business due to following weaker policies. In Pakistan, where local restaurants have also entered into the pizza selling business with much cheaper prices and with more varieties, Pizza Hut has stuck to its prices robustly and offers very limited promotional deals to its customers. As a result, in many areas after making huge losses, it had to close its outlets only to move to more posh areas. Although, there are varieties of other items available for sale in Pizza Hut restaurants, however, the hot selling item is pizzas and salads. Despite best efforts and reward policy to its staff, the management has not been able to increase the sales of pastas, desserts and beverages. External Environmental Scanning Opportunities Unlike local restaurant businesses, due to its global presence, Pizza Hut has always got edge over other local and international restaurants chains. It has got thousands of restaurants around the world, serving millions of customers every day with same variety of food. This hallmark of Pizza Hut, no matter which locality, city or country it is located, the quality of food and the ambience of the restaurant is always fascinating and captivating. The aroma which comes out of the serving food has no match with other pizza selling restaurants. This uniqueness of Pizza Hut has always found it most demanding restaurant when it comes to eating pizzas. Threats Like all businesses, Pizza Hut is threatened with the arrival of other competitors. The competitors not only offer products cheaper in prices but the quality of the products has also been up to the mark. Another area which poses challenges to Pizza Hut is law order situation of the city particularly and the country generally. The sectarian violence has affected the revenue of Pizza Hut greatly and its restaurants, which are located in middle class localities and are the worst sufferers. Pizza Hut also focuses on PEST (Political, Economic, Social, and Technological) to check the demographics based on which they can decide which product should be given more emphasis and which deal should be discontinued. PEST (POLITICAL, ECONOMICAL, SOCIAL, TECHNOLOGICAL) POLITICAL ENVIRONMENT The worsening law order situation in the city particularly and the country generally has greatly affected all businesses and Pizza Hut is no exception. Sectarian clashes, bomb blasts and strikes have all played their role in declining revenue for Pizza Hut. Many restaurants of Pizza Hut, which are in sensitive localities have registered poor financial results mainly due to less number of customers visiting them, late night deals are rendered of no use and even due to lack of transport, the staff members cannot reach their restaurants. Due to poor law order situation, the customers prefer to have home delivery, however, the city situation again becomes hindrance and delivery staff find it difficult to reach the customers homes. ECONOMICAL ENVIRONMENT If a country is developed than its economy will be good and the per capita income of the people will be high. As a result people will spend more money on food items and other products. In our study we came to know that since the products of Pizza Hut are comparatively expensive, people of average income occasionally visit their restaurants. Further, due to ever growing popularity of pizza among the Pakistani people, more international and local chains of restaurants have opened these services like Pizza Point, Pizza Next, Pizza One, Largesse etc. and are available on very cheaper prices. Although quality of the ingredients used by other competitors is debatable however because of low prices, they have given tough competition to Pizza Hut. The management of Pizza Hut is aware of this and has taken measures to counter them by offering deals and midnight packages. They also sell pizza coupons offering economical deals with buy one get one free options. SOCIAL ENVIRONMENT The management of Pizza Hut is also mindful of social environment of our country. Every person has his own value, religion, belief which is always dear to him. While offering services to its valued customers, Pizza Hut has always taken note of it and has desisted from offering such services which may offend or hurt the feelings of their customers whether they be religious, cultural or any other. Demography of the population in which the restaurants operate is also very important, like in Pakistan, chicken tikka flavor is very popular since people like to dine out for barbeque and if that flavor is available in pizza or burgers, people love to give them a try. Pizza Hut has managed itself very well in this respect and has assimilated itself quickly in the Pakistani culture. Before opening a restaurant, a thorough survey is undertaken to identify the demography of the population living in the area, income bracket in which it falls, eating habits and how frequently they go out for dinin g and which dishes they usually prefer for dine-outs. Based on the results and final conclusion, a decision is taken for opening of restaurant or otherwise. TECHNOLOGICAL ENVIRONMENT Like the effectiveness of technology in other areas, it has a great impact on the Pizza Hut running. It has state of the art equipment like baking ovens, IT devices etc. It is ensured that an order placed at any restaurant does not take more than 20 minutes to be served for dine-in and 30 minutes for home delivery. In some selected areas, an online service for ordering pizza has also started and yielding good results for the management. Business Portfolio Analysis Star (Pizza Salad) Question Mark (Drinks) Cash Cow (Sides Desserts) Dogs (Pasta) High Market Growth Low High Relative Market Share Low Star: Star is the position where the market growth and the market share of a product are high. In case of Pizza Hut, pizza and salad are at this position. They both have a good market standing and their demand has highly increased within no time. Pizza Hut offers pizzas of different flavors preferred by a lot of people, whereas salads are also popular among people and are consumed in the time when they are waiting for their main courses to be served. Cash Cows: Cash Cow is the ideal position where the market share of a product is high but its market growth is low. Sides and desserts of Pizza Hut have a high share but are not preferred by a lot of people. They are not popular among masses, however, as they have a good market share; growth is possible by making a few changes and modifying the products according to the needs of the customers Question Mark: Question Mark is the position where the market growth of a product is high but its market share is low. Beverages offered in Pizza Hut most appropriately fit in this position as they are preferred by people when offered to them as part of a deal but otherwise they are not the ideal choice of the customers who come to Pizza Hut. The sales of these items can be increased by increasing their market share. Dog: Dog is the position where both the market share and market growth of a product are low. Pastas offered by Pizza Hut very much fit into this position as Pizza Hut does not offer large variety of pastas, nor does it invest large capital to improve its product. In order to make the sales of pastas high, Pizza Hut should divert some of its revenue generated from pizzas and salads towards pastas and present larger varieties of it, thereby increasing its market share which will result in its growth as well. INCREASING THE SALES OF A PRODUCT Pizza Hut encourages its workers to increase the sales of those products which are not doing good business by giving them duty at the hot tables as a reward. These are the tables where the customers are most likely to sit. It even gives cash reward to the staff who works hard in increasing the sales of such product. The staff members are given salary bonuses as well for accomplishing this task. Product cycle Every product goes through at least five phases of its evolution. First phase is called introduction phase, where the product is produced and marketed for consumption. This introduction phase is always important. If the product gets approval of the consumers, it goes through second phase of growth. Which means since the demand is increasing the supply will increase which will result in growth of the product. In third phase the very same product reaches at maturity level. Every producer wants to see his product reaching this level, as at this level the profit maximization is very high and product becomes a star for the manufacturer. After this level the product goes through saturation phase. At this stage most of the consumers would have used this product and hence it reaches at a saturation level. It also implies that further demand for the product is not possible due to various reasons. No manufacturer or producer will want its product to reach at this phase. In order to defend the product reaching this stage, they bring in innovations in the product and if this is not possible then they introduce another product, which again start the cycle as mentioned above. After saturation phase, the products decline starts and it is considered as dogs according to business portfolio analysis. Introduction Growth Maturity Saturation Decline Introduction One of recently introduced products PZone can be put at introduction stage. The demand for the product at this time is very low, however, the management of Pizza Hut is very optimistic about the product gaining popularity in the coming days. Growth Recently, Pizza Hut management has also focused on increasing the sale of its sides desserts. They have also made it part of their promotional deals like garlic bread is now available with many deals. They are expecting that this will increase the sales of sides and desserts in a big way and thus their profitability margin. Maturity Pizzas of different varieties and salads are their most selling items and can easily be plotted at maturity phase. The management of Pizza Hut is continuously striving to keep this product at this stage for all the time, because this is the most revenue generating item and if this fails, the company will fail itself. Saturation Drinks can be plotted at saturation stage, since a very few customers buy drinks. Drinks are part of many deals and one does not feel need to buy extra drinks while dinning in. Decline Sale of pasta can be described as reaching decline stage. Rarely a customer comes who demands for pasta. Although many efforts at Pizza Hut are made to increase the sale of pasta, however, it seems that this product has reached its decline stage and may not stage a comeback. The management will need to introduce another product similar to pasta to attract customers. ORGANIZING Followed by planning, the organizing is the second most important function of management system. It is a function in which the combinations of human, physical and financial resources all bring to gather the desired results. They all are equally important and absence of anyone can put adverse effects on the results. According to Chester Bernand, Organizing is a function by which the concern is able to define the role of positions, the jobs related and the co-ordination between authority and responsibility. Organizing function is performed by following steps: Identification of activities Departmentally organizing the activities Classifying the authority Coordinating authority and responsibility relationships Importance Organizing plays an important and central role in management system. In organizing process, it is the manager who uses his skills to utilize the organizational resources efficiently. Primary mechanism managers use to activate plans Maintains relationship between all organizational resources. Division of work Growth and diversification Sense of security Establish formal lines of authority The things are executed by different managers. All these managers ensure that whatever work is being done in the company is to achieve the companys objectives. Organizing at Pizza Hut As Pizza Hut is a multi-national company, it has to focus more on organizing. At Pizza Hut, management organizes all its resources in order to implement the course of action it determines in the planning process. Through the process of getting organized, the management determines the internal organizational structure; establishes and maintains relationships and allocates necessary resources. Organizational Structure Pizza Hut has built an integrated executive-level structure and process to assess, guide and oversee Pizza Huts worldwide activities. The company is engaged in a number of internal and external stakeholders along the way and will continue to engage additional stakeholders as the company moves forward in the journey. Pizza Hut will continue to refine their structure as needed, as well as the ways in which Pizza Hut measures progress against the objectives, to enhance their capabilities and effectiveness. According to the Organization Chart of the company, there is Restaurant Support Centre under which comes departments like HR, Marketing, Finance and Property and Field Operations, which runs the restaurants. Departmentalization Role of Human Resource The Human Resource department deals with the management within the organization. There are number of responsibilities that the HR department has to deal with. At first, the HR department of Pizza Hut is responsible for hiring members of staff which will involve attracting more employees, assigning them their positions and ensuring that the employees will perform the task. HR department of Pizza Hut is also responsible for organizing the people in entire company and also sets the day to day goals for the organization. Role of Marketing Department The role of Marketing Department of Pizza H

Hemophilia :: essays research papers

The genetic disorder which I have chosen as the subject of my report is hemophilia. There are two types of hemophilia, hemophilia-A and hemophilia-B. The clinical symptoms of both are very similar so for the purposes of this paper I have chosen to concentrate on hemophilia-A. Hemophilia-A is an X linked bleeding disorder resulting from a defect in a protein known as coagulation factor VIII. Since the disorder is X linked it is expressed mainly in males, who must have mothers who are carriers. Females who express the disorder must have affected fathers and mothers who are carriers, or who are affected. The level of severity of the disorder breeds true in any given family, which indicates that the phenotypic expression of the disorder reflects the genetic defect. In about 5% of cases, hemophilia-A results from partial deletion of the factor VIII gene, and is severe. Other cases result from a single base mutation in the gene. This can result in nonsense mutations which result in premature stop codons, and a severe expression of the disorder, or missense mutations which cause milder forms of the disorder. In some cases the disorder can also result from spontaneous mutations, but this is less common. The gene for hemophilia-A is located at Xq28 while the gene for hemophilia-B is located at Xq27.1-q27.2. There are about thirty other disorders associated with the Xq28 area including manic depression and favism. This must indicate that Xq28 includes many different genes which have not yet been isolated. The primary symptom of hemophilia is uncontrolled bleeding. The disease can range in severity from a mild increase in bleeding, to massive bleeding from even a minor wound. Treatment involves blood or clotting factor transfusions, and this increases the risk of contracting HIV, hepatitis or other blood transmitted diseases. Since blood banks have started screening and treating blood for HIV, the infection rate has dropped to almost nothing. However,prior to 1985 almost half the hemophiliac population was infected with HIV. Defects in the factor VIII gene are so numerous in type that doctors cannot easily test for each one of them. By doing a series of genetic tests a definitive answer can be given about 60 to 80 percent of the time. By combining the genetic tests with a blood test, this percentage rises to about 80 to 90 percent. Recently a single defect was found which is thought to account for about half of the more severe cases of hemophilia.