Functioning Management Essay Example

Functioning Management Essay Qualcomm Incorporated: Functioning Management Katie Atkinson, Farrah Mason, Jennifer McMahan, Robert Briones, Nichol Vann University of Phoenix MGT 330; Israr Hayath Qualcomm Incorporated: Functioning Management Qualcomm is an American wireless telecommunications research and Development Company, as well as the largest fables chip supplier in the world, based in San Diego, California. Qualcomm was founded in 1985 by UC San Diego Professor Irwin Jacobs, MIT Alumni Andrew Viterbi, Harvey White, Adelia Coffman, Andrew Cohen, Klein Gilhousen, and Franklin Antonio. QUALCOMM, 2010) Qualcomm’s mission statement is: â€Å"Life, Connected with technology. From the written word, to image and photos, to music, to videos, games, streaming content, and more, Qualcomm is on a never-ending quest to feed the mind. Whether by developing our technologies or partnering with companies who share our vision, were leading the charge in the digital revolution. † (Qualcomm, 2010) The external and internal factors that affect Qualcomm’s four functions of management (planning, organizing, leading, and controlling) are as follows but not limited to; Globalization, Technology, Innovation, Diversity, and Ethics. This paper will review how external and internal factors affect the four functions of Qualcomm, and how managers and executives use delegation to manage the different factors and functions listed above. Qualcomm; Planning and management’s function When planning the future for any company, especially Qualcomm, you must consider internal and external factors. Qualcomm’s sustainability and value to its stockholders is dependent upon the ability to predict future trends in technology, the global environment and maintain its strategic advantage. For example, Qualcomm’s core objectives include expanding the use of 3G technologies in emerging markets (Business Civic Leadership Center, 2006). Realization of this objective requires that Qualcomm be aware of political, cultural and economic factors in the markets they may wish to enter. Internally, Qualcomm must be structured to be agile and prepared to quickly form partnerships in response to developing opportunities. We will write a custom essay sample on Functioning Management specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Functioning Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Functioning Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Like a manufacturer who uses the best quality materials to produce a product, Qualcomm’s most valuable asset is the intellectual capabilities of its engineers. Qualcomm must create a corporate environment that attracts and retains the best minds. Qualcomm is a global enterprise. The corporation is chartered to function in the international development of wireless technologies. Planning to achieve corporate objectives must scan the external horizon on an ongoing regular basis. This corporation cannot afford to publish a five year plan that sits on the self. Executive planners must evaluate what is going on in the world almost on a daily basis and asking the question, â€Å"How does this affect our objectives and positioning? † Intelligence is critical to this process. Information on the stability or instability of governments, financial markets and emerging research is critical to the sustainability of Qualcomm. Qualcomm is in the technology business. The future of Qualcomm is dependent upon the ability to invest and develop products that are compatible with and have an advantage over the competition. An innovator cannot assume that if they develop the best can opener, they will be the world’s leader in can opener sales. New technologies often compete until one becomes the industry standard upon which other compatible technologies are based. Qualcomm has declared that one of its core objectives is the expansion of 3G technologies in emerging markets (Business Civic Leadership Center, 2006). They are heavily invested in mobile platforms that utilize 3G technologies. G technology may be adequate to support the utilities presently needed by a small home based business in Malaysia, but will it be adequate to support explosion of demand as this market becomes more globally aware? Qualcomm planners must position the design of Qualcomm technologies to expand and morph to respond to tomorrow’s expectations. Qualcomm does business in almost every corner of the globe. As a corporation they must be prepared and plan to foster diversity in every aspect. They must foster a corpor ate culture that supports and respects the culture, religion, and ethnic backgrounds of employees, customers, and partners. Qualcomm takes to heart their Global Workforce Inclusion policy. The policy states in part: â€Å"Inclusion and Diversity are at the very heart of innovation. It requires different perspectives to take an idea, perfect it, and turn it into world-changing technology. And it requires an energetic, diverse workforce to come up with those different perspectives. Here at Qualcomm, we find diversity, and the creativity it brings, vital to our success. To this end, we are committed to providing all employees the opportunity to achieve their professional goals. † (Qualcomm, 2010) Qualcomm portrays itself as a responsible global corporate citizen. Cutting edge research and product development is the life’s blood of Qualcomm. Unethical practices that infringe on the research and product development of competitors may be costly and detrimental to the sustainability of the enterprise. Planning to mitigate the potential damage of infringement disputes was demonstrated by the recent settlement with Broadband wherein the two giants agreed to cross license each other’s patents. This agreement protects Qualcomm from future infringement lawsuits that could cripple its development (Sinapse, 2010). Qualcomm; Organizing and management’s function Organizing can be defined as â€Å"assembling and coordinating the human, financial, physical, informational, and other resources needed to achieve goals† (Bateman Snell, 2009). The company called Qualcomm primarily operates in South Korea, where they employ over 16,100 employees. The external factors affecting organizing in Qualcomm are making sure there are enough resources to complete the jobs for the telecommunication devices. Having an organizational structure is the key to internal aspect of Qualcomm, with employing a lot of employees there must be a clear and concise structure of job duties assigned. Another internal factor is Qualcomm grants out their licenses for use of their telecommunication devices. â€Å"Qualcomm also grants licenses to use its intellectual property portfolio, which includes certain patent rights useful in the manufacture and sale of wireless products†. (Thompson, 2010). Qualcomm has stretched globally in areas such as Italy, Asia Pacific, and United Kingdom which reinforces there leadership in the worldwide messaging market. With Qualcomm going globally all employees have to be organized in the supplier chain of sending over the new product to the global areas as well as manufacturing the new product. This new technology was called Eudora, were it allowed different time zones to still communicate. With Qualcomm becoming so innovated, the company created an agreement with the international publishers which allowed for faster product delivery and improved distribution. With reaching out their market globally Qualcomm has become very diverse, by adding this new agreement it allowed the international countries to keep the delivery and distribution more organized. â€Å"Republisher’s customers will now be able to purchase these localized products and receive localized support in the respective countries† (Qualcomm, 2010). With it now being localized to re-publisher’s customers Eudora is also offered in different languages such as Italian, Chinese and Korean. Qualcomm is such a huge corporation that their ethics have to be very structured, and organized. All employees at the corporation are expected to do their job duties with honesty and in an ethical manner. It’s very important for managers to be organized and follow the code of ethics as well as all employees. By implementing a strong code of ethics all employees and managers will know what values are expected from them. Qualcomm; Leading and management’s function What is Leadership and what makes a good leader? Basically, a leader is one who is able to influence others to attain certain goals that must be met by the corporation or department. According to James Kouzes and Barry Posner, great leaders have five key traits or behaviors which make them outstanding at leading others (Bateman Snell, 2009). Those five traits are: challenging the process, inspiring a shared vision, enabling others to act, leading by example, and being generous with affirmations. These traits are always being tested both internally and externally. The people who are being led have many things to deal with in their own lives which require them to juggle an enormous load, between work life and personal life it is enough to make anybody go mad if it wasn’t for effective leadership. Internally a leader must face the issues of budgeting effectively, creating a vision that he can get everyone on board with and the overall morale of the organization. There are many times a leader must put aside his own desires to be able to â€Å"lead by example† and show his subordinates what is best for the company as a whole. All in all a great leader is going to be able to nstill in his workers/followers a sense of ownership in the vision which he created. This vision can is affected not only by the internal factors previously stated, but also by those elements from outside the organization. So examples of external factors are the economy, world events, and the leaders’ personal life. If there is a bad economy he must know ho w to restructure while keeping morale high. If the world faces an immediate threat or, even, something positive that will change how his organization runs, how will he handle the change and lead his people in the same direction? Lastly, personal lives, everybody has them and something always happens that will potentially throw you off course, how do you plan for the worst or the best and keep your organization or department running like a well-oiled machine? The amount of knowledge of the vast array of topics a leader must be familiar with is astounding. They must know how everything from globalization and technology to diversity and ethics affects his organization. Globalization and technology are a huge area for a manager to have a handle on due to the advantages and disadvantages they bring. For example, an advantage technology can bring to a manager and his organization is the ability to serve his clients or customers quickly and more efficiently. The disadvantage is if the manager either doesn’t know of the technology available to him or doesn’t know how to use it properly, the client could decide to change providers due to lack of quality of service. Technology has also made it harder for managers to keep up with the demand. Technology has also affected the kind diversity the workforce can have. So often the baby boomers may be losing out on promotions due to the fact that they do not know how to use the technology given to them, which in turn allows the younger generation to take over their positions. On the flip side, the younger generations, know how to use the technology, may end up stuck at their current position because the boomers, with more experience, are better suited for the management positions. They will just need to have an advisor for things that they are not familiar with or take a class. Ethics has also being greatly affected by technology and diversity. Ethics, basically the theory of right and wrong, has been pushed to the background because of the insurmountable amount of information the manger most learn. Ethics can affect a leader’s role by the way he corresponds with and conducts himself around fellow employees. Qualcomm; Controlling and management’s function When reviewing the controlling aspect of management one should review how revenues are invested, and recognize the importance of the previous steps of planning, implementing and leading (Bateman Snell, 2009). A strong company will invest in its innovative team to plan out future or expected needs, and create viable, efficient and effective solutions to these problems. Pushing forward into new territories helps a company remain on the forefront of their industry, which is highly important in the fast pace business of technology and communications. Qualcomm has the opportunity to continue their innovative steps and continue to hold their established presence in the United States, while expanding to our European neighbors. The ability to properly control the leadership of the planning and implementing process will prove to be Qualcomm’s success. Qualcomm’s established presence as a communication provider prompts innovative thoughts and controlling of company policies that have been implemented. Qualcomm has expanded their presence globally and in doing so have extended their responsibilities for ensuring their company standards are upheld. The creation of operating procedures during the planning, organizing and leading processes allow for thorough monitoring. Qualcomm expresses the importance of controlling company assets by smartly investing â€Å"23% of our gross revenue †¦ into RD (research and development)† (Qualcomm, 2010). The monies invested into planning and implementing or research and development, has provided Qualcomm with the security of being the first to implement new technologies and upgrades to consumers (Qualcomm, 2010). Using Delegation to Manage Delegation is the assignment of tasks and responsibilities and has many potential advantages for managers, subordinates, and organizations. In order to be effective, the delegation process must be managed carefully, defining the goal, selecting the right person, soliciting opinions, providing resources, scheduling checkpoints, and discussing progress periodically. (Bateman Snell, 2009). Qualcomm used delegation by setting up different divisions within the company. Each division is responsible for different factors such as Qualcomm Global Trading Inc (QGT) is responsible for the globalization factor. (Qualcomm, 2010) Qualcomm uses a decentralization decision making process within each division. The decentralized decision making process allows the employees most directly affected by the decision that is made and have the hands on knowledge of the problem or project to make the decisions. (Bateman Snell, 2009). The authors of this paper believe planning is centered on all of the four functions of management. Managers of an organization are to carry out the functions to assist in the organizations growth. Therefore, they delegate and perform the functions of management. The functions the managers are using to delegate are planning, organizing, leading and controlling. They are to make sure that clients are valued by specific planning. They also must contain a certain amount of people skills. The managers are to lead, motivate, and communicate effectively. (Bateman Snell, 2009). Delegation is a critical skill in the effective management of organizations. Qualcomm has used delegating by first separating each function into a division such as Technology (IT) and each division has their own vice-president who does planning and his subordinates do the organizing, leading, and controlling of the different projects or product management. Qualcomm, 2010) In conclusion, to live up to their missions’ statement Qualcomm used the external and internal factors, the four functions of management, and the delegation management style. Qualcomm is now the world leader in next generation mobile technologies, Qualcomm’s ideas and inventions are driving wireless growth and helping to connect people to information, entertainment and one another. (Qualcomm , 2010) Qualcomm uses the four functions of management (planning, organizing, leading, and controlling) to manage globalization, technology, innovation, diversity, and ethics. In this paper you have read how the external and internal factors affect the four functions of Qualcomm, and how managers and executives use delegation to manage the different factors and functions listed above. Qualcomm management style allows them to evolve quicker then the competition and gives them the flexibility to change with the times. References Bateman, T. S. , Snell, S. S. (2009). Management: Leading collaborating in a competitive world (8th ed. ). Boston, MA: McGraw, Inc.. Business Civic Leadership Center. (2006). Qualcomm and Gramenn Foundation. Business Civic Leadership Center (BCLC). Washington, D. C.. Retrieved on November 27, 2010 from http://bclc. uschamber. com/awards/qualcomm-and-grameen-foundation2006 Sinapse. (2010). Qualcomm and Broadcom settle. Sinapse; An Intellectual Property Rendezvous, A Brain League Institute. Powered by Blogger. Retrieved on November 27, 2010 from http://www. sinapseblog. com/2009/06/qualcom-and-broadcom-settle. html. Thompson, B. (July 5, 2010). New market research report: Qualcomm Incorporated – SWOT analysis. PR-inside. com; News and Free PR. Retrieved on November 24, 2010 from http://www. pr-inside. com/new-market-research-report-Qualcommm-incorporated-r1983909. tm. Qualcomm, (2010). Enabling small and diverse businesses. Qualcomm, Inc. San Diego, CA. Retrieved on November 27, 2010 from http://www. qualcomm. com/citizenship/diversity/supplier_diversity. html. Qualcomm: Italy, (June 15, 1998). Qualcomm increases worldwide presence of Eudora Pro ®. Qualcomm Italy, San Diego, CA. Retrieved on November 24, 2010 from http://italy. qualcomm. com/news/releases/1998/press843. html. Qualcomm, (2010). Pathway to innovation. Innovation. Qualcomm Incorporated, San Diego, CA. Retrieved November 26, 2010 from http://www. qualcomm. com/innovation/pathway/index. html. Functioning Management Essay Example Functioning Management Essay Qualcomm Incorporated: Functioning Management Katie Atkinson, Farrah Mason, Jennifer McMahan, Robert Briones, Nichol Vann University of Phoenix MGT 330; Israr Hayath Qualcomm Incorporated: Functioning Management Qualcomm is an American wireless telecommunications research and Development Company, as well as the largest fables chip supplier in the world, based in San Diego, California. Qualcomm was founded in 1985 by UC San Diego Professor Irwin Jacobs, MIT Alumni Andrew Viterbi, Harvey White, Adelia Coffman, Andrew Cohen, Klein Gilhousen, and Franklin Antonio. QUALCOMM, 2010) Qualcomm’s mission statement is: â€Å"Life, Connected with technology. From the written word, to image and photos, to music, to videos, games, streaming content, and more, Qualcomm is on a never-ending quest to feed the mind. Whether by developing our technologies or partnering with companies who share our vision, were leading the charge in the digital revolution. † (Qualcomm, 2010) The external and internal factors that affect Qualcomm’s four functions of management (planning, organizing, leading, and controlling) are as follows but not limited to; Globalization, Technology, Innovation, Diversity, and Ethics. This paper will review how external and internal factors affect the four functions of Qualcomm, and how managers and executives use delegation to manage the different factors and functions listed above. Qualcomm; Planning and management’s function When planning the future for any company, especially Qualcomm, you must consider internal and external factors. Qualcomm’s sustainability and value to its stockholders is dependent upon the ability to predict future trends in technology, the global environment and maintain its strategic advantage. For example, Qualcomm’s core objectives include expanding the use of 3G technologies in emerging markets (Business Civic Leadership Center, 2006). Realization of this objective requires that Qualcomm be aware of political, cultural and economic factors in the markets they may wish to enter. Internally, Qualcomm must be structured to be agile and prepared to quickly form partnerships in response to developing opportunities. We will write a custom essay sample on Functioning Management specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Functioning Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Functioning Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Like a manufacturer who uses the best quality materials to produce a product, Qualcomm’s most valuable asset is the intellectual capabilities of its engineers. Qualcomm must create a corporate environment that attracts and retains the best minds. Qualcomm is a global enterprise. The corporation is chartered to function in the international development of wireless technologies. Planning to achieve corporate objectives must scan the external horizon on an ongoing regular basis. This corporation cannot afford to publish a five year plan that sits on the self. Executive planners must evaluate what is going on in the world almost on a daily basis and asking the question, â€Å"How does this affect our objectives and positioning? † Intelligence is critical to this process. Information on the stability or instability of governments, financial markets and emerging research is critical to the sustainability of Qualcomm. Qualcomm is in the technology business. The future of Qualcomm is dependent upon the ability to invest and develop products that are compatible with and have an advantage over the competition. An innovator cannot assume that if they develop the best can opener, they will be the world’s leader in can opener sales. New technologies often compete until one becomes the industry standard upon which other compatible technologies are based. Qualcomm has declared that one of its core objectives is the expansion of 3G technologies in emerging markets (Business Civic Leadership Center, 2006). They are heavily invested in mobile platforms that utilize 3G technologies. G technology may be adequate to support the utilities presently needed by a small home based business in Malaysia, but will it be adequate to support explosion of demand as this market becomes more globally aware? Qualcomm planners must position the design of Qualcomm technologies to expand and morph to respond to tomorrow’s expectations. Qualcomm does business in almost every corner of the globe. As a corporation they must be prepared and plan to foster diversity in every aspect. They must foster a corpor ate culture that supports and respects the culture, religion, and ethnic backgrounds of employees, customers, and partners. Qualcomm takes to heart their Global Workforce Inclusion policy. The policy states in part: â€Å"Inclusion and Diversity are at the very heart of innovation. It requires different perspectives to take an idea, perfect it, and turn it into world-changing technology. And it requires an energetic, diverse workforce to come up with those different perspectives. Here at Qualcomm, we find diversity, and the creativity it brings, vital to our success. To this end, we are committed to providing all employees the opportunity to achieve their professional goals. † (Qualcomm, 2010) Qualcomm portrays itself as a responsible global corporate citizen. Cutting edge research and product development is the life’s blood of Qualcomm. Unethical practices that infringe on the research and product development of competitors may be costly and detrimental to the sustainability of the enterprise. Planning to mitigate the potential damage of infringement disputes was demonstrated by the recent settlement with Broadband wherein the two giants agreed to cross license each other’s patents. This agreement protects Qualcomm from future infringement lawsuits that could cripple its development (Sinapse, 2010). Qualcomm; Organizing and management’s function Organizing can be defined as â€Å"assembling and coordinating the human, financial, physical, informational, and other resources needed to achieve goals† (Bateman Snell, 2009). The company called Qualcomm primarily operates in South Korea, where they employ over 16,100 employees. The external factors affecting organizing in Qualcomm are making sure there are enough resources to complete the jobs for the telecommunication devices. Having an organizational structure is the key to internal aspect of Qualcomm, with employing a lot of employees there must be a clear and concise structure of job duties assigned. Another internal factor is Qualcomm grants out their licenses for use of their telecommunication devices. â€Å"Qualcomm also grants licenses to use its intellectual property portfolio, which includes certain patent rights useful in the manufacture and sale of wireless products†. (Thompson, 2010). Qualcomm has stretched globally in areas such as Italy, Asia Pacific, and United Kingdom which reinforces there leadership in the worldwide messaging market. With Qualcomm going globally all employees have to be organized in the supplier chain of sending over the new product to the global areas as well as manufacturing the new product. This new technology was called Eudora, were it allowed different time zones to still communicate. With Qualcomm becoming so innovated, the company created an agreement with the international publishers which allowed for faster product delivery and improved distribution. With reaching out their market globally Qualcomm has become very diverse, by adding this new agreement it allowed the international countries to keep the delivery and distribution more organized. â€Å"Republisher’s customers will now be able to purchase these localized products and receive localized support in the respective countries† (Qualcomm, 2010). With it now being localized to re-publisher’s customers Eudora is also offered in different languages such as Italian, Chinese and Korean. Qualcomm is such a huge corporation that their ethics have to be very structured, and organized. All employees at the corporation are expected to do their job duties with honesty and in an ethical manner. It’s very important for managers to be organized and follow the code of ethics as well as all employees. By implementing a strong code of ethics all employees and managers will know what values are expected from them. Qualcomm; Leading and management’s function What is Leadership and what makes a good leader? Basically, a leader is one who is able to influence others to attain certain goals that must be met by the corporation or department. According to James Kouzes and Barry Posner, great leaders have five key traits or behaviors which make them outstanding at leading others (Bateman Snell, 2009). Those five traits are: challenging the process, inspiring a shared vision, enabling others to act, leading by example, and being generous with affirmations. These traits are always being tested both internally and externally. The people who are being led have many things to deal with in their own lives which require them to juggle an enormous load, between work life and personal life it is enough to make anybody go mad if it wasn’t for effective leadership. Internally a leader must face the issues of budgeting effectively, creating a vision that he can get everyone on board with and the overall morale of the organization. There are many times a leader must put aside his own desires to be able to â€Å"lead by example† and show his subordinates what is best for the company as a whole. All in all a great leader is going to be able to nstill in his workers/followers a sense of ownership in the vision which he created. This vision can is affected not only by the internal factors previously stated, but also by those elements from outside the organization. So examples of external factors are the economy, world events, and the leaders’ personal life. If there is a bad economy he must know ho w to restructure while keeping morale high. If the world faces an immediate threat or, even, something positive that will change how his organization runs, how will he handle the change and lead his people in the same direction? Lastly, personal lives, everybody has them and something always happens that will potentially throw you off course, how do you plan for the worst or the best and keep your organization or department running like a well-oiled machine? The amount of knowledge of the vast array of topics a leader must be familiar with is astounding. They must know how everything from globalization and technology to diversity and ethics affects his organization. Globalization and technology are a huge area for a manager to have a handle on due to the advantages and disadvantages they bring. For example, an advantage technology can bring to a manager and his organization is the ability to serve his clients or customers quickly and more efficiently. The disadvantage is if the manager either doesn’t know of the technology available to him or doesn’t know how to use it properly, the client could decide to change providers due to lack of quality of service. Technology has also made it harder for managers to keep up with the demand. Technology has also affected the kind diversity the workforce can have. So often the baby boomers may be losing out on promotions due to the fact that they do not know how to use the technology given to them, which in turn allows the younger generation to take over their positions. On the flip side, the younger generations, know how to use the technology, may end up stuck at their current position because the boomers, with more experience, are better suited for the management positions. They will just need to have an advisor for things that they are not familiar with or take a class. Ethics has also being greatly affected by technology and diversity. Ethics, basically the theory of right and wrong, has been pushed to the background because of the insurmountable amount of information the manger most learn. Ethics can affect a leader’s role by the way he corresponds with and conducts himself around fellow employees. Qualcomm; Controlling and management’s function When reviewing the controlling aspect of management one should review how revenues are invested, and recognize the importance of the previous steps of planning, implementing and leading (Bateman Snell, 2009). A strong company will invest in its innovative team to plan out future or expected needs, and create viable, efficient and effective solutions to these problems. Pushing forward into new territories helps a company remain on the forefront of their industry, which is highly important in the fast pace business of technology and communications. Qualcomm has the opportunity to continue their innovative steps and continue to hold their established presence in the United States, while expanding to our European neighbors. The ability to properly control the leadership of the planning and implementing process will prove to be Qualcomm’s success. Qualcomm’s established presence as a communication provider prompts innovative thoughts and controlling of company policies that have been implemented. Qualcomm has expanded their presence globally and in doing so have extended their responsibilities for ensuring their company standards are upheld. The creation of operating procedures during the planning, organizing and leading processes allow for thorough monitoring. Qualcomm expresses the importance of controlling company assets by smartly investing â€Å"23% of our gross revenue †¦ into RD (research and development)† (Qualcomm, 2010). The monies invested into planning and implementing or research and development, has provided Qualcomm with the security of being the first to implement new technologies and upgrades to consumers (Qualcomm, 2010). Using Delegation to Manage Delegation is the assignment of tasks and responsibilities and has many potential advantages for managers, subordinates, and organizations. In order to be effective, the delegation process must be managed carefully, defining the goal, selecting the right person, soliciting opinions, providing resources, scheduling checkpoints, and discussing progress periodically. (Bateman Snell, 2009). Qualcomm used delegation by setting up different divisions within the company. Each division is responsible for different factors such as Qualcomm Global Trading Inc (QGT) is responsible for the globalization factor. (Qualcomm, 2010) Qualcomm uses a decentralization decision making process within each division. The decentralized decision making process allows the employees most directly affected by the decision that is made and have the hands on knowledge of the problem or project to make the decisions. (Bateman Snell, 2009). The authors of this paper believe planning is centered on all of the four functions of management. Managers of an organization are to carry out the functions to assist in the organizations growth. Therefore, they delegate and perform the functions of management. The functions the managers are using to delegate are planning, organizing, leading and controlling. They are to make sure that clients are valued by specific planning. They also must contain a certain amount of people skills. The managers are to lead, motivate, and communicate effectively. (Bateman Snell, 2009). Delegation is a critical skill in the effective management of organizations. Qualcomm has used delegating by first separating each function into a division such as Technology (IT) and each division has their own vice-president who does planning and his subordinates do the organizing, leading, and controlling of the different projects or product management. Qualcomm, 2010) In conclusion, to live up to their missions’ statement Qualcomm used the external and internal factors, the four functions of management, and the delegation management style. Qualcomm is now the world leader in next generation mobile technologies, Qualcomm’s ideas and inventions are driving wireless growth and helping to connect people to information, entertainment and one another. (Qualcomm , 2010) Qualcomm uses the four functions of management (planning, organizing, leading, and controlling) to manage globalization, technology, innovation, diversity, and ethics. In this paper you have read how the external and internal factors affect the four functions of Qualcomm, and how managers and executives use delegation to manage the different factors and functions listed above. Qualcomm management style allows them to evolve quicker then the competition and gives them the flexibility to change with the times. References Bateman, T. S. , Snell, S. S. (2009). Management: Leading collaborating in a competitive world (8th ed. ). Boston, MA: McGraw, Inc.. Business Civic Leadership Center. (2006). Qualcomm and Gramenn Foundation. Business Civic Leadership Center (BCLC). Washington, D. C.. Retrieved on November 27, 2010 from http://bclc. uschamber. com/awards/qualcomm-and-grameen-foundation2006 Sinapse. (2010). Qualcomm and Broadcom settle. Sinapse; An Intellectual Property Rendezvous, A Brain League Institute. Powered by Blogger. Retrieved on November 27, 2010 from http://www. sinapseblog. com/2009/06/qualcom-and-broadcom-settle. html. Thompson, B. (July 5, 2010). New market research report: Qualcomm Incorporated – SWOT analysis. PR-inside. com; News and Free PR. Retrieved on November 24, 2010 from http://www. pr-inside. com/new-market-research-report-Qualcommm-incorporated-r1983909. tm. Qualcomm, (2010). Enabling small and diverse businesses. Qualcomm, Inc. San Diego, CA. Retrieved on November 27, 2010 from http://www. qualcomm. com/citizenship/diversity/supplier_diversity. html. Qualcomm: Italy, (June 15, 1998). Qualcomm increases worldwide presence of Eudora Pro ®. Qualcomm Italy, San Diego, CA. Retrieved on November 24, 2010 from http://italy. qualcomm. com/news/releases/1998/press843. html. Qualcomm, (2010). Pathway to innovation. Innovation. Qualcomm Incorporated, San Diego, CA. Retrieved November 26, 2010 from http://www. qualcomm. com/innovation/pathway/index. html.

Expanding Protection of the Great Bear

Expanding Protection of the Great Bear The Great Bear rainforest falls under the forest classification of coastal temperate rain forests, which is one type of the most endangered types of forests across the globe; before the threat of logging and other human activities threatening their existence, they covered 1/5 of 1% of the earth’s land surface.Advertising We will write a custom case study sample on Expanding Protection of the Great Bear specifically for you for only $16.05 $11/page Learn More Approximately, 60% of the original coverage of these forests, have been destroyed through development and logging among other human activities. The Great Bear rainforest is one ecological center, which provides an unforgettable adventure site, where there are mountains, waterfalls, coastal and water slide scenery. This paper is a discussion of the recent proposals to expand the protection of the forest and its scenery, which may not be witnessed anywhere else in the world (Raincoast Conservation S ociety). Following the threat of the Great Bear forest, which is one of the few remaining but threatened forest type, scientists around the world have raised concerns over the delays facing the implementation of protection agreements, which are supposed to increase the protection of the threatened forest area. Further, scientists have been in the fore front, insisting that the BC should fasten the protection processes for the forest. An example of this was the request sent by global rainforest scientists attending the Earth Summit at Rio, pushing for a faster process to implement the protection of the forest (Gracey 1; Reichel 1). The stakeholders to be affected by the proposed expansion of the protected area of the forest, include the loggers, who earn their income from the logging activities at the forest.Advertising Looking for case study on environmental studies? Let's see if we can help you! Get your first paper with 15% OFF Learn More The B.C government is another stakeholder, as its leadership to guide the players to take place in the protection and the making of the agreement, rely on its directing. The players under the B.C government stakeholders group, include the employees at the ministry of forests, land and natural resources, central and local authorities, for example, the provincial authorities who are greatly involved in the proposal. There are the forest and research scientists group from different nations, who are pushing the completion of the protection agreement and process, as they are interested in fighting for increased protection of the threatened classification of forests. Oil companies like the Northern Gateway pipeline company is also interested in the progress of the protection, as its enacting will affect its oil drilling and transportation operations. Other stakeholders include tourists, who will benefit from viewing the threatened scenery after protection (Raincoast Conservation Society; Reichel 1; Gracey 1). The benefits from the protection of the forest will include the protection of the wildlife and marine species that live at the temperate rain forest surroundings, which may not be found at other places, except at the few threatened areas. From the protection of the forest, the authorities will realize the protection of the biodiversity at the area, including the rainforest forest plants, the marine and the land species residing at the region, including bears and the threatened vegetation and rare scenery.Advertising We will write a custom case study sample on Expanding Protection of the Great Bear specifically for you for only $16.05 $11/page Learn More From the implementation, the process will enable the first nation people living at the region, to improve the wellbeing of the community economically, environmentally, and for the general welfare of the people. Another benefit is the creation of more tourist income avenues, from which the local people an d the government can utilize for long-term growth. The costs to be borne from implementing the protection of the forest include the cost of implementing the agreements and setting up the protection plan for the forest, and the income of the loggers, hunters and other people relying on the resources at the forest; these groups will lose their source of income and employment. Another cost to be borne from the implementation is the economic potential of the players within the oil industry, as they will not be able to access the oil reserves at the area, which can form a great source of income and employment locally and nationally (Raincoast Conservation Society; Reichel 1; Gracey 1). Gracey, Kyle. â€Å"Scientists around the world concerned over lengthy delays to fully implement the protection agreements in the Great Bear Rainforest.† Canada Newswire, 14 June 2012. Web. Raincoast Conservation Society. Great Bear Rainforest. British Columbia, 17 July 2012. Web. Reichel, Justina. â€Å"Scientists Urge BC to Speed up Protection of Iconic Rainforest: Half of Great Bear Rainforest remains open to logging.† The Epoch Times, 21 June 2012. Web.Advertising Looking for case study on environmental studies? Let's see if we can help you! Get your first paper with 15% OFF Learn More

Impact of WorkLife Balance on Employee Performance Essay

Impact of WorkLife Balance on Employee Performance - Essay Example In this paper, the main discussion will be centered on reviewing the relevant literature about the measures that can be implemented by the organization in order to create a fine balance between the needs of the employees and the company so as to enhance positive outcomes for both parties. According to Beauregard and Henry, â€Å"Competing demands between work and home have assumed increased relevance for employees in recent years, due in large part to demographic and workplace changes such as rising numbers of women in the labour force, an ageing population, longer working hours, and more sophisticated communications technology enabling near constant contact with the workplace†. In as far as work balance is concerned, the employees should also be in a position to cater to their own family needs and interests. There are likely to be positive outcomes for both the employees and the employers. Research has shown that employees who are not given the opportunity to pursue their own goals are less satisfied in their work compared to those who are given the autonomy to make decisions that can impact on their goals and the needs of the organization. Jackson and Schuler argue that employees are not only motivated by financial gains but the autonomy to make decisions as well as to pursue their personal goals. This helps to create quality relationships between the employees and the organizations where mutual understanding can be enhanced. Against the rising demand of the need to create good industrial relations where dialogue between the employees and the employers can be supported to work together for the betterment of the company as a whole, the UK government has established The Partnership at Work Fund and it was launched under the Government grant scheme through the Department of Trade and Industry in 1999.

MANAGING PEOPLE AND PERFORMANCE Essay Example | Topics and Well Written Essays - 1500 words

MANAGING PEOPLE AND PERFORMANCE - Essay Example When we talk about diversity, it is mostly meant like defined above people belonging to different cultures and so on. Diversity includes qualities and abilities that are different for every individual and when they meet together in one organization, they bring with them their thoughts, expertise, opinions and so on which are different than our own. Organizations are not only made up of individuals but are made up of teams and groups. They work together to achieve one common organizational goal despite their diverse differences as mentioned above. To manage such vast workplace diversity is the main concern of the managers today. All the people in the organization are required to work together in peace and harmony so that organizational goals could be realized. HR Managers have a duty to come up with different strategies to manage the workforce diversity to improve workplace productivity. Diversity is a valuable asset of any organization. This is because if different people are working together, they can create new ideas and products that could result in competitive advantage for any company. The key activity of the HR managers does not only include how to manage the diverse workforce. It also includes how to manage work/life balance and providing diversity training. Looking at the past it can be seen that workforce has changed significantly. More and more women have entered the organizational world and account for almost 50% of the workforce. (Foot and Hook) To cater the needs of the work\life balance especially for the women with dependent children, flexible working hours are now part of the provisions of Employment Act (2002). The work/life balance was not only issue for the women but also for he men who found it hard to manage their personal responsibilities because of heavy workloads. (Robbins and Sanghi. Pg 509). Today, managers have instituted different strategies to provide work/life balance for all the employees.

Mike Tyson Research Paper Example | Topics and Well Written Essays - 1000 words

Mike Tyson - Research Paper Example He lived in the Bedford-Stuveyesant district of Brooklyn but his family experienced tremendous hardship in this area which eventuated a move to the Brownsville region. Tyson was a poor student and struggled in his daily life. This was only compounded by the death of his mother when Tyson was sixteen years old. This event had a tremendous impact on Tysons personal and professional life and it eventually led to his involvement in boxing. He would later say, â€Å""I never saw my mother happy with me and proud of me for doing something: She only knew me as being a wild kid running the streets, coming home with new clothes that she knew I didnt pay for. I never got a chance to talk to her or know about her. Professionally, it has no effect, but its crushing emotionally and personally" (Heller, pg. 79). During this period Tyson became involved with boxing trainer Cus DAmato who would work with Tyson and hone his boxing skills in the amateur ranks. This relationship would come to be a str ong bond that would result in DAmato becoming Tysons eventual legal guardian. Its also been argued that later in life the loss of DAmato would have a tremendous adverse impact on Tysons direction and professional career. After the death of Tysons mother he became increasingly involved with juvenile delinquency and fighting. Its been noted by a number of researchers that Tysons first fight was with another individual who had killed one of his prized birds (OConnor). This juxtaposition of Tysons ferocious side with an almost childlike and sensitive innocence have become a recurrent narrative throughout Tysons life. Tyson also experienced a great amount of conflict that is related to the rather unique, high-pitched voice, as children would oftentimes tease him resulting in furthered shows of aggression. Eventually Tyson was sent to the Tryon School for Boys juvenile detention center, where he was discovered by a former boxer that would

Marks And Spencer Employee Relations

Marks And Spencer Employee Relations Marks and Spencers has been one of the largest retail markets in the UK and the employee relations that exist within the company have both positive and negative aspects. Marks and Spencers employee relations have always been influenced by the conventional system of industrial relations. The company now has 65000 employees all around the world out of which 80% of the staff works directly on the sales floor. MS is amongst the top 6 retail suppliers in the UK and have extended their operations in 29 different countries. Most of the stores are mainly franchises but it also owns a huge number of stores in Hong Kong. The profit turnover of MS is close to 7.3 billion. MS not only caters to clothing but has also widened the market by offering other products that range from furniture to food and financial services. (Marks and Spencer, 2000) Initially there were problems and issues with the employee employer relationship and hence the company had to adopt a different employee relation approach. The company adopted some changes and principles within the management such as: Change in working hours Competitive rate package Employee discounts Pension schemes Bonus and extras (Yvonne, 2010) Change in work timings: With the introduction of Sunday trading in the UK, Marks and Spencer had to create flexible shift timings in order to work on Sundays. Most of the staff work 36-38 hours per week and currently some of the staff work more than normal work schedules. (Yvonne, 2010) Competitive performance related rate packages: The salaries are frequently matched with the market to keep up with the changes in the market. Employee discounts: The staffs and employees of Marks and Spencers receive a discount of 20% on all the purchase made. Pension: Marks and Spencers provide secure retirement benefits for its employees if they have worked in the company for more than a year. The company also provides additional health and dental care for its employees. They also provide SAYE for all the employees across the world. (MS, 2007) The company is not represented by any trade union. The employee relation of MS is taken care by the Human Resource Management (HRM) and it is closely aligned to the business objectives and strategies. The trade union in the UK is the most influential association for protecting employees rights. In 2001, Marks and Spencers had announced closing down stores in Europe especially Belgium, France, Germany, Portugal and Spain. The company had planned to close down some of the stores in Europe as a part of cost cutting measure which would help in saving 250 million GBP in 2006-07. The UNI commerce and the national trade Union had raised concerns and had tried to reverse the company decision as it had breached the laws. The Marks and Spencer staff members and the trade union had demanded to reverse the decision to close the stores in Europe and also to initiate and establish talks with the trade union. The trade union actions (TUC) had advocated Marks and Spencer to revisit and change some of the employment policies and practices. Currently Marks and Spencers are not under any governed trade unions. In 2005, trade union ` which mainly focuses on employee relations mainly in the retail sector had started campaigning and informing the employees and staffs of MS about the advantages that trade union can add and also serve the employees with vast knowledge. (Georgina,2006).To deal with these employee related issues, Marks and Spencer had hired a consultation company Business Involvement Group (BIG) (HRM in Marks and Spencer, nd) The stakeholders involved in the employee relations processes of the Organization: MS has always been known for having strong human resource strategies with the help of Human Resource Management (HRM).The HRM helps in laying down strong internal policies and procedures which helps in achieving business objectives of the company. The managers in MS are allowed to adopt appropriate strategies that will help in improving the companys productivity. MS HRM policies also help in contributing to commitment and loyalty of the employees. The HRM also initiated a new change in the company to help the employees and staffs change their attitude towards how they work and perform. Therefore, MS had commenced feedback sessions with its employees on the performance and the areas of improvement and these constant interactions with the staffs had helped the company in changing and developing new skills, increase competence and improve productivity. What is the orientation of the organization to industrial relations? If its not unionized, how does MS maintain communication with the employees? MS follows a sophisticated paternalistic approach which refuses to recognize any trade unions but they have strong internal HRM policies which will help in ensuring that all the employees goals and grievances are taken care of without the involvement of the trade union organization. MS also have a network of elected employee representatives known as BIG (Business Involvement Group) which aims at resolving issues that affect the employees. BIG provides an opportunity to voice their individual opinion, concerns and grievances. The employees also have a great opportunity to positively affect the organization by providing ideas which will help in improving the working conditions and the productivity of the employees. Every store across the globe has BIG representatives who are usually elected by their staff members to help the other employees resolve the issues. The national BIG aims at- Better communication between management and staff Continuous development of the employees BIG also aims at engaging the employees in discussing and debating the various changes that are required which can change the employees working condition and improve efficiency. MS also have a wide range of learning and development which helps the employees to grow with the company and also achieve their goals. (MS, Employee Handbook, 2009) How does MS handle collective grievances? MS procedure is available for all the employees to address any issues, grievances and complaints. Work well programme was also introduced in MS which help in creating and maintaining a productive and healthy environment. The grievance can be in any form such as workload pressure, employee employer relationship, roles and responsibilities, work stress, organizational environment or even personal relationship. In case, the complaint is with respect to a generic company policy, then the internal BIG will handle such issues. The employees line manager provides all the necessary information to the local BIG and the local BIG flags the issue in the common forum with the national BIG. If the issue is collective and if the complaint is common among other employees, the national BIG contacts the policy owner or the HR to revise the policy and a written response will be sent to the employees who had raised the grievance. MS believes in treating its employees with dignity and any form of discri mination or harassment will be dealt very seriously. The company has now 3500 BIG representatives covering all its stores. The company also provides workshops to the employees to help in performing the role better. (The Marks and Spencer WorkWell Programme, 2002) How does MS establish fair pay and conditions? The company is periodically audited which is part of the ethical trading initiative which helps the company, government, trade unions and human rights department. The company believes in providing good working conditions and fair rates of pay. Development of standards between the company and the employees suppliers help in achieving continual improvement for the business. The employees and staff working in MS are treated with respect and without violating the human right law. The company complies to the local governments regulations in the below areas- Working hours and working conditions Minimum age of employment provided Terms of employment Health and safety of the employees Free from discrimination Right to collective bargaining Rate of pay with par with the local labor law Regular checks in all production and sales sites are made periodically to ensure the working conditions of the employee are as per the rule (Ethical Trading ,2002) If MS is not unionized, how does it regard its relationship with the trade unions? The company has 80% of its employee workforce as women and the company now is 98% unionized in Ireland and there are 2 collective agreements with 2 different unions- MANDATE and SIPTU. The governing reasons for MS to have the company unionized are- Some of the management policies and procedures do not suit the local government as the culture of UK is not always compatible with the other countries. The conventional system did not help in the change strategy established by the business. Marks and Spencer are not affiliated with any trade union currently in the UK but many trade unions have been convincing the company to permit trade unions within its operations. The government has also been involved very closely with the operations of Marks and Spencer as it is one of the largest employers in the UK. M S has to comply with all the rules and regulations laid by the government. The company was also asked to submit a report on internal controls and risk management by the government and this had helped the company to detect some issues and obtain control. The company has also faced allegations from trade union called UNITE criticizing the employee relations implemented by the company. There have been a number of advantages for the employees owing to the partnership with the 2 trade unions in Ireland- Flexible working hours introduced for its employees to have a better work life balance. Profit sharing pension scheme has been introduced Better medical facilities available for its employees for free checkup Training and development in technical aspects, job analysis and problem solving areas which has helped employees improve their productivity and efficiency These changes have helped MS ensure a positive feedback in Ireland and as a result have also attracted number of candidates for employment. (Marks and Spencer, 2000) The problems in the companys industrial relations culture and practice? The company should allow its employees to join trade unions because the company can discharge a separate internal team BIG working on employee relations which is not very effective. MS also needs to realize that any decisions taken impact many of its own employees which can cause more fiction. The employee problems need to be addressed by a neutral governing body who are not affiliated to the company so that the employees problems are addressed and necessary actions are taken. The pension scheme established by the company has also raised concerns among employees. The company has not matched up the profits directly to the employees and the pension scheme introduced by MS was not taken well by the employees. The employee turnover is also high in Marks and Spencer as the employees are not satisfied with the working conditions, changes that take place within the organization and other factors. (MS, 2007) Recommendations: The company needs to introduce a knowledge management process which can be an advantage for the employees and the company. This helps the company to handle the jobs effectively and efficiently. The company should also allow the employees to join trade unions as the internal consultation system BIG is not effective on employee relations. BIG representatives do have the technical competence to handle issues put forward by the employees. (Brunes, 2004) MS definitely need to work on the employee relations area as the competition within the retail sector is high and the employees play a very important vital role towards contribution of a profitable company. Although the company provides a good remuneration package, refined human resource management strategies and good training development for its employees, the external factors such as constant unconstructive media reports and from the trade unions make it difficult for MS to provide good employee relations. (HRM in Marks and Spencer, n.d) To obtain a good employee relationship, it is very essential for the MS management to be involved. MS need to have the below HRM approach- Good management leadership to take necessary decisions Clear understanding of policies and procedures by the management to prevent any conflicts arising. Management should also consider the employee involvement in case of any change in process MS management should also build a good rapport with its employees by encouraging and motivating with rewards and recognition. MS should also focus on improving the interpersonal communication skills of all its organizational members. Well defined strategy and contingency plans in place to handle any unforeseen event. More employee participation in various events so that it helps in improving the responsibility and commitment. MS management to be more transparent with the policies and decisions made which will help in growth and development of the company (HRM in Marks and Spencer, n.d) CONCLUSION: MS have been very successful in implementing changes in a very effective technique. MS needs to build on its own strength and try to overcome the threats. MS needs to understand the work related issues and try to work on them. Work Well Programme has cited that one of the biggest issues in MS was the presence of good management. Literary References Brunes, B. (2004) managing Change: A Strategic Approach to Organizational Dynamics, London , Prentice Hall Ethical Trading (2002), [online], available from http://www.examstutor.com/business/resources/companyprofiles/marksandspencer/ethicaltrading.php [8th May 2010] Georgina Fuller (2006), Union Udsaw Seeks recognition at Marks and Spencer, personneltoday, 20th Oct 2006 HRM in Marks and Spencer,[online] Available from http://www.ivoryresearch.com/sample13.php [8th May 2010] MS (2007) Marks and Spencer to revamp final pension Scheme, accessed, available from http://www2.marksandspencer.com/thecompany/mediacentre/pressreleases/2007/fin2007-01-23-00.shtml [8th May 2010] MS, Employee Handbook (2009),[Online] available from http://corporate.marksandspencer.com/documents/specific/howwedobusiness/our_people/employeehandbook [8th May 2010] Marks and Spencer (2000) [online], available from http://www.ncpp.ie/dynamic/docs/markspencer_cs.pdf [8th May 2010] Stanley Chapman (2004), Socially Responsible Supply Chains: Marks and Spencer in Historic Perspective, Research paper Series: International Center for Corporate Social Responsibility, The University of Nottingham Staff Writer (2007) Marks and Spencer: Neat Pension fund arrangement , Insurance Business Review The Marks and Spencer WorkWell Programme (2002), [online] , available from http://www.resourcesystems.co.uk/Conferences/WorkWell%20Handouts.pdf [8th May 2010] UK Government (2007), Turnbull Report, available from http://www.frc.org.uk/corporate/internalcontrol.cfm [8th May 2010] Yvonne Miller (2010) An Analysis of Employee relations at Marks and Spencer, available from http://www.articleblast.com/Advertising_and_Marketing/General/An_analysis_of_employee_relations_at_Marks_and_Spencer__________________/ [8th May 2010]

Artificial Intelligence (AI) and Modern Warfare :: essays research papers

Artificial Intelligence (AI) and Modern Warfare It is well known that throughout history man's favourite past time has been to make war. It has always been recognised that the opponent with the better weapons usually came out victorious. Nowadays, there is an increasing dependency, by the more developed nations, on what are called smart weapons and on the development of these weapons. The social impact of AI on warfare is something which needs to be considered very carefully for it raises many ethical and moral issues and arguments. The use of smart weapons raises many questions on the price paid to develop these weapons; money which could be used to solve most of the world's social problems such as poverty, hunger, etc. Another issue is the safety involved in the use of these weapons. Can we really make a weapon that does everything on its own without human help and are these weapons a threat to civilians? The main goal of this essay is to discuss whether it is justifiable to use AI in warfare and to what extent. The old time dream of making war bloodless by science is finally becoming a reality. The strongest man will not win, but the one with the best machines will. Modernising the weapons used in war has been an issue since the beginning. Nowadays, the military has spent billions of dollars perfecting stealth technology to allow planes to slip past enemy lines undetected. The technology involved in a complicated system such as these fighter planes is immense. The older planes are packed with high tech gear such as micro processors, laser guiding devices, electromagnetic jammers and infrared sensors. With newer planes, the airforce is experimenting with a virtual reality helmet that projects a cartoon like image of the battlefield for the pilot, with flashing symbols for enemy planes. What is more, if a pilot passes out for various reasons such as the "G" force from a tight turn, then a computer system can automatically take over while the pilot is disabled. A recent example of the use of Al in warfare is the Gulf War. In operation Desert Storm, many weapons such as 'smart' Bombs were used. These were highly complex systems which used superior guidance capabilities but they did not contain any expert systems or neural networks. The development of weapons which use highly complex systems has drastically reduced the number of human casualties in wartime. The bloodshed is minimised because of the accuracy of the computer systems used. This has been an advantage that has brought a lot of praise to the development of such sophisticated (not