Research Korner

COMPARISON OF LEADERSHIP STYLES OF UNITED STATES AND JAPAN

COMPARISON OF LEADERSHIP STYLES OF UNITED STATES AND JAPAN: A CASE STUDY   Management is doing things right; leadership is doing the right thing. -     Peter F.  Drucker     CHAPTER I INTRODUCTION   What makes an efficient, effective, and good leader? Or simply, who is a world-class leader? These similar questions pose the greatest challenge to all leaders – regardless of the area of specialization. Today, the rapidity and continuous flow of business transactions and emerging trends in the corporate world requires the most functional and applicable attributes of leaders. Aside from the required outstanding scholastic credentials, very satisfactory personal characteristics and exceptional work knowledge, the style of leadership is one of the most essential factors that contribute to the overall stature of the organization – profit or non-profit in nature.    The advancement of ideas and innovations has been swift, as different organizations have to promote ideas that can meet the demands of the more knowledgeable and sophisticated market. To meet these challenges and achieve a competitive edge, there is a need to formulate and implement strategies based on innovation, technology and the development of intellectual capital. Few companies, even those at the leading edge of international business, have all the management processes, culture and tools in place to create and harness knowledge in a systematic way. Further, the continuous and dynamic competition in the global business arena has been exceedingly stiff and complex. With this consideration, the organization must be able to utilize a strategy and management system that will enhance the performance of the business so as to outgrow its rivals ( 2000;  2003). One of the contemporary management concerns in the business world today is the concept of leadership.   Background of the Research             There has been a significant body of literature written by business and academic researchers, policymakers and experts that specifically discusses the concept of leadership. Accordingly, leadership is noted to be one of the well-documented topics in different nations.  (1990a) stated that there are various authors who provide definition encompassing the concept of leadership. This variety of definition is a product of many scholars’ dedication in undertaking their research on the context of leadership. The definition of leadership that would be widely accepted by the majority of theorists and researchers might say that leadership is a process of social influence in which one person is able to enlist the aid and support of others in the accomplishment of a common task (1997). The major points of this definition are that leadership is a group activity, is based on social influence, and revolves around a common task. Other definitions will be presented in the following discussions wherein the examination of key attributes and application will be conducted. Although this specification seems relatively simple, the reality of leadership is very complex. Intrapersonal factors (i.e., thoughts and emotions) interact with interpersonal processes (i.e., attraction, communication, influence) to have effects on a dynamic external environment. Each of these aspects brings complexity to the leadership process. It is then the purpose of this research to attempt to make that complexity a bit more manageable, thus increasing the ability to understand what effective leadership is particularly in relation to style of the United States and Japan.             The United States and Japan is apparently among the world’s most powerful democracies and richest economies. Understanding the leadership styles employed in these countries might be relevant in overcoming the complex and broad ranging challenges and arguments brought about by misunderstandings, disregard or stereotype images from variety of cultures and histories. Also, it will serve as a model in which other countries may imitate especially on the entrepreneurial and economic dealings. Both countries are undisputed when it comes to maximized employment of all domestic resources for the purposes of development not only within their geographic boundaries but across the world. The remarkable performance of both countries in the global marketplace is attributed to the efficient management and control of authorized figures who lead specified areas. With this fact, the concept of leadership – the act of leading – is not overlooked. Thus, this research predominantly attempts to provide theoretical distinction or comparison of the leadership style of both countries. According to  (2001), the notions and context about organizational leadership and management are frequently exported to different nations regardless of the values that these ideas have been developed.  Some authors agreed that while the emergence of leadership approaches is widely acceptable to be a common in different cultures, the manner that these styles have been operationalised are commonly observed as culturally specified.  There are some arguments that exist regarding the context of leadership styles across different cultures, especially in Western and Eastern setting. In order to determine the differences as well as similarities of Western and Eastern cultures, this study will be conducted with particular emphasis on newest developments on the subject. Therefore, the primary goal of this research undertaking is to compare the leadership styles of United States and Japan.   Research Aims and Objectives             The insights regarding the leadership styles used in different nations have been considered as one of the most important aspects in management. Because of the differences in cultures and aspects, most countries implement a distinctive and unique leadership styles. Thus, the main objective of this research study is to compare the leadership styles in two different nations, in particular the United States, which represents the West and Japan, which represents the East as well. Specifically, the study intends to accomplish the following deliberate objectives: Ø To conduct literature review on the basic context of leadership and leadership styles; Ø To provide background study regarding the leadership styles implemented in United States; Ø To provide background study regarding the leadership styles implemented in Japan; Ø To compare the leadership styles of United States and Japan; and Ø To analyze the applicability of identified leadership styles in the contemporary setting and instance.   Related Literature             The wide range of literatures related to leadership as well as business management, marketing plus various phenomena affecting its totality are extensive. Given with this fact, this chapter goes over the related literatures conducted on the area of study. By embarking on such pursuit, the research may be guided accordingly by firstly discovering where the research is coming from, what and how much have been studied regarding the topic and what it is yet to tackle. Besides providing background to the study, this section provides the necessary backbone and support in order for the research to stand credible.             By surveying the past publications and researches related to the study, a historical perspective may take place. The researcher also gained an idea on how such venture has been explored in the past.  In this manner, this study may be able to reflect, compare itself, learn from setbacks, and produce a stronger and more efficient study. The related literatures also provide the research a rich source of data, both new and old, that will enhance and enrich the study (and the direction it will plan to undertake) even more. References from this segment of the paper are a product of broad traditional and modern researching and information retrieval.     Definition of Leadership For decades, the issue on leadership has been undertaken in various studies and related discussion (1991; 1985; 1989; 1985; 1988). In fact, the study on leadership dates back in 1921 (1999). Basically, the term leadership comprises the capacity and talent to inspire and influence the thinking, attitudes, and behavior of other people. Among the many definition of leadership provided in worldwide publications,  (1997) is seemingly acceptable in the global setting. But then again, it is always recognized that the dynamic changes of the modern times influences almost all areas of living. So, the said definition may no longer appropriate in the line of thinking and in relation to the existing trends that continuously proliferates in the global marketplace.(2002) defined leadership as the process of inspiring other people to comprehend and agree on what needs to be done and how to accomplish them effectively. In addition, leadership is also defined as the process of facilitating collective and individual efforts to fulfill shared objectives.             Alternatively, (1992) stated the creation of culture is the main essence of leadership and that both culture and leadership are two sides of a single coin. Relating leadership to management, Schein believed that leaders tend to establish and change culture, while administrators and managers live within the culture. While related definitions differ from one another, the particular attributes speak of the essential role the leaders have to play in leading people and most importantly managing cultural diversity regardless of place and manner of application. Although this specification seems relatively simple, the reality of leadership and its related aspects is very complex. To coincide with the complexity of leadership process, an assortment of leadership styles is used by leaders in different settings and line of objectives. The leadership styles sometimes can make an organizational change be successful or be a total failure.             Leadership is an important aspect of management. As stated by a few authors ( 1993;  1992), management requires full leader participation and involvement instead of designating individual groups who will shoulder all the responsibilities. The involvement of leaders serves a number of purposes. For instance, this helps in preventing the resistance of employees to changes brought about by the implementation of quality systems. The enthusiasm and determination of the leaders to make the project work can positively influence other company staff. Leadership as administration is based on the ways that the cultures of the people are made and the ideas on how the companies are able to manage their human resources have helped with the ways that they can continue to improve not only with their services to their employers but also their services to the company (2001). Furthermore, this also helps in creating a sense of commitment and loyalty (1991).             The ever-changing trends in the business communities worldwide permit every organization to use the most suited leadership styles. In organizational setting, there are several leadership styles that are utilized by the every corporate personnel or authority (e.g. supervisor, manager, etc.). Leadership style is the pattern of behavior used by a leader in attempting to influence group members and make decision regarding the mission, strategy, and operations of group activities ( 2000). The presence of leadership in management is also one effective factor in addressing technical and non-technical issues regarding the workplace. It is important however that the appropriate leadership style is used. Truly, there are many types of leadership styles that can be utilized within an organization; however such styles are dependent to the strategic implementations of the organization’s mission and vision.   Types of Leadership Styles             The presence of leadership in management is also one effective factor in addressing organizational technical and non-technical issues (1998). It is important however that the appropriate leadership style is used. The following discussion is the styles in leadership that managers implement in the organization.   Transformational Leadership Style Historically, the concept of transformational leadership was introduced by James MacGregor Burns way back 1978 particularly on his treatment of political leadership (1998, 1990). At present, this leadership theory was used in various applications such as organizational psychology. Bass noted that transformational leadership is an expansion of transactional leadership. Transactional leadership emphasizes the transaction or exchange that takes place among leaders, colleagues, and followers (1998). This exchange is based on the leader discussing with others what is required and specifying the conditions and rewards these others will receive if they fulfill those requirements. In transformational leadership, strong personal identification of the leader is involved. Furthermore, the relationship in this leadership style is more than the fulfillment of self-interest or provision of rewards (Hater and Bass 1988). The transformational leadership approach consist four dimensions that serves as prime features: Charismatic Leadership (Idealized Influence, CL or IL), Inspirational Motivation (IL), Intellectual Stimulation (IS), and Individualized Consideration (IC) (1998). These are the components that bring out all potential applications and results of the approach when used.             In general, transformational leadership consists of a leader who inspires followers to share a communal vision, encourages people to achieve the vision, and provides necessary resources for the development of personal potential. A leader who uses this leadership paradigm serves as a role model, supports optimism, musters commitment, and focuses on the followers’ call for eventual growth (1996; 1988, 1994, 1994, 2002).   Transactional Leadership Style             Transactional leadership, the counterpart of the transformational style, is more on controlling people and giving out orders. This style has two main categories. One is called the management-by-exception where leaders tend to make use of their authority to reward or penalize people under them. Managers or leaders who use this category of transactional leadership tend to focus on asserting power, pointing out errors and disciplining subordinates with poor performance (1985). Contingent reward leadership is the other category of this leadership style. In this style, the focus is on the communication of work standards and the provision of rewards if these standards are followed. Leaders applying this style ensure that the subordinates know what is expected of them and the consequences should they fail to meet these expectations. Naturally, rewards are given for good performance while punishments are given for poor performance (1999). In general, the qualities of transformational leadership style are opposite to transactional style of leadership.   Servant Leadership Style Servant leadership is among the most popular leadership approach that was coined and defined by (1970). Originally, the attributes of servant leadership was rooted in the history thousand years ago, at least during the time of Jesus. The servant leadership most distinguished feature is the leader’s role as steward of the organization’s resources from human, finance, and others. It supports leaders to serve others while staying focused on achieving results in line with the values and integrity of the organization. Servant leadership possess six components namely valuing people, developing people, building community, displaying authenticity, providing leadership, and sharing leadership (1999). These elements of servant leadership indicate specific behaviors in terms of applicability. Generally, leaders who use the servant leadership approach are servants of its followers. Particular interests of followers are given attention before his/her self. Also, a servant leader centers personal progress and empowerment of supporters as well as facilitates the achievement of shared vision among people (2002;1999; 1998; 1977). Today, various critics of this leadership paradigm judge it as ‘yet another fad to line consultant’s pockets’ but its proponents justify such argument with the timeless applications and principles used by several successful organizations (e.g. businesses).   Other Types of Leadership Styles Aside from the three aforementioned leadership styles, there are other styles that are rooted on various political and social principles. Among them are: aristocratic (monarchy), autocratic/paternalistic (dictatorial), democratic or participative, laissez-faire, and/or combination of both. From the viewpoint of systems theory, leadership might be considered as a subsystem of systems administration. It could also be considered as a concept which becomes a part of the conceptual framework of administration theory. Leadership styles are definitely an important part of administrative theory. Traditionally, the dimensions of leadership theory have been two in number, authoritarian and democratic. A third has been called laissez-faire. Authoritarian leadership is that which is associated with the bureaucratic organizational structure. Authority comes downward from the leader. He initiates decisions. He is the super-ordinate and does not consult with the subordinates. The exact opposite dimension is the laissez-faire, or free-rein, type. This type is one in which the individual member is independent of the group and the leader. He makes his own decisions. He acts outside of the organizational structure. The most favored dimension for some administrators is democratic leadership. This type is seen in a participative type of organization. Authority stems from the group. Group members participate in the decision-making process. According to (1974), there are numerous types of leadership styles which have been implemented in various organizations. These leadership styles are summarizes as follows: (1) "authoritative (dominator)," (2) "persuasive (crowd arouser)," (3) "democratic (group developer)," (4) "intellectual (eminent man)," (5) "executive (administrator)," and (6) "representative (spokesman)." The first three styles are extreme in nature, the more modern type of leadership style being that of situational leadership contingency management. These styles of leadership are most likely applied in the known forms of governments around the world. Thus, discussion further may mislead the concept of leadership this research undertaking is trying to pursue.             The above discussions prove the variety of possible fields in the organization that each technique works. Individual level of significance, although, is defined. But with the presentation of facts and argument, it is safe to claim that the universality of the models is their common denominator. Several literatures probed the issue of universal application (2002; 2002; 2002). Similarly, the call for exceptional standards on ethics is common to both. In this aspect, the leadership strategies, styles and model that are successful apply in respective organizations are replicated and applied by other firms. In effect, the influence of the leader in global leadership transformation is included in the extensive responsibility they share to the international business setting. As leaders, they make international changes to which broad and multi-cultural entities respond to.   Leadership in United States             In the United             States, most scholars have been able to define the context of leadership by determining the function of leaders in a company and classifying leadership into various styles. For instance, the definition of American scholar (2002) describes the leadership style of the US. It is also noted as the process of assisting the subordinates and facilitating cumulative efforts to achieve a common goal. In the US, the leadership style that has been commonly described by most scholars is the participative type of leadership. Accordingly, the American leaders are able to use this style, specifically in making decisions.  (2001) emphasise 5 types of participation approaches, including the so-called quality circle, self-directed work teams, quality of work life program, scalon gain sharing plans and quality circle. These classifications have provided American organisations a model to encourage staff participation. In this research, the potentialities of the aforementioned leadership styles will also be probed. Leadership in Japan             Japan has been noted for being an innovative leader and participative leaders. In this country, most companies adhere to the transformational type of leadership. Transformational leaders motivate others to do more than they originally intended and often even more than they thought possible. Such leaders set more challenging expectations and typically achieve higher performances. Transformational leadership is an expansion of transactional leadership. Transactional leadership emphasizes the transaction or exchange that takes place among leaders, colleagues, and followers (1992). This exchange is based on the leader discussing with others what is required and specifying the conditions and rewards these others will receive if they fulfill the requirements. Accordingly, the leadership style used in Japan is noted to be effective. This is because Japanese leadership style has enable the organization to achieve higher levels of employee motivation, commitment, delegation in terms of decision making and intrinsic job satisfaction ( 1982 , 2006). In addition, authors like (1981 ,2006) also agreed that Japanese is known to be a collectivistic culture which means that industries would highlights collective decision making as well as accumulative obligation.  (1981) utilized a communicative concept to given meaning to Japanese leadership style. Herein, Japanese leaders have been able to act as efficient communicators in their respective companies. In addition, Japanese leaders make efforts in maintaining harmony in their companies.   Appropriateness of the Methodology             In order to complete the objectives of the study, the qualitative research approach will be applied. Qualitative research methods in comparison with quantitative research methods are more diverse. Myers (1997) stated that this kind of research process was “designed to help researchers understand people and the social and cultural contexts within which they live”. According to  (2000), the qualitative research approach is most appropriate when conducting descriptive and exploratory study in order to quantify data that seem immeasurable, such as feelings, beliefs, and thoughts. Meanwhile, qualitative research is defined by  (2003) as “a subjective approach which includes examining and reflecting on perceptions in order to gain an understanding of social and human activities” ().             In using the qualitative research approach, data is collected by such methods as watching, asking questions, and examining documents. The research variables, on the other hand, were first analyzed to provide descriptions of the factors that were relevant to the topic. The variables of the study were researched qualitatively whereas the data, situations, or facts collected were explained or correlated with other information. In sum, in this study qualitative research methods were used because the researcher attempted to construct theories that would explain the relationship of one variable to another. With this method, non-standard elements such as behavior, attitudes, opinions, and beliefs were analyzed.             Data analysis was done step by step. Every piece of information was read carefully, and the text was sub-divided into meaningful units. Information was condensed to formulate answers to the researcher’s questions. Once the data was collected and collated, the final task was the interpretation of the results. The study emphasizes that a great deal of caution was exercised in drawing conclusions from the data. Research using qualitative methods can be considered valid. In the broadest sense, validity addresses the quality of the data and the appropriateness of the methods used in carrying out the research. Although reliability and validity apply mostly to research results and conclusions, these issues were considered when the research was designed, (i.e. in the earliest stages of the process). The validity and reliability of the study, and the methodology used, were based on studies already published. Thus, it is recommended that further researches focusing in quantitative approaches are needed.             This methodology is considered appropriate in this research undertaking because it facilitates more open regulation and refinement of research ideas as the inquiry proceeds. Also, the researcher does not attempt to manipulate the research setting, as in an experimental study, but rather seeks to understand naturally occurring phenomena in their naturally occurring states. Inductive reasoning, as opposed to deductive reasoning, is common in qualitative research, along with content or holistic analysis in place of statistical analysis (1995). Lastly, the consideration of time constraint and other phenomenological advantages is among the most beneficial characteristics of this method.   Credit:ivythesis.typepad.com

COMPARISON OF LEADERSHIP STYLES OF UNITED STATES AND JAPAN

COMPARISON OF LEADERSHIP STYLES OF UNITED STATES AND JAPAN: A CASE STUDY Management is doing things right; leadership is doing...

Erikson’s theory of Psychosocial Development

Your group has been hired by an advertising firm that is developing a series of commercials for family-oriented products geared toward the entire family. They want to develop a series of commercials that will target family members at various life stages. Your group needs to thoroughly describe Erikson's theory of Psychosocial development. In your description of each stage, identify and analyze a television, movie, or literary character for each stage of the theory. The marketing firm will use this information as they develop commercials targeting each developmental stage. Finally, provide a review of three recent studies utilizing a theory of development. The advertising firm has requested that you submit a 4 to 5 page report summarizing your research in this area. Therefore, your group should submit one combined Word document that conforms to the following directions: ·                          Give a description of Erikson’s theory, including the stages of development using the criteria listed above. ·                          Identify a character at each stage. ·                          Choose three of the following studies found in the cybrary article search engine Psychology and Behavioral Sciences Collection. ·                          For each one you choose, describe the study and discuss how it supports or does not support the information you have written in your report about Erikson.  Specifically: o                                         Which particular aspects of the theory does the study examine? Do the experimental or discussion results strengthen or weaken the theory and you ideas?  Credit:ivythesis.typepad.com

Erikson’s theory of Psychosocial Development

Your group has been hired by an advertising firm that is developing a series of commercials for family-oriented products geared toward the...

OHS Risk Management System In Construction Industry

Training OHS   Introduction The construction company is place in which people’s health and safety are approaches at stake. These construction employees include architecture, construction workers and foremans and engineers who are working in the setting of construction wherein construction materials and hazardous work environment are obvious.  As part of the mandatory orientations of construction industries, the construction workers and other employees must have the proper training for occupational health and safety. The workplace learning in safety for the construction workers and to the advance staffs must be an ample activity for satisfying the regulatory needs that can to the subordinate in the related health and safety issues. Construction industry also need to provide the efficient training and information regarding the hazardous materials for the respective work areas in the construction sites. This training as well as information are covering for the categories of hazards and risks which are commonly  injuries at the workplace or even sickness due to lack of hygiene and sanitation at the workplace. Significance of Effective Training The training quality are the major reason thing that will point out for disseminating information for the trainees and the employees  that must reach this standard and for guaranteeing consistent initiation. The initial goal of the safety training is the recognition of the personal obligations of safety among all the employees.  There must also be obligations on the safety training and safety for the construction workers as well as the rest of the construction team.  This can also established the awareness of the trainees on the climate of health and safety and in return they will be cautious in all their actions (Wallace, 1995, 17). Consequently, for the safety training, some of the significance consists the teaching for the approaches so as to avoid any accidents in the construction sites. This also consists of the reduction of negligence for handling and operation in the construction sites. Aside from this, it can also alleviate the accidental rates as well as injuries. Showing the correct approaches for the operations is also part of the goals and purpose of the safety training. This also needs to increase the skills of the supervisors and workers and can meet the legal desires (Goetsch, 2008). For instance, Occupational Safety and Health Administration (OSAH), had been able to provide the leadership role for the development as well as promotion of the health and safety training with the aide of the workshops, seminars and conferences and presence which give emphasis on the topics which consists the security of homeland and ergonomics. Such educational centres are serving the public with the prevention as well as cautiousness of the unhealthful and unsafe working and specialise to the subject matter of to expertise that is the foundation of the needs of regional industry. This only shows that such industry y have the standard for the employer who is responsible for giving their staffs the trainings and information so that they will ensure that they are knowledgeable in the hazardous materials that are present in their work (US Department of Labor, 2008). For the Mine Safety and Health Administration (MSHA), the needed specific legal requirements in the specific operations of mining are highly depend on the product which is being mined. This has also the necessities  that the miners need to be trained and such training is compulsory. It is also significant to identify who will be the trainer as well as the subject areas that it covers. Such requires the certification which the trainees’ need to complete and keep the necessary and relevant aspects (Mine Safety Training Inc, 2008). OHS Training Program             The following training programme has been designed so as to promote the Occupational Health and Safety for the construction industry to ensure a safe and danger free working environment.     TABLE 1 OHS Training Program   	 			 			 			  			 			 			Training Course/ Days 			 			 			 			  			 			 			Goal and purpose 			 			 			 			  			 			 			Persons  Involve 		 			 			 			Day 1: 			 			  			 			 			Occupational Health 			 			 			  			 			 			and Safety Orientation 			 			 			  			 			 			and Briefing 			 			 			  			 			1. The 			main goal and purpose of this orientation is to let the involved 			person know the latest changes in OHS. 			 			2. to 			provide discuss different contemporary health and safety matters in 			construction industry 			 			  			 			 			  			 			  			 			 			Managers 			 			  			 			Project 			Team Leader 		 			 			  			 			 			Day 2: 			 			  			 			  			 			 			Course for OHS 			 			 			1. To 			give participants an overview of the concept of OHS and an in depth 			comprehension of risk management. 			 			2. This 			will include OHS legislation, risk management and assessment, 			different committees. Rules and regulations and strategies to 			effectively manage health and safety. 			 			 			  			 			 			Managers and Supervisors 			 			  			 			Office 			Technicians 			 			  			 			OHS 			Project members 		 			 			  			 			 			Day 3-8 			 			  			 			 			Approved OHS Course 			 			 			  			 			1. To 			give an in-depth comprehension about OHS legislation, risk 			management and control, incident investigation, health and safety 			committees and communication of health problems. 			 			2. This 			will also include practical workshops. 			 			  			 			 			 			Employees with significant health and safety responsibilities 			 			  			 			 			Managers and supervisors 		 			 			  			 			  			 			 			  			 			 			Day 9: 			 			  			 			 			OHS Information seminars 			 			 			1. To 			give the participants with information on development and changes to 			legislations and health and safety practices. 			 			2. To 			give the opportunity for participants to voice out their ideas and 			share their experiences regarding OHS management. 			 			3. This 			course will discuss new legislation codes of practice, approved OHS 			rules and procedures and the issues on OHS construction sites. 			 			 			  			 			OHS 			Project Team Members 			 			  			 			Health 			and Safety Representatives 			 			  			 			 			Managers 		 			 			 			  			 			 			Day 10: 			 			  			 			 			Identifying Risk management needs 			 			 			  			 			1. To 			provide the participants information about the risk management needs 			and identify such needs. 			 			 			  			 			Project 			Team Leaders 			 			  		 			 			  			 			 			Day 11-15 			 			  			 			 			Further training on OHS Concepts 			 			 			  			 			1. To 			let the participants be aware of other issues regarding OHS such as, 			handling office equipments, using fire extinguisher and other 			matters and First Aid training 			 			 			OHS 			Project Team Leaders and Members 			 			  			 			Health 			and Safety Representatives 			 			  		 			 			 			  			 			 			Day 16-20 			 			 			  			 			 			Develop a Mentoring Plan 			 			 			  			 			1. To 			be prepared in mentoring and coaching of the participants at all 			times. 			 			2.  To 			identify other significant issues and defined the responsibilities 			of all participants 			 			 			  			 			Project 			Team Leaders and Members 		   Identifying Risk Management Needs Planning of Occupational Health and Safety consists the identification of the hazardous elements that would threaten the assurance of a healthy as well as safe construction sites.  The following are the identified risks  which should be managed and controlled regarding OHS issues within the construction sites: 1.                      Written records of accidents in the past among employees of the construction industry. 2.                      Hazards from the use of heavy equipment for construction workers. 3.                      The risks of having emergency fires. 4.                      Health of the construction workers. (Including sickness or chemical allergies). 5.                      Hazards for the electricians and construction workers during working hours. 6.                      Other dangerous activities that would cause harmful effects to construction workers in the site. 7.                        After determining the hazards or needs that can cause negative or harmful effects on construction workers and the construction sites itself, the next step is to determine the person who will be involved in managing as well as controlling such risk that threatens the health and safeness of the construction sites. Hence, in this manner, the people who will be involved are the managers and the project team leaders and the members.  Upon knowing who will provide whole OHS risk management program, it is basically significant that the management should provide a mentoring or coaching plan to initiate the sad activity effectively and successfully.  Reference Goetsch. L., D.(2008). Occupational Safety and Health, for Technologists, Engineers, and Managers (5th ed.)  Pearson Education, Inc. New Jersey. MSHA Training 2008, Mines and Safety Training Inc., viewed December 3, 2009, http://www.mshahelp.com/msha-training/newindex.cfm?CFID=32471&CFTOKEN=93251846&jsessionid=f030fe9b35724fe197741a247a54b78583b3. National Research Council 1995, Prudent Practices in Laboratory: Handling and Disposal of Chemicals, National Academies Press, Washington. Training Requirements in OSHA Construction Industry Standards and Training Guideline 2008, US Department of Labor, viewed December 3, 2009, http://www.osha.gov/doc/outreachtraining/htmlfiles/osha2254.html. Wallace, I 1995, Developing Effective Safety Systems, Institution of Chemical Engineers, United Kingdom.   Credit:ivythesis.typepad.com

OHS Risk Management System In Construction Industry

Training OHS Introduction The construction company is place in which people’s health and safety are approaches at stake. These cons...

Business Skills Assignment

The Contents   1) introduce the organization (iMac) (100 words)   2) describe and analyse its current activities and performance: i.   The department of innovation ii.  Company history iii. Financial Performance iv. Marketing structure and performance (600 words)   2) conclude with a recommendation to invest or not based on the findings of your investigation.  Your recommendation should be clearly justified. (1000words)      i)The department of innovation No doubt, to attract investor to invest this company what they first consider is that how many benefits they can earn from the company. As known, products is the most important path of earnings in Apple Inc.   －short history of Apple company product   View the product growth history of Apple, following, the main products of Apple will be shown: －Apple introduced the Apple Macintosh family in 1984. －The iMac is a consumer desktop computer that was first introduced by Apple in 1998, －In 2001, Apple introduced the iPod digital music player －Mac mini is the company's consumer sub-desktop computer, introduced in January 2005 and designed to motivate Windows users to switch to the Macintosh platform －In January 2007, iPhone, a convergence of an Internet-enabled smartphone and video iPod   In those products, iMac and iPod is the most popular products. iMac, the translucent, jelly circle smooth fuselage of the computer redefined the outward appearance of personal computer, as a result, customers only depended on the surface and advertising , there were 15,000 customers booked iMac when it appeared, and in after of 3 years, iMac totally sold 5,000,000 units. Following, Apple Ltd continues to develop the next generation, the third generation of iMac.      －Innovations in 2007   At the Macworld Conference & Expo in January 2007, Steve Jobs (CEO of Apple) revealed the long anticipated iPhone. “iPhone combines three amazing products — a revolutionary mobile phone, a widescreen iPod with touch controls, and a breakthrough Internet communications device with desktop-class email, web browsing, maps, and searching — into one small and lightweight handheld device. iPhone also introduces an entirely new user interface based on a large multi-touch display and pioneering new software, letting you control everything with just your fingers. So it ushers in an era of software power and sophistication never before seen in a mobile device, completely redefining what you can do on a mobile phone. ” (2)   The iPhone's functions include those of a camera phone, a multimedia player, mobile telephone, and Internet services like e-mail, text messaging, web browsing and wireless connectivity. iPhone input is accomplished via touch screen with virtual keyboard and buttons.   “Jobs announced that the iPhone will first be available in June 2007 in the U.S., during the fourth quarter 2007 in Europe, and in 2008 for Asia.” It will be offered in two configurations with two different prices, based on a 2-year phone service contract: a 4 GB model for US 9 and an 8 GB model for 9 in U.S. Apple also announced that its goal is to capture 1% of the global mobile phone market, which would be approximately 10 million units being sold in the first full calendar year of iPhone availability. (3)   Apple not only has advantage in hardware, but also in software. There is a news that said Time Machine, Spaces, Plus Enhanced Mail & iChat Extend Apple’s Leadership in Software Innovation. Time Machine is a revolutionary way to protect a consumer’s digital life; it automatically backs up everything on the Mac to an external hard drive or Mac OS X Server. Spaces is an intuitive new way to group applications required for a given task into a “space,” then instantly switch between different spaces to bring up the specific applications required for that given task. iChat makes video chats more fun, puts images and videos in the background. And Leopard’s Mail includes breakthrough new features that have never been seen before in a Mail application. “Breakthrough features like Time Machine and Spaces are good examples of how Mac OS X leads the industry in operating system innovation,” said Steve Jobs, Apple’s CEO. “While Microsoft tries to copy the version of OS X we shipped a few years ago, we’re leaping ahead again with Leopard.” (4) －The future of Apple An embedded version of Mac OS X could conceivably show up on any kind of wireless handheld device in the future, providing the guts to drive whatever newfangled user interface Apple comes up with for a given market. A wireless phone may be only the first step of a longer-term strategic thrust into all manner of consumer. The development of technology also pushes the change of Apple product in the meantime. It can be seen in the past time, the Apple innovation always at the front of other companies. At the beginning, the company only produce computer, but extend MP3 players, and go toward a phone industry development not only control hardware, but also make an own software. For the investor, the Apple Company is worth paying attention to them, and also believes, Apple in 2007 in will be more glorious. ii) Company History Apple was found in 1976 by Steven Wozniak and Steven Jobs. And on April 1, 1976, Apple 1, the first Apple computer was born. And in 1977, Apple II, the first personal computer, was released, together with the introduction of Apple Disk II, received warm welcomed by the market. Until 1980, Apple became a "real company," With the several thousand employees, a number of more experienced mid-level managers and, more importantly, several new investors, who take seats on the board of directors. In 1981, March, Jobs soon became chairman of Apple computer. In order to made Apple would be a "grown-up" company, in early 1983, Jobs invited John Sculley, the president of Pepsi-Cola, as CEO of Apple. As Sculley did not know much about the computer industry, he and Jobs were at odds almost immediately. Which leaded Jobs resigned eventually, leaving Sculley as the head of Apple. However, in a battle with Microsoft's Bill Gates over the introduction of Windows 1.0, which had many similarities to the Mac GUI. Sculley made Apple effectively lost its exclusive rights to its interface design by signing a statement which announced that Microsoft would not use Mac technology in Windows 1.0, but which said nothing of future versions of Windows. Sculley began to lose interest in the day to day operations of Apple and In June of 1993, the Apple Board of Directors relieved Sculley of his position as CEO, putting Michael Spindler in the head chair. However, Spindler was the wrong man for the job and Apple posted a million loss for the quarter when Spindler in charge. In January 1996, Gil Amelio, the former president of National Semiconductor, replaced  Spindler as CEO. Although Amelio made a strong effort to bring Apple back to profitability and he even announced massively changes in the corporate structure of the company to make Apple more transparent to consumers, in early July 1997, Apple announced the resignation of Gil Amelio, following another multi-million dollar quarterly loss. In late December 1996, Steven Jobs would again be returning to the fold after Apple acquired NeXT. At that moment, Jobs was being referred to as "interim CEO”. Steve Jobs directed company involved into aggressive advertising campaign for upcoming new Macs and Rhapsody. He constructed an almost new Board of Directors, including Larry Ellison, CEO of Oracle. He also announced an alliance with Microsoft which allowed Microsoft and Apple would have a 5-year patent cross-license by exchanging for 0 million in Apple Stock. The alliance also made Microsoft agree to pay an unreleased sum of funds about it had stolen Apple's intellectual property in designing its Windows OS. Besides that, Microsoft also announced that Office '98 would be able to run on Mac soon. In 1997, Apple retrieved its Mac OS licenses from Power Computing, Motorola and IBM. On November 10, 1997, he introduced two ways of selling computers, either via web or phone. Besides that The Apple Store was the third-largest eCommerce site on the web within a week time. All of these new services and new innovated products contributed Apple had, for the first time in more than a year, had a profitable First Quarter- Million, In January, 1997. More importantly, in early May, Apple released iMac, which focused on low-end consumer with an affordable price. iMac became the best-selling computer and it drove company into a 5th consecutive profitable quarter, in January 1999. Based on the same principles, In July 1999, company successfully introduced the iBook which leads Apple’s stock raised in the high of 70s. With debuting “iTools” in January 2000, Apple's sales raised continually, as did the stock price, which had climbed to 130 by till March. At the same time, Steve became the permanent CEO of Apple. In May 2001, Apple began to exploited personal electronic devices in the face of massive slow down in the Technology industry, such as mp3 players, digital still and video cameras, and PDAs. In January 2003, Apple released iLife, a bundled software package that included iTunes, iPhoto, iMovie and iDVD, for . All of these would revitalize Apple's sales and guarantee continually development of company. The successful introduction of iPod, iPod mini, iShuffled, together with Apple released iTunes for Windows since 2003, Apple found itself in the position of having a monopoly for the first time in several decades. iii. Financial Performance First of all, financial ratio is an excellent approach to analysis the performance of IMAC. It is calculated based on the historical account data, therefore it can be reflected the past performance of the company. Investor is concerned to see the financial statement whether the profitability and the liquidity of IMAC are acceptable or not. In order to show the financial performance with sufficient evidence, I have obtained the financial statement of 2005 and 2006 from the IMAC website. Here are 3 months of the Income Statement and Balance Sheet of IMAC shown as follows. The ratio of Return On Capital Employed (ROCE) illustrates the profitability in relation to the size of the business and the measure of how effectively the managers of the business are using its capital employed in the business. The result of ROCE is 4.83% in 2005 and 7.44% in 2006. It shows that for every £100 million invested in IMAC in 2005 earned £4.83 million, a year later IMAC earned £7.44 million for every £100 million invested. However, IMAC is performing better than last year and 7.44% seems a reasonable return. The ratio of Gross Profit Margin is measured the profit made by buying and selling. The margin will vary from business to business. A business with the need for a rapid turnover in stock will generally have a lower margin than a business with a slower turnover of stock. The Gross profit margin of IMAC is 27.2% in 2005 and 31.2% in 2006. This shows that for every £100 million of sales, the margin was £27.2 million in 2005. It then improved to £31.2 million  in 2006. As a result, 31.2% seems an acceptable figure. However, this reflects the nature of IMAC, which is a service industry. The ratio of Net Profit Margin measures the profitability of IMAC after expenses. The result of Net Margin has shown a satisfy improvement, from 14.5% in 2005 to 20.4% in 2006. It illustrates a significant reduction on expenses and this appears to be a healthy return if you invest on IMAC. Current ratio measures the ability to cover current liabilities using current assets. The result shown that the current ratio is 2.27:1 in 2006 and 2.24:1 in 2005. The figure of 2.27:1 means that IMAC has £2.27 million to pay every £1 of current liabilities. However, both years have got sufficient resources to cover debts. Overall, the profitability and the liquidity of IMAC appear satisfactory. On the other hand, apart from seeing the profitability and the liquidity of IMAC, cash flow statement is an important feature to look at. Cash is more significant for business survival than profit. IMAC may not be able to meet its liabilities and to pay dividends without cash and hence lose the confidence of shareholders. In order to provide a fuller understanding of IMAC performance, there is a Cash Flow Statement illustrated as below. According to the Cash Flow Statement of IMAC, there are three activities should be concerned. It identifies clearly the transaction performance of IMAC. Cash generated by operating activities has an improvement in 2006. It increased from £283 to £1813. For cash generated by investing activities, IMAC has invested more in 2006 than 2005. Finally, the figure of cash generated by financing activities is decreased, from £283 million in 2005 to £188 million in 2006. However, cash and cash equivalents have improved from £4150 million to £7150 million. In, general, IMAC has more cash available for investing and paying the loans. IMAC has enough cash to invest and investigate more new products to customers. Recently, it launched new Ipod shuffles, which satisfy the customers needed.  Overall, the financial statement illustrates IMAC has a satisfaction profitability and liquidity. It also has sufficient cash for investing new product and greater development. That evidence leads us confidently to believe IMAC will continue to get a profit and it is worth to investment.   Credit:ivythesis.typepad.com

Business Skills Assignment

The Contents 1) introduce the organization (iMac) (100 words) 2) describe and analyse its current activities and performanc...