I will pay for the following essay Operations Management wk5. The essay is to be 2 pages with three to five sources, with in-text citations and a reference page.

On the other hand, in the stable workforce strategy, the output is varied by changing the work hours through flexible work arrangements. In the level strategy, a stable workforce which works at a constant output rate is maintained. According to Chase, et al. the “shortages and surpluses are absorbed by fluctuating inventory levels, order backlogs, and lost sales” (2005).Since production planning strategies involve demand forecasting, production planning and work scheduling, an activity where it can be applicable is in buying groceries. One must have an idea of his needs either for the week or month, depending on how often one goes to the grocery. He has to know his level of consumption of grocery items for a certain period of time to ascertain how many of such items he will buy.

My organization is a T-shirt manufacturing firm. The material requirements planning systems (MRPs) are used in our organization. First, we get orders from customers and forward these data to the production department. The production department then comes up with a production schedule to meet delivery requirements. The purchasing department is also furnished a copy of the data on the orders to determine the amount of raw materials to order. The company has a bill of materials on hand which gives information on the amount of materials needed to produce the goods ordered. My company also makes use of an inventory record file which is always kept updated

An advantage of the MRP is that the company is able to closely monitor and manage its inventory of raw materials and finished goods. The bill of materials makes it easier to specify the amount of raw materials needed to complete the orders. The major drawback of the MRP is that it requires accurate data. Another disadvantage of the MRP is that it only considers the materials and not the production capacity nor the conditions in the work area.

An interesting fact on MRP that can be mentioned is that one is able to

 

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I will pay for the following essay Organisational Change in the Oticon. The essay is to be 7 pages with three to five sources, with in-text citations and a reference page.

The above issues regarding creativity appear in all aspects of life including business activities. In the case of Oticon, creativity has been expressed mostly through the initiatives taken by its president, Lars Kolind, who managed to apply an innovative strategy of change in all the company’s sectors within the 10 years that remained in the firm’s presidency. The whole creative management response of Kolind regarding Oticon is presented in Appendix Ia where the most important strategic decisions of Kolind had been summarized in order to create an ‘alternative Creative Management Response Model’ as presented in Appendix I. As shown in Appendix Ia, the main characteristics of change management applied by Kolind were the redefinition of the company’s vision, the creation of the project-based scheme of operation, the enhancement of the trust towards the employees, the development of technology used in all corporate sectors (from the administration department to the production area) and the set of short-term goals rather than the long term plans which were proved to be inadequate for the company’s development in the modern commercial area. On the other hand, the reduction in the number of employees as taken place in the initial phase of change (in fact in the first two years of Kolind’s presidency) was only temporary and the restructuring of the company’s administration, as well as the reassignment of activities, led to the development of company’s performance on a continuous basis. Towards this direction, the enhancement of communication in the internal environment, as well as the promotion of the team work (through the cooperation of groups on a specific project), also supported the effectiveness of the strategy of change applied by Kolind. Every form of metaphor has its particular role in the business strategy (in accordance with the targets set by the organization’s leader) and it can be used along with other tools of strategic management in order to lead to specific results.

 

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I will pay for the following essay Organisations need strong culture. Consider this statementin relation to how we understand and makesense of culture in the post-bureaucratic era. The essay is to be 5 pages with three to five sources, with in-text citations and a reference page.

The aim of this paper is to explain the mainstream approach to organization culture. Here the managers always work to maintain right values, ethics, code of conduct and norms. Culture is the top priority for organizations where culture management, ensuring employees to follow the organization’s culture leading to organizational success.

Values, norms and ethics vary among organizations when organizations are treated as different states. All of these organizations have different value sets and norms leading to differing systems and structures (Brewis, 2007). Culture, therefore, provides a common sense to the organization that enables the human resource to delineate ways to how to act and when and where to act. Organizational culture is responsible for bringing an organization to life as all the strategies, policies, regulations must be synchronized with the culture and the employees and managers (the alive participants) of the organization keeps the culture alive by following it.

Organizational culture is therefore written and stored in the form of job descriptions, procedures, strategies etc. But if there arises a conflict between the documented and the practiced norms, values, and beliefs practiced within an organization, serious conflicts may occur leading to disastrous effects. The people will drift away from the formal rules at workplace.

Organizational culture comprises of values and sets of beliefs that directly and predominantly originate from people’s minds identified as cultural artefacts (Brewis, 2007). Cultural artefacts are somewhat tangible and more material embodiment of organizational culture consisting of:

According to Schein, among the three levels of culture, artefacts forms the tip of the iceberg, that is the visible part keeping hence, the two other parts way behind and hidden beneath. Values refer to answering questions such as what we are

 

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I will pay for the following essay Organizational Behavior Concepts in any Organization. The essay is to be 8 pages with three to five sources, with in-text citations and a reference page.

Through decision making, ideas and procedures are developed, which culminate in to events and eventually give results.

From the results, more ideas are developed for more procedures, making the process an endless circle. This is the process that generates change within an organization, to give rise to the organizational culture. However, in some instances, this process may not generate the desired change. There are times when the results culminate in events which are disastrous. This necessitates careful observation and supervision of the processes which are routine in the organization in order to avoid unwarranted circumstances. In order to achieve this, prudent human resource practices need to be employed in decision making. This essay is a critical evaluation of organizational behavior concepts. Starbucks is the organization that has been used to illustrate these concepts. Aspects such as decision making, culture and human resources practices have been discussed.

Decision making is a psychological process that culminates in the choice of a particular course of action amid many other alternatives. Innovativeness in organizations is usually realized after un1dergoing the decision making process, which involves need identification, search for possible sources o1f relevant information, evaluation of the information acquired and eventually undertaking a particular action. The outcome is psychological in the sense that decisions are not tangible, but from the ensuing behavior, one can easily tell that a certain decision has been made (Belk, and Askegaard, 2003 p.80). Organizational decision making takes place at different levels. Most of the crucial organizational decisions entail distribution of limited resources in the various departments or segments. They are significant in the identification of the most appropriate way to share resources.

In Starbucks, it has

 

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I will pay for the following essay Organizational Culture and Organizational Citizenship. The essay is to be 1 pages with three to five sources, with in-text citations and a reference page.

The final results were based on 344 returned and fully completed questionnaires. The methodology involved the use of mean, intercorrelations and standard deviation.The results discovered by the researchers suggested that there was high interdependence between organizational citizenship and organizational culture in all three sectors with the highest correlation in manufacturing sector. This is because job security, standardized pay and equal opportunity were common to manufacturing sector. Conformity to culture was high in all firms. It was concluded that even if individual employees maybe predisposed to being loyal citizens of the organizations the absence of a favorable organizational culture can throttle this predisposition. This research article has several limitations. The size of the sample is inadequate and the organizations studied belong to particular locations. hence, it would not be appropriate to generalize the relationship across all organizations in all sectors due to diversity within the nation (Mohanty & Rath, 2012). Furthermore, it is highly likely that personal bias distorted accurate responses, especially since the participants were employees who were actively employed with the organizations. My learning from this article was that heavy investments in a qualified labor force are futile unless organizations invest in tacit aspects such as a favorable organizational culture. Only favorable cultures enable organizations to hold onto their valuable employees.

 

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