The Twentieth Century Cannibals And Kings ( 1977 ) By...

Introduction This essay will discuss two major anthropological works of the twentieth century; Cannibals and Kings (1977) by Marvin Harris and Coming of Age in Samoa (1928) by Margaret Mead. Each of these works were pioneering in their contribution to anthropology, and both have also been widely criticized. Margaret Mead (1901-1978) is widely regarded as one of the most renowned, and controversial, anthropologists of her time, and helped popularize the discipline, especially in the USA where she was born and worked (Geertz 1989: 329). She was a student of Franz Boas and his teachings of cultural relativism, and was also one of the pioneers of ethnographic fieldwork in the anthropology (ibid: 331). Also an American anthropologist, Marvin Harris (1927-2001) is considered one of the most prominent and innovative theorists in twentieth century anthropology, and his work also stimulated much controversy and discussion in anthropological circles (Margolis and Kottak 2003: 685). Both books will be disc ussed in terms of what theoretical perspectives the author utilized and how this affected the conclusions drawn in each work. The two approaches will then be compared and the benefits and disadvantages of each perspective will be evaluated. Cannibals and Kings Cannibals and Kings, addresses a broad range of subject matter and data but ultimately seeks to offer, â€Å"a more realistic account of cultural evolution†, than, â€Å"the old onwards-and-upwards Victorian view of progress† (Harris

Ford Motor Company With Insight Into The Organization...

Henry Ford was born in Michigan in 1863 and as a child, he demonstrated a fascination with mechanical devices (Pittinger, 2009). He acquired employment with the Edison Illuminating Company and became chief engineer. This provided him the opportunity to lay the foundation for the Model T motorcar (introduced in 1908) because he accomplished work on the petrol drive quadricycle prior to establishing the Ford Motor Company in 1903. During production, Ford saw a massive turnover rate, which he wished to reduce, therefore, implemented an unprecedented wage increase. Additionally, he revolutionized the production line process. Consequently, Ford became a leader throughout the automobile industry. This paper the focus will be on the Ford motor company with insight into the organization overview, management, and leadership to include vision and philosophy, main business activities, demographics, the number of employees, and sustainability. Organization Overview Basic Information Henry Ford established Ford Motor Company in 1903 and today employs approximately 187,000 employees with 62 plants worldwide (Ford, 2015). Additionally, Ford has 138,000 stockholders, 11,000 plus companies, suppliers, sold more than 6.3 million vehicles worldwide, and 11,980 dealers. Within the United States, approximately 28 percent of employees were a minority. This includes 23 percent of female employees with a worldwide rate of 18 percent in managerial positions. Furthermore, Ford’s board ofShow MoreRelatedMarketing Project : Ford Motor Company1489 Words   |  6 PagesThe Ford Motor Company enlivened an assembling transformation with its large scale manufacturing sequential construction systems in the early 1900 s. Ford is one of world s most surely understood car brands, consumer’s top choices were vehicles like the Ford Mustang, and F-Series tucks. Ford Co. is known as one of the biggest auto organizations on the planet. Company Description Ford works as an auto and portability organization around the world. Ford’s main core business incorporates Ford hasRead MoreSwot Analysis Of Bmw s Top 50 Socially Responsible Company1710 Words   |  7 Pages Executive Summary BMW is a leading company in the transportation and logistic industry. This report provides an analysis and evaluation of BMW Group s stakeholders, social responsibility activities and programs, ethics as well as their approach to globalization and sustainability. Based on our findings we have determined that BMW s position on Maclean s Top 50 Socially Responsible Company is justified as the analysis on our research affirms that BMW has taken initiative to implement corporateRead MoreDegree of Globalisation of Ford Motor Company3667 Words   |  15 Pagesdegree of globalisation of the automotive industry with special interest in Ford motor company. This analysis begins with an introduction to the automotive industry then it covers industrialisation of the automotive industry, also globalisation of the automotive industry and lastly global integration of the automotive industry. Secondly we focus more on a case study of ford motor company which covers a brief background of Ford, then i consider the challenges of competing globally and end with productRead MoreFig 5- Manufacturing Value Added And Employment As A Share Of The Total Us Economy1430 Words   |  6 Pagesmanufacturing remains a region of symbolic mechanical advancement, a large portion of the biggest US companies keep on moving their production offices abroad. This brings the concept of offshoring. Offshoring, otherwise called offshore outsourcing, is the term that came into utilization over 10 years back to portray a practice among organizations situated in the United States of contracting with organizations past U.S. fringes to perform administrations that would somehow or another have been given byRead MoreAutomotive Industry Analysis in the Us13024 Words   |  53 PagesMethodology: The report begins with a historical overview of the automotive industry. This is followed by an analysis of the industry s structural characteristics using Porter s 5 Forces Model as a framework, which provides an understanding of the automotive industry as a whole in its current state. Next, ten representative companies of varying sizes are analyzed and compared; the chosen companies and selection criteria follow. General Motors, Ford, and Toyota were chosen because they are the currentRead MoreExecutive Summary. . 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Strategic Group Analysis Read MoreInternational Business: Toyota3708 Words   |  15 PagesCompany Overview Company Name Toyota Motor Corporation Head Office Toyota, Aichi, Japan Established 1933 by Kiichiro Toyoda Chairman Fujio Cho President Katsuaki Watanabe Revenue USD$173 Billion (2005) Total Number of Employees 285,977 (March 2006) Subsidiaries Toyota Financial Services, Daihatsu Motor Co., Ltd., Hino Motors, Ltd., DENSO, Toyota Industries Industry Automobile manufacturing, Financial services, Biotechnology Products Toyota, Lexus and Scion Read MoreBusiness Case Study : Tata Motors3754 Words   |  16 Pages Tata Motors Limited is a major automobile company from the Tata Group of India; Tata is considering the ICON of India. Its Headquarters is in Mumbai, Maharashtra. In India it produce Passenger cars, Trucks, Vans. It’s the 17th largest motor vehicle company in the world according to its websites (http://www.tatamotors.com/ news accessed on 25th Nov 2014). In the last decade Tata Motors has taken over iconic brand of UK the Jaguar Land Rover, They also have been involved in other countries and has

The Rationale For The Choice Of Title Essay - 1667 Words

1.0 Title and the Rationale for the Choice of Title The title of this training program is â€Å"Say No to Sexual Harassment†. Sexual harassment means undesirable or unwelcome sexual conduct which makes people feel annoyed, embarrassed or scared (University of Minnesota 2015). Normally, female employees are most likely to be the pity victims of sexual harassment. However, male employees can be the victims too. Appendix 5 shows the snapshot of statistics about sexual harassment in the workplace. For most female today, it is important to get a job in order to be successful and independent women. It is a transformation from past decades. The amount of female employees in the workplace is getting more and more. In Malaysia, female employees consist of 38.60 % of total labor force in 2013. By comparing to 1990, involvement of women in the workplace has increased 1.1% (Trading Economics 2015). Appendix 6 shows the percentages of female workforce in the workplace in Malaysia in different years. Since involvement of women in the workplace is getting more and more, we believe that sexual harassment against female employees will increase. The aim of this training program is to help trainees understand sexual harassment more in the workplace. Sexual harassment is part of the sex discrimination (Australian Human Rights Commission 2015). Sexual harassment in the workplace becomes a common issue in this world. Therefore, sexual harassment training must give to allShow MoreRelated663352 inst Essay1515 Words   |  7 Pagesand ascertain the model of culture that is most appropriate for the selected international competitor. Provide a rationale for your response.  Ã‚   2. Recommend the type of economic system that best relates to each of the researched international competitors. 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I believe that the belief in a higher deity is a mechanism to add rationale to an irrational universe. (26) 3. There is no direct purpose for man on Earth, except to find one. To be purposeful in life, one must create a purposeRead MorePhysical Order Produces Healthy Choices, Generosity, And Conventionality, Whereas Disorder Produces Creativity Essay994 Words   |  4 PagesTitle of the reviewed article: Physical Order Produces Healthy Choices, Generosity, and Conventionality, Whereas Disorder Produces Creativity Reviewer’s name: Dolkira Alkisti 1. Summary The main aim of this study was to show that physical settings could have an impact on human behaviour and decision-making. More specifically, the authors hypothesized that orderly environments promote healthy food choices, generosity and convention, whilst disorderly settings foster creativity. In the three experiments

Sample of a Good Marketing Plan - 5685 Words

Thursday, 4th November 2010 ASSIGNMENT ------------------------------------------------- Marketing Plan BSBMKG514A Implement and Monitor Marketing activities BSBMKG507B Interpret market trends and Developments Compiled Produced By Bernadette Moawad, Marcus Hardy and Joel Dobbie. Contents Page 1 Executive summary page 3 2 Situation analysis page 4 3.1 Market summary page 4-5 3.2 Swot Analysis page 5 3.3 Strategies page 6 3.4 Tactics page 7-8 3 Marketing Strategies page 9 4.5 Mission page 9 4.6 Marketing Objectives page 9†¦show more content†¦3.2 SWOT ANALYSIS | POSITIVES | NEGATIVES | INTERNAL | Strengths * Good Return on investment * Have Great pricing strategies * Are constantly competing for the highest market share. * Just Built a factory in Soreno * Have the best quality and the newest model all the time * Highest Profit margin | Weaknesses * Not a Good enough return on investment * Not constantly the market leaders * Not having the highest improvement percentage * Losing Staff | EXTERNAL | Opportunities * To be the market leaders (no apparent market leader) * To have the highest market share * To make the most money in our factory as opposed to Company 2. * Technological advances * Training * Research and development | Threats * Company 2 have a factory * Company 2 are at rivalry with us for market share * Losing Staff * Other companies havin g a newer model then us! * Pricing Strategies * Promotion strategies | TROUBLE GROUP CEO: Bernadette Moawad ACCOUNTS: Raph PRODUCTION: Joel Dobie INVESTMENT: Marcus Hardy 2.3 Strategies Our 4 prime strategies relate directly to maintaining our status as a market leader and driving force for relative pricing and sales force management and application. 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Education Introduction to Educational Leadership and Administration

Question: What are the key differences between managing education as opposed to managing other forms of organisations? In responding to this question critically explore which ideas have been most important in challenging or confirming your conception of educational administration and leadership? What changes do you see as important in the practice of educational administration/leadership? How will you use the learning from this unit to inform your own management practices? Answer: Introduction Critics have identified that structural and organizational changes are significant characteristics which makes the educational institutions as learners community. Management is understood in different manner in different way, by different people at various times. The practical approach to meet the greatest flexibility assists in modifying more sustainability of educational traits and corporate culture. Management includes handling, control, being passive; organize, to change by manipulation and to perform for a principle (Bennett Savani, 2004). Corporate and academic factors are dissimilar in their approaches. Cognitive approaches to improve the areas are comprehensive in their approaches. Management is said to be an art. Management is performing organizational activities and works through people. It engages the use of different applications in public relations and human relations; sharing and assigning duties and responsibilities, also known as assignment of a power; communication that contains problem solving and decision making and change management (Booth, 2006). Management is also focused in setting up laws, theories, philosophy, practices, processes and principles that can be related in different circumstances including schools. As an association, management is regarding constructing formal structures and establishment depends on goals, targets, functions, tasks and objectives (Congdon, Baker Cheesman, 2013). For instance welfare and social organizations in government sectors can refer to health and education services, while the management associated with public security services can refer to military and police. Management can be performed by a group of people or an individual person. In a school a teacher can say that the school administration changed the time schedule during the midterm. This administration could be the principal alone, the senior staff or board of members of the school committee. These two sectors can also be compared in terms of management team (Booth, 2006). For instance with group of senior staff senior management group can be formed that is same as ministers cabinet for the government body. Attitudes, skills and knowledge in management are acquired through learning and from experiences also. Whatever the management it is, as a whole it is considered as a collection of procedures comprising action planning, problem solving and decision making. The procedures include resource management containing time, financial, human and material. These processes are mainly dealt by the managers. Educational development Academic administration is different from structure of organizational administrative structure. The accountability of academic administration is more consistent in comparison with academic level. Similarly, cultural steadiness and administrative culture within an organization are significant to introduce more dissemination in managing academic structure. Within an academic environment cleverness is the most important factor. But for an organization it appears to be pretty dissatisfying. Academic learning assists organizational improvement of an individual, having intense specification and variety it enters with an enormous variance and intensity for the further development of individual student. Academic sectors are likely to develop organizational basics for individual student. Entirely controlled approaches are most integral factor that assists in the improvement of more sophistication. Application of stability and durability of individual student within academic limits delivers in the cultural development and institutional pretense. Academic practicability of individual student is refined to improve the career of the students and shift them with the power of organizational characteristics. The strength of educational ingenuity of academic sector stands exactly incompatible. Ambiguity within the process leads to a wealthy generalization, which includes significant parameter. Managing educational boundary alternates in contrast with managing organizational stability. Educational management principles A principle is said to be a commonly accepted truth that is depend upon available instruction and experiences. The renowned philosopher Henri Fayol (1916) illustrated fourteen management principles in connection with human activities. These are work division, accountability, responsibility, authority, discipline, unity of control, harmony of trend, decentralization, centralization, scalar chain, personnel remuneration, equity, subjection of personal interest to general interest, steadiness of term of employers, pride feeling and shared loyalty divided by the personnel of a group and control span (Cracknell, 2012). Control span means the finest subordinate members notifying to same supervisor. The numbers can be between 5-8and single person cannot efficiently administer above this assumed limit and delegation is appropriate (Khandekar Sharma, 2005). These principles highlights that efficient organizational action is accomplished when the sources and individuals are given directions a nd synchronized. This entails purposeful action planned towards the accomplishment of policy objectives or specific goals. The specialization idea in both technical and management is widely supported (Routamaa, Hautala Tsutzuki, 2010). For instance in education, people have accountability to offer quality education for the students. The responsibilities at various stages as school head, teacher, education director and school inspector are certainly depend on the work division principles. Usual organizations have few aspects clearly understood and stated by the people, these are: organization name, symbol, logo, address, location, motto and trade mark; the vision and mission of the organization and their objectives, organizational functions, expected products and results. The term organization derives from organ, which are living things. Humans are made up of different organs. All these organs have their specific work to perform and to maintain the stability of the human system. Likewise, it can also be compared with the company or business organization. A strong society contains all its organizations performing with regard to each other. Societies construct organizations to perform particular work (Felin, Zenger Tomsik, 2009). Thus, an organization is a result of the work performed in a group, depending upon the allocation of responsibilities, duties and rights to accomplish particular goals. In case of educational management, it is significant that the head of the schools understand that schools or other educational institutions as organizations have specific purposes. What an organization is seemed to perform to accomplish the goals are the organizational functions. Personnel in different organizational levels have to accomplish the task. These du ties and responsibilities are performed from functions: the accountability includes broad job statement, while, tasks are the everyday responsibilities from respective accountabilities within the organization. If a school is compared with a hospital in terms of organizational management it is noticed that both these are service organizations though with various client groups. Schools or the educational organizations serve strong people to alter their behavior. Hospitals serve ill people to turn out to be healthy. Banks aspire to make profit as banks serve people (Bush, Bell Middlewood, 2010). Some commercial and private schools function like banks. Other individual educational management characteristics focus o the aims that is hard to characterize and the consequences are rather complicated to determine. While discussing with such issues it is good to mention that a difference is present between management and administration. People commonly use the term management to signify administration. Nevertheless, management within an organization includes designing, planning, monitoring activities, initiating actions and insisting consequences depend on allocated sources. It is policy control, m onitoring and policy making. Alternatively, administration includes policy, rules, regulation and procedure implementation as arranged by the management. Educational leadership Educational leadership is said to be the process of guiding and enlisting energies and talents of students, parents and teachers towards accomplishing general educational goals. The term education leadership is commonly applied synonymously with school leadership. Educational leadership illustrated on interdisciplinary literature, commonly but preferably differentiates itself through the focus on human development, epistemology and pedagogy (Bisschoff, 2005). In modern practice it uses from business and political science. Debates are present within these areas of concern. Different educational perspective and leadership theories have been explored and presented, for example: distributed leadership, instructional leadership, social justice leadership and transformational leadership (Caldwell, 2006). Researchers have illustrated how different actions and practices impact the achievement of the students, job satisfaction of the teachers and other factors associated with the improvement of the school. Furthermore, the researchers carry on with their investigation regarding the quality and methodology of main preparation programs. To understand and illustrate the deep concept of educational leadership standards, scientists Duignan and Hurley (2007) have structured a project for Australian teaching. Their aim was to recognize; critique and map Australian developments in the field of specialized school management standards (Duignan, 2012). They have applied procedures which comprised analysis and collection of pertinent telephone surveys, emails and documents along with face-to-face and telephonic interviews with state, territory and national representatives of systematic employing rights and personal associations. The results show that the leadership standards language is no longer applied by systematic employing rights or profession. The innovative language is that the leadership capabilities and leadership frameworks that are developmental in the orientation and philosophy. These researchers have suggested a national leadership structure which comprises the greatest leadership capabilities and structures and delivered guiding principles for the development (Haydon, 2007). The frame work included different factors: owned by and developed by profession: the structure should be developed for the profession and by the profession through methods which are collaborative and transparent; depend on professional agreement: such agreement should be developed for individual professional for leadership development. It need to be both practical and philosophical, making clear the beliefs, expectations, moral purposes, meaning and values for school leadership, in addition to assisting provide the profession a sense of purpose and identity. Much creative attempt has currently gone into the leadership framework development and abilities by the employing authorities and profession and this need to be admired by any kind of nationalized improvements in this field. The application of abilities in this type of structure need to be strongly supported as the majority of the structures assembled for the frame work comprises leadership potential. Leadership standards need to be informed by different related researches into the purpose, nature and concentrate on highly observed leadership in educational organizations (Dinham, Anderson, Caldwell Weldon, 2011). The practices associated with the improvement of educational leadership by concentrating on the learning of the students. The capacities and trained school leadership standards need to concentrate on developing the learning quality, leadership and teaching in educational organizations and in case of lack of these arrangements the development will be meaningless exercise (Booth, 2006). Equivalent improvements, for instance nationalized professional standards for highly developed teaching and nationalized curriculum should be considered and their inferences need to be evaluated when nationalized leadership standards are being developed and considered. It is significant to identify that key control challenges and educational contexts, p articularly that are associated with the requirements f the students are changing and dynamic. Hence, leadership standards should be referred as an effort in development. Leadership standards should offer main stakeholders and the community that the occupation is dedicated to elevated quality leadership in educational organizations and thus assist raise the expert image and credibility of the vocation at local, state and national levels. Decision making process Decision making process with the help of administration data application assists in healthy development of academic sector. Construction of enduring planning seems to be the most inherent factor that assists in improving the growth of academic sector. Administration takes the decision how to divide resources among different factors. Shaping the market direction and aiming to a classy goal occupies an organization to be constructed well within the market place. Managing academic process along with external factors is also significant that assists in the improvement of organizational strategy. It is considered as a basic factor that assists in the development of organizational collegiality. Aiming to the improvement of organizational strategies assists in improving the practical strategies also. It appears to be the extent that has been intrinsically nurtured and requires to be improving with strong superiority. Education and gender Another research paper by scientist Priola (2011) has illustrated the fact that gender is associated in academic circles and how gender factor is built up in academia (Priola, 2007). The gender relation construction in a particular institution was a special interest for Priola, this is because the greater part of the managerial roles were absorbed by female candidates. To obtain a credible result, the scientist has interviewed all women academic managers, for example: department heads, associate deans and deans along with male academics. The construction process of gender associations is analyzed through evaluation of the inconsistency between masculine practice of higher education institution and women managers supremacy in the particular organization (Dinham, Anderson, Caldwell Weldon, 2011). It is also recommended that the statistical dominance of female managers may generate stresses between individual identities as female and the managerial identities, because of the masculine practice predominance and values in the organization. Furthermore, it is also come out that the continuance of practices and masculine ideals is associated with deemphasizing the accomplishments of the women. The proportion of female in administrative roles, especially at idle and lower level, may augment but it does not essentially find out a modification within institutional practices. The creation of the identities of the employees and the working practices are controlled by the leading culture. The educational career demonstrated opposition to the alterations in culture and the state of women in educational institutions is one of the major proofs of this. Scientist Miller (1995) has suggested that the most understandable management feature of the universities is not merely the male dominance but also the supremacy of manly styles. Reproducing the statistical male dominance of males are masculine conversations, practices and imageries which often encompasses the administrative function and their perceptions. Likewise, scientist Spurling has commented that well-known educational meetings give rise to the imbalance in gender in support of male criteria and experiences in the program, in staffing and working (Meyer, 2002). The gender aspect of managerial life brings about the evaluations of fit that are depend on men rather than women profiles, with depressing outcomes of womens opinion regarding their suitability for administrative positions. Inclusion and shared values A paper by the scientist Strike (1997) has elaborated the pressure between inclusion and shared values and also searched for an answer whether schools can be communities. The researcher considers a vital problem related with school communities, the pressure between inclusion and shared values which are constitutive to act as community basis and principles of moderate inclusiveness. Democracy, caring and comprehensive set of guidelines are the three important factors for the school community values (Strike, 1999). The scientist concluded that if value is constitutive then this cannot be reliable with moderate inclusiveness. The scientist suggested a central ground depend upon variations of these assessments, which are vague, thick and more liberty of organization in the public school structure around these assessments. Education marginalism Critics have also explored the innovative managerialism in the management of education and enquired whether this approach is organizational learning or corporatization. During the year 1990, many educational organizations had started to point out conventional form of instructive governance and accepted the practice sand forms applied in corporate and private management. Nevertheless, the implementation of these alterations is contested (Jaros, 2014). The supporters of the innovative education marginalism argue that the methods associated with decision making are important to answer the needs of an altered circumstance with noticeably augmented extents of improbability in an information dependant society. The challengers see this innovative merginalism in terms of commercial corporatism going through consecrated limitations of non-market organizations. It is also argued that the current alterations in academic management are understood in a better way as cases of managerial learning i n reaction to the confines of technical association in unstable circumstances. The mutual values, which educational organizations are being advised to accept, frequently by the trustees that come by them pretty naturally, frequently fit awkwardly into the academic environment. The customs of the conservatory powerfully favor heterodoxy, creativity and individuality. The autonomy of achievement is extremely valued. Responsibility is observed as less significant than autonomy. The beginning of norms which illustrates hierarchy, discipline and team loyalty is complicated not because these do not have meaningful standards but because these values are supposed as unimportant for teaching or scholarship (Drysdale Gurr, 2011). They can construct a harsh kind of confusion. It is said that language is the main learning medium within the organization culture. As the language applied by the employees of the organization augments in specificity and variety, their capacity to identify, distinguish and label increases together with the flexibility of framing. If complicated organizations leaders in the present day fail to afford to anticipate random appealing transformation, their single alternative is to generate integral mechanisms of modernization (Campbell-Evans, Gray Leggett, 2014). This requires balance between culture and structure, institution and organization, loose and tight coupling. Organizational improvement relies on the capacity to direct and steer while setting free the creative energies of every individuals. The introduction of strategic management in education As knowledge demanding services and products represent an augmenting share of financial growth, a states education and training system supposes a vital role in its nationalized innovation system. While education should continue to create learning and scholarship in the areas of the traditional strengths for example: pure science, humanities, it is becoming more directly pertinent than before (Congdon, Baker Cheesman, 2013). The writer Balderston has explained that the conventional leisurely progression for new knowledge creation was delivering approach to a compressed series where routes between the stages was lost or blurred. Balderston also expressed that innovative research might be gradually more prompted by realistic complications necessitating interdisciplinary cooperation. Economists have indicated that the higher education can produce constructive externalities, which make this an economic engine and societal growth through the function in business research, software enginee ring and education (Lynn Boscardin Jacobson, 1997). This can also produce the improvement of innovative legalized instruments which offer better motivations to innovation and essentially formation of minds are capable to work together in the discovery and creation of original knowledge in all areas of society. Education may take a higher place on any political agenda and that can vary country wise. As for example, it can be said that education takes a higher place on a political agenda in England. However, the governments public statement have done very little to elevate teachers spirits during the phase while applications for retirement are going up and employment to occupation is falling. In this context different arguments are present. The present dissatisfaction has various reasons. These are: the failure to understand the teachers psychology by the ministers and the teachers unwillingness to increase above the historical disparities and come together in sole structure. To accomplish the goal of raining standards of the teachers there is a vital requirement to develop association among those people who are charged by electorate to offer political control in education and those people whose function is to execute policies and without whose support the inspirational leadership will come to a no. Application of learning to inform self management practices With the apparent belief that management and leadership matters, many factors are present that people yet do not clearly understand regarding efficient educational leadership. On the other hand, the understanding depend on leadership is continuously growing. In this certainty, this article has nicely presented a prcis and well documented understandings regarding management and leadership in schools and other organizational levels. This understanding can be applied with self-assurance to direct the practices associated with leadership, reach and policy (Dinham, Anderson, Caldwell Weldon, 2011). This can assist address concerns regarding the leaders of the school and their performance and preparation. This also offers a well structured starting point for discussion with different audiences regarding the prospect of leadership associated with academia and other organizational aspects. When I was doing my bachelors degree, I was unaware of the administrative factors. This is because in high school I have never understood well what exactly administration means. But as I have started learning different subjects and I have started interacting with different professors and started getting what actually it means by educational management practices. I have started focusing on it since I have got interest in this administrative matter. Leadership qualities are the most significant factors, which according to me is an immensely supportive component for the improvement of my inherent qualities. I have joined as a senior academic coordinator and managed different tasks in the administrative section. These experiences have guided me to understand additional management related approaches. Administrative attributes and application of management skills are the most significant factors, which assisted me to improve my management and administrative capabilities. I have also unders tood that this should be applied within organizational boundary. The knowledge about administration and management that I have obtained from my working sector are the definite approaches that assist me to initiate my management qualities. The planning approaches are in fact fundamental that gives me strength and knowledge to develop my working capacity. Conclusion The leaders should direct their students and subordinated through opportunities created by progressively more complicated environment. Achievement benchmarks, curriculum standards and pragmatic needs and other associated policy instructions from different sources produce unpredictable and complex needs for schools and other organizations. In case of schools, principals should respond to the increasing variety in the characteristics of the students, comprising immigration status, cultural background, mental and physical disabilities, income disparities and differences in learning capabilities (Congdon, Baker Cheesman, 2013). The leaders should manage fresh collaborations along with other societal agencies which serve the students and other employees in the context of organizations. Quick improvements in technologies for communication and teaching need adjustments in internal functions. Therefore, it can be accepted as few conditions, which make schooling and other organizational aspe cts more demanding and management more crucial. References Bennett, R., Savani, S. (2004). Managing conflict between marketing and other functions within charitable organisations.Leadership Org Development J,25(2), 180-200. doi:10.1108/1437730410521840 Bisschoff, T. (2005). Book Review: Developing Educational Leadership.Educational Management Administration Leadership,33(4), 487-488. doi:10.1177/1741143205057583 Booth, C. (2006). Management and organizational history: Prospects.Management Organizational History,1(1), 5-30. doi:10.1177/1744935906060627 Bush, T., Bell, L., Middlewood, D. (2010).The principles of educational leadership and management. Los Angeles: SAGE. Caldwell, B. (2006).Re-imagining educational leadership. London: Sage Publications. Campbell-Evans, G., Gray, J., Leggett, B. (2014). Adaptive leadership in school boards in Australia: an emergent model.School Leadership Management, 1-15. doi:10.1080/13632434.2014.938038 Congdon, G., Baker, T., Cheesman, A. (2013). Enhancing the strategic management of practice learning through the introduction of the role of Learning Environment Manager.Nurse Education In Practice,13(2), 137-141. doi:10.1016/j.nepr.2012.08.005 Cracknell, D. (2012). Book Review: Profound Improvement: Building Learning-Community Capacity on Living-System Principles.Educational Management Administration Leadership,40(3), 413-415. doi:10.1177/1741143212438799 Dinham, S., Anderson, M., Caldwell, B., Weldon, P. (2011). Breakthroughs in school leadership development in Australia.School Leadership Management,31(2), 139-154. doi:10.1080/13632434.2011.560602 Drysdale, L., Gurr, D. (2011). Theory and practice of successful school leadership in Australia.School Leadership Management,31(4), 355-368. doi:10.1080/13632434.2011.606273 Duignan, P. (2012).Educational leadership. Cambridge: Cambridge University Press. Felin, T., Zenger, T., Tomsik, J. (2009). The knowledge economy: emerging organizational forms, missing microfoundations, and key considerations for managing human capital.Human Resource Management,48(4), 555-570. doi:10.1002/hrm.20299 Haydon, G. (2007).Values for educational leadership. Los Angeles: SAGE Publications. Jaros, S. (2014). Book review: Managerialism: A critique of an ideology.Management Learning,45(2), 238-242. doi:10.1177/1350507614524414 Khandekar, A., Sharma, A. (2005). Managing human resource capabilities for sustainable competitive advantage.Education + Training,47(8/9), 628-639. doi:10.1108/00400910510633161 Lynn Boscardin, M., Jacobson, S. (1997). The inclusive school.Journal Of Educational Admin,35(5), 466-476. doi:10.1108/09578239710184600 Meyer, H. (2002). The new managerialism in education management: corporatization or organizational learning?.Journal Of Educational Admin,40(6), 534-551. doi:10.1108/09578230210446027 Priola, V. (2007). Being female doing gender. Narratives of women in education management.Gender And Education,19(1), 21-40. doi:10.1080/09540250601087728 Routamaa, V., Hautala, T., Tsutzuki, Y. (2010). Managing intercultural differences: the relationships between cultures, values and personality.International Journal Of Society Systems Science,2(3), 269. doi:10.1504/ijsss.2010.033494 Strike, K. (1999). Can Schools be Communities? 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Management Research Marks And Spencer Essay Example For Students

Management Research Marks And Spencer Essay ManagementPast StructureMarks and Spencer used to be structured under a Functional or U-Form design which works by breaking the company into departments like operations, marketing, finance, human resources, and research and development. This design works well with smaller companies but with bigger companies there is too much information for the top manager to handle and deal with. This is exactly what happened to Marks and Spencer. In 1991, Sir Richard Greenbury took over Marks and Spencer for seven years and structured the company to fit the Functional design. He made the company very aristocratic and rigid where by â€Å"Head office knows best† (The Economist). This created an atmosphere where by the company focused on their products instead of focusing on their customers. Although Marks and Spencer grew and made huge profits within this time, in 1998 their profits fell very quickly and sharply. Marks and Spencer closed a chain of stores which they owned in Canada and rumours were spreading that they would also close two chains of stores which they owned in the United States. The combination of Marks and Spencer’s quick expansions and the aristocratic rule had definite visible implications on Marks and Spencer’s well-being. The combination of Marks and Spencer’s aristocratic rule and structure just couldn’t handle everything that was going on. Another one of Marks and Spencer’s weaknesses stemmed from their heavy reliance on inside promotions. The company would hire college students and have them work their way up the ladder. Very rarely did the company hire outside candidate for senior positions. This prevented outside innovations from coming into the organisation. Reformed StructureIn 1998 Marks and Spencer needed to do something drastic because it was losing out on its market share and their reputation was going down the tubes. The company decided it was time to restructure. The new structure of Marks and Spencer would be more like the Conglomerate or H-Form design. In this design the organisation is set up basically as a holding company comprised of unrelated products. The new Marks and Spencer would have seven different business units: women’s swear, men’s wear, lingerie, children’s wear, food, beauty, and home. This would allow the company to create a more flexible structure which could respond to the fast changing environment. This flexible structure would give autonomy to individual business units helping them tailor to their customers better. Marks and Spencer would no longer operate under the â€Å"head office knows best† principle and would give the customers what they really wanted. Another change was also made in the management of the company. At first, Peter Salsbury took over Marks and Spencer after Sir Richard Greensbury resigned and currently Luc Vandevelde heads the company. The company’s head management is running under a short term strategy in order to find someone who can lift Marks and Spencer out the hole. Luc Vandevelde came to the company in May 2000 and will stay on for a year unless he can turn the profits around. To help him out, Roger Holmes, an expert in profit turnaround and customer-focused organisational change, will also join Marks and Spencer in January of 2001 as executive director. The only problem facing the two is that neither have much experience in retailing food or clothing so if they can’t turn profits around, the company board will look to acquire a top level manager from Wal-Mart, the worlds largest retailer.Business Essays