Monday, January 27, 2020
The case study of Toyota
The case study of Toyota Through the case study of Toyota we shall understand the concept of operations management better and comprehensively. Before analyzing the operations of Toyota let us know more about the company. Toyota Motor Corporation is Japans leading carmaker. The company has international existence in more than 170 countries across the globe. It manufactures a variety of automobiles including cars, pickups, minivans and SUVs including models such as Camry, Corolla, 4Runner, Land Cruiser, Sienna, the luxury Lexus line, and full-sized pickup trucks. It has enormous financial potency, a sales turnover of 131,511 million for 1997 and sales growth of 29.3%. It is the second largest car maker in the world, following General Motors. Some of the key points of its success include: Successful Brand: Toyota has gradually developed into a trusted brand based on quality, first-class performance and for being eco-friendly. (Lysons Farrington 2005) Innovation Toyota is at the front position of car manufacturing innovation. It was the earliest car maker to embrace lean manufacturing (called Toyota Production System) which is a quicker, more competent process which leads to a lesser amount of waste compared to the conventional batch and queue technique of manufacturing. It in addition applied JIT (Just in Time manufacturing) and smart automation. Product Development Answer to the achievement in the car market is latest models which encourage demand and loyalty to the Toyota brand. Toyota has status for producing cars which are greener, more fuel proficient, and of first-class performance. Toyota has sought after to meet government necessities like reducing the impact on the atmosphere, economic changes including prices of fuel oil persisting to increase by developing of hybrid fuels. Toyota was the earliest car maker to promote hybrid (gas and electric) fuel, with the commencement of Prius model, earlier than its rivals. It effectively entered markets and penetrated them with both manufacturing and sales subsidiaries. Toyota easily gained first mover advantages by existence in internationally strategic markets (Asia, Europe, US) first, whereas its closest opponent (Ford, GM) gained grip in only 2 of (US and Europe). Toyota is well positioned to take lead of the development in South East Asian markets of China and India. Toyota has stimulated to a worldwide manufacturing model. Car manufacturing sites are costly, requiring high fixed cost investment. Toyota has moved its manufacturing site to where factor costs are lesser (with no comprising on quality) and currently manufactures diverse parts of the car and carries out assembly in diverse locations around the globe It has been mainly flourishing at gaining cost efficiencies and compared to the manufacture and assembly of cars in single location.(Management of technology and innovation in Japan, By Cornelius Herstatt, Hugo Tschirky, Christoph Stockstrom ) Major challenges and future outlook for the company: Car manufacturers are constantly facing increasing political and consumer group demands to manufacture cars that are more fuel-efficient and decrease emissions. Saturation, over supply in the developed world, has led producers to look to China, India and up-and-coming markets where population, income and demand is mounting. However, these countries have national brands which are increasing in reputation. Oil prices upsetting the price of fuel. Consumers handling of cars are declining. Faced with increased operation costs, consumers are reported to be using their vehicles less to bank on household costs. Governments across Europe are encouraging car-share and substitute forms of transportation. These factors are disturbing the demand for latest cars. Varying demographics: The size of families has been declining. This has condensed the demand for bigger cars, and an upswing in demand for fuel proficient smaller cars. After understanding about the company along with its problems and solutions we shall study in detail about the operations management of Toyota Motor Corporation. As we are already aware that automobile industry is huge and is popularly split into two categories namely, commercial vehicles and cars. Even as General Motors is the worlds largest automobile producer, the situation of car market is rather different due to sudden changes stimulated by Japanese counterpart Toyota racing ahead. Recently, Toyota has gained worlds leading car manufacturer label having about 17% market share, followed by GM and Ford who have approximately 15 and 12 per cent market share, respectively. (Toyota Culture, By Liker ) Processes under consideration for Toyota Motor Corporation                Operations are the second pillar supporting production activities. As already studied above, operations are associated to the flow of equipment and operators. Improvements in operations management has been long emphasized in the Toyota production system. Operations have three fundamental components preparation and after-adjustment, principal operations and marginal allowances. (Shingo Dillon 1989)                These are known as setup change operations which generally take place before and after the production of every lot. They are considered useful operations in the company. Earlier majority of the production took place in large lots because setup changeovers took a lot of time. Under those situations, producing in larger lots resulted in lower labor costs however it also caused an undesirable upscale in in-process stock. SMED setups The fundamental assumption behind the economic lot size, although is the sudden reductions in changeover is quite impractical and impossible. The development of SMED setups has led to the collapse of this assumption and the requirement for such economic lots to disappear. Making use of SMED to reduce setup times is usually regarded as a means to enhance the operating rates of machines without any doubt. It must not be forgotten, that greater profits are gained by application of SMED to process enhancements like using smaller lot production to eliminate stocks or getting rid of finished product inventories through the usage of rapid changeovers for order-based production. The second element of operational improvement understands of the concept of standard operations. In this section of our paper we shall completely explore this concept existing within the Toyota production system and its three temporal aspects.( Just-in-time for operators, By Prod Press, Productivity Press Development Team) Standard operations and the Toyota production system                Standard worksheets and the data contained in them are essential aspects of the Toyota production system. For any production personnel to be able to write a standard work sheet that is understandable by other workers, requires being self convinced by its importance. The company has eliminated waste by analyzing available resources, improving machining processes, installing autonomous systems, improvising tools and optimizing the quantity of materials available at hand. At the same time high production efficiency should also be maintained by putting an end to recurrence of defective products, operational mistakes and accidents and by encouraging workers to present their ideas.                By maintaining a standard work sheet efficiently Toyota to a great extent could keep a track on its production system and was able to eliminate any type of wastages or obstructions. A standard work sheet competently combines materials, workers and machines to manufacture effectively. In Toyota, this process is known as work combination which is a result of standard work procedure. The list clearly enlists three aspects of the standard work procedure as: Cycle Time Work Sequence Standard Inventory                Cycle time is the time which is allotted to manufacture one piece or unit. This is determined by the production quantity, which means the quantity required and the operating time. Quantity required per day can be calculated by quantity required in a month divided by the months number of operating days. In majority of the cases, delay takes place due to the differences in the operator motion and sequence. The job of the field supervisor, section chief is to effectively train workers which is possible through clear instruction sequence. Standard inventory refers to the minimum intra-process work-in-progress required for operations to take place. In Toyota production system, the condition that parts have to reach just-in-time implies that standard inventories need to met more meticulously. With the inclusion of just in just-in-time it means that if the parts arrive any time earlier to their requirement and not at the time when it is needed actually, then wastage cannot be eliminated. In Toyota production system, overproduction is entirely prevented by kanban. Consequently, there is no requirement for additional inventory and thus no requirement for warehouse and its manager. (Lowson 2002) Operations Management and its Theory                For any business organization, the value added by both operations management and operations strategy is fundamental and basic. The operational activities are fundamental to the provision of goods and services. Every organization offers a product and service combination. Eating a meal in a restaurant, purchasing a pair of Pepe Jeans, insuring an automobile; all have operations activities and their management is vital to the successful provision of goods and services. Operations management has its roots in the study of production and manufacturing management. Definition of operations management can be put across in the following words, The design, operation and improvement of the internal and external systems, resources and technologies that create and deliver the firms primary product and service combinations (Ramsay n.d).                To the extent organization structure is concerned, a few firms would have discrete operations function. It might be called a manufacturing department, an operation system or have no recognizable name itself. Although, it is a fundamental and essential function similar to marketing and accounting having professionally skilled operations or products manager. In different organizations these managers shall have different titles, a store manager for a retailer, distributions manager in a logistics company and so on.                According to the definition above, operations management is a concept which extends beyond the limits of internal production or manufacturing. Currently, it encompasses other additional activities including purchasing, distribution, product and process design, etc. Additionally, there would too be external managerial responsibilities at a supply network level which covers a large number of interconnections amongst external firms. (Betz, 2003).                It is seen that the study of operations management and operations strategy is comparatively newer discipline, when compared with a lot of social and natural sciences. In the definition of Operations management we made use of the term Product and Services combination which is an important point to be noted. The type of products or services has significant implications for operations management and operations strategy. Another important point is that in operations management goods and services are two distinct activities.                Organizations undertaking different diverse activities in providing variety of products and service often have many suppliers and customers. The concept of flexibility plays an important role operations management and it is a subject exercising the minds of many managers in todays modern organizations. The analysis of any operational activity is not a simple task as there are several important techniques which help the process. (Hutchins 1999) Value Adding                Value added is basically associated with how well an organization matches its product and service combination to the identified needs of its selected customers. Michael Porter (1985) comments, In competitive terms, value is the amount of buyers is voluntarily paying for what a firm provides them. Value is measured by total revenue, a reflection of the price a firms product commands and the units it can sell. Creating a value for buyers that exceeds the cost of doing so is the goal of any generic strategy (Ramsay n.d). Usually a single firm would not take up all these primary and secondary activities. As it is a known fact, firms are increasingly becoming reliant upon others in their supply network. Kanban                With an enhanced tool, we could be able to achieve wonderful outcomes. But if it is used wrongly, then this very tool can make things worse. Kanban is amongst those tools which is used incorrectly could lead to a number of problems. To correctly employ Kanban, we need to firstly understand its role and then subsequently establish the rules for its usage. Kanban is a technique to achieve just-in-time; its aim is as the name suggests just-in-time. Kanban, in true sense becomes the autonomic nerve of the production line. In this, production workers begin to work themselves and make their individual decisions regarding overtime work. The kanban system also clarifies what should be executed by managers and supervisors. Thus, it promotes improvement in both work and equipment. The objective of elimination of wastage is too highlighted by kanban. Its implementation demonstrated what is waste, allowing creative study and enhancement proposals. Complete Analysis of Waste While thinking about the absolute elimination of waste, the company has to keep two things in mind: Improving efficiency can make sense only when it is linked to cost reduction. To be able to achieve this, Toyota has to begin producing only those items which use least manpower. Consider the efficiency of every operator and of every line. Then take a look at the operators as a group and subsequently at the efficiency of the whole plant. Efficiency requires to be enhanced at every stage and at the same time for the entire plant.                By successful elimination of these wastes shall entirely enhance the operating efficiency by a wider scale. To accomplish this, Toyota must make only the quantity required, thus eliminating surplus manpower. The companys management is responsible to recognize excess manpower and use it efficiently. Total Quality Management: TQM is a group of management customs throughout the business, geared to make sure the organization constantly meets or exceeds customer necessities. TQM places strong concentration on process measurement and controls as way of constant development. A complete, organization-wide attempt to develop the quality of products and services, appropriate to every organization. Through the implementation of TQM, senior management will authorize all levels of management, together with self management at worker level, to handle quality system. TQM focuses on: Focuses on constant development. Recognizes responsibility of everybody in the business. Views business as an internal system with a concentrated aim. Focuses on the means responsibilities are accomplished. Emphasizes on joint effort. Direct benefits of TQM are as follows: Amplified satisfaction of workmanship amongst individual workers Improved willingness. Enhanced sustainability caused by extended time among equipment failures Comparison of Theory with Practice Value Adding Value chain analysis could be utilized to describe the activities within and around the Toyota and associate them to the competitive strength of Toyota i.e. the capability to offer value for money products and services. Therefore, the approach is based upon the requirement to recognize separate organizational activities and examine their value added. Different resources including people, machinery, information etc. should be deployed into activities, routines and systems which produce the requisite value. (Liker Hoseus 2008) Primary activities: Inbound logistics: Receiving, storing and distributing the inputs to Toyota Operations: Transforming inputs into outputs. Outbound logistics: Storing and Distribution and delivery of product and service combinations. (Lowson 2002) Marketing and sales: A means through which consumers are made aware of and can buy automobiles. Services: It includes those activities which improve the value of a automobile. Support Activities: Procurement: It is the process of acquiring the resource inputs to all the different primary activities across the entire company. Technology development: All the activities are performed with the help of technology which includes know-how and knowledge, whether concerned directly with products or services or processes. Human Resource management includes all those activities like recruitment, managing, training, developing and reward system. Infrastructure: This includes the broader aspect planning, finance, quality control and information management. Kanban and its usage in Toyota Production Line Within a production plant, kanban is a powerful force to decrease manpower and inventory, elimination of defective products and preventing recurrence of breakdowns. Market diversification in Toyota can be seen through the variety of cars, SUVs and commercial vehicles it manufactures.                To illustrate, considering Corolla, the worlds largest mass-produced car during the late 70s, a definite production plan can be set up on a monthly basis. The total number of cars needed can be divided by the number of working days (which is the number of days on which actual production could be carried out) to the level the number of cars to be manufactured in a day. By studying each process like this, we could keep diversification and production leveling in harmony and still respond to customer orders in a periodic manner. Kanban enhances productivity and always moves with the required goods and thus becomes a work order for every process. In this manner, a kanban can easily stop any kind of overproduction, which is the largest loss in production for any company including Toyota.                To make sure that Toyota has 100% defect-free goods, they set up a system which automatically informs them if any process generating defective product is identified. Processes in Toyota mostly require just-in-time system which doesnt require any additional inventory. So, if the earlier process is generating defective parts, the subsequent process should stop the line. Additionally, everybody sees when this took place and the defective part is returned back to the previous process. Until such kind of defective work is decreased, it becomes complicated to assure a sufficient supply for the subsequent process to withdraw or to accomplish the aims of producing as economically as possible. An effort to thoroughly stabilize and rationalize the processes is the solution to comprehensively implement automation. (Betz 2003) Complete Analysis of Waste During 1950 labor dispute over manpower reduction and the ensuing business boom of the Korean War, Toyota struggled with a problem of how to scale up its production without increasing its manpower. The product manager came up with an idea and following means. For instance, one production line consists of 10 workers and manufactures 100 products yearly. This implies the line capacity is 100 pieces every day and the productivity per individual is 10 pieces a day. Examining the line and workers more in detail, one notices overproduction, workers waiting and other unnecessary movements depending upon the time of the day. If we try to enhance this situation and reduce manpower by 2 workers. The fact that 8 workers could produce 100 pieces every day suggests that Toyota could easily grab up to 125 pieces every day, increasing efficiency with no need of decreasing manpower. However, even earlier the company could manage the same efficiency but it was getting wasted due to unnecessary work a nd overproduction. This implies that if Toyota regards only work which is required as real work and defines rest as wastage, the equation given below holds true for both individual as well as the entire product line: Present Capacity= Work + Waste True efficiency improvement can take place only when there is zero waste and bring the percentage of work to 100%. As in the case of Toyota production system, they must manufacture only the quantity required, manpower should be reduced to trim excess capacity and the match needed quantity. (Lysons Farrington 2005) The initial step in the direction of application of Toyota production system is to recognize wastes entirely: Waste of overproduction Waste of time on hand (waiting) Waste of transportation Waste of processing Waste of stock in hand (inventory) Waste of movement Waste of manufacturing defective products Total Quality Management As already known, Toyota is famous across the worldwide market for automobiles and a number of studies done earlier emphasize the importance of linkage between quality and profitability. Profit margin can be altered by either commanding premium price in the market or decreasing the production cost. One of the most important aims of quality management is to satisfy customers which shall automatically lead to increased market share through more sales. Toyota has become number one car maker and its success is based on reputation of high quality. Cost reduction has been amongst the primary reason for Toyota to adopt TQM. Furthermore, cost cutting and improving the efficiency could focus on managers who are not very successful in implementation of TQM. Initially high quality costs would be higher for the management but over a period of time this application of TQM could decrease the costs. Those companies other than Toyota which focus on TQM are able to concentrate on errors. Toyota Produ ction system needs that what, when, where, why and how questions must be asked and answered for each of its defects. This helps in improvising their quality and reducing errors to the least minimum. (http://docs.google.com/viewer?a=vq=cache%3AFyNsRG5iRWEJ%3Awww.delhibusinessreview.com%2Fv8n1%2F5.pdf+TQM+toyotahl=engl=insig=AHIEtbQStbbXQCHIKERt25d6KsGCNNjpMApli=1) Impact of quality on Customer satisfaction Toyota has successfully retained its number one ranking in the car market because of adapting to the practice of lean thinking which is not just limited to products and manufacturing processes but also to relationships with its customers and work force. Toyota has successfully marketed itself and through its activities which need product design, customer relationship building, technical service support for vehicles, brand development, and advertising and sales promotion capabilities. All this has led to a large customer base for the company which has helped it achieve its ranking in the market. Quality has been its key aim and it has already been studied earlier in the paper. Customers wish to get good quality products and Toyota successfully accomplishes its objective. Recommendations for improvement                As the paper comes to an end I shall quickly run through the principles of success adopted by Toyota Motor Corporation to become the worlds largest car maker. Successfully adapting to Technology In industry presently, the most important keyword is Flexibility. Everyone wishes to be as flexible as possible and Toyota is no exception. Initially, the factor allowing Toyota to compete with global players was its flexibility. For the company, flexibility doesnt imply pushing the latest and most recent technology onto its current operations and struggling to adapt to such changes. Make use of only thoroughly tested and verified technology which not only serves people but also the processes. Here again testing involves both existing technology and fresh or cutting edge technology which Toyota has comprehensively evaluated and proved that it is functional. (Lowson 2002) Individuals drive continuous enhancement Toyota has right from the beginning invested in people and in return obtains committed and loyal associated who come to work every day and on time and are constantly enhancing their operations. The company followed the principle of developing exceptional persons and teams who followed companys philosophy by first glancing at the system dynamics of the organization. Building excellent team who understands and backs the companys existing culture is simply not a matter of adopting trouble-free solutions or a reflection of applying motivational and inspirational theories. The backbone of management approach is to train exceptional people and building individual work groups with successfully integrated social system with the technical system. Look out for solid partners and grow together Initially when Toyota begun building automobiles, it didnt have the requisite capital or equipment for building the collection of components needed to build a car. Toyota accomplished this after hunting for reliable and dependable suppliers and entered into partnerships with them. During the initial stages company didnt not have sufficient volumes to offer a lot of business to its suppliers. So it offered its partners with the opportunity to grow their business mutually and benefit together. (Lysons Farrington 2005) The company has grown gradually by keeping up to its principles and standards into a successful and well-liked car manufacturer across the globe. Through this paper we have comprehensively studied the operations of the Toyota Motors Corporation and also better understood the concept of operations management and its importance in business organizations. References Betz, F., (2003).Managing Technological Innovation. New York: John Wiley. Hutchins, D., (1999).Just in Time. Aldershot: Gower. Liker, J., Hoseus, M. (2008).Toyota Culture. New York: McGraw-Hill. Lowson, R., (2002).Strategic Operations Management. New York: Routledge. Lu, D., (1989).Kanban Just-in-Time at Toyota. Portland: Productivity Press. Lysons, K., Farrington, B. (2005).Purchasing and Supply Chain Management. New York: Financial Times/Prentice Hall. Shingo, S., Dillon, A. (1989).A Study of the Toyota Production System from an Industrial Engineering Viewpoint. Portland: Productivity Press. Ramsay, J. n.d. The real meaning of value in trading relationships. [Online] http://demo1.emeraldinsight.com/Insight/ViewContentServlet;jsessionid=798394907C676578F45AC5B85550736B?contentType=ArticleFilename=/published/emeraldfulltextarticle/pdf/0240250603.pdf [Accessed January 14, 2010]
Sunday, January 19, 2020
Zero-based budgeting
Introduction Introduction of Zero-based budgeting Zero-based budgeting attempts to get the better of the restrictions of incremental budgets. The method was non used last year’s budget, this method required that planed expensive for bing activities should get down from base nothing. The directors needed to explicate all budgeted expensive was non follow the alteration from the last twelvemonth. Besides used zero-based budgeting, the method ever focal point on activities or programmes, the method was non followed characteristic of traditional budgeting, the method used functional section under on line-item. Programmes normally associate to non-profit devising or public sector organisation. ( Colin Drury. , ( 2012 ) , pp.381. ) . Introduction of Po Leung Kuk Po Leung Kuk established November 8, 1878, get downing work was prevent the abduction, protect incapacitated adult females and kids, mediate household and matrimonial struggle. In gait with Hong Kong maintain traveling alteration, Po Leung Kuk was extent societal service organisations, they was supply different multiple high-quality service for public. Engineered cost, Discretionary costs and Committed costs in organisation Po Leung Kuk in order to supply more service to public, form will better the aged place installations in order to hold great environment for old people, besides, form will construct more medical and dental room to increase the medical attention, which are engineered cost in organisation. In the discretional costs, Po Leung Kuk normally purchases wheelchair, rehabilitation equipment for old people, form besides purchases book to give pupil reading, form can keep the patron program from public, which besides can diminish disbursals in organisation. Furthermore, In the committed costs, the societal support traveling to alter, and the old people continue increase in societal, the organize need to alter the service mark, the organize will put up subsidiary medical service, the organize will engage more profession physician and nurse to supply perfect median service for old people. Omegaero-based budgetingapplied to organisation The nothing based budgeting based on Po Leung Kuk, the determination units were education personal businesss and societal services. Po Leung Kuk instruction personal businesss service provide different multiple high-quality service for public, for illustration, kindergartens, primary school, secondary school, college, dark school, instruction service centres, particular school and residence halls. The instruction personal businesss service determination bundle were scholarships, grant and instruction financess, school and word competition and reading plan. First, the scholarships, grants and instruction financess, they in order to increase instruction quality, the organisation provided different instruction financess for pupil, the organisation besides collected resources from external. Furthermore, the joint schools and word competition could allow pupil were multiple development and discuss in the competition. Besides, the organisation will keep every joint schools and word competition, for illustration, ball game and composing competition, this could allow pupil had wellness lift in school. Besides, the reading plan attracted most public to back up, form used contribution fee to purchased book, improved library installation and promoted reading actives, which encouraged pupil read different books and supply great environment for survey reading. The societal services determination bundles were kids and young person service, rehabilitation services and aged services. First, the kids and young person service provided multiple support and helper to assist kids and young person people exert endowment, overcome hard and edible positive life. And the service provided fund to immature people, they could used the fund to complete their dream. Furthermore, the service helped disablement people and provided multiple rehabilitation services and provided residential service, twenty-four hours activity Centre, integrated vocational services, para-medical and other services. The service besides provided aged services, the service give old people live aged place and provided adjunct service to old people. The ranking of determination bundles goes in the order of diminishing benefit. The director must place of import merchandises or services in company. The highest precedence assigned to anticipate addition of service and merchandise in the hereafter. ( accounting-financial-tax ) , ( n.d. ) . In the Po Leung Kuk, the organisation normally used near half contribution in instruction service in the old twelvemonth. ( Po Leung Kuk ) , ( n.d. ) .The old people keep addition in the hereafter, the demand of aged service besides will increase. So the first rankings of bundles are aged service, for illustration, medical and incorporate wellness services, aged places and aged community attention. In position old people maintain traveling addition, the organize should utilize the budget to keep more service and engage more professional physician and nurse to see old people, for illustration, the organisation can utilize the budget to supply more twenty-four hours attention services for old people and can supply more medical and incorporate wellness services in the hereafter. The 2nd ranking of bundles are rehabilitation services, the organize use the budget can supply more preparation and helper for disable individual, which service can increase attention ability and increase life accomplishment for disable individual. Though the service can allow more people to understand disable individual and can give more assurance for disable individual to work in societal. Finally, the 3rd rankings of bundles are youth service, with the societal support traveling to alter, the kid and immature people face different job, for illustration, the immature people deficiency of work experience and educational, they will go less competitory group. The organize can utilize the budget to assist this people, the organize can construct more event and category to research their possible and increase their occupation accomplishment. And form can keep some coder with concern, allow the immature people can pattern to acquire more occupation experience, allow immature people to do confident and set up positive value. The scholarships, grants and instruction financess, joint schools and word competition and the reading plan is non including rankings of bundles. Because this had been more fund from public, the service could utilize the fund and donate to keep many event for their pupil. Beside, the service had been adequate installation to supply pupil, so the three services are non include ranking of bundle. . Advantage ofZero-based budgeting The director can utilize zero based budgeting to measure the best public presentation of different bundle, such as, the Po Leung Kuk were different service provide to public, through the ranking of bundle, the director can understand which service are benefit and will concentrate the service public presentation in the hereafter. ( AccountingTools ) , ( n.d. ) . Besides, through the nothing based budgeting can increase teamwork in the organisation, for illustration, through planning scheduling, and budgeting with different measure to complete zero based budgeting, which must necessitate teamwork and communicating with different section to complete the end together. ( AccountingTools ) , ( n.d. ) . Furthermore, the zero based budget more sensible than traditional budget. In the Po Leung Kuk were different service provide to public, the organize used fund and budget to instruction service in old twelvemonth, but the societal support traveling to alter, the societal are besides different job, for illustration, more teenager face deficiency of instruction job and unemployment, so the organize must maintain traveling to alter the service mark. Through the nothing based budget, the director need non to follow how to used budget in old twelvemonth, the organize can flexible alter the budget to different service. ( AccountingTools ) , ( n.d. ) . Disadvantage ofZero-based budgeting The director utilize more clip to put up zero-based Budge, this will utilize more clip to planning, scheduling, and budgeting to put up the zero-based budgeting. In the Po Leung Kuk were different service provide to public, the director must utilize more clip to put up the nothing based budgeting system. ( AccountingTools ) , ( n.d. ) . Besides, the Zero-based budgeting may increase disbursals in the hereafter, in the Po Leung Kuk are large size organisation, they are different section and service, if the zero-based budgeting tally in organisation, the director must utilize more clip to detect the budget whether consequence in the each service. Which may allow director can non complete their original occupation, form may engage extra people to complete their occupations, so the zero-based budget may increase the disbursals. ( AccountingTools ) , ( n.d. ) . Beside, the director utilize more clip to reexamine the day of the month and information to be after the zero-based budgeting, the day of the month and information may insufficient Lashkar-e-Taiba director do incorrect determination ranking, which will impact the budget arrange to service and may non hold benefit in the hereafter. ( Colin Drury. , ( 2012 ) , pp.382. ) . Furthermore, the budget may used for service in long-run, if long-run nature, this may do big hard currency disbursals and will publish job, for illustration, if the director determination ranking is education service in Po Leung Kuk, the budget is non plenty for the service, this will do extra disbursal, so the director may be after short-run budget planning. ( accounting-financial-tax ) , ( n.d. ) . Decision The zero-based budgeting is utile in organisation, because the societal support traveling alteration, the organize need non follow to used budget in old twelvemonth, the service mark besides maintain traveling to alter, so the zero-based budgeting suited for organisation, Besides the budget plan can allow director to understand which service public presentations are best in the organisation. However, through the planning, scheduling, and budgeting, the zero-based budgeting usage more clip and people to put up. And the budget plan merely set up short term budget planning. Refervitamin Ence Colin, Drury. , ( 2012 ) . Management and cost accounting. eight erectile dysfunction. United Kingdom: Cengage Learning EMEA. Po Leung Kuk, ( n.d. ) . History. Available from: hypertext transfer protocol: //www.poleungkuk.org.hk/social-services.html [ accessed 9.11.2014 ] Investing Answers, ( n.d. ) . Zero-Based Budgeting. Available from: hypertext transfer protocol: //www.investinganswers.com/financial-dictionary/businesses-corporations/zero-based-budgeting-5925 [ accessed 9.11.2014 ] Accounting Tools, ( n.d. ) . Advantages and Disadvantages of ZBB. Available from: hypertext transfer protocol: //www.accountingtools.com/zero-based-budgeting [ accessed 14.11.2014 ] Accounting, fiscal and revenue enhancement, ( n.d. ) . Undertaking ( Program ) Budgets from: hypertext transfer protocol: //accounting-financial-tax.com/2009/08/what-is-zero-base-budgeting-zbb/ [ accessed 15.11.2014 ] Entire word: 1432 Zero-Based Budgeting Every organization goes through a point where it has to re-evaluate all its departments in an effort to see if they are all working to their full capacity or if there are any cuts and or reductions that can be made in an effort to save the organization some capital. Whenever anyone hears about reevaluations of department the first thing that comes to their mind is that they is a possibility that jobs may be deemed no longer necessary and therefore cut.Budgeting your expenses is an essential component in managing your internal controls and ensuring that your practice remains financially healthy. Zero-based budgeting dictates that supplier contracts be renegotiated for better rates, and rotating debt be transferred to a card with a lower interest rate. (Smith 2010). Now that I have been given the job to help Windsor Memorial Hospital achieve a zero based budget I must look at each and every department in an effort to see what is working and what is not.I have look at everything and see what can be cut in an effort to save the hospital some money. One of my first duties is to ask each department manager to outline the job duties of each one of their employees and to outline their overhead expenses including salaries and any reimbursable expenses that are being out for each member. Once I have all these I outlines I will sit down with each department and go over their findings with them and see if we can come up with ways where we can save money.My objective is to save as many jobs as possible as I know that all jobs are important in providing the best quality of service for all the patients that come through the doors of the hospital. In talking with the managers we will see if it is possible to utilize the employees we currently have to fill any possible job openings by realigning job duties among the staff. When it comes to the complex continuing care we have reevaluate and see if it I worth having this department opened or is the job paying more money just to k eep it opened and operating.We may look to see if there is any possibility that we can reduce the amount of money that the hospital is paying to keep this department opened. We may want to look into the possibility of working with another hospital and cost sharing the cost of the department in an effort to keep the department opened. We can speak to universities in the area that would be willing to use the complex continuing care unit as a learning center for their pre-med students. When Craig Brown took the reins as director of the materials organization at Intel Corp.in the spring of 2006, right away he had to make some tough decisions. In attacking that bureaucracy, Brown developed a plan, keeping two points always top of mind: Getting materials back to zero-based budgeting and developing and retaining the skilled purchasing professionals working in the organization. (Avery 2008). As mentioned in the article above it is also important to retrain the staff in order to teach them t o how to create a plan where they are ordering only as needed and are not purchasing and ordering items that are not needed.One of the rules being implemented going forward is that all reimbursement for any travel and expenses will need to be pre-approved by manager and then approved by a financial officer. One of the other proposals that I presented to the managers and will present to the board is a lower cost health insurance for all employees. At this time the employees are only paying 20% of their health care with my proposal they will have to pay 35% but will have the option to pick from several different plans as well as be able to have a health saving account that the company will contribute to depending on health care screenings completed.Sometimes regarded as the best method of prioritizing budgetary expenditures, Zero-Based Budgeting (ZBB) was introduced into China in the early 1990s and systematically adopted since the recent budgeting reform although it has experienced n umerous failures in many countries. Interestingly, ZBB has not disappeared but is deliberately applied to budgetary decisions of one type of expenditures under the Chinese style TBB. However, even in the field where ZBB is practiced, its achievements are at best moderate. (Ma, Bunch & Tang 2006).Zero based budgeting is not something that many employees want to hear because they feel that with this job elimination will soon follow. But that is not always the case in creating my zero based budgeting while I cannot promise that there will not be any job elimination I can assure all the employees that I will try my hardest to make sure that I can save as many jobs as possible. I will present all my findings as well as all the detailed department functions and all expenditures to the board for final determination.I will also present my findings of sharing the cost of the complex continuing care department with another hospital and or clinic as well as reaching out to universities in the area and offering the department to pre-med students in an effort to keep it open and at the same time reduce the high cost of running the department. While any changes to an organization can make the staff uneasy about their job security.In talking to the staff they are still a bit apprehensive and uneasy about what I will present to the board and are still worried whether or not their jobs will be on the cutting block. I have shared my findings with the managers of each department in the hopes that they could speak to their staff and calm some of their uneasiness. I have created a detailed report that outlines the current expenses that the hospital has, as well a detailed finding of my zero balance budget that will cut the expenses that the hospital has by more than 25% a year.
Saturday, January 11, 2020
Diversity in The Workplace Essay
Diversity has several definitions. According to Schmidle (2010), workplace diversity is a people issue, focusing on the differences and similarities that people bring to an organization. It is usually defined broadly to include dimensions beyond those specified legally in equal opportunity and affirmative action non-discrimination statues. Diversity is often interpreted to include dimensions which influence the identities and perspective that people bring, such as profession, education, parental status and geographic location. If you think of diversity and all of the categories it can be a bit overwhelming. Schmidle did leave out several categories that include age, gender, income level, social status, political views, religion, and marital status. The word â€Å"diversity†has a kind of conflict ring to it but it doesn’t necessarily mean it is a bad thing. Diversity can in fact be a good thing. Schmidle later goes on to discuss some of this positive outcomes of diversity including one of the most important aspects of diversity which is learning new things from others. If we are around the same people everyday that are the exact same and do things the exact same it is hard for people to think outside the box. This paper will discuss positive and negative aspects of diversity focusing on age. It will also discuss other forms of diversity as well. When discussing age diversity it is important to discuss the different categories. Individuals over 60 are considered to be the Traditionalist generation. Individuals in their mid-40’s to 60’s are baby boomers. Those in their late 20’s to early 40’s are in the Generation X category and the most recent generation is Generation Y who are early 20’s or younger (Bell, Narz, 2007). Each one of these groups has been described as having certain characteristics. Traditionalists are defined as having a more traditional working environment. They typically work 9:00 A.M. to 5:00 but are said to work late and weekends during busy periods if necessary. Traditionalist are also said to be hard working, loyal employees who respect authority. It is typical for wives of this category to have been home with the children while the male is or was at work bringing in the sole income. Traditionalists are retiring from the work force at a steady rate but still remain influential in today’s working environment (Bell, Narz 2007). Baby Boomers are the children of Traditionalists and also thought to have a strong work ethic. A difference between Boomers and Traditionalists is that they are dual-career couples with the women working as well as the men. Boomers are said to question authority and have also been labeled the â€Å"me generation†(Bell, Narz 2007). Generation Xers are the children of Baby Boomers. They have grown up watching their parents working to try and have it all and have been affected by their parents working hard and late hours. They are more family and parent oriented, optimistic and confident. They are said to not have a very strong loyalty to their employer and tend to work for someone that best fits their needs (Bell, Narz 2007). Generation Y are the children of Generation X and are also called the millennials, the internet generation, and also the Echo Boomers. This is due to their computer knowledge and also due to them being one of the largest generations since the Baby Boomers. At a young age they were introduced to different lifestyles and cultures in school. Being that they were exposed so young they tend to have more accustomed to different races, sexual orientation, and ethnic groups. Generation Ys like to be challenged and want flexibility and telecommuting options. They are also family oriented and want to work part time or time off when having children (Bell, Narz 2007). After describing these different groups it is clear there is a difference in attitude, respect, loyalty, goals, and work ethic. Putting all of these individuals in a working environment together would seem like a very bad idea. Schaefer 2010 States: The popular press paints a picture of generational divide at work. Mature workers (Traditionalists and Baby Boomers) are portrayed as loyal and hardworking, but dinosaurs when it comes to innovation and technology. Younger employees (Generation Xers and Millennials) are viewed as innovative, but disrespectful, lazy, and egocentric. Taken at face value, these stereotypes can lead to conflict and turmoil in the workplace. Schafer later describes that this is not the case and actually have more similarities than differences. She also informs the reader that age diversity is a value to our organizations and will be a â€Å"an important component in the divers workforce of the future.†(Schaefer, 2010). What are some benefits and who does it affect? One benefit is respect. By respecting others differences productivity increases which can affect an employee and an organization economically, financially and competitiveness (Green, 2008). By being more productive the company makes more money, which makes it possible for them to be competitive. When a company makes more money it is easier for them to give raises and bonuses. Also when a company has diversity in the workplace it can reduce lawsuits and increase marketing opportunities, recruitment, creativity, and business image (Green, 2008). Diversity is not only positive. It can be if you have the right group of people working but for the most part managers will find obstacles and challenges. When I was managing I always said it only takes one individual to destroy a group’s character and flow. This type of person looks for problems and gets the rest of the group members worked up. Something simple like a gossiper can ruin a group’s charisma. If a group member is racist or not accepting of particular member’s religious views or sex it can also affect the rest of the group (Green, 2008). This can lead to the loss of personnel and effect work production which in turn affects the employees and organization economically, financially, and its competitiveness. Also if an individual is not socially accepting of others it affects the companies view to the customers and shareholders. The chain fast food restaurant Chik-Fil-A has recently announced it does not support same sex marriage. The public exploded with outrage and tens of thousands of people vowed to never eat there again. If a business employs an individual who voices their discrimination, prejudice, or stereotyping of a particular group the same outcome could happen if left unchecked. I think for the most part we could all agree the older generation was not as accepting to different races, religion, and sexual preference as much as the younger generation is. This certainly does not mean a younger person would not be discriminatory or that all Traditional workers are discriminatory but it is something managers need to understand. Business will typically have a note on discrimination in their by laws or employee hand books that any form whether it be for age, sex, ethnicity, sexual preference will not be tolerated. Colleges employing individuals will have this as well. An example of this is the University of California’s system wide non-discrimination statement: â€Å"It is the policy of the University not to engage in discrimination against or harassment of any person employed or seeking employment with the University of California on the basis of race, color, national origin, religion, sex, gender identity, pregnancy, physical or mental disability, medical condition (cancer-related or genetic Characteristics), ancestry, marital status, age, sexual orientation citizenship, or status as a covered veteran. This policy applies to all employment practices, including recruitment, selection, promotion, transfer, merit increase, salary, training, and development, demotion, and separation. †(University of California, 2011). Having non-discrimination statements like this allows employees, the public, shareholders, and other colleges or competition see discrimination of any kind will not be tolerated at the school. This can help the business have a positive image to all who read it. It is fairly uncommon to find a current business without some form of discrimination statement. The one from the University of California above is very descriptive and most that I have found do not go into this much detail. The University of California also has their Principles of Community: â€Å"We recognize, value, and affirm that social diversity contributes richness to the University community and enhances the quality of campus life for individuals and groups. We take pride in our various achievements and we celebrate our differences.†(University of California, 2011). These types of guiding principles allows the community and any other readers know the University welcomes differences in individuals. If someone was having any reservations about attending this University or working for them this further assures the individual the University would welcome them no matter how different they are. Age diversity can also affect the way a person is treated. If you think about front-line management, mid-management, senior management you typically vision an older individual at the senior management level, a slightly younger individual at the mid-management level, and again a slightly younger individual at the front-line management level. Does age have to do with getting promoted? If I simply get older will I be promoted? Apparently it does not but it does have a huge impact on getting dismissed. If an employee is more than twenty percent younger than their superior they are more likely to be let go. If the employee is less than twenty percent younger than their superior they are less likely to be let go (Giuliano, Leonard, Leving, 2006). This study shows a superior is much more likely to dismiss someone who is considerable younger than them compared to if the employee is rather close in age. The workforce demographics are also shifting. It has been reported workers in the age group of 55-64 there will be 36.5 percent more compared to 2006. That is a drastic increase. What about those ages 65-74 and employees 75 and up? There is projected an 80 percent increase in both. This means people are working longer and past the retirement age (Schaefers, 2010). This also lets us know age diversity with the Generation X needs to be paid attention to by employers. Many feel we have a solid understanding of this group already while others feel we have been focusing on the Traditional workers more. Whatever the case it is pretty clear employers will need to be prepared to provide for this generation and others who follow. How do we do that? We need to understand how each generation feels and act. Mature workers value loyalty from and to the company. They often few their younger co-workers as not having enough company allegiance. Generation Xers are considered to be loyal to a team, boss, or project but not necessarily a company. Baby Boomers and Traditional workers may view this as disrespectful and it could cause conflict (Schaefers, 2010). We need to understand the core values of generations. Many values are shared between generations. The Traditionalists raised the baby Boomers. The Baby Boomers raised the Generation X and the Generation X raised the Generation Y. It is easy to understand some of the traits of the older generations have been passed down especially family. It did take some negative steps at times. The traditionalist taught their children to work hard and be loyal. This had a kind of family second effect and the Generation X was affected by this. They are very family oriented and family always comes first. So an employer would need to know that if they plan on keeping Generation X employees around they need to allow them to have flexible schedules and they need to be able to take time off for family(Schaefers, 2010). We need to expand our communication approaches as well with the other groups coming up. The millennial generation is extremely technology oriented and it is very important in their lives. This generation does most of their business through electronics and technology as well as their personal life (Schaefers, 2010). One of the major characteristic an employer should have and should instill on all employees is to show respect to one another. A younger employee does not want to get disrespected for a possible new and out of the box idea just as an older employee doesn’t want to disrespected for doing something the same way for so long. We have all heard treat others like you would like to be treated and it holds a lot of weight when trying to get different generations to work in a cohesive and productive manner (Schaefers, 2010). Productivity is another topic employer and employees are concerned with. Some feel the older workers do not work as hard or are productive as younger employees. Some decide this is true whether or not it is and respond to it. Making comments or speaking to other employees and management about the lack of work is one form. The truth is studies have shown this is not necessarily true in all cases. A three year study was conducted with a hardware chain. One store was staffed with only employees over the age of fifty, while the other five stores were staffed with younger employees. The over fifty store was considerably more productive in major business aspects than two of the other five stores and was close to the other three in sales generated against labor costs (Robbins, Judge, 2011). This is an impressive study that can refute arguments that the older individuals are not worth employing. Employers carry mixed feelings about older worker. Some feel they are more loyal, have more experience, better judgment, and stronger work ethic. Others feel they lack in flexibility and are not accustomed to today’s technology. When these employers are looking for new hires it is common for the older applicants to be looked over and if they are hired they are usually the first to go when it comes to layoffs (Robbins, Judge, 2011). The opportunity to quit is also a concern for employers. Given that an older applicant has fewer employment opportunities it is thought some employers hire these individuals based on the idea that they will not leave once hired. The younger applicant is thought to have greater opportunity and a more willingness to change jobs or jump ship if the job is not what they expected. They younger generations are also thought to expect the employer and business to take care of there needs better than the older generations (Robbins, Judge, 2011). Some companies realize the value in older employees and actually make attempts to attract them. Boarders and the Vanguard Group have realized the value and have offered benefits and options that lure them in. Flexible hours and part time work are a couple of the things the older workers are looking for. Since most have at least thought about retirement if not already been retired, these groups of workers enjoy spending time with family and doing the things they enjoy. Most states have agreed that a mandatory retirement is not necessary the pool of aged workers has increased dramatically. No longer is it required for individuals to retire at the age of 70. This has led a lot of workers to reinter or continue to be a part of the labor force. Some have lost loved ones and wish to socialize which they would not be able to do if they simply stayed home. The opportunity gives them a reason to try and make new friends and also gives them a reason to stay busy. Others may have not prepared or had the opportunity to save up a proper retirement with today’s increasing prices and declining economy (Robbins, Judge, 2011). The employee’s job satisfaction needs to be considered when it comes to the diversity of age in a workplace. Employees over the age of 60 who are non professional’s satisfaction rate decreases during their middle ages and increases as they get older. Professional employees who were over the age of 60 however continually increased as they aged (Robbins, Judge, 2011). One of the ongoing concerns with diversity is if they want it. As discussed there are many advantages of having diversity in the workplace. If a company wants to grow it is important to allow new and different people to bring different things to the office table. This is so true that some literature can be found on how to increase workplace diversity. The most important decision for a company is to decide what kind of diversity they need. It may not be the best idea for a company whose main product is A company that sells women’s jewelry may n References Robbins, S.P., & Judge, T.A. (2011). Organizational Behavior(14 ed.). Upper Saddle River: Prentice Hall. Notter, Jamie (2009). Generational Diversity in The Workplace. Retrieved 30 August 2012 from Convergence Media: http://www.multiculturaladvantage.com/recruit/group/mature/Gen eral-Diversity-in-workplace.asp Schaefers, Kate (2010). Age Diversity in the Workplace. Retrieved 31 August 2012 from Careers Thought Leaders: http://www.careerthoughtleaders.com/blog/age-diversity-in-the- workplace/ Schmidle, Deborah and Woods, Susan (2010). Workplace Diversity. Retrieved 31 August 2012 from Catherwood Library: http://www.ilr.cornell.edu/library/research/subjectguides/work placediversity.html University of California (2011). Managing Diversity in the Workplace. Retrieved 27 August 2012 from University of California: http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter- 12-managing-diversity-in-the-workplace/ Green, Kelli A. and Lopez, Mayra (2008). Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. Retrieved 31 August 2012 from University of Florida: http://www.edis.ifas.ufl.edu/hr022 Greenberg, Josh (2004). Diversity in the Workplace: Benefits, Challenges, and Solutions. Retrieved 31 August 2012 from AlphaMeasure,Inc.: http://multiculturaladvantage.com/recruit/†¦/Diversity-in-th- Workplace-Benefits-Challenges-Solutions.asp Bell, Nancy Sutton and Narz, Marvin (2007). Meeting the Challenges of Age Diversity in the Workplace. Retrieved 31 August 2012 from New York State Society of CPAs: http://www.nysscpa.org/cpajournal/2007/207/essentials/p56.htm United States Department of Labor (2010). Employee Tenure Summary. Retrieved 4 September 2012 from United States Department of Labor: http://www.bls.gov/news.release/tenure.nr0.htm Giuliano, Laura, Leonard, Jonathan and Levine, David I. (2006). Do Race, Age, and Gender Differences Affect Manager-Employee Relations? An analysis of Quits, Dismissals, and Promotions at a Large Retail Firm. Retrieved 4 September 2012 from http://moya.bus.miami.edu/~lgiuliano/Quits.pdf
Thursday, January 2, 2020
Quotes on Dance and Life from Isadore Duncan
Isadora Duncan was an American dancer who rejected classical ballet forms for more natural movements of interpretive dance, which later evolved into modern dance. Isadora Duncan first found fame in Europe which received her more readily. Isadora Duncans personal life was also unconventional and scandalous, including a dramatic death. Selected Isadora Duncan Quotations Adieu, mes amis. Je vais à la gloire. reported as her last words.My motto - sans limites.Dance is the movement of the universe concentrated in an individual.I have discovered the dance. I have discovered the art which has been lost for two thousand years.If I could tell you what it meant, there would be no point in dancing it.The dancers body is simply the luminous manifestation of the soul.What I am interested in doing is finding and expressing a new form of life.People do not live nowadays. They get about ten percent out of life.The whole world is absolutely brought up on lies. We are fed nothing but lies. It begins with lies and half our lives we live with lies.I do not teach children, I give them joy.The finest inheritance you can give to a child is to allow it to make its own way, completely on its own feet.So long as little children are allowed to suffer, there is no true love in this world.The real American type can never be a ballet dancer. The legs are too long, the body too supple and the spirit too free for this school of affected grace and toe walking.It seems to me monstrous that anyone should believe that the jazz rhythm expresses America. Jazz rhythm expresses the primitive savage.I had learned to have a perfect nausea for the theatre: the continual repetition of the same words and the same gestures, night after night, and the caprices, the way of looking at life, and the entire rigmarole disgusted me.Virtuous people are simply those who have not been tempted sufficiently, because they live in a vegetative state, or because their purposes are so concentrated in one direction that they have not had the leisure to glance around them.We may not all break the Ten Commandments, but we are certainly all capable of it. Within us lurks the breaker of all laws, ready to spring out at the first real opportunity.Any intelligent woman who reads the marriage contract, and then goes into it, deserves all the consequences.So that ends my first experience wit h matrimony, which I always thought a highly overrated performance.It has taken me years of struggle, hard work and research to learn to make one simple gesture, and I know enough about the art of writing to realize that it would take as many years of concentrated effort to write one simple, beautiful sentence.Good-bye, America, I shall never see you again! to reporters on leaving for Europe for the last timeArt is not necessary at all. All that is necessary to make this world a better place to live in is to love -- to love as Christ loved, as Buddha loved.You were once wild here. Dont let them tame you.
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