-Operation and Supply Management Essay Example | Topics and Well Written Essays - 1000 words

-Operation and Supply Management - Essay Example Six Sigma is a systematic approach that enables working in an organized manner. Six sigma is a path way to implementing Total Quality Management in the organization. Definition of roles and responsibilities is an important feature of six sigma; the definition helps in a great way approaching various tasks. The roles are defined in a specialized manner according to the need of every organization, and it ensures assigning the right job to the right person. The roles are named after martial art ranking namely black belt, green belt and yellow belt along with champions and team leads. Based on the level of achievement these three categories are placed in a chronological order. As would the ranking imply, black belts are the leaders in the front tier who are directly associated with process definition and improvement initiatives .Green belts provide support and assistance to the black belts .Yellow belts are relatively novice and help facilitating the green belts and black belts. The definition of roles and responsibilities help in dividing the task and channelizing it according to the need. Leaders at the top level provide guidelines and help providing direction. Champions constitute the middle management and other concerned officials who are directly involved in taking on an endeavor (Pries, 2006). Team members are essential part of six sigma roles, and they make up for the backbone of any process performed under the considerations of six sigma approach. Six sigma puts equal onus on all of the above mentioned and in such an environment each of the individual is expected to work to their capabilities. A simple solution to obtaining productive results is simply sticking to the basic principles of quality management system which are coherent with six sigma approach. An important characteristic of six sigma approach is the encouragement to participate .Participation allows introduction of new ideas in the organization which in return provides options for

Frank Sinatra Essay -- essays research papers

Many people in show business are viewed as role models in our society. Many of these people are just regular men and women that are placed high on a pedestal simply because they can sing or act, hence, becoming all the more famous. Although he was famous and popular in the entertainment world for almost four decades, Frank Sinatra was a singer and actor that had a side to him that not everyone knew. He hid behind the facade of an entirely happy, successful performer, when, in reality, he had many problems that the public was not even aware of. Some of these problems are the same that the average person faces day to day, but many went far deeper than trivial troubles. Some of these specific quandaries had to do with hidden aspects of his personal relationships, hidden connections with criminal elements, and other unknown aspects of his life.   Ã‚  Ã‚  Ã‚  Ã‚  Before even attempting to understand any of this, however, some background information on Sinatra and his family would be helpful. Sinatra came from a family of orthodox Italian heritage. His mother and father were the first of his family to move from Sicily to America and settle down in the “land of the free';. After arriving in the United States, they ended up making their home in Hoboken, New Jersey, a very poor area where people resided with those of their own ethnic background. Their history was very important to the Sinatra family, and good moral values, as well as the importance of a good education, were instilled in all their children. Frank’s parents could barely read or write; that’s why good schooling was a priority to them. Sinatra’s parents looked down on the entertainment business, and with little success, did everything to lure Frank away from his attraction to the glitz and glamour of show business (Sinatra 15).   Ã‚  Ã‚  Ã‚  Ã‚  Sinatra’s early years were spent in Hoboken, dreaming of a “better life';. Francis A. Sinatra was born on December 12, 1915, in Hoboken, New Jersey. Being members of the Catholic faith, he was not baptized until April 2, 1916. He faced adversity as soon as he was born, nearly dying of birth complications that left him scarred for three months after he was conceived. As, a result of this, he was often bantered by members of his class and children of his neighborhood, who called ... ...e of tribulations throughout life, dealing with his personal relationships, his involvement with criminals, and other aspects of his personal life. Whether he had moral values and good ethics is still debated, but where he is now is not for us to say. He may have had a rough life, one that was not completely honorable to God, but people are not the ones that should be judging Sinatra; that is His job. All sin is the same in the eyes of God, and everyone has the chance to repent and be baptized and forgiven of those sins. Whether or not Sinatra was a Christian, no one really knows, except for God. Sinatra did represent a strong role model to those that thought that they were too poor to become successful in show business. Much to everyone’s belief, he beat the odds and came out on top. He was in the entertainment industry for over forty years, and survived the changes that came and went with the times. He was called “The Voice';, “Chairman of the Board';, and  220;Ol’ Blue Eyes';. People of America dubbed him a legend, and that’s the way he will remain in the hearts and minds of those who appreciated his extraordinary talents. Frank Sinatra Essay -- essays research papers Many people in show business are viewed as role models in our society. Many of these people are just regular men and women that are placed high on a pedestal simply because they can sing or act, hence, becoming all the more famous. Although he was famous and popular in the entertainment world for almost four decades, Frank Sinatra was a singer and actor that had a side to him that not everyone knew. He hid behind the facade of an entirely happy, successful performer, when, in reality, he had many problems that the public was not even aware of. Some of these problems are the same that the average person faces day to day, but many went far deeper than trivial troubles. Some of these specific quandaries had to do with hidden aspects of his personal relationships, hidden connections with criminal elements, and other unknown aspects of his life.   Ã‚  Ã‚  Ã‚  Ã‚  Before even attempting to understand any of this, however, some background information on Sinatra and his family would be helpful. Sinatra came from a family of orthodox Italian heritage. His mother and father were the first of his family to move from Sicily to America and settle down in the “land of the free';. After arriving in the United States, they ended up making their home in Hoboken, New Jersey, a very poor area where people resided with those of their own ethnic background. Their history was very important to the Sinatra family, and good moral values, as well as the importance of a good education, were instilled in all their children. Frank’s parents could barely read or write; that’s why good schooling was a priority to them. Sinatra’s parents looked down on the entertainment business, and with little success, did everything to lure Frank away from his attraction to the glitz and glamour of show business (Sinatra 15).   Ã‚  Ã‚  Ã‚  Ã‚  Sinatra’s early years were spent in Hoboken, dreaming of a “better life';. Francis A. Sinatra was born on December 12, 1915, in Hoboken, New Jersey. Being members of the Catholic faith, he was not baptized until April 2, 1916. He faced adversity as soon as he was born, nearly dying of birth complications that left him scarred for three months after he was conceived. As, a result of this, he was often bantered by members of his class and children of his neighborhood, who called ... ...e of tribulations throughout life, dealing with his personal relationships, his involvement with criminals, and other aspects of his personal life. Whether he had moral values and good ethics is still debated, but where he is now is not for us to say. He may have had a rough life, one that was not completely honorable to God, but people are not the ones that should be judging Sinatra; that is His job. All sin is the same in the eyes of God, and everyone has the chance to repent and be baptized and forgiven of those sins. Whether or not Sinatra was a Christian, no one really knows, except for God. Sinatra did represent a strong role model to those that thought that they were too poor to become successful in show business. Much to everyone’s belief, he beat the odds and came out on top. He was in the entertainment industry for over forty years, and survived the changes that came and went with the times. He was called “The Voice';, “Chairman of the Board';, and  220;Ol’ Blue Eyes';. People of America dubbed him a legend, and that’s the way he will remain in the hearts and minds of those who appreciated his extraordinary talents.

Internal vs External Change Leaders Essay

Introduction Organisation development(OD) is a planned process of change in an organisation’s culture through the utilization of behavioral science technology, research and theory (Warner Burke, 1982). It also refers to a long range effort to improve an organisation’s problem solving capabilities and its ability to cope with changes in its external environment with the help of external or internal behavioral-scientist consultant or change agents (Wandell French, 1969). Organisation transformation(OT) is a term referring collectively to such activities as re-engineering, redesigning and redefining business systems. It is often used when there is existing issue faced by the organisation. Organisation development is the preferred choice that an organisation wants to be in and continually improve their products and service in an incremental manner. In order to achieve OD, organisation need internal or external change agents to aid them. However, after assessing the advantages and disadvantages of the change agents (Appendix 1 & 2), Internal change agent will be better for organisation to achieve OD as compared to external change agent. Internal and External Change Leadership External change agents are consultants who are temporary employed in the organization to remain engaged only for the duration of the change process. An internal change agent is a staff person who has expertise in the behavioural sciences to help in the OD. Various reviewers of change management argue that OD applied by managers, rather than OD professionals has grown rapidly. It has been suggested that the faster pace of change affection organisation today is highlighting the centrality of the manager in the managing change. Therefore, OD must become a general management skill. Many managerial staffs in an organisation are equipped with this relevant skill. Internal Change Leadership in the Action Research Model The Action Research model focuses on planned change as a cyclical process in which initially research about the organisation provides information to guide subsequent action. The model emphasises on data gathering and diagnosis pior to action planning and implementation. The result will be carefully evaluated after action has been taken. Data gathering and preliminary diagnosis: Although Internal change agents are often limited by perceptions and position in the organization, but they have the value of in-depth knowledge of the business, the organisation and the management. This in-depth knowledge makes them particularly valuable on sensitive implementation of strategic change projects or culture transformation initiatives, managing processes or projects, and integrating or leveraging initiatives across the organisation. It can also help to reduce the time spent on data gathering as internal change agents will have intimate knowledge of the organisation and its dynamics, culture and informal practices. Being part of the organisation, internal change agents are able to interact more freely with the fellow employees. This enable the internal change agents to gather a more reliable information as compared to external change agents. Feedback to client: In this step, clients are given the information gathered by the change agent to help them determining the strengths and weakness of the organisation. Internal change agents are employees and they have a better understanding to the organisational structure. Thus, after gathering the relevant information, it will be easier for them to feedback to the client as the client need not afraid that information on the organisation’s weakness will be exposed. Internal change agents have the knowledge of the politics in the organisation, this will enable to effectively establish rapport and trust better than external change agent. Organisation may be also wary of the external change agents as the organisation may fear that confidential information will be exposed. Joint diagnosis of problem: At this point, fellow employees discuss the feedback and diagnosis with the internal change agents whether they want to work on the identified issues. Strong inter-relationship between internal change agents, the fellow employees and clients can help in the understanding of the result gathered in the earlier steps. This is important as the failure to establish a common frame of reference in this relationship will lead to faulty diagnosis or to a communication gap whereby client become unwillingly to believe the diagnosis. By using internal change agents, organisations are more likely to have the trust in the diagnosis as compare to external change agen ts because internal change agents have the more sense of ownership to the OD as compare to external change agents. Joint action planning: At this stage, further action for the OD had been decided. Internal change agents will have the advantage of getting hold of the first hand information. Any immediate follow up action can be access and rectify Action: This stage involves the actual change from one organisation state to another. It may include installing new methods and procedures, reorganising structures and work designs, and reinforcing new behaviour. This stage may also take a long period to reach the ideal outcome. Although external change agents are often viewed as professional and has more credibility, internal change agents have the advantage of the sense of ownership to the change. Internal change agents are viewed as part of the organisation and fellow employee will trust them and will result in a smoother transition period. Data gathering after action: This research action model is a cyclical process. Therefore, internal change agents can more effectively gather the output of the change result and feedback to the client. The result obtained will also most likely be more accurate and timely. This will enhance the effectiveness of the process of rectification and also to stop OD if the result obtained is deem as a failure. This will help the organisation to cut cost if the change is a failure. Circumstances whereby Internal change leadership were preferred Planned change can be contrasted across situations on 2 key dimensions, namely the magnitude of organisational change and the degree to which client system is organised. One of the planned change is magnitude of organisational change. Planned change can be either incremental or quantum. Under incremental change, OD practitioners help to solve specific problems in particulars organisational systems. Example of such problem are poor communication between inter-departments, low productivity and continuous improvement as a quality management process etc. These issues are mostly solved by internal change agents because of the nature of the problems. Most of these issues are smaller problems faced by the organisation. By hiring external change agent for these problems are too expensive and time consuming. Under the quantum change, OD practitioners help to create a vision of a desired future and energise movements in that direction. Examples of quantum change are changing an organization’s structure and culture from the traditional top-down, hierarchical structure to a large amount of self-directing teams. Another example might be Business Process Re-engineering, which tries to take apart the major parts and processes of the organization and then put them back together in a more optimal fashion. These changes are more complex. Therefore, more people are involved in the change. The advantage of using internal change agents in this scenario will be the fact internal change agents have more in-depth knowledge of the structure of the organisation. By hiring external change agent, employee may have ‘fear’ to the outcome of the change. This can affect the morale of the organisation and data obtained from employees of the organisation may be untrue. Although quantum is a complex change, a more professional change agent is needed and more professional change agents should be involved in the process. However, by having different internal change agents from department of the organisation to work together can also have the same result of hiring the external change agents as mentioned earlier that more employees are equipped with the knowledge of OD. By having internal change agents, not only they have the ownership of the change and also it is cheap for the organisation. This could be useful for some smaller organisation. The 2nd dimension of planned change is the degree of organisation of the company. The system of a company can vary between overorganised situations to under-organised manner. In an overorganised system, the structure and leadership style of the company is usually bureaucratic and rigid. Most organisation that are in such organised manner usually have conducted OD before. Thus, having internal change agents should be sufficient for the organisation. Conclusion Internal change agent are preferred to External change agent for various reasons as mentioned as above. Internal change agents are closer to the organisation and have the ownership to the change and organisation. They are most likely to understand what is require and have a clearer picture of the change. However, if the change is drastic, organisations should consider hire a small group of external change agent as consultant for the internal change agent as external change agents are more experienced in OD. Organisations should not depend only on external change agent for OD because it may expose the weakness of the organisation and endanger the competitive edge of the organisation.

Brand History Ysl - 1250 Words

Brand History Founded by: Yves Saint Laurent and his partner Pierre Bergà © Chief Designer: 1. Yves Saint Laurent 1962-2002 The Day of Birth: August 1, 1936 The Day of death: June 1, 2008 Reputation: He is considered by many of the worlds best- dressed people to be the inventor of modern fashion. Besides that, he is seen as the last of a generation of clothes designers that made the Rive Gauche (French for Left Bank of the Seine River in Paris) home to the most talented fashion designers in the world. These designers include Christian Dior, Coco Chanel, and Hubert de Givenchy -- all people who helped make Paris the international capital of fashion. CAREER: 1. Saint Laurent got his big break when he was only 17 years†¦show more content†¦He was the first, in 1966, to popularize ready-to-wear in an attempt to democratize fashion, with Rive Gauche a |name. He was also the first designer to use black models in his catwalk shows. Among St. Laurents muses were Loulou de La Falaise, the daughter of a French marquis and an Anglo-Irish fashion model, Betty Catroux, the half-Brazilian daughter of an American diplomat and wife of a French decorator, Talitha Pol-Getty, who died of drug overdose in 1971, and Catherine Deneuve, the iconic French actress. Ambassador to the couturier during the late 1970s and early 80s was London socialite millionairess Diane Boulting-Casserley Vandelli, making the brand ever more popular amongst the -European jet-set and upper classes. In 1993, the Saint-Laurent fashion house was sold to the pharmaceuticals company Sanofi for approximately $600,000,000. In the 1998-1999 seasons, Alber Elbaz, currently of Lanvin, designed 3 ready-to-wear collections. Pierre Bergà © appointed Hedi Slimane as Collections and art Director in 1997, and they relaunched YSL Rive Gauche Homme. Hedi Slimane decided to leave the house 2 years later. In 1999, Gucci bought the YSL brand and asked Tom Ford to design the ready-to-wear collection while Saint-Laurent would design the haute couture collection. In 2002, dogged by years of poor health, drug abuse, depression, alcoholism, criticisms of YSL designs, Saint-Laurent closed the illustrious couture house of YSL.Show MoreRelatedCase Study on Yves Saint Laurent1303 Words   |  6 Pages it is possible for YSL to double its profit within three years. The upsides of the change are a 150-percent increase in profit and strong brand awareness in a niche segment whose profile will be described in details hereafter. On the other hand, there are downside risks, including high possibility that Louis Vuitton, Tods and Bulgari will attempt to replicate YSL products since they are close to the targeted positioning as well (See Appendix A). 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