Principles of Economics Research Paper Example | Topics and Well Written Essays - 1500 words

Principles of Economics - Research Paper Examplesgruntling customers, suppose that the company may introduce a opposite type of programming that is cheaper for the company to provide yet is equally appealing to customers. Explain what would be the effects of this action. The law of demand states that, ceteris paribas, the higher the price of a commodity, the less the demand leave be. On the other hand, the law of supply states that, all factors being constant, sellers argon more willing to supply goods at a higher price than at a frown price. This theoretical point at which sellers be willing to supply goods and buyers are getting all the commodities they are demanding is referred to as the equilibrium. The equilibrium is depicted in the figure be moo Figure 1 Market equilibrium chart (Economics Basics Demand and Supply, 2011) If the political science make a price ceiling law on cable TV that sets the price below the current equilibrium price two things will happen immediately (1 ) cable TV sellers will find the business less attractive because of increased possibility of lower revenues and thus they will lower their supply. (2) Consumers will find the lower prices attractive and thus they will increase their consumption and demand for cable TV. After some duration, the huge consumer demand and low supply will cause consumers to compete for the few cable TVs available. This is depicted below Figure 2 Effect of price ceiling (Taylor, 2006) In a free market economy, the consumer competition for cable TVs will push the prices up, which will make sellers want to supply more and hence bring the price close to its equilibrium. However, in this case, the price ceiling prevents suppliers from increasing the supply because of the low marginal benefits compared to marginal cost of supplying cable TVs. This eventually... The rationale for releasing the new guidelines to be used by the Department of Justice and the Federal Trade missionary post for evaluating proposed mergers is to provide more clarity and transparency to businesses seeking to engage in mergers and acquisitions. This expressive style business can tell beforehand whether they will be successful with their application or not. Additionally, the new Guidelines take into account changes that have taken tramp in the level-headed and economic arenas since the last revision in 1992. From the guidelines one thing that stands out is the Department of Justices and the Federal Trade Commissions focus on protecting competition and innovation within the American business sector. Mergers and acquisitions that may substantially lower competition, or to tend to fashion a monopoly will be rejected. So too will those M&As that are viewed as done to kill innovation. Some of the major implications of these guidelines are that (1) it will enable companies save on resources that they may have wasted on a merger or acquisition that ends up being disapproved and (2) it provides the legal fraternity with more clear guidelines for those who would like to seek legal redress

Motivations for Organizational Change for Sustainability Essay

Motivations for Organizational Change for Sustainability - Essay ExampleAlthough organizational alter varies from atomic number 53 business context to another, organizational potpourri adopts a general definition that refers to a specific change that has direct and significant effects in the management, operation, and end product of an organization. Any variations in the way an organization operates and the way it is actually supposed to operate, leads to organizational change to ensure future successful growth and environmental preservation. t therefore the pace of organizational change is rapidly increasing courtesy of the new technology, social pressure, new lifestyles, environmental responsibility, and new ways of doing business. Many researches and model set about to discuss organizational change towards sustainability. However, although change is aimed for the benefit of an organization, many stakeholders in organization are usually nervous and leave behind tend to resis t change consciously or subconsciously basing their fears on the uncertainty of the proposed changes. Hence, Corporates face many challenges in initiating and implementing sustainable organization changes. An effective organizational change must be timely, sustainable, inclusive, motivational, done in the best professional way, strategic, environmental friendly, and enjoys the best organizational change management. ... An organizational change may lead to redundancy, change in operative hours, transfers, promotions, retraining, and even loss of job opportunities (University of Western Australia, 2008, p.1). A change in the corporation may also lead to significant changes in the operation size, skills required, and formation of the corporation. There are different types of organizational change. An organizational change can be organizational wide, subsystem, transformational, incremental, remedial, or developmental (McNamara, 2012, p.1). The knowledge on the type of change helps al l stake holders stick to the scope, objective and retain scope and perspective of the organizational change during the actual process of changing. An organization change process will involve different departments in an organization. Departments involved in the organizational change process include the targeted department, related departments, IT department which will build and operate the changed system, the pay department that will support the entire process, customer-facing staff department that will apply the changes in customer relations, and the management that will oversee the organization change process (Wallace, 2007, p.1). However, the most important of the entire process of change is the organization change management. Change management is the application of a set of processes that ensure in that location is a systematic control and implementation of the proposed changes within the organizations emblem (University of Adelaide, 2012, p.4). An organizations management aims at designing an effective strategy that will overcome resistance from stakeholders and hence increase their engagement towards a successful

Project management Coursework Example | Topics and Well Written Essays - 2000 words

Project management - Coursework ExampleThe Trans-Saharan gas pipeline (TGSP) is a dispatch whose aim is to see Algeria and Nigeria team up in a bid to have a diversification of gas supplies to the European continent. Seen by many analysts as the most incredible venture in Africa, the two countries seek to connect the supply of natural gas at Algeria for further countries to benefit (Nwaoha and Wood 2014). Unknown to many people is that this project was first-class honours degree suggested in the 70s but it has encountered a myriad of challenges before its initiation. It was not until 2009 that ministers from the concerned countries met and agreed to have the project completed by 2015 (Seljom and Rosenberg 2011). However, this is yet to be achieved out-of-pocket to various hurdles standing in the way. Even though this was previously thought to be a Nigeria-Algeria affair, Niger could not be overlooked since the project had to hap through its territory.The projects scope will see i t start from Warri region- which is in Nigeria-, pass through Niger all the way to Hassi Rmel which is in Algeria. erstwhile at Rmel, the project will then connect with the Trans-Mediterranean, Medgaz, Galsi and Maghreb pipelines that currently supply to many parts of Europe (Reymond 2007). In terms of length, the entire project is estimated to cover at least 4,128 km but for the Algerian part, which forms the basis of this Project initiation document, the scope is at 2,310 km.The objectives of this project includes expanding the natural gas marketplace to the European countries, solidify the relations among the involved parties and seeking to find an ending market for the gas product. In addition to having an improved economy, other benefits that will be evident from this project include the strengthened unity of the countries and employment opportunities for a significant number of Algerians. Natural gas is one of the most consumed commodities in not only Europe but also globall y (Engerer and Horn 2010) .The

Corporate social responsibility is likely to gain growing importance Essay

Corporate social responsibility is likely to gain evolution importance for line of business, Discuss this statement and relate your answer to ENVIRONMENT - Essay ExampleThis paper defines as the commitment of business to contribute to sustainable frugal development, working with employees, their families, their local community and society at large to improve their quality of life in ways that are both good for business and development1 especially as it is framed to accommodate the aspirations of the corporations and the local communities in which they operate. This paper further adds that, since in every society infrastructure fundamentally represents a luxury, corporations should strive at meeting the human standards of the society in which they operate by giving back to that society all that can be considered as humanly from an ethical standpoint. But hardly this is the case. Take the case of CSR problems that arise between SHELL and the indigenes of the Niger-Delta area in Nige ria in which during operations, their main sources of documentation (i.e. rivers and farmlands) are polluted and destroyed. These damages often lead to conflicts between the oil firms and the host communities.Today, the environment is facing increasing pressure from large scale and quick industrialisation due to modernisation and globalisation that is causing heavy damage all due to mass consumption of the earths resources. In a bit to purify the environment, the western world governments have enacted new environmental legislation aimed at an introduction of major new regulative regimes such as Pollution Prevention and Control (PPC) in England & Wales, where the Environment Agency (EA) is developing new methods of environmental risk screening and targeting of regulatory hunting expedition based on the better regulation principles.Under the dynamics of globalisation, economic integration, and global environmental governance, issues of global warming and CO2 emissions have been in creasing receiving tutelage today. This evolution has been unfolding since the 1992 Rio Conference on Environment and Development, through the 2002

Online Vs. Classroom Instruction Essay Example | Topics and Well Written Essays - 1000 words

Online Vs. Classroom Instruction - Essay ExampleAspects of the text that the author discusses that argon risky are looking at two different types of being a student. Online learning can be controversial because some people may think it is not the same as earning a real degree and think the classroom requires more hands-on work. She takes a stance against online learning and uses a source to indorse behind her thoughts saying that online classes keep students away from interacting with both fellow students and their professors, making it stiffer to work on group projects and getting support from peers and instructors.While Morgan is making this comparison, it is hard to know where she is coming from. While it states at the bottom her author biography, it does tell that she has pull in a degree. It makes me curious what her education was like. Does she really know what it is like to be in both types of classrooms? Has she ever taken an online class? If she has not, then that does n ot really give her any credibility behind her argument. People that have taken classes under both circumstances are the people that really can give their true opinion on which is more effective and it also depends on a persons learning style.One of the risks she takes in writing this is that her credibility is really at stake. If someone were to dig in her background on this opinion piece, it might be discovered that she only took structured classes within a classroom. However, she might also have been a student that only earned her education from a university such as University of Phoenix which is strictly online. No one really knows who she is which makes it difficult to know how she developed her opinions.There are galore(postnominal) factors that could determine if online education or traditional structured classroom education is best and these are some topics that the author did not necessarily address. She might be a person who is middle-aged and never had the option to take an online class. This

Illegally evidence Case Study Example | Topics and Well Written Essays - 2500 words

Illegally march - Case Study ExampleWithin this framework esteem result be given of the factors that reckons have taken into account when deciding whether or not to exclude such evidence. This will involve looking at policy issues in relation to the exercise of illegally obtained evidence in order to reach a conclusion as to whether in general impairment the coquettes will opt to include or exclude such evidence. In reaching a decision as to the uniformity of the application of this discretion consideration will be given to whether changes that have occurred with regard to the rights of the suspect under the Criminal Justice and Public Order Act 1994 have impacted on the admissibility of such evidence.Although there have been many changes in the law with regard to the use of evidence that has been illegally obtained many tests still use the fact of R v Sang 19801 as a yardstick by which to measure whether evidence such be excluded. In this case skipper Diplock commented th at(1) A trial judge in a criminal trial has always a discretion to refuse to necessitate evidence if in his opinion its harmful effect outweighs its probative value. (2) Save with regard to admissions and confessions and generally with regard to evidence obtained from the accused after commission of the offence, he has no discretion to refuse to admit relevant admissible evidence on the ground that it was obtained by improper or unfair means.(at p 437)In this caseIn this case the court following the comments made by Lord Diplock concluded that the judge would have no power to exclude the evidence on the basis that it had been obtained through the use of an agent provocateur2. In many ways the decision whether or not to exclude illegally obtained evidence seems to centre on fairness. Sang remains as an authority of the rules on the exclusion of evidence as was demonstrated in the case of R v Nadir 19933 where Lord Taylor CJ said that if a judgeconsiders evidence the Crown wish to l ead would have an adverse effect on the fairness of the trial, he can exclude it under s 78 of the Police and Criminal Evidence Act 1984....He also has a general discretion to exclude evidence which was preserved by s.82(3) of the 1984 Act which would allow the judge to exclude evidence he considers more prejudicial than probative.In the later case of R v Khan 1994 4 All ER 4264, Lord Taylor seemed to change his opinion of the use of Sang as an authority stating that Since, on any view, the discretion conferred on the judge by s 78 is at least as wide as that identified in R v Sang it is only necessary to consider the question of the exercise of discretion under s 78 - which is what the judge did.In general terms although the judge has the discretion to be able to rule the evidence as impermissible it is more common for the courts to allow the evidence to be adduced.Many judges are of the opinion that the effect of s78 does not make very much dissimilarity to the cases brought bef ore the court as most judges seem to decide in favour of inclusion rather then exclusion of such evidence as was the case of R v Mason 19875 and in the subsequent case of R v Samuel 19886. Mason was later quashed on appeal when it was observed that the only real evidence against the defendant was the confession and that this had been obtained by telling the defendant that his fingerprints had been found

International management and change Essay Example for Free

International management and change EssayWhen Pascal made this statement, globalization had yet to take place. People lived in diverse societies remaining cut-off from distributively other. Each indian lodge had its own perception of truth and reality. Then came on the advancement in technology bringing along inventions such as computer, internet and telecommunications making the world a global village. Perceptions started changing as schooling flow across the macrocosm happened at the focal ratio of light.People from all across the globe started sharing their experiences with each other and then reducing the differences in various farmings. However, the come of globalization has yet to pretend its peak. Cultural differences still exist within different societies and the direct of information and technology is still heterogeneous around the globe. I would now highlight approximately distinguishing features of the management expressive styles of various regions.We observe that the beliefs and values of people vary across various cultures. The Japanese work as a group and pipe organizational frame is ground on community work. The reward corpse of rules is based on the level of seniority and is excessively group based. The organizational structure is cooperation based whereas Ameri burn organizations often argon based on competitive style where individuals are rewarded based on their practiceance levels. Similarly the management style of French is also genuinely different from that of US.French follow a more creative thinking pattern and do not like to adhere to stern rules and regulations. The European management style has some key points that distinguish it from the American management style. The European management style even differs within the European countries and two countries be a special focus France and Germany because, among other reasons, the bureaucrats in those countries take on long been regarded as mandarins by the field of public administration (Dogan 1976).European management style can be classified into different clusters based upon Hofstedes cultural dimensions and Trompenaars and Hampden-Turners cultural variables (Goliath, 2004) according to which European management style can be sub-divided into Anglo-Saxon culture (Ireland, UK, and USA), Nordic culture (Denmark, Nor focusing, Netherlands, Sweden, and Finland), Germanic culture (Austria, Belgium, Germany, and Switzerland), Frankophile culture (France, Greece, Portugal, and Spain) and Italian culture. These cultures also differ greatly from the US and Japanese styles of management thus requiring different management practices.The pay for performance system can work with the European management style as employees in Europe are for the most part achievement oriented and perform good work for better rewards. The cultural beliefs and values of Europeans are pretty much different from the people of US and because the marketing techniques us ed in Europe should be different from those applied in US. For example, Europeans are very much reluctant to providing personal information as compared to US customers also the credit card usage in Europe is considerably lower than in US (Heilbrunn, 1998).The introduction of new logo and execution of matrix structure allowing a flatter organizational structure can work relatively better in the European business environment The community operations in South America demand a completely different commence as Latin American culture significantly differs from US culture in terms of communication process. The US culture emphasizes on completion of task and sentences are interpreted in their direct meaning. However Latin American society focuses on relationships and context of the communication may involve more than just the spoken words (Wederspahn, 2001).So the marketing and sales efforts in South American cannot be criterionized with the US practices since the Latin American custome rs tend to perceive communication messages in a very different way from their US counterparts. The new logo can be introduced, however introduction of a flatter organization with matrix structure may not be possible in South America as the type of culture prevalent in this society is not conducive to the works of non-hierarchical organizations. If we study the culture of Middle vitamin Eern countries, it is found that the business practices again differ significantly from those of US.The business is mostly chaotic and based upon word of mouth rather than indite agreements, the cultural values are mostly Islamic and respect for relationships is held supreme also the marketing regulations in Middle Eastern countries are very strict as compared to US or rest of the world (Kwintessential Ltd). The middle eastern management style is mostly authoritarian and based upon Douglas McGregors Theory X motivational leadership style (Daniel Workman , 2008). Thus employees have little or no mot ivation to work on their own and will perform only when directed by the superiors.Thus bright managers from US and other Western states often try to avoid working in Middle East and so they must first be provided proper cultural training in authoritative styles thus enabling them to adapt to the management practices of the Middle East. The Australian business is more similar to that of US as compared to the rest of regions as described above. The language and dress code is pretty much similar. However, Australian society is strictly based upon egalitarian principle where nobody like being bossed around. People dont like to consider others as superiors and there is nearly no hierarchical system (Slideshare, 2009).So authoritarian style of management will not be welcomed in the Australian business. The meeting and negotiation styles as swell up as the general beliefs of the Australian society are pretty close to the American beliefs. However according to a study on doings of 35,000 managers from Australia and New Zealand, the Australian managers consistently try to avoid responsibilities and do not take initiatives (Gettler, 2002). Thus FES should provide cultural and leadership training to Australian manager before implementing any build of central strategy.Discrimination issues also prevail in Australia that can make life for foreign managers very difficult. However, of late steps have been taken to strongly implement anti-discrimination laws. The roles of front line managers are also changing in Australia as they are provided more and more emancipation and responsibility (James Saville, Mark Higgins, 1994). The sales and marketing strategy in Australia can be aligned with the US strategies relatively easily because of the similarity in both societies. So the dilemma of FES is choosing between centralized and decentralized approach.Centralization can be defined as, the degree to which decision-making authority is kept at top levels of management. whil e Decentralisation can be defined as, the degree to which decision making authority is pushed down to lower levels of the firm (Schilling 2008). Both approaches have their own pros and cons. FES has seen tremendous growth over the years and has been expanding into new regions at a very quick rate. Thus the organization requires a ample amount of flexibility in its decision making that can be provided by a decentralized approach.However, due to rapid expansion, the organization requires tighter control of pecuniary resource and close monitoring of all its operations to reduce costs and proceed quality. These measures can be achieved through a more centralized approach. So what approach suits FES bests can be determined by a cost benefit analysis where each advantage and disadvantage of delegation authority has to be carefully analyzed in light of the company objectives. Thus aligning the decision making process with the vision of the organization.A centralized approach can benefit the organization by significantly reducing the administrative cost related to employee management. Infrastructure handling will also be more efficacious and it will be easier for the headquarter to align organizational goals with the functional and departmental goals ( Dezaree Seeds, Alan S. Khade , 2008). Centralized approach will also make reporting procedure simple resulting in standardized organizational policies. Thus in this way it will further help the organizational objective of flattening the organizational structure and in creation of a matrix organizational setup.A decentralized approach on the other hand can benefit the organization by providing flexibility and empowering employees at the divisional and functional level. As explained above, different regions in which FES is operating have different working environments and the condition of energy effort in Europe, Australia, Middle East, US and South East Asian regions are very different from each other. Thus decentr alization of HR and marketing policies will allow the organization to allow for to the customer contends in the ways most suited to specific regions.It will also allow greater local control and the ability to act quickly to gain local resources ( Dezaree Seeds, Alan S. Khade , 2008). Decentralization will also allow the organization to better deal with the cultural diversity and provide training to the employees as and when the need arises. One thing that business, institutions, governments and key individuals will have to realize is spiders and starfish may look alike, but starfish have a wonderful quality to them. Cut off the leg of a spider, and you have a seven-legged creature on your hands cut off its head and you have a dead spider.But cut off the arm of a starfish and it will grow a new one. Not only that, but the disunite arm can grow an entirely new body. Starfish can achieve this feat because, unlike spiders, they are decentralized every major organ is replicated acro ss each arm (Beckstrom and Brafman 2008). The type of approach taken by FES depends upon the nature and reach condition of the global energy industry. The energy industry around the world is in a continuous state of flux. As more and more energy companies around the world move private and become free from the control of state, the nature of competition is changing (ExxonMobil, 2004).Demand for power is increasing at an exponential rate and the competition from private as well as government owned companies is fierce. In the power generation sector, each country has established different laws and tariff rates for multinational organizations. Thus on a whole it seems wiser to maintain a decentralized organizational setup which is flexible enough to quickly respond to the changing conditions of the industry. FES should maintain its present functional structure by keeping the finance, production and HR departments centralized.However using the same marketing and sales techniques all ac ross the globe has a lot of negative implications. Thus allowing the regional marketing departments to work according to their specific environment is the best possible option. So in order to maintain decentralization in the marketing and sales department, the top management has to establish strong ties with all of its regional departments. A strong organizational culture based upon a clear vision and mission of the company should be communicated to all of its employees.Perhaps FES can create a hybrid model which allows centralization of decision making with respect to financial and important managerial decisions and at the same time, the marketing campaign is allowed flexibility according to the specific needs of the region. A key concern for FES is to harmonize its rapid global growth. Power and gas generation has to be taken in new countries and new plants need to be setup. The international operations have expanded a lot and efforts must be made to consolidate the existing busin ess while growing in new regions of the world.As part of the consolidation effort FES must conduct extensive employee training program instilling in each employee the vision and objective of the organization. The company should consolidate its major decision making power in the spotquarter thereby allowing Headquarter to maintain a close monitory system on all of its subsidiaries. By centralizing its finance and management activities, the company can also approve marketing budgets for different regions from its Headquarter, thus building glueyness in the finance and marketing goals.However the marketing and sales strategies for each region should be decentralized thus instilling greater flexibility and freedom among marketing departments to cater to their local markets. The pay for performance system can work smoothly in few of the regions but as explained earlier, some regions such as Middle East and some parts of South East Asian cultures demonstrate a more hierarchical structu re and it will be extremely difficult to introduce pay for performance system in these regions.Also the parameters should be clearly defined before introducing the pay for performance system in different regions. Because same results usually do not show same amount of performance in different regions. What kind of performance and what kind of pay should be decided and communicated to all regional offices. The parameters for monitoring performance should be based upon different standards for different regions. Similarly some of the major HR policies should be centralized but mostly HR of each region should be independent in choosing the who, what, when and where about its employees.For example, Middle Eastern region is very warm in summers as compared to the European region and the work habits and optimum level of work during different seasons is different for both these regions. Thus separate working policies should be established for each of the region. The RD department should rem ain centralized at the American Head Office. As a centralized RD approach is more upright for a company like FES which has not expanded business into a variety of categories (AB, 2001).However taking technological inputs from all across the globe may help the RD department in improving its efficiency and effectiveness. Thus technological integration should be built where all global units of FES are directly integrated with its Head Office and the information flow between Head Office and different regions should be quick and efficient. The production department should flow out its role from the center, managing the manufacturing process across the globe from the Head Office. So it can be seen that different aspects of FES operations require different level of centralization and decentralization.Also different regions require different level of authority delegation based upon their internal environment and national cultures. It is relatively easier to introduce standard policies in E urope and Australia as both of these cultures are very similar to that of US. However, standardizing procedures across Middle East and South America is not a feasible option. The regional business units should remain decentralized as there should be some form of flexibility to make the decision making process quicker.The regional heads should be sent directly from the Head Office, however if some regions in Middle East are not being managed effectively by American managers, then leadership services of local managers should be availed after providing them extensive cultural training programs at the Head Office. The regional units should be linked to the Head Office through the fastest technology available so that there is no or little information gap between the center and regional units.Thus in light of the cultural differences prevailing in various regions of the world, the best suited approach should be to take a hybrid approach while showing some restrain in application of a cent ralized approach and making some variations in the standards for implementation in different regions. The integration of overall business can be achieved by proper use of technology and defining proper hierarchical system for flow of information between Head Office and various regional units.