Marketing for low income people (Gillette Vs Nivea) Research Paper

Marketing for low income people (Gillette Vs Nivea) - Research Paper ExampleNivea brand is one of the famous fur and beauty brands in the globe due to its intense and cultivating marketing strategies. The advancement of the brand is attributed to its extensive ranges of products worldwide like the moisturizers, deodorants, and shower products. These brands have magnificent appeals to twain segments, especially the high income segment of customers, yet Nivea products sell across all segments. On the other hand, Gillette has evolved its marketing strategies approaches everywhere the past few years to march a more consumer-focused approach. The company has successfully installed brand confidence among the increasingly skeptical male consumer base in the world.Acquisition of new customers often results from the death penalty of a product strategy. fruits attract new customers by offering new features, eliminating old problems, and solving different needs. Products will be matched w ith viable market segments. Product development is a marketing strategy in which new goods and services are developed and then added to current lines (Bergh & Behrer, 2013). These are marketed to existing customers. Product variegation occurs when new goods and services are created for new market segments not currently served by the company. Unmet needs, pagan trends, and other developments lead to development and diversification strategies. Recent cultural trends associated with diet have led to new food products, while the desire for connectivity has been associated with the creation of new electronic devices.One key to developing products is following through with(predicate) with a well-designed plan of implementation that brings the whole company into the process. Product improvements solve specific problems. Many products have been made smaller, faster, more efficient, and more user-friendly over the years. Product improvements may help firm capture new customers and acquire competitors customers

India of My Dreams Essay Example for Free

India of My Dreams EssayLong years ago, we made a tryst with destiny, and now the time comes when we shall redeem our plight-emitting diodege, non wholly or in full measure, but very substantially. At the stroke of the midnight hour, when the world sleeps, India will awake to life and freedom With these words of Pandit Nehru, on 15th August at the stroke of the midnight hour India declared itself independent from the British rule. As the Union Jack was being brought down and the Indian trichrome flew up the hopes and aspiration of the Indian founding fathers were completed. Sixty years after the birth of this massive and diverse republic though there has been considerable progress, the overall picture of life in the land is depressing.With increasing prices and growing unemployment, the common man remains as poor as he had been. Though genteelness has spread, its standard and quality have received a set back. Nor is the political scene very encouraging. While the working of democracy is not satisfactory, the forces of religion, provincialism and linguism get at a threat to the unity of the country. Our leaders lack the qualities of idealism, integrity and self sacrifice, which were abundantly in evidence during the days of the struggle for freedom. In this bleak situation, it is ingrained for the youth of the country to have a vision of a stronger India. In the same way I have a vision too a fearless, strong, self reliant India.I visualize my country way ahead of other nations all round the globe in every(prenominal) aspect, whether its cultivation in any field or showing its military might or being a fore-runner in technological advancement, skills and prosperity. I visualize India being a country that will provide equality of opportunity to one and all irrespective of caste, creed, and sex. A place that will provide optimum scope for development of latent skills of an individual and then to use it for the welfare of the nation. I strive for such a country wherein the poorest of the poor feel that this is his country in grammatical construction which his voice has its due importance.I wish for a constitution, which will release India from all thraldom and patronage, and give her, if needed, the right to sin. I dream of a nation where nobody is illiterate and nobody sleeps hungry, where there is no distinction on the basis of genre, religion or caste, where justice to a common man is incomplete denied or deleted, where corruption in public life does not exist, where criminals do not occupy ministerial berths nor enter legislative assemblies, where merit counts in every sphere of life, where jobs cannot be purchased, where criminals have to spend the rest of their lives behind the bars and where the intellectuals like Amartya Sen do not have to leave the countrys shore for higher explore and recognition.Today India is grappling with divided states, poverty, and population on the one hand and a mlange of languages, trad itions, festivals, religions, cultures which poses a problem but my vision for India is a country where the Kirtans from Gurudwaras, and Azan from Mosques, the Bhajans from Temples and chiming of the bells from churches merge and mingle and produce a harmonious, melodious, tune of humanity. I dream of a casteless and a perfect India of which all Indians can be sincerely proud of.My vision of India may sound like a dreamers agenda but the day every Indian citizen realizes his responsibility towards his country my vision would be reality. At last I would like to conclude with the words of Sir Rabindranath TagoreWHERE the mind is without fear and the head is held highWhere knowledge is freeWhere the world has not been tough up into fragmentsBy narrow domestic wallsWhere words come out from the depth of truthWhere tireless striving stretches its arms towards perfection Where the mind is led forward by theeInto ever-widening thought and actionInto that heaven of freedom, my Father, let my country awake.

One of the administrators quoted an elderly near verbatim Essay Example for Free

One of the administrators quoted an elderly near verbatim EssayThe present is momentarythe in store(predicate) result be short and the long past had been variedgood thingsbad thingssuccessfailureslove and lovelessness pain and satisfaction of sacrifice for the loved onesAnd if we lease lived that well enough why mourn for this momentary present and unsure short past? Just leave it God. It is a nice thing to bet back . and be happy Indicators of affectional Component of SWB as Perceived by the Administrators Table 3 presents the affective component of the subjective sense of eudaemonia of the elderly as sensed by the administrators of the home for the aged. Table 3. Administrators Perception on the Cognitive Component of SWB among the Elderly Domain Categories f P Affective Component Feeling secure of future c atomic number 18 / will be taken care of until death 6 100 Happy and relaxed almost strong-arm mobility and health 5 83 Apparently happy and peaceful 4 67 Feeling tha t the family ties are intact 4 67 Feeling that they are still masters of their lives 3 50 Note N=6. General = category applied to all the cases (100%). Typical = category applied to more than than 4 cases (more than 60%). Variant = category applied to fewer than half the cases but at least 2 cases (30%).According to the findings of this study in Table 3, the administrators (67%) perceived the institutionalized elderly to be apparently happy and peaceful. And their happiness consisted in their sense of having control of their life, whereas for 83% it was also in their feeling physically well. some 67% of the administrators found that the elderly were as they experienced a sense of belongingness to the family. And finally, all the administrators (100%) perceived that they felt secure about their future and having the assurance that they will be taken care of until death put them at ease.The succeeding sample responses of the administrators substantiate the findings of the study on t his particular aspect of affective component. They place to be peaceful and happy at least many of themmost of the time. All of them miss their family and they try to put up with it. All of them are evenhandedly healthy even in their 80 plus years They are happy that they are able to do their things on their own In sr. age specially we want people nearbut these poor soulsactually they are not deserted. Those who have no children and single find it a little easier to cope with this life.But othersthey understand their children and try to be happy. All are happy when they get a call or being visitedthey go around telling to everybody possibleit is very important for them. Administratiors Perception on the Contributing Factors toward SWB Among the Institutionalized Aged. The study also explored the perception of administrators on the factors positively touch on the subjective sense of well-being among the institutionalized aged. Table 4 summarizes categories emerged under different domains. Table 4. Administrators Perception on the Contributing Factors toward the SWB among the ElderlyDomain Categories f P Physical Health Happy with the accommodation and medical care facilities 6 100 Enjoys age related health / physical mobility 5 83 Enjoys palatable food 5 83 Engage in physical and recreational activities 3 50 Autonomy / Freedom Enjoys individual freedom 6 100 Being treated with respect gives a sense of self-worth and personal power 5 83 Need for privacy and non-intrusion 3 50 bills / Income Security about the future 6 100 Very money conscious 4 67 Sense of power, control, independence and personal pride 5 83 Meaningful Relationships Family.Being wanted and cared for 4 67 Feel connected through communication 4 67 Friendship Friendly and amiable 6 100 Having close friends among co-residents 3 50 More private and prefers to be left alone 3 50 Authority /Caregivers Good alliance 5 83 Feel respected and cared for 5 83 Appreciate the service received from careg ivers 3 50 Social Interest / Altruism hit out to others through voluntary service 3 50 Hospital visiting and praying for the sick 4 67 Concern about Death cuss in Gods compassion and love 6 100 Feel the need for preparation 4 67.Comfortable with reality of death 3 50 Religion / Spirituality Engage in religious activities and / or personal devotion 6 100 Powerful means of coping 6 100 Sense of pride in being religious 4 67 Source of strength and peace 5 83 Happy about spiritual support received 6 100 Note N=6. General = category applied to all the cases (100%). Typical = category applied to more than 4 cases (more than 60%). Variant = category applied to fewer than half the cases but at least 2 cases (30%). Administrators Perception on the Contributing Factors toward the SWB of the Elderly.

Social and Formal Groups Comparison Essay Example for Free

Social and globe Groups Comparison EssayI mull over that the Cornerstone Hospice center where I do volunteer work counts as a formal organization. As for a neighborly group I did see to it a church social club for mothers years ago. With the social group all activities were pretty much the same for all. We did potluck each calendar week and rotated who brought what. We did arts and crafts and rotated on whos idea would be used and we had older more experienced moms as guest lecturers. As for the Formal group activities varied from ones education and or experience and training. Only nurses could do their jobs and so on. I worked the office doing filing, sorting, or putting unitedly booklets or filling orders for the nurses. They trained me to see and spend time with hospice patients but everyone pretty much had their place.Hierarchy in the social group didnt outlast and in the formal it went according to their position in the company. The norms for the social group were ju st to participate and for the formal group we had pages of information we had to go through contract sign and were tested on. Membership Criteria for the social group was just that you were a mom or an expectant mom. They advertised in the city local account and the church paper. As for the formal group anyone can volunteer however a back ground check has to be passed, you also have to be trained and pass all tests, and have a current Hepatitis vaccine. I sought them out since I wanted to do volunteer work and knew hospice centers took volunteers.Relationships with the social group were primary whereas with the formal group it seemed to be more of selective primary ties. Communications in the social group were always slip to face and very friendly whereas in the formal group it varied from face to face to formal and in writing. Focus of the social group was person point and the formal group was working class oriented because the task of seeing to it that the patients on hospice were getting the right kind of care was the number one goal and task of all of us.ReferenceMacionis, John J. (2011). Society The Basics (11th ed.). Upper Saddle River, NJ Pearson Prentice Hall. Retrieved from University of Phoenix Axia, Soc120 Sociology course website.

Cooperative Movement in India | Development

concerted lawsuit in India DevelopmentIntroductionIn the todays growing world Co-operatives do activities for the development of agriculture, sm altogether pains merchandiseandprocessing, distribution and supplies. The progress report of co-operatives in the State is very good and contribution to out pull d declareish progress has particularly been signifi pilet. For the purpose of Green Revolution, these Co-operatives introduced various schemes for the modulation of villages into towns and standardizedwise the construction of go downs.The Co-operative Movement was introduced into India by the Government to overcome the burden of debt of farmers and they can sell their products easily and can get the maximum profit. The Co-operative trust Societies Act, 1904 was passed by the Governmentof India and plain faith societies were formed. Through the appointment of registrars and make vigorous propaganda, the Government attempted to popularize the Movement in the arcadian atomic number 18as. Within a short period, the Government realized any(prenominal) of the shortcomings of the 1904 Act and, at that placefore, passed a more comprehensive Act, known as theCo-operative Societies Act of 1912. This Act recognized non- attribute societies also. But the bucolic book of facts societies pee continued to be predominant till now. countrified realization/Service SocietiesThe structure of Agricultural Co-operative impute in the Punjab State is divided into two celestial spheres i.e. Dealing with the short-terms and medium-terms finance and the other with the considerable-term credit. The short-term and medium-term credit structure is based on a three-tier system i.e. the Apex Co-operative Bank at the State level, the Central Co-operative Bank at the district level and the Primary Agricultural Credit Societies at the village level. The major role of these services which is provided to the farmers is to fasten the funds available to the farmers for th eir agriculture fruit, for the purchase of machinery, fertilizers and so onType of societiesCo-operative Weavers societyCo-operative Consumers SocietiesCo-operative Housing SocietiesCo-operative Womens SocietiesCo-operative Milk-SocietiesProblems for Co-operativesLack of supervision leads to the mis drug abuse of the financial resources.Lack of inspection by RegistrarGovernment is hesitating to entrust any important government work since it does not induce any participation.The Co-operative Banks and other important institutions ar laid far a elan from the reach of the farmers.NABARD and RBI are not agreeing for conversion of Central and urban Co-operative Banks.R.B.I. has also objection about the use of word Co-operative since Banking command Act uses the word Co-operative Society.Wrong persons may take advantage of the situation to cheat the general public.When the Government are exploring the possibility of regulating the Non-governmental organizations having vast experien ce, it is enigmatic as to whether the mutually aided Co-operatives in various report can give desired result.Introduction to NABARDNABARD is set up by the Government of India as a development bank for facilitating credit flow for promotion and development of agriculture and integrated rural development. It also helps in all other economical activities in rural areas, promoting sustainable rural development and for the prosperity of the rural areas.With a capital base of Rs 2,000 crore provided by the Government of India and Reserve Bank of India, it operates through its head office at Mumbai, 28 regional offices situated in state capitals and 391 district offices at districts.Present ScenarioInitiates measures toward institution-building for improving absorptive capacity of the credit delivery system, including monitoring, formulation of rehabilitation schemes, restructuring of credit institutions, training of personnel, and so onteraCoordinates the rural financing activities o f all the institutions engaged in developmental work at the field level and maintains liaison with the government of India , State governments, the Reserve Bank of India and other national level institutions concerned with policy formulationPrepares, on annual basis, rural credit plans for all the districts in the nation. These plans form the base for annual credit plans of all rural financial institutionsUndertakes monitoring and evaluation of projects refinanced by itPromotes research in the fields of rural banking, agriculture and rural developmentFunctions as a regulatory authority, supervising, monitoring and guiding reconciling banks and regional rural banksRole and Functions conjunctive DEVELOPMENT FUND (CDF)In pursuance with the recommendations of the Parliamentary Committee on kitchen-gardening, Cooperative Development Fund was constituted by NABARD in the year 1992-93 under the provisions of Section 45 of NABARD Act, 1981 with a view to strengthening and providing ass istance to Co-operative Credit Institutions for improving their infrastructural facilities. The initial Corpus of the Fund was Rs.10 crore which was subsequently raised to Rs.75 crore. The cumulative assistance sancti stard to conjunctive institutions from the Fund for various purposes unto 31 March 2007 amounted to Rs.76.35 crore against which Rs.67.66 crore has been disbursed.National Conference of Urban Credit Cooperative SocietiesSaturday, 22 April, 2006,Pune(Talking Points)Dignitaries on the dais,Ladies and Gentlemen,The Cooperative Movement in India has contributed to the rural development of the country. Though the movement has developed in unalike States of the country not in the uniform style, some of the States homogeneous Maharashtra, Gujrath, Karnataka, Andhra Pradesh grant shown tremendous growth of the Cooperative Movement in these States. The cooperatives were considered as the balancing force between the head-to-head domain and the public sector. The advantag es of the private sector and the public sector could be very well achieved through the cooperative sector and the disadvantages associated with the private sector and the public sector could be eliminated in the cooperative sector. The societies, which were promoted by the leadership having vision and who managed these cooperatives well, have become successful whereas the cooperative societies, which suffered from the lack of dynamic leadership were mismanaged and these cooperative societies became failure. Maharashtra State is one of those States in our country, which can boast of claiming that the cooperatives in the State are managed by the elected representatives by the members and the elections do take place regularly except in few cases where there are problems of mismanagement. Out of the total number of 1.75 lakhs cooperative societies in Maharashtra there are hardly few hundred cooperative societies, where the administrators are functioning. This shows the Cooperative Movem ent in Maharashtra is functioning purely on democratic principles. The Cooperative Movement in Maharashtra has make tremendous progress during the last 45 years. The number of societies in 1960 was hardly 30,000 in 1960, which has gone upto 1.75 lakhs in 2005. The number of social status of all these societies increased from 42 lakhs in 1960 to almost nearing 5 crores in 2005, whereas the members capital was solely 53 crores in 1960, which has increased to around 13,000 crores in 2005.Though the figures indicate that the cooperatives have made tremendous progress in Maharashtra some of the sectors in cooperatives have been highly successful, whereas some of the sectors could not make any success. The examples of successful societies are found in large number in the areas of Cooperative Sugar Factories, dairy Cooperatives, Urban Banking, whereas almost 50% of the Primary Agricultural Credit Coop. Societies and 50% of the District Central Cooperative Banks are in a very big(p) finan cial position. The Agro Processing Cooperatives also could not make any progress, though there is a tremendous potential for these cooperatives, considering the huge production of the fruits and vegetables (production of fruits is about cytosine lakh thyroxins and that of vegetables is around 50 lakhs tonnes, which is likely to be doubled in the next 5 years) as well as other agrarian rise in Maharashtra.The Government of Maharashtra has recently passed various amendments in the Maharashtra Agricultural Produce Marketing (Regulation) Act, 1963, on the lines of Model Act prepared by the Govt. of India and has introduced the provisions for governing body of Private Markets, Farmer Consumers Markets, Direct Marketing, Single Licence for the Traders and the Contract Farming.These amendments get out have very good effect on the growth of agro-processing sector, exports of fruits and vegetables and value added conjure up from agriculture and the development of retail mountain chain management, as these sectors will be able to source the requirement of their produce directly from the farmers. This will also have good impact on large private investment coming in to clownish sector, development of infrastructure like pre-cooling units, cold storages, cold chain for transportation of perishable produce, putting up of the processing industries etc. The employment generation in agriculture and allied sectors will also be improved. It is envisaged that because of these changes the boilersuit economy will grow and the farmers will get better re publishs for their produce. This will also have the positive effect on quality and productivity service in agriculture.Besides 20,000 Primary Agricultural Credit Coop. Societies, 34 DistrictCentral Cooperative Banks and the Maharashtra State Cooperative Bank, there are about 25,000 Urban Cooperative Credit Societies in Maharashtra. While the Primary Agricultural Credit Cooperative Societies give loans to the farmers for agri culture and for crop production, the urban credit societies cater to the inevitably of the urban population, particularly to meet their requirements of credit for consumer articles. The total membership of these societies is around 1.10 crores. The share capital of these societies is around Rs.3,500 crore and their own funds amounting to Rs.5700 crore. The deposits of these societies are around Rs.10,000 crore and they have given loans of about Rs.15,000 crore.The working capital of these societies is around Rs.25,000 crore. The cooperative credit sector is operating in some(prenominal) Urban and Rural areas. The Urban credit societies cater to the haves, primarily, of the urban population. It also caters to the household needs of the rural population. Recently the urban cooperative credit societies in rural areas have started financing the agricultural needs of farmers. This effort was initiated and promoted by the Government by issuing the Govt. Resolution on 22.12.2005.The loa ns to the tune of about Rs.15,000 crore to 1.12 crore member itself speaks of volume of work of these cooperative credit societies, who necessarily reach the urban and rural masses. The presence of credit societies in the vicinity provides confidence of easy availability of funds, to two urban and rural masses.The credit societies are now intending to diversify by toping theirservices such as cash transfers and other permitted banking operations. The credit societies Federation is trying to play a boastful role to have joint venture operations along with the similar international organisations. The State Federation of Urban Credit Societies in Maharashtra has decided to extend the insurance to the Depositors of Urban Credit Societies, by forming their own Deposit Insurance Scheme. This is a unique revolutionary decision and it will go a long way in building confidence of the depositors in these societies.There are 2,106 Urban cooperative Banks in the country having deposits of Rs .1.10 lakh crore. Out of these, there are nearly 650 Urban Cooperative Banks in Maharashtra, having the total deposits of Rs. 65,000 crore. The Urban cooperative Banks are also catering to both(prenominal) the rural and urban population. The huge membership base available for both the urban cooperative banks and cooperative credit societies must be utilized for the ultimate upliftment of both the members and the organizations. This base can be utilized as channels both forward and backward in respect of different managerial aspects such as marketing, distribution, services etc. For achieving this, both these organizations should have integrated approach in functioning and their policy framing like Rates of Interest on deposits, Rates of Interest on loans etc. It is necessary that borrowers get loans at fair rate of interest so that any business becomes viable and borrower is able to repay loans.The financial involvement of both the urban and rural masses in thecooperative credit societies by way of deposits always demanded its safety. The involvement of Insurance Agencies was well solicited. However, the effort in this focal point was uniquely made by the Maharashtra State Cooperative Deposit Guarantee Corporation which happens to be a cooperative society. It has to go a long way but a good start has been made to cover up 70 credit societies guarantying their deposits up to the limit of Rs.50,000/-. The consolidated effort to qualitatively strengthen the organisation and increase its scope is the need of this hour.The cooperative credit societies are facing innumerable problems some of them can be listed as follows.Accepting deposits at higher rate from depositorsHuge expenses on administration.Lack of management skillLack of training and education to the employees and Board of DirectorsPoor performance in convalescenceLoans are sanctioned without proper scrutinyThese problems needs to be addressed by all the concerned with the focus on the overall qualit y to be kept up(p) by these cooperative organizations. The cooperatives including the urban credit cooperative societies should function in such a manner that they have the highest operational efficiency and headmaster management so that they can deliver the desired results to the members and the common man. Unfortunately the headmaster management and operational efficiency is lacking in some(prenominal) societies.As I have already mentioned earlier the societies, which have been managed efficiently and have been able to serve their members and public in a most desirable manner the example of the cooperative sugar factories in Maharashtra is an eye opener to a person who looks at these societies very closely. Out of 200 cooperative sugar factories in Maharashtra almost 50% have excellent results whereas 50% of these factories are in problems. Some of the cooperative sugar factories, which are excellently managed could pay almost Rs. 1100 to 1200 per tonne as a sugarcane price, w hereas many of the badly managed Cooperative Sugar Factories could not pay even statutory minimal price. For paying the statutory stripped price, these factories are required to borrow from banks by creating short margin and with the Govt. guarantee. The Govt. of India is helping these factories with the package for rehabilitation.Though this is required in the bigger interest of the farmers, the sugar factories, which are performing well should also be given incentives by the Govt. of India. Same policy should be applied to the other successful cooperative societies also. The urban cooperative credit societies in the State and in the country must remember that they have to face competition with big Multi-National Banks and the Commercial Banks. These societies should therefore, be vigilant in advancing loans and in no case loans, which cannot be recovered should ever be sanctioned. These societies must adopt the modern management practices including computerization in their worki ng, professional training to their employees and to their members of the Board and should keep their level of functioning very competitive. This that can bring success to these societies.Thank you.Jai Hind . Jai Maharashtra ..InterpretationIn the supra article, the man stress is on using the modern techniques of working, professional training should be given so that they can handle each and every one problem and most important all work should be done thorough computers so that the commitment of errors should be minimum. Whatever the loans provided to the farmers, the record of that and the documents should be maintained properly so that it will be easy for the working of the employees as well as for the farmers to know every single point. With this proper documentation recuperation department can easily comes to know about the person from they have to collect the particular amount. Proper education training should be given so that the employees can give their 100% to the work and they should no charge higher rate for accepting the deposits. The loans which will be given to the farmers should be given aft(prenominal) the enquiry of that particular person that whether the person really need the loan and the information he is providing is true or not.AGRO-INPUTS DISTRIBUTION IN AGRICULTURAL COOPERATIVESR.C.GuptaAgricultural Cooperatives in India are very actively and intimately have-to doe with in several agriculture related activities. The most important activities are the disbursement of production credit and distribution of fertilizers and other inputs viz seeds, pesticides and agricultural implements. Agricultural Cooperatives are also involved in procurement of farm produce, processing and marketing of oilseeds, Cotton, sugar, take out and milk products, distribution of essential commodities, clothes, kerosene oil and merchandise etc. Coop. movement in India started way back in 1905. Till 1939, Agricultural Cooperatives in India were distributing only the credit to the farmers. Its activities got diversified to consumer articles and also some agricultural inputs in the rural areas over a period of time. Subsequently, based on the suggestions made by different committees and commissions, the cooperatives were given a significant role in distribution of fertilisers. Currently, cooperatives are playing a significant role both in production and marketing of fertilisers.Cooperatives Role in Agricultural Credit DisbursementCooperatives play a very important role in disbursement of agricultural credit. Credit is necessitate both by the distribution channel as well as by the farmers. The distribution channel needs it to finance the fertiliser business and farmers need it for meeting various needs for agricultural production including purchasing fertilisers. The credit needed by the farmers for purchase of fertilisers and other inputs is called short term credit or production credit whereas credit needed by the distribution channel is c alled Distribution Credit. Cooperatives also play a very important role in disbursement of Medium Term and Long Term credit needed by the farmers for purchasing agricultural equipments viz tractors, installation of tubewells and land developmentworks etc. Joint General Manager(Marketing), IFFCO, 53-54, Nehru Place, New Delhi -110019 Paper presented at 13th ICA-Japan Training Course on Strengthening Management of Agricultural Cooperatives in Asia 1988-99 at FMDI, Gurgaon, Haryana, India, on Jan 21, 1999 In India, 78 per cent of the farmers belong to the category of miserable and marginal farmers. They depend heavily on credit for their agricultural operations. These farmers will not be able to adopt the modern agricultural practices unless they are supported by a system which ensures adequate and timely availability of credit on reasonable termsand conditions. Credit in India is made available to the farmers through a multi-agency network consisting of cooperatives, commercial banks and Regional Rural Banks (RRBs). However, cooperatives accounts for a large proportion of the agricultural credit made available to the farmers. National Bank for Agriculture and Rural Development (NABARD) was established in the year 1982 by an Act of Parliament and was entrusted will all matters concerning policy, planning and operation in the field of credit for agriculture and other economic activities in the rural areas. Before that, this job was being done by Reserve Bank of India itself. NABARD works for progressive institutionalization of the rural credit and ensures that the demands for credit from agriculture including the new and upcoming areas like floriculture, tissue culture, bio-fertilisers, sprinkler irrigation, drip irrigation etc. are met. The medium and long term of loans are disbursed to the farmers through Primary Land Development Banks (757) who draw their finances from Central Land Development Banks (20) who in turn draw their finances from NABARD. As for the short term credit, this is disbursed to the farmers through Primary Agricultural Credit Societies (PACS-66,200) who draw their finances from Central Cooperative Banks (363) who in turn draw their finances from the State Cooperative Banks (29). The State Cooperative Banks draw their finances from NABARD.Cooperatives Role in Fertiliser DistributionIntroductionAgriculture continues to be the mainstay of Indias national economy. Its contribution to Indias Gross Domestic Product (GDP) is about 30 per cent. Nearly two thirds of the population still depends on this sector directly or indirectly. Self-sufficiency in foodgrains has been the basic objective of Indias policy on agriculture. Foodgrain production has increased from the level of 52 thousand tonnes in 1951-52 to 199 meg tonnes in 1996-97. However, the foodgrain production declined to 193 million tonnes in 1997-98. The present population of the country is about 960 million and is likely to touch 1000 million by the turn of this cen tury. To feed this level of population, India has to produce 208 million tonnes of foodgrains from the present level of 193million tonnes which is, no doubt, a gigantic task The vital role of fertilisers in change magnitude agricultural production is well recognised. Since, the land man ratio is declining due to increasing population, the additional foodgrain production has to come by increasing the productivity of land under cultivation. Adoption of modern agricultural practices is the only way for increasing agricultural productivity. This calls for application of inputs like chemical fertilisers, high yielding seeds and pesticides besides use of mechanical equipments like seed-cum-fertilizer drills, sprayers, pump sets etc. Chemical fertilisers are very costly, particularly the phosphatic and potassic ones which have been decontrolled w.e.f 25th August, 1992. Urea, of course, is relatively low priced due to grant of pension by GOI. However, unless balanced nutrients are applied , the productivity cannot be sustained.Fertilizer Distribution ChannelsFertilizers are produced/ imported at about 200 locations in the country and distributed to the farmers scattered through the length and breadth of the country in about 600,000 villages through a network comprising of private and institutional channels. Some quantities are also made available through manufacturers own outlets. Private trade accounts for about 60 per cent of the total fertilisers distributed in the country followed by institutional agencies at 35 per cent and remaining 5 percent through the manufacturers own outlets. Among the institutional agencies, cooperatives are the main agency which alone account for nearly 30% of the total fertiliser business. Thetotal number of fertiliser salepoints in the country is 262,000 out of which about 71,000 (27%) are institutional agencies salepoints (mainly cooperatives) and the remaining 1,91,000 (73 %) are controlled by the private trade.Cooperative ChannelsCo operatives are the main institutional agency in the country handling fertilizers. Cooperative network, at present, comprises of 29 state level marketing federations, 171 district level marketing societies and about 66,200 village level cooperative societies. These village level cooperative societies are generally called Primary Agricultural Credit Societies (PACS). These societies are the backbone of the cooperative marketing system. These societies are well spread in the entire country covering 97 % of the 0.6 million villages and 95 % of the domain families. The other main institutional agencies engaged in the distribution of fertilizers are State Agro-Industries Development Corporations, Commodity Federations and State Departments of Agriculture etc. They operate both through their own sale depots as well as through the private dealers network. However, their share is only marginal. The cooperative structure differs from state to state and societies at different levels (district /taluka/village) perform different functions in different states. Generally, the cooperative network operates through a 3 tier system. However, in some states such as Haryana, the cooperative marketing system operates on 2 tier basis, while in some others like Gujarat a 4 tier system exists. At the state level, Apex Cooperative Marketing Federations act as wholesalers marketing societies at district/taluka level as sub-wholesalers while PACS, PAMS (Primary Agricultural Marketing Societies) at grass root level act as retailers. The function of State level Apex Cooperative Marketing Federations differ from state to state. In some states, the Federations are actively involved in fertiliser business like Gujarat, Haryana, West Bengal, Madhya Pradesh etc. and they act as the wholesalers for the entire State. In some States like Uttar Pradesh (U.P.), they are not directly involved in the fertiliser business and do the job of liaison and coordination only for which they are acquiring servi ce charges from the fertiliser suppliers. In U.P. , the State Federation is also doing warehousing as well as transportation job both for IFFCO and KRIBHCO (The only manufacturers in the cooperative sector). In the States where Federation is not involved in fertiliser business, the manufacturers are supplying fertilizers directly to the lower societies at the district/village level and the societies are getting full or near full distribution margin which has improved the financial health of these societies.Current Cooperative Fertilizer Distribution StatusPresently, in Gujarat, Haryana, Madhya Pradesh, West Bengal, Tamil Nadu, J K, H.P. and Assam, in the cooperative sector, fertiliser supplies are made to the Apex Coop. Marketing Federations only and they act as wholesalers. Direct supplies are not there at all. Only small quantities under the special scheme like IFFCO-NCDC scheme in Haryana and IFFCO societies adoption programme in M.P. are supplieddirectly to the societies. In th ese states district level societies operate as sub-wholesalers. In the states like Punjab, Karnataka, Maharashtra, Orissa A.P. and Kerala, both the systems i.e. supply through federation as well as direct supply to the societies are prevalent. As a result, some of the societies at the lower levels are getting supplies directly from the manufacturers while others are getting from the Federations. However, in the states of U.P. and Bihar, supplies of fertilisers are made to the village level societies directly by the manufacturers. In states where state level federations act as wholesalers, the manufacturer has to deal with only one agency. Consequently, the job of sales planning, movement and stocks planning, realisation of sales proceeds etc. becomes very easy. In states where manufacturer deals with the lower tier cooperatives directly, the volume of work increases many fold and it becomes much more complex. The material has to bereleased to individual societies and the sales proce eds realisation has also to be done at that level only. This requires deployment of larger field force. Decentralised release system leads to establishing larger number of warehouses and correspondingly larger inventory. This all increases the operating cost. Manufacturers Own Outlets Some manufacturers viz. IFFCO, KRIBHCO, GSFC, GNFC and NFL have their own retail outlets called Farmers Service Centres or Service Centres or Farm Information Centres etc. In these outlets, agricultural inputs like fertilisers, seeds, agro-chemicals and agricultural implements etc. are made available to the farmers under one roof along with agricultural production technology literature. The main motto of these service centres is not only to provide all quality agro-inputs to the farmers but also educating them on scientific agricultural by providing technical know how in the field of agriculture. This help the farmers in increasing their agricultural productivity and profitability. Promotion activities are also carried out in the villages located around these centres ( within radius of 8-10 kms) which includes demonstrations, farmers meetings, soil test campaigns, crop seminars etc. In addition, social campaigns like tree plantations, medical check-up, veterinary check up etc. are also organized. They also serve the purpose additional/ ersatz distribution channel for the organization. A graphical presentation of fertilizer distribution channels in India the cooperatives and the private trade is given at Annexure- I. Linkage in disbursement of Production Credit and Agro-Input Distribution As already mentioned elsewhere in this paper a large number of farmers in India particularly the small and marginal farmers depend upon credit for purchase of fertilizers and other inputs. A very strong point with the cooperative is that the Primary Agricultural Credit Societies (PACS) which are involved in disbursement of agro-inputsInterpretationAgricultural Cooperatives in India are the backb one of the cooperative system and involved in variety of function and serving the rural masses by providing credit, fertilizers, seeds, Agro-Chemicals, Agriculture Implements etc. Their role has been commendable and helped in making essential inputs availability to the rural masses. These need to be further strengthened.decisivenessIn the end we can say that these Co-operative societies plays a vital role in the growth of the rural areas as well as the growth of the preservation of the Country. These societies helps in the development of the farmers by providing funds to them for the irrigation purpose and also provide new machines for the farming so that they can produce maximum in the minimum time period and of the best quality and also they helps them in earning the good value of their produced products.BibliographyWebsiteshttp//agriculture.indiabizclub.com/info/agriculture_cooperativeshttp//www.nabard.org/nabardrolefunct/nabardrolefunctions.asphttp//www.nabard.org/nabardrolefun ct/cooperativedevelopmentfund.asphttp//www.nabard.org/developmentpromotional/developmentalinitiatives.asphttp//www.maharashtra.gov.in/english/chiefminister/ccs.pdfhttp//www.iffco.nic.in/applications/Brihaspat.nsf/d111b7bb8d3d76bbe525656f00324885/ca039309da93bec0e5256778003cf811/$FILE/rcgica.pdf

Formulating A Research Problem Management Essay

Formulating A Research Problem Management EssayThis ingredient of the embrace is devoted to delivering a complete account and description of how the whole look into was carried unwrap, encapsulating the make for involved along the way. Nevertheless, this section is pertinent in order to indicate the credibility of the inquiry by revealing the know takege and mastery of the regularityology utilized in the explore (Cl ar and Hamilton 2003). Thus, according to Cl ar and Hamilton (2003) methodology comprises discussion of the query design, which includes strategies for carrying out the understand, the participants engaged, how they were chosen and ethical concerns. Moreover, it contains the schooling of what entropy were gathered and how the data were sort out, evaluated and accomplished. Thus, methodology of a schooling represents how the researcher reports the enigma and answers the attendant questions (Taylor and Bodgan 1998).Nonetheless, the research force field sele ct here is categorized as a descriptive study as it endeavours to pronounce analytically a condition, conundrum, occurrences, or make available information about the situation of a community or looks into attitudes towards an air (Kumar 2011).However, describing the research process in the following stages allows the systematic unfolding of the study so that judgements could be made as to the credibility of the research.3.1 FORMULATING A RESEARCH PROBLEMFormulating a research problem is the initial and most relevant stage in the research development as it constitutes a possibly problematic work (Kumar 2011). Besides, it does not basically involve selecting a topic, but preludeing it purposefully (May 2003). Subsequently, it actually reveals what is mean to be investigated in a comprehensive and explicit manner since the entire research process is greatly influenced by the approach involved in formulating a research problem. Consequently, this problem keister arise in a number o f ways much(prenominal) as- by finding an unanswered theoretical problem, by notice an empirical inconsistency, or by merely looking into how some supposedly understood part of social involvement or cheek actually whole shebang (May 2003). However, in this present research relevant literatures that dwell upon how change is managed in project- found brass instrument were reviewed as it is evident in the previous section emphasizing oddly on construction organization, which is a key example of a project-based organization (Bresnen 1990). Nevertheless, the rigorous and cargonful review of these relevant literatures unfolds a green feature amongst themselves which led to the formulating of a research problem represented in the form of a research question, which is How can change be managed effectively in a project-based organization to align with its organizational strategy, goals and objectives?. Moreover, the core function of formulating this research problem is to make a deci sion on what is to be investigated. Hence, the research problem is assessed taking into devotion the availability of financial resources, time, expertise and possession of acquaintance in the field of study (Kumar 2011).According to Kumar (2011 pp.47), in the course of selecting a research problem, a count of factors are considered to make sure the study is practicable and motivation maintained throughout the period of the research. These factors includeInterest Since a research attempt ordinarily consumes time, consists of difficult task and probably faced with unanticipated exhausts, a great deal of interest in the research problem is necessary to stay cause and devote substantial time and energy till the end of the research process.Magnitude Reviewing several relevant literature helps in building up the knowledge base about the research process, however in the context of this research, possessing a vast knowledge about how change is managed in project-based organization ena bles the picturing of process involved in reaching the end of the anticipated study. Subsequently, the research problem is narrowed down to what is practicable, precise and clear. Hence, effective utilization of time and resources is considered when choosing a research problem.Measurement of Concepts In formulating the research problem, the concept employed is ensured to be clear about its indicators and measurements. Nonetheless, in the research, factors such as communication, motivation, managerial stay and culture are utilized in describing the concept of how change can be managed in project-based organizations. Thus, this does not hinder the development of other measurement procedure as the study evolves (Kumar 2011). Moreover, information in this research is acquired by the measurement and depth psychology of the variables hence they are dependent on the purpose of the study.Level of expertise A accompaniment level of expertise is required for the proposed study, though added knowledge could be achieved from other literature sources and in the course of carrying out the investigation itself.Relevance The selected research problem is of great significance as it contributes to the present body of knowledge. Hence, it is useful and its relevance keeps the interest of the study focussed.Availability of data This is also considered in the formulating of the research problem since the availability of sufficient data from secondary sources enhances the drawing of insights that would be an immense influence in the execution of the research process, thus serving as a guideline for the current study.Ethical issues In the quest of carrying out a research the target population may be unfavourably affected by the investigation either directly or indirectly. Nevertheless, how ethical issues affect the have size and how ethical issues can be overcome is considered in the formulating of the research problem.3.2 design A RESEARCH STRATEGYA successful research requires a design in which its constituents function harmoniously together, upholding efficiency and effective working in the course of a research process (Maxwell 2005), thus a faulty or inconsistent design leads to a poor plumeup or ultimately failure. Nonetheless, different conceptions of design is existence utilized in several studies, some present the design as a simple sequence of steps or task involved in carrying out a study, while some shares the opinion that a research design should consist of circular and recursive stages (Marshall and Rossman 1999). However, the common features that exist amongst these conceptions of design is that they all contain the basic sequence of stages from the formulating of a research problem to the conclusion or establishment of theories.Subsequently, the research design adopted in this current study is reflective in nature and it operates through every phase of the task. Thus, this is typical of a qualitative study where all the activities such da ta collection and analysis, development and modification of theory, going into detail and changing of the research questions, and detecting and addressing validity threats are generally occurring in a coincident pattern, each inducing all of the others (Maxwell 2005). As a result, the design of this research in question is a continuing practice that involves re-examining the different components of the design and assessing their implications on the success of the overall research.Consequently, in the pursuit to carry out this current research, key components of a qualitative research design according to Maxwell (2005) are considered as followsGoals This study is carried out to develop an improved way of managing change in project-based organizations as new practices are implemented in the organization. Hence, the research looks into the issue of social human and organizational behaviour in project-based organization towards the adoption of new practices and maintenance of the exist ing ones. However, this research is actually embarked upon to understand the complexity of project-based organization and how its de primordialized nature affects the spread of new ideas.Conceptual Framework The conceptual framework utilized in the current research is based on the junto of the theoretical tail of both Kotters (1995) eight-steps and Aiken and Kellers (2009) nine-insights. Nevertheless, these theoretical foundations were chosen in the sense that it creates analytical viewpoint of the relationship existing among the factors such as communication, motivation, managerial support and culture that have been acknowledged as relevant to the research problem (Sekaran 2003) according to the first chapter of the report. Moreover, the theoretical foundation flows rationally from the documentation of preceding research in the area of the research problem as seen in the literature review section. However, by incorporating personal views based on the insights drawn from other pub lications or research report, taking into considerations the scope of a construction firm in the context of a project-based organization, a scientific basis is developed for investigating the research problem (Sekaran 2003). Consequently, the theoretical framework as seen in Table 1 deliberates on the interrelationships in the midst of the variables which is seen as factors that is fundamental to the underlying forces of the condition being studied.Research Questions The research question in this study is embedded in terms of the conceptual framework to which the theoretical foundation adopted is strongly strengthen (Wengraf 2001). However, in formulating the research question, due consideration is given so as to establish a relationship between the theoretical foundation and the empirical findings it seeks to reveal. Thus, the central research question developed in the quest of this study is How can change be managed effectively in a project-based organization to align with its or ganizational strategy, goals and objectives?. As a result, four theory questions are designed to broaden the scope of the central research question, in addition, these theory questions are not reference questions, they reign over the production of the interview questions, thus formulated in the theory language of the research community, while the interview questions are formulated in the language of the interviewees (Wengraf 2001). A sample of these questions is evident in Appendix 1. Furthermore, these central research, theory and interview questions collectively pose questions that the study is meant to answer.Methods The method of research applied in this study is qualitative, which constitutes interview studies utilizing open-ended interview questions to investigate the research problem, thus follow a more deductive approach (May 2003). Nevertheless, the research adopts a structured approach in the sense that all the components of the research process such as the objectives, design, sample, interview questions are predetermined. However, the structured approach is more suitable since it define the tip of the issue or phenomenon (Kumar 2011), which is How can change be managed effectively in a project-based organization to align with its organizational strategy, goals and objectives?.In the quest to achieve easy access to the prospective interviewees, letters were written to different construction firms in the U.K. Nonetheless, these letters were put forward to them via email and posting. A sample of this letter is seen in Appendix 4. Consequently, after the efforts through the email and posting proved abortive, several phone calls served as an alternative means of contacting the interviewees and confirming the receipt of the despatched letters. Subsequently, a discovery was achieved when a senior manager of a construction firm agreed to grant the permission for the interview. As a result of the latter, the interview was held via the telephone at diff erent periods due to the busy schedules and availability of the interviewees. However, substantial data were gathered and transcribed as seen in Appendix 2 and 3, thus serving as a source of information utilized in the development of the primary field framework as evident in Table 1 and the analysis of the research outcome in the subsequent chapter.However, this research being theoretically devoted selected a carefully targeted sample that is well positioned to fairylike up the issue under investigation (May 2003), thus the sampling strategy adopted made available a competent way to get answers to enormous questions utilizing relatively abject population. Subsequently, to achieve the practicability of this study a construction firm is chosen as a key example of a project-based organization in the U.K (Bresnen 1990) and draw by Lindkvist (2004) as being a radical project-based organization. Nevertheless, the interview is based upon the implementation of Visual planning animate be ing, which is a new project management tool utilized by the construction firm based in the U.K and involved in various construction projects. The senior manager, who is responsible for the implementation of the VP aided in facilitating the interview, hence avoiding the issue of obtaining fabricated answers from the interviewees. In the context of this investigation, a construction firm form the basis from which the sample is drawn (Clark et al 2000).In the light of the above, this research utilizes a non-probability sampling known as convenience sampling (Clark et al 2000). Moreover, in the context of this research, convenience sampling is not a sample in the sense that the selection is done based on the distribution of several characteristic (Clark et al 2000), rather the sample is chosen because they share authorized very clearly defined core characteristics as seen in the case of the senior manager and two site managers chosen for the purpose of this research. Thus, the sample i s selected based on the variation in significant factors under investigation (May 2003). Consequently, the success of the interview study is highly dependent on the aforementioned assembling of theoretically grounded questions and accessible interview schedules. Thus, the interviewees who offered to contribute intimate information about their lives and time were given a clear, comprehensive and reassuring guide throughout the process of interviewing (May 2003). However, these interview questions were sent to the interviewees via email prior to the main interviewing to serve as a guide during the interview sections.In the analytic process adopted in this study, the existent conceptual framework developed from the data gathered in the course of qualitative interview, and as evident in Table 1 suggests a set of predetermined categories (Symon and Cassell 1998). Thus, these set of predetermined categories are as followsCommunicationMotivationManagerial Support andCulture.However, the e xtant conceptual framework based upon the theoretical foundation of Kotters (1995) eight-steps and Aiken and Kellers (2009) nine-insights reveals the emerging factors embedded in the aforementioned categories. Hence, the interrelationship among the variable that are fundamental to the changing aspects of the condition being examined (Sekaran 2003), which entail how change is managed in a construction firm will be discussed in the fourth chapter, where the outcome of the research will be analysed.Validity Subsequently, the theoretical framework developed from the data gathered during the qualitative interview conducted could offer a conceptual foundation to proceed with a further research and also gives rise to testable theory that can be developed to examine whether the conclusion reached or theory formulated in this research is valid or not (Sekaran 2003). Thus, a quantitative method based upon the extant theoretical framework is recommended for further research.3.3 ETHICAL CONSIDE RATIONSFundamental ethical issues were considered in the course of this research. However, the confidentiality and anonymity of the interviewees highlighted in the letters distributed is carried over into the writing-up of the reports. Thus, the identities of the interviewees are represented in a disguised form, while the information and data gathered is reported anonymously (Clark et al 2000). Nevertheless, the construction firm under investigation point out that the privacy and confidentiality of their business secrets and practices be protected by avoiding the recording of the conversation via the telephone and present them with an evidence of the research findings in a short report, thus ascertaining the relevance of the research to the construction firm in question (Symon and Cassell). On the other hand, promises of anonymity such as that present in the letter despatched, permitted the interviewees to express more reality about their view concerning the attendant question put f orward to them (Symon and Cassell 1988). Moreover, the interview ends normally as the interviewees complete their responses, besides the interview was conducted at different times due to busy schedules and availability of the interviewees. Hereafter, commendation is put forward to the interviewees for the time and energy contributed to the interview.In the light of the above, this section reveals how the entire research is carried out and why the methods employed were adopted, thus making sense of the research credibility by demonstrating the understanding of the methodology utilized in the study. Consequently, it highlights the ethical concerns arising from the research and how they were addressed. Hence, lay emphasis on what data were collected and how they were handled, evaluated and accomplished, which will be discussed in the subsequent chapter.

Constantly Seeking To Improve Its Performance Management Essay

Constantly Seeking To Improve Its Performance Management Essay whatever plaque needs to be constantly quest to improve its performance, results, services and puzzle eruptes. It is part of the ongoing inter modify process. Innovation and swap ar more than practiced words they are critical challenges in todays lockplace. It derriere make the difference between supremacy and failure.Leaders and managers whitethorn experience some challenges when in the lead and managing in advance(p) changes in multicultural and diverse ecesiss. One of these challenges may be that stave may not support the innovative idea. In an arranging in which faculty are use to performing daily tasks in certain ways, there might be resistance when an innovative idea or change is introduce. staff and others are afraid of change because of the increase in work demand and afraid of change in their daily routine in the workplace and the danger they may possibly take on regarding innovation, it may cause increased level of stress, and such(prenominal) stress may affect the individual health of the staff. Because of the stress and feelings of insecurity that may come with an innovative idea, employees may find themselves against an innovation or change. Another challenge to managers are some staff may render clog in adapting to the virgin change may be because of their cultural backgrounds. Some staff may apprize the change faster than others yet, consideration must be given to those who may be slow in understanding the spic-and-span idea scarce such behaviour is natural human response. Managers and leaders must consider how employees ordain adapt to new changes.Managers and leaders need to involve staff in the innovative process to avoid certain challenges that may storm from enforceing new changes. If the staff is introduce to changes that may occur in the future, they more possible accept the changes because they welcome been informed. Participation in the inno vation process may en commensurate staff to understand the need for such innovation and change and as well as may generate information of how to introduce the innovative idea to their clients.This appellation will discuss the understanding and importance of innovation and change in the institution. It also covers the propose innovative ascendants to improve organisational performance and leading and managing change within the organisation.UNDERSTAND THE NEED FOR INNOVATION AND CHANGE MANAGEMENT WITHIN AN ORGANISATION.Explain the importance of innovation for deliver organisation.According to the economist innovation is the application of new ideas to the overlaps, processes, or other aspects of the activities of a firm that lead to increased nurture. It focused on two main types product and process. (The nature and importance of innovation, p 1, Princeton.edu).A product innovation is the act of bringing something new to the market place that improves the range and quality of products on offer, for example in the nursing home bringing the updated equipment such as hoist, lifting or mobility aids. A process innovation is a new way of making or delivering goods or services, for example the services wind by the organisation such as the activities and resources needed to accomplish the work. Innovation is antithetic from creativity because innovation is adding something new to an existing product while creativity is a process that produces an original product, service or process.As an aspiring manager innovation in the organisation like in the nursing home is meaning(a) as it is the primary way to differentiate services to competitor. Innovative ideas is needed to make the organisation stand out or improve to enhance quality of treat for Clients/ Service substance abusers, reduce staff employee turnover rate and stimulate/motivate staff with interest and challenge of working.horse parsley Court ticks that equipments such as hoist, lifting and mobili ty aids, etc are updated it attracts the customer because it is hard to compete if using obsolete one. They also ensure staff have the necessary do itledge, skills and competencies by attending unvarying programme of personal and professed(prenominal) using such as breeding and however study to provide the highest standard of care to every Service Users. Service Users are also provided with address equal resources and access to independent advocacy services. There is also technology that available within the organisation like introduction of electronic information system such as electronic Clients/Service Users record. This technology aimed to increase quality of care, reduce healthcare costs or solve workforce problem. The benefits of innovation to the organisation are making the staff more effective to provide quality care, which improve productivity and efficiency of the organisation by gaining new customers and receive recognition of the value of services like by word of mouth from loyal Clients/ customers. Innovation also leads to usefulnesss in the way organisation operates and improves pecuniary profit.The most common bulwark to innovation in organisation is inadequate fund, even though the manager has some innovative ideas but because of lack of support from the management due to financial constraints the new ideas fuckingnot be implemented. Another barrier to innovation is the time and resources because staff are so busy doing their regular work due to shortage of staff, they have insufficient time to create new ideas and they used to the old tradition and routine activities. There are some more barrier innovation groundwork face such as lack of leadership, lack of cooperation, lack of technology and poor communicating. The most effective way to overcome barriers is to have a convocation discussion and find out how to be able to work through problems. Working together to solve problems is an effective way to establish essential networks.A n organisation may attempt radical and incremental innovation in two its process and product. For example, the process of doing nursing care plan to the disabled Service User instead of giving him/her an ordinary cutlery, they will provide the Good Grips designed utensils for him/her to be effortless to use good grip utensils would be the incremental innovation because it does not change his activity. On the other hand, radical innovation is like when encoding clients information in front we have to write on paper but because of advance technology we encode it on computer, so computer or the new technology is the radical innovation.Explain the importance of managing change within own organisation.Change Management is an organized, systematic application of the knowledge, tools and resources of change that provides organization with a get wind process to achieve their occupancy strategy. LamarshChange management is not an easy way of making changes in the organisation, a consul tant or expert within this area is needed. The consultant will select area that needs worry and certain models, methods, techniques and tools are used for making these changes necessary for the organisation. It also requires a broad set of skills like analytical skills, people skills, system skills and business skills.Managing change is strategic for any organisation because, without change, businesses would lose their competitive edge and fail to tolerate the needs and requirement of the customers. It is also important to allow staff to learn new skills, explore new opportunities and exercise their creativity in ways that organisation benefit through new ideas and increased commitment. However, organisation should consider the pros and cons and dominance of change. Change management strategy or planning process should put into place before, during and after the change. Before the change organisation should make a stare if managers are ready to lead change, staff pledge level in dexterity to adapt change and staff confidence level in ability to determine short and long term career plans. During and after the change organisation should provide support and development for managers to lead staff through the change, provide learn for managers who still need serve well and evaluate if they achieved their goals and objectives. To effectively manage change the organisation should implement a process that includes leadership support, development, effective confabulation and success measure. Prepare staff to deal with these changes involves psychoanalysis of the tools and training required to help them learn new skills.In the nursing home there are some factors that drive change like increasing complaints from Clients and their family, staff performance, high managers turnover and high competition. Changing management style is necessary to be able to solve those problems. Leadership style and management procedures must shift and adapt, and ways of relating with customers, suppliers, and other stake bandageers need refining. Technological advances and capabilities must be introduced, and preparation of the squad to work with the new structure. Organisations benefit from change results in new ways of looking at customer needs, new ways of delivering customer service, new ways of beef up customer interactions.BE ABLE TO PROPOSE INNOVATIVE SOLUTIONS TO IMPROVE ORGANISATIONAL PERFORMANCE.Assess an opportunity for innovation and improvement in own organisation.Innovation and improvement approaches seat be useful in the implementation of strategic planning goals and strategies. It is important that those in the organisation view improvement and innovation as approaches to move the organisation from where it is to where it wants to be.Alexander Court aim is to provide a high standard of individualised care to all its Service User in well invested facilities, settleking to be the home of choice in local community in which it operates. They provide opportunities for the staff to study and train for further personal and professional development and improvement. So to meet this goal the organisation strives for innovation and improvement because Care Quality Commission inspection rating is not good. As an aspiring manager, I assess the characteristics of the organisation by identifying their strengths, weaknesses, opportunities and threats ( trick out). I also examine the impact of the environment in which it functions such as political, economical, social, technological, environmental and legal (PESTEL). The SWOT and PESTEL analysis of the organisation are listed in the table. (See appendices 1and 2 on page 11- 12)Justify the improvement identified, in the context of organisational objectives.To successfully build a culture for continuous improvement and innovation initiatives, people in the organisation need to be engaged and part of the process. As I have identify in the SWOT analysis the weakness of the organisation is more on the people in the organisation such as shortage of staff, managers turnover, lack of motivation, and financial constraints. A course of instruction ago the company who owned the Care Home is under financial chaos so they were affected by the crisis. Managers turnover increase and they have different leadership style so there is no familiarisation. This problem cause shortage of staff and increase staff turnover due to pressure, confusion and disquietude of losing their product lines so they are not effective in performing their duties. There is lack of motivation in the sense that supervision and assessment for staff improvement is not regularly follow, although the organisation provide opportunities for staff to study and train, for me it is not enough because evaluation of performance and guidance is essential to be able to know if we do things right.If given a chance to be a manager of the organisation, one of my main focuses is how to manage staff, it is importan t to ensure that the team have trey factors knowledge, skill and motivation to be the most efficient and the best that they can be for the organisation. Knowledge and skill is important to improve performance by conducting training for distributively member of staff with the competencies that they need to have and achieve. Keep them updated to the latest training courses and accreditations available if needed. Motivating staff is more difficult because everyone is motivated by different things. Some are motivated not only by personal gain but also by feeling part of the team and contributing to its goals. Communication is also essential to establish a friendly, collaborative work environment.Regular Staff appraisal and supervision is also important to splatter about their performance and if there is improvement and guidance needed. By having a more efficient team, it is likely to have a more efficient outturn of the business as a whole.2.3 Use a range of techniques to generate i nnovative options to deliver the improvement identified.feasibleness study is an analysis of the ability to realized a project successfully, taking into account legal, economic, technological, scheduling and other factors. It also allows project managers to investigate the possible negative and positive outcomes of a project before investing too much time and money. Therefore, feasibility study is an effective way to safeguard against wastage of further investment or resources.FEASIBILITY STUDYAlexander Court considers its management team and staff to be the key ingredient in the delivery of a quality service and believe the future success of the organisation is dependent upon its skilled and educated workforce. While ACs number of Service Users gone down and lose latent Clients due to some problem that the organisation encountered such as complaints from service users and their family, increase managers turnover and shortage of staff. Even though the company continue to provide o pportunities for staff to study and train for further career enhancement but still, it is not capable of solving the problem because managers are not staying for a longer period of time. Managers have the important purpose in managing staff in the organisation. They should take on more of a coaching role with their staff. Significant relationships exist between the effective provision of coaching and guidance by the manager and levels of employee satisfaction, commitment and motivation. As an aspiring manager, I make a Feasibility study as a possible solution to solve the stated problem of the organisation. (Feasibility Study see appendix 3 on page 13-15)2.4 Evaluate options for generating the proposed improvement to determine feasibility and viability.Management experts suss out that the most important factor for success in any business is the management team that makes the decisions yet it is the factor most often overlooked in determining the feasibility of the idea.A feasibili ty study is usually conducted after discussing a series of business ideas. This helps to frame and fresh out specific business options so they can be studied in depth. During the feasibility process you may investigate a variety of ways of organising the business and positioning the product or service. If the study indicates negative feedback it does not mean that the proposal can be abandon we need to look for alternatives to meet the goal. We have to explore things to ensure it appeals to the customer.The need for primary and secondary sources of information is important to determine feasibility of the proposed improvement. Secondary information is information that has already been serene and available to the organisation from interior(a) or remote sources. Examples include information published in websites, newspapers, magazines, trade journals and information about customer details that has been collected. Primary is information that gathered specifically for a project the mo st familiar primary research methods are focus groups, surveys like telephone, questionnaires and feedback from stakeholders. This information is essential to evaluate the pros and cons in making decision.BE ABLE TO LEAD AND MANAGE CHANGE WITHIN AN ORGANISATION.Change management is the process, tools and techniques to manage the people aspects of change processes, to achieve the required outcomes and to realise the change effectively within individuals, teams, and organisations. (What is change management, project laneways.com/au)To effectively lead change, a project manager must ensure that change is accepted and implemented by a confident workforce. This means that staff must be aware of the change and the reasons behind it as well as fully informed and trained on what the change means to them. The project manager also has to be aware of the different ways stakeholders in the organisation prefer to deal with change.When expectations of the stakeholders are managed, the change gets higher chances of success. It is important to ensure stakeholders are engaged with the change and they are aware of the status of the change and they are provided with support level and the change can be implemented as expected. It is also important to generate action plans when conflicts are arise.3.1 Create a change management plan that is designed to meet stakeholders expectations.Stakeholders are the people that are directly involved in and affected by the change project. They need to understand the reasons why the change is happening and its benefits. It is important that both internal and external stakeholders are kept informed and provided with messages and information that allow them to feel engaged, thus paving the way for involvement and adoption. Communication is the key way that stakeholders are engaged in the change.Stakeholders in the organisation should be aware of change because each stakeholder has different ideas about the change and its importance. The key stakeh olders in the nursing home for example are the Service Users and their family, Staff, management, and professional staff. The Service Users and their family expectations are for quality service and satisfaction and low cost. The staffs (nurses, healthcare worker, chef, domestic, etc) expectations are in general related to high quality and adequate support services and equipment. The expectations of management (owner, manager, deputy manager) cost containment, profitability and institutional leadership. The primary concern of professional staffs such as GPs, occupational therapist, dietician are also quality and availability of services and facilities.To successfully implement change, organisations need to support the performance of the staff with the change. To repay and sustain change, organisation must develop staff with skills that align with the change goals and to determine staff skills deficits that require development and strengthening. Organisation also need to implement o n the job training, mentoring and classroom or computer based training strategies to improve competencies, and encourage professional development by setting aside budget for training.3.2 Implement the change management plan, monitoring progress against agreed targets.Change originates within the organisation itself. Much of this change is part of natural process for example, as material resources such as buildings, equipment or machinery deteriorate or lose efficiency, or as human resources such as skills and abilities become outdated. Some of this change, can be managed through careful planning for example, regular repairs and maintenance, choice of introducing new technology or methods of work, effective human resource planning to prevent a large number of staff living at the same time, and management succession planning training and staff development. However, the main pressure of change is from external forces. The organisation must be properly prepared to face the demands of a changing environment. It must give attention to its future development and success and this includes human race sector organisations.Every organisation concedes the importance of transforming their culture in effectuate to survive in a competitive environment. Time, energy and money are invested to redirect the organisation through new systems and structures. The solution is to have a process to be follow when in need to make change. A process that will ensure you plan, test and incorporate feedback before committing implementation. A popular tool is the Plan-Do-Study-Act Cycle. This is often referred to as the Deming Cycle. It describes the activities a company needs to perform in order to incorporate continuous improvement in its operation. The circular nature of this cycle shows that continuous improvement is a never ending process. (The cycle chart see appendix 4 on page 15)PLANPlanning is a vital part of the process. Managers put more time and consideration into this stage. They assess authoritative situation and make plans based on any problem they find. They need to collect data, identify problems and document all current procedures like the impact and potential problem of the change may encounter and identify methods to measure the outcome.DOIn this stage the managers screen out the change on the agreed sample distribution and measure the impact. If the change is having a positive effect, they will implement the change, however if things are not doing well like resistance from other staff because they sooner satisfied with the status quo. In this case, this will be valuable to consider the next steps.STUDYDuring the study phase of the cycle, managers need to evaluate the data collected from the previous phase, to see whether they have achieved the desired outcome establish in the plan phase.ACTThe last phase of the cycle is to act on the hind end of the results to other members in the organisation and then implement the new procedure if it has been successful. Note that it is a cycle the next step is to plan again. After we have acted we need to continue evaluating the process planning and repeating the cycle again.To overcome the barriers and other problems in implementing change, strong communication strategy together will help avoid misunderstanding that can hinder the best-laid plans. Planned organisational change will not be effectively implemented unless it is communicated to an organisations staff in such a way that resistance is overcome, fears are prevented, confusion is minimised, and buy-in by all affected individuals is secured. Communication about change aids in the unfreezing of old behaviours, the transition during which new behaviours are adopted, and the refreezing of the new behaviour into habit. In fact, Ford and Ford (1995) claim that change does not occur except in that it is mediated by communication in other words, communication is the context within which change occurs.CONCLUSIONLeaders and staff a re vital in moving the organisations forward. Without them, the foundations of organisation would be unbalance. Leaders influence followers, but followers also have some influence. They are both lead success to the organisation.As an aspiring manager, to be able to lead innovation and change I will ensure team members are aware of the changes and they receive training before implementing change. Explain that there is study curve and they will be given full support during the process to avoid resistance. Effective communication with staff regarding change is essential to the success of implementing change. Managers also must be firm, yet fair in their approach because staff must see confidence. 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(Accessed 06/07/12)APPENDICES addendum 1SWOT ANALYSISSTRENGHTS SUpdated equipmentWell-trained staffResourcesGood customer careWEAKNESSES WShortage of StaffLack of motivationIncrease Managers turnoverFinancial constraintsOPPORTUNITIES OQuality improvementHigh aging populationUse of technology to improve serviceTraining and developmentTHREATS T sparing / financial crisisIncrease staff turnover / loss of key staffCompetitionChanges in policies, regulations, procedures and legislationsAPPENDIX 2PESTEL ANALYSISPOLITICALGovernment policiesstableness and changeFollowing regulations and legislationsECONOMICBudget/ FinancialLabour costTax increa seInflation and growthSOCIOLOGICALCustomer attitudes and opinionsEthnic / spectral factorsPopulation size / structureTECHNOLOGICALAvailability of technologyCommunication servicesAdvances in equipmentsIncrease automationENVIRONMENTALProper disposal of flagellateUse recycled itemsProper storage of chemicalsUse of eco-friendly resourcesGlobal climate changeLEGALDocumentationPolicies and proceduresHealth and safety quality standardAPPENDIX 3FEASIBILITY STUDYAlexander Court aim is to provide high standard quality of care to all Service Users. They are committed to provide Service Users with a safe, comfortable and caring environment which addresses their needs and preserves their individuality, choice, rights, dignity, privacy and independence. Feasibility study is facilitating to meet this goal and improve quality service. exercise / Description of the ideaStaff management is the most important job that managers do in the organisation. Manager need to understand and perform the staff practices that make them motivated, inspired, develop and attain goals with their guidance. Manager should controls the key environmental factors necessary to motivate staff. The most important factor manager control is his or her relationship with each staff. The second most significant factor is manager should create a work environment and organisational culture that foster staff motivation and engagement. Inspire and observe staff by training, appraisals, promotion and career progression to encourage staff to meet and exceed performance. Involve staff in decision making and try to create an open and mutual working environment. The organisation culture foundation is on trust, teamwork, and communication and shared goals.Advantages and Disadvantages of the propose system/services/ideaFor a business to be successful, it has to not only offer products and /or services that meet customers needs and wants, but also have staff that is loyal and committed.The advantages of leading and motivating staff helps the organisation bring about higher staff retention, higher levels of productivity, more innovation and creativity, higher profits and better reputation both among potential employees and customers. However, increase dependency of staff on to the manager lead to more supervision required and dissatisfaction in staff if bad decisions are do are the disadvantageStaffingStaff is required to attend training sessions organised during working hours to enhance quality of work and training skills. To ensure the safety and well-being of the Service Users and to comply with statutory obligations, staff must attend any relevant statutory training sessions. Failure to comply may lead to corrective action, including dismissal. To meet the legal requirement care staff must be trained to at least NVQ 2 or 3. Staff supervision and appraisal must be done regularly to assist, guide and motivate staff as part of home performance improvement plan.Competitive Advantage invest in advanced education and training for employees benefits employers in many ways such as having competent staff and have impact on staff retention and satisfaction. Well-educated and highly trained staff/employees can be an incredible asset and are likely to bring new ideas and increased creativity into the workplace, which can be a positive impact on different aspect of any business.Business ModelEmployee continuing education can have direct, beneficial impact on the bottom line of any organisation in several ways. For example, staff who have a high degree of job satisfaction and loyal toward their employers are likely to have a high degree of productivity, which contribute to improved financial performance for the organisation and reduce turnover costs.Marketing StrategyMarket strategy apart from promoting thru networking site, referral sources is important, word of mouth is powerful so make sure environment is attractive and then hold an extravagant open house for the resources. Tr ain staff on proper communication to the referral sources like doctors, family and friends of the client, hospitals, etc. When doctors come in and visit your home, roll out the red carpet. That way they will send more clients