Overcome the Identified Weaknesses and Threats

Performance SWOT analysis IKEA is amongst the biggest retailers of furniture in the world. It has grown rapidly since it was founded in 1943. It sells more(prenominal) than 10,000 furnishing products from well over 300 w behousings in around 40 countries. The friendship has in excess of 600 gazillion visitors to its broths, and it is very successful website attracts in excess of 600 million visitors every year. IKEA is a S idlerdinavian company noteworthy for furniture from living rooms to childrens bedrooms. The majority of IKEAs furniture is flat-pack, ready to be assembled by the consumer. Strength IKEA is an environmentally friendly bank line with a keen focus upon sustainability. In years gone by the company had been accused of encouraging wastefulness since it do a very large numbers of furniture products at low prices. As part of an integrated public relations campaign IKEA now focuses on sustainability and made it an underpinning principle of its business philosophy . * A democratic bod reaching an ideal balance between function, quality, design and price. IKEA Cost Consciousness means that low prices argon taken into account when each product is intentional from the outset. * IKEA likes satisfied customers.The business manages to score highly in customer satisfaction surveys. Many marketing inquiry companies rank IKEA in their top 10 companies for customer satisfaction. They managed to enhance their brand association with such(prenominal) peachy results. * IKEA has maintained long-term partnerships with its suppliers. By committing to buying large volumes over a number of years IKEA can negotiate lower prices. This ensures that the company has access to high-quality materials at reasonable prices. This also benefits the suppliers because they enjoy the greater security of having guaranteed orders. Weaknesses The business is experiencing problems in one or two home markets. For example in the European market of the United Kingdom, IKEA ha s recently opened more stores which means that the number of visitors is divided by a greater number of retail outlets. So in the past the consumers would travel many miles to visit stores and each store had a large number of visitors, now these consumers train not really increased in number, scarcely are now able to visit a more local store. This has reduced the footfall per store and any sales density * The size and scale of its global business. This could make it hard to control standards and quality.Some countries where IKEA products are made do not implement the legislation to control meeting conditions. This could represent a anaemic link in IKEAs supply chain, affecting consumer views of IKEAs products. The IWAY code is backed up by training and inspectors visit factories to make sure that suppliers meet its requirements. * The collect for low cost products. This needs to be balanced against producing sound quality. IKEA also needs to differentiate itself and its produc ts from competitors. IKEA believes there is no compromise between being able to purpose good quality products and low prices. Opportunities * IKEA can further capitalize on the green movement and IKEAs customers rely to have less of an impact on the environment to denoting the demand for cheaper and greener products .* IKEA has a number of areas of focus to its work with sustainability, each of which it supports in various ways such as offers tips and ideas online for costumers to create a more sustainable home , developing strong social responsibility by giving to a wide position of different charities and reducing carbon footprint by packing in less material. IKEA is traditionally storied for its diversification strategies. For example in the past they have sold food products and opened restaurants in their stores. So the online opportunity of trading through highly advanced e-commerce technologies is an ideal avenue for IKEA. Obviously this helps the business to surmount prob lems with out-of-town stores since consumers can stay at home to shop and then request that goods are delivered to their doorstep. Threats * Businesses such as IKEA will struggle against the larger portfolio suppliers such as Tesco in the United Kingdom and Walmart in the United States.For example Tescos sells not only groceries, but TV sets and mobile phones, so it is only a matter of time before the business diversifies into a range of bedroom furniture or kitchens. * the like any global marketing company IKEA has to compensate for the global economic situation. The business needs mountain to move through the family life cycle. Empty nesters need to equip their homes with furniture. So interest rates need to be low enough so that they can afford to borrow money to equip their unused homes. There needs to be plenty of low-cost housing for them to be able to do this.Do they have job security? The changing economic environment will impact and influence IKEAs furniture business. * IKEA is trading in relatively mature consumer markets, and has entered all plausible free markets countries. The new and emerging nations of India and china sometimes make it difficult for IKEA to embed itself as a supplier to new consumers. For example, there are often foreign ownership rules which mean that IKEA might have to take a local business partner. The new partner could take more than 50% of its business and this is not always acceptable to its board.

Management Information System and Users Essay

every person in the organization is a theatrical roler of the MIS. The people in the organization operate at altogether levels in the hierarchy. A typical user is a clerk, an assistant, an officer, an executive or a manager. from each one of them has a specific task and a role to play in the management of business. The MIS caters to the needs of all persons. The main task of a clerk is to search the data, make a statement and submit it to the high level. A clerk can use the MIS for a quick search and reporting the same to high level. An assistant has the task of collecting and organizing the data, and conducting a rudimentary analysis of integrating the data from different and disciplines to snap it and make a critical comment if anything adverse is found. The MIS offers the methods and facilities to integrate the data and report the same in a proper format.An executive plays the role of a decision maker. He is in of responsibility and righteousness a rig of a planner and a d ecision maker. He is responsible for achieving the target and goals of the organization. The MIS provides facilities to give out the data and offers the decision support systems to perform the task of execution. The MIS provides an action oriented information. The manager has a position of responsibility and accountability for the business results.His management role expands beyond his management function. He is a strategist and a long-term planner. He is a person with a foresight, an analytical ability and is expected to use these abilities in the functions of top management. The MIS provides information in a structured or unstructured format for him to react. The MIS caters to his ceaseless changing needs of information. The user of the MIS is expected to be a rational person and the design of the MIS is found on this assumption.However, in reality the impact created on individuals by MIS is difficult to explain. The nature of the impact in a few cases is negative. However, th is negative impact can be handled with proper training and counseling.It is observed that at lower level, is a sense of insecurity. As the MIS takes away the drudgery of search, collection, writing and reporting the data, the work vacuum, so created is not easily filled, thus creating a sense of insecurity.

Pecking Order Theory

Brigham Concise 4th Edition Chapter 1 An Overview of Financial Management 1. Which of the quest argon among the three main atomic number 18as of finance? a. pecuniary institutions b. investments c. financial counsel d. all of the above are correct e. none of the above are correct d. redress. 2. The globalization of business and the increased use of teaching technology are the two key trends in financial management today. a. professedly b. insincere a. avowedly 3. Which of the following could explain why a business might choose to organize as a corporation rather than as a sole proprietorship or a partnership? a. Corporations generally face fewer regulations. . Corporations generally face lower taxes. c. Corporations generally find it easier to raise detonating device. d. Corporations enjoy infinite liability. e. All of the above statements are correct. c. Correct. 4. A partnership is subject to the same taxation as corporations. a. straightforward b. False b. False 5. One main disadvantage of partnerships is the requirement of a charter and set of bylaws. a. true up b. False b. False 6. One disadvantage of the sole proprietorship form of organization is that there is a. inexhaustible liability. b. double taxation c. more regulations than for corporations d. easy transferability of self-possession interest . all of the above are correct. a. Correct 7. A merged charter should include which of the following a. name of the proposed corporation b. type of activities it impart dog c. amount of capital stock d. fleck of directors e. names and addresses of directors f. all of the above f. Correct. 8. One reason that the grade of most businesses is maximized if they are organized as a corporation is that a. corporations face unlimited liability. b. it is easier to transfer ownership of a corporation (corporations are more liquid assets). c. corporations have a more difficult m raising capital than sole proprietorships. d.All of the above b. Corr ect 9. Which of the following represents a significant disadvantage to the corporate form of organization? a. Difficulty in transferring ownership. b. Exposure to taxation of corporate earnings and stockholder dividend income. c. spirit level of liability to which corporate owners and managers are exposed. d. Difficulty corporations face in obtaining large amounts of capital in financial markets. b. Correct 10. The chief financial officer (CFO) is usually the highest ranking officer in a corporation. a. True b. False b. False 11. The activities of the financial staff include a. forecasting and planning. b. ajor investment and financing decisions. c. dealing with financial markets. d. risk management. e. all of the above. e. Correct. 12. The financial vice-presidents key subordinates are the president and the chief executive officer. a. True. b. False b. FAlse. 13. In most firms the treasurer has the responsibility for managing the firms cash and marketable securities, for planning its capital structure, for selling stocks and bonds to raise capital, for overseeing the corporate pension plan, and for managing risk. a. True b. False a. True 14. The primary intention of a publicly-owned firm interested in serving its stockholders should be to a.Maximize pass judgment total corporate profit. b. Maximize expected EPS. c. Minimize the chances of losses. d. Maximize the stock price per share. e. Maximize expected net income. d. Correct 15. Managers that depart from the goal of shareholder wealth maximization run the risk of being removed from their jobs. a. True b. False a. True. 16. intimately actions that help a firm increase the price of its stock also benefit society at large. a. True b. False a. True. 17. The primary contribution of finance to total social welfare is its a. Function as a productive resource. b. Contribution to the efficient allocation and use of resources. c.Role as an exogenous variable. d. Positive regard on the externalities of other var iables. e. Contribution to environmental protection. b. Correct 18. Most firms today have in arrange strong codes of ethical behavior, yet there are no obvious answers for many of the ethical questions lining many companies. a. True b. False a. True. 19. Socially responsible actions that increase costs may have to be put on a mandatory basis. a. True b. False a. True. 20. An agency relationship arises whenever one or more individuals hire another individual or organization to perform some service and deputize decision-making authority to that agent. . True b. False. a. True. 21. In financial management the primary agency relationships are those between a. stockholders and managers b. managers and debtholders c. managers with connatural levels of authority within the firm d. a and b e. a, b, and c d. Correct 22. Which of the following work to condense agency conflicts between stockholders and bondholders? a. Including restrictive covenants in the companys bond contract. b. Prov iding managers with a large number of stock options. c. The passage of laws that make it easier for companies to resist hostile takeovers. d.All of the statements above are correct. a. Correct 23. Which of the following actions are likely to reduce agency conflicts between stockholders and managers? a. Paying managers a large fixed salary. b. Increasing the scourge of corporate takeover. c. Placing restrictive covenants in debt agreements. d. All of the statements above are correct. b. Correct 24. The managers should always undertake actions that ensue in a transfer of wealth from bondholders to stockholders. a. True b. False b. False. 25. Which of the following factors tend to encourage management to pursue stock price maximization as a goal? . Shareholders link managements compensation to company performance. b. Managers reactions to the threat of firing and hostile takeovers. c. Statements a and b are both correct. c. Correct. 26. Mechanisms apply to motivate managers to act i n shareholders best interests include a. managerial compensation b. direct intervention by shareholders c. the threat of firing d. the threat of takeovers e. all of the above e. Correct. 27. Creditors lend funds at rates that are based on a. riskiness of the firms existing assets b. expectations concerning the riskiness of future asset additions c. he firms existing capital structure d. expectations concerning future capital structure decisions e. all of the above e. Correct. 28. The dividend policy decision is the way the firm is funded (e. g. , the mix of debt and equity used). a. True Incorrect. The dividend policy decision is the choice of how much of earnings to pay out as dividends and how much to retain to reinvest in the firm. b. False b. False. 29. managerial actions are the only determinant of a firms stock value. a. True False. b. False. 30. If the firm maximizes EPS, it will maximize stockholder wealth. a. True b. False b. False.

Cmi 3004 & 3006

In this assignment I pass on look at the ways in which selective information is gathered and selected, I whollyow show my judgment of how to interpret data and information, and how I communicate the results of the information analysis. For the second give of the assignment I will show my understanding of the next * The deal of recruitment and choice * The process for recruitment, and * The process for selection The work forth of humans Resource Management Plan The human resource planning process, demands the HR manager to archetypal understand the business requirement.Only if he comprehends the nature and scope of the business, will he be up to(p) to employ those who will deliver the required finishance. When it comes to engaging the manpower, the manager should have a keen center of attention for spotting the talent. It secures that the workforce is competent enough to meet the targets. Additionally, the existing talent pool in the workplace should be taken into cons ideration, so that people with complimentary skills can be employed. The functions of the HR manager argon change he has to assess the currently employed workforce and their shortcomings.Identifying these shortcomings goes a long way in choosing an in effect(p) workforce. While recruiting the new employees, the HR manager must calculate the expected workload. This way the HR discussion section can design an accurate business enterprise profile and job expectations. Once you have the decided job descriptions, looking for candidates who fit the job will be easy. Dont be fooled by their qualifications, it is only the pertinent begin that matters to a considerableer extent. A good HR manager is i who has the zeal and passion to motivate his prospective employees to perform to their potential.Human resource planning process, thus, can be considered as one of the strategic steps for mental synthesis the strong foundation of an efficient workforce in an organization www. buzzle. com Human resources use data by processing it into information, any data on its own is raw facts that cannot be used unless it is granted a meaning or a context only then it can be processed into a usable form. Qualitative selective information The term qualitative data is used to describe a reference of information that can be counted or expressed numerically.This type of data is often collected in experiments, manipulated and statistically analysed. Quantitative data can be represented visually in graphs, histograms, tables and charts. Qualitative entropy Qualitative data is extremely varied in nature. It includes virtually any information that can be captured that is not numerical in nature. Here ar some of the major categories or types * Interview copy * Field notes (notes taken in the field creation studied) * Video * Audio recordings * Images * Documents (reports, meeting minutes, e-mails)Human resources patch up the decision on having 8 lodgement aliment workers base d on data and information that affects their decision. Data and information relating to these factors have a major influence on the decision of how galore(postnominal) accommodate aliveness Workers are needed in the sheltered housing schemes. * Economical factors * Number of tenants needing domiciliate * Funding provided * reckon for salary * Required hours for support (24hr) There are 200 elderly people living in 6 sheltered housing schemes, HSWs are required to see all of them on mean solar day by day basis.The organisation provides a personalised service to the sheltered housing tenants each scheme is monitored and assessed in congener to the tenants needs, health conditions, mobility, and general wellbeing. There are seven schemes in total, but boilersuit there are four, this is because in six schemes, dickens schemes are combined into one. The hours that a HSW is needed on each scheme vary depending on the needs of the tenants, although all schemes have an emergency c all outline in which enables them to contact a housing support worker 24/7.Two of the schemes have HSWs on site 24 hours a day, these schemes have tenants who need more(prenominal) support, this is due to them being more frail and dependant, similarly the scheme is attached to the MAAZ Community centre, which has a cafe that provides hot meals 6 geezerhood a week, this location is very convenient for our tenants. Need for change Staff numbers have declined since 2008 the aggroup consisted of ten house Support Workers and both Senior Housing Support Workers. All Schemes but one had a HSW onsite 24/7. Four Housing Support Workers retired, and the two Senior Housing Support Workers were do redundant.At the time the total of the sheltered accommodation flats was 150, now the total is 200 flats, the amount of Housing support workers is eight. An assessment was done, and it concluded that two schemes do not need a HSW onsite 24 hour. The hours were trim down from 24 hours to 8 ho urs a day in one scheme, and reduced from 8 hours to 4 hours a day in other scheme. tally to a report written by Professor Ian Philip in 2004, National Director for Older Peoples Health, erstwhile(a) people are living longer. www. direct. gov. uk According to the above fact, the demand for various services for older people is increasing.Sheltered Housing is a great way for an older person to remain independent in their own home and have support available if they required it. Taking that fact into consideration LJHA has provided two schemes that have 24/7 support available on site. The decision to have the HSWs on site 24 hours a day at those two schemes was based on many factors including the age of the tenants. The average age of tenants at those two schemes is higher than all the other schemes, therefore the tenants are more likely to be frail, have mobility difficulties, and health problems, this is why more support is allocated at those schemes.Average age in (SH QHL 92), ( SGW 91) Average age in (BH LPC 79), (BC GP 74) Recruitment and Selection Job Housing Support Worker Job DescriptionThe Housing Support Workers job is to deliver give up levels of support to tenants living in designated housing complexes. The post holder will be able to work on their own initiative and besides as part of a competent and efficient staff team. The job requires professionalism, confidentiality, flexibility, and good humour to figure a smooth running and safe service for tenants/residents. Range of Duties Ensure new tenants are welcomed and given relevant information about the scheme and service available * Maintain contact with tenants in accordance of rights with agreed support plans * Provide appropriate and necessary support to enable the tenant to sustain their tenancy * Work man-to-manly and as part of the housing support team * Be alert to man-to-man tenants circumstances and condition and take appropriate action to promote the wellbeing of the individual * Liaise with and co-ordinate other professionals/ agencies for the wellbeing of the tenant * Contribute to the maintenance of up to date records and ensure that all relevant information is noted * Respond promptly to alarm calls and emergencies and take such appropriate action as whitethorn be required * Monitor and promote security and health and asylum within the scheme and tenants homes * Develop and facilitate tenants groupings and activities * Ensure/ support tenants to make the best use of resources * accede with ractice/ administrative processes for Supporting People * Ensure compliance with all relevant statutory and regulatory procedures * pioneer such training courses as are thought necessary by management and work towards achieving relevant recognised and professional qualification as determined by the Housing Services Manager The touch on of recruitment and selection Recruitment is the process of identifying that the organization needs to employ someone up to the ma noeuvre at which application forms for the post have arrived at the organization. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. www. thetimes100. co. uk At LJHA the recruitment process involves working through a series of stages * Defining the single-valued function * Attracting applications * Managing the application and selection process * Interviewing processA job aim is either advertised internally or externally, this decision is based on the role and the expectations of the organisation. Internal advertising provides opportunities for development and career progression within the organisation. Advertising externally allows the organisation to attract new skills, LJHA unremarkably advertises through the Job Centre or by Word of Mouth. Candidates who are interested in applying for the role are invited to an open day, the role is explained to them in depth and they are shown around the work environment, and are boost to ask questions about the role. This allows the candidates to consider whether the organisation is one where they would like to work for.An application form, job description, and skills condition (Appendix 1,2,3) is given to the candidates who are interested in the vacancy, after completing the application form the manages discuss which candidates are suitable. The short listed candidates are then invited to an audience. For the role of a Housing Support Worker the selected candidates are interviewed by two managers and one tenants representative, they are introduced and briefed on the job description. The interview includes a scenario turn up (Appendix 4) in which the candidate is asked to prioritize eight tasks in order of importance. Then the candidate is asked seven questions (Appendix 5).During the interview the candidate is scored based on their knowledge and skills, I have included a copy of the skills judicial admission scoring sheet (Appendix 6). Candidates a re selected after the managers deliberation, meeting the criteria set for the role is important, this criteria includes, experience of working with older people, competency to use own initiative, ability to work as part of a team, having administrative skills, and ability to use computers. (Appendix 6) When the sure-fire candidate is chosen, an offer of employment is then made this offer is conditional to two satisfactory references and a full CRB (Criminal Records Bureau) check. Ethical Legal considerations that may impact the recruitment and selection processEvery employer has the legal responsibility to ensure that no unlawful discrimination occurs in the recruitment and selection process on the grounds of sex, race, disability, age, sexual orientation, and religion or belief. Equality of opportunity is an integral part of the recruitment and selection process, and to this end employers may offer training and encouragement to any under-represented groups. The Sex unlikeness minute 1975, the Race Relations suffice 1976, the Employment Equality Regulations (covering sexual orientation, religion or belief, and age)and the constipation Discrimination Act 1995 set out the legal requirements for employers. Organisations should be aware that the rovisions of the Disability Discrimination Act 1995 not only make it unlawful to discriminate against disabled individuals without justifiable reason but also require employers to make reasonable adjustments to the workplace or working arrangements. Employers also have the responsibility of ensuring that the employees personal details are respected and properly protected, this is supported by the Data Protection Act 1998. The Data Protection Act 1998 requires employers to use data in accordance with the principles of data protection. These require that data shall be * Fairly and lawfully processed * Processed for limited purposes * Adequate, relevant and not excessive * veracious * Not kept longer than necessary * Processed in accordance with the data subjects rights Kept steadfastly * Not transferred to countries outside the European Economic Area without adequate protection. Job postings According to the BC Human Rights Code (Discrimination in employment advertisements), you must not publish job postings or advertisements that give discernment to * Race * Colour * Ancestry * Place of origin * Political belief * Religion * Marital lieu * Family status * Physical * Mental disability * Sex * Sexual orientation * Age www. go2hr. ca Methods of communicating information to staff, and their effectiveness In our organisation we use four methods of communicating, they are, Visual, Written, oral, and Non Verbal.Visual it is common to incorporate visual parley in order to share ideas that relate to tasks in the workplace, this could include using, charts, pictures, presentations. Written Written communication is also quite important when it comes to the workplace. This form of communication invol ves either writing or typing out information, facts, figures, and other types of necessary information in order to express ideas. Examples of this type of communication include reports, evaluations, emails, sec messages, physical and electronic memos, training materials, and other types of documents that are similar in nature. In the workplace, this is a tensile type of communication as it could be formal or informal depending on the message(s) that are being expressed.Verbal Verbal communication is a core component when it comes to the overall success of an organisation Non Verbal means that a physical manner of communication is being used to share ideas and meanings among others. The physical activities may include the way that you move your body, the tone that is displayed when it comes to the tone of an individuals voice, and touching. In the workplace, it is not appropriate to touch another individual, but it is possible to ensure that the voice tone and the stance of the bo dy is held appropriately so that the ideas, information, and thoughts are successfully shared with the intended audience. Verbal & Non Verbal Meetings have proven to be much more effective when trying to ascertain the facts, not only by making the member of staff tone at ease but also by watching their body language and prying all of the relevant information from them to resolve the problem efficiently www. managers. org. uk For any communication method to be effective, the following should apply * The sender and pass catcher of information are properly matched * The message is communicated clearly i. e. without misunderstanding or misinterpretation * Communication is made using an appropriate communication channel and/or method * The receiver of the communication is able to pass on any relevant and appropriate feedback (i. e. wo-way communication) There are many reasons why it is important for an organisation to achieve effective communication * Motivates employees helps them fe el part of the organisation * Easier to take care and coordinate work related activity prevents different departments of an organisation going in opposite directions * Makes successful decision making easier decisions are based on more complete and accurate information * fall in communication with customers/clients will increase profits * Improve relationships with external agencies The link between communication and motif is particularly important. Good communication is an important part of motivating employees and the main motivational theorists recognised this mayo emphasised importance of communication in meeting employees social needs, and Maslow and Herzberg stressed the importance of recognising employees achievements and conceit needs www. cliffsnotes. com Bibliography www. buzzle. com www. direct. gov. uk www. thetimes100. co. uk www. go2hr. ca www. managers. org. uk www. cliffsnotes. com