Organization and Key Performance Indicators Greenpeace

Greenpeace is a non-governmental organization (NGO) that focuses on global environmental issues. The NGO uses â€Å"none combative approaches and creative confrontations in its quests for green solutions and a peaceful future† (source: https://www.greenpeace.org/international/). Greenpeace strives at ensuring that the â€Å"Earth nurtures life in all its diversities† (source: https://www.greenpeace.org/international/).Advertising We will write a custom essay sample on Organization and Key Performance Indicators: Greenpeace specifically for you for only $16.05 $11/page Learn More As such, it aims at protecting biodiversity in all its forms, prevent pollution and abuses of the Earth’s natural resources, eliminate all nuclear threats, and enhance peace, global disarmament, and non-violence. Greenpeace Key Performance Indicators (KPIs) relate to areas of Human Resources (HR), communications, and volunteer relations. In the HR department, KPIs include compensation, rewards, and benefit plans, recruitment, employee orientation, administrative tasks, employee relations, and level of engagement or satisfaction among employees and volunteers. Administrative duties including managing personnel files, update organizational charts, participation in employee meetings, review employees’ information for wrongful entries. Recruitment indicators covers areas of finding qualified staff, application forms have correct details, accurate posting of vacancies, and recruits go through all areas of pre-employment procedures. Employee orientation includes arrange for orientation trainings, educate new hires on organizational culture, and get information regarding wages, benefits, rewards, and payroll. KPIs also include induction and signing of codes of conduct, and monitoring of acceptable trainings.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF L earn More Compensation KPIs entail processing of payroll with no mistakes, check areas of overtime, account for paid leave days, and analyses of vacation benefits. In addition, there is also demonstration of knowledge of the organizational compensation policy, and motivational aims. Employees and volunteer relations cover areas of promotion of teamwork, management of conflict, responses from the HR department regarding queries, and both employees and volunteers willing to demonstrate a sense of cooperation and retention. In the area of volunteer relations, KPIs cover office assistances, hours of inputs in campaigns, number of copies translated from English to French, the number of volunteers involved in fundraising, campaigns, and volunteers that have completed their schedules successfully. Communication department KPIs includes public relations, advertisement, promotion, and e-promotions. SMART Goals for the Organization and the chosen departments We begin by identification of go als that are crucial for the success of the organization. Goals reflect the desired outcome Greenpeace wants to accomplish or achieve in the future. These goals are tactical in nature as they define short-term aims from specific organizational departments. They aim at motivating the staff and increase the level of commitment, offer guidance, and provide a platform for monitoring and measuring performance (Barton, 2000). Goal definition within an organization provides opportunities for conceptualization the way forward for the organization. Consequently, it enables responsible departments to develop and master the future direction of the organization. This is a means of assuring stakeholders that the organization will achieve its mission within a specific period. Scholars recommend that goals should meet some defined criteria that those responsible for their monitoring and measurement can use to gauge such goals (Barton, 2000). Most organizations have adopted the SMART approach to de fine and evaluate their goals. Goals must identify the mission and stakeholders of the organization. SMART goals help the organization identify appropriate KPIs for measuring achievements towards such goals. Identification of SMART goals in the organization helps the organization defines a path of serving its mission and creating value to various stakeholders involved. KPIs usually monitor and measure the organizational SMART goals identified in any department (Davis, 2009). In this context, the goals must demonstrate certain characteristics such as specific, quantifiable, attainable, reasonable, and timely.Advertising We will write a custom essay sample on Organization and Key Performance Indicators: Greenpeace specifically for you for only $16.05 $11/page Learn More Thus, we must apply SMART principle to any goal that relates to KPIs. We shall have SMART goals for the organization in HR, communications, and employees and volunteer engagement and satis faction rate. At the same time, there shall be three KPIs for the goals that we seek to improve. These goals take into account impacts of KPIs on every indicator, and abilities of both employees and volunteers to execute them successfully. Therefore, the organization has full control over the goals. In the HR department, we seek to look at HR department response to queries from employees and volunteers. We have noticed that the HR department takes longer than usually to respond to both volunteers and employees’ queries. Thus, we have identified SMART goal to monitor and measure performance for improvement purposes. We seek to increase the rate of responding to queries by the HR department from 72 hours to 24 hours between June 2012 and December 2012. This represents a 33 percent increment in the rate of response. In employee and volunteer engagement, we seek to know the overall level of both employees’ and volunteers’ satisfaction and engagement with the organiz ational work aspect of eliminating nuclear threats. Thus, the goal is to enhance the level of both employees’ and volunteers’ engagement in work aspect of eliminating nuclear threats from the current 10 percent to 25 percent by the end of the year 2012. This represents a 15 percent increment in six months. Greenpeace work aspects depend on communication. Thus, setting goals for communication is fundamental for success of the organizational mission. The goal is to enhance the use of social, and trendy media platform for campaigns in promoting the green future from the current 40 percent to 70 percent by the end of the year 2012. This reflects an increase of 30 percent in a period of six months. Increased Accountability Explanation of how Smart goals will enhance performance, transparency, and accountability including supporting strategies that demonstrate how to reach the goal The primary aims of organizational goals are to motivate employees and volunteers. Thus, goals should demonstrate ambition but not serve the purpose of demoralization. Goals for measuring performance must show elements of action e.g. increase, and highlight areas of time lines, rating, and quantities.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More These goals are relevant to departments and are specific in terms of areas of focus. This approach attempts to align goals with specific departments and in turn the organizational mission. For instance, Greenpeace aims at increasing the level of employees and volunteers’ involvement in achieving the goal of eliminating threats of nuclear activities by 15 percent within six months. Time and end periods enable employees and volunteers to know when they should achieve their goals. Thus, employees and volunteers no longer see such goals as suggestions but real. The department should measure goals and performance using job appraisal processes. The specific nature of goals enables easy evaluation of the achievements against set targets. Studies show that a yearly performance review tends to have low levels of effectiveness due to longer durations. This explains why we set Greenpeace goals within six months. This reduces possibilities of referring to goals when appraisal period appr oaches. Short-term goals enable employees and volunteers focus on their activities of the day and avoid distraction to achieve both individual and departmental goals. Goals also promote accountability and engage employees and volunteers in productive activities for the organization. Greenpeace goals are SMART. This is one approach of enhancing accountability in measurement and performance. Employees and volunteers must set SMART goals for their respective departments. The department must capture all SMART elements in every goal that it aims to measure. Departments must identify specific areas such as time, quantities, rates, and names of indicators so as to reduce complexities associated with defining goals. In fact, employees, departmental heads, and volunteers should give the name of the goal, its detailed description, milestones, means of gauging outcomes, commencing date, and date when it is due. The department must set priorities for attainment of its goals. In cases where ther e are competing priorities, the department must identify the most crucial goal for its success. Consequently, it must focus its resources and effort in order to attain such goals. For instance, Greenpeace communication department must prioritize popular and emerging social media so that it can reach that segment of populations instead of relying on print communications. Both employees and volunteers must comprehend the value of each goal and levels of competency they require. Prioritization enhances decision-making in cases of scarce resources. The department should also create a means of reminding employees and volunteers about goals and their components such as due dates and milestones achieved and gaps. This improves transparency and accountability. SMART goals tend to align both the workforce and organizational goals in order to achieve organizational mission. Most studies have demonstrated that, employees who understand how their daily inputs contribute to the overall mission o f the organization are more accountable than their counterparts who lack such knowledge. Therefore, for improved performance, accountability, and transparency, employees and volunteers must understand that their individual contributions do matter to the organization. The department should communicate to its workforce through setting goals at slightly higher levels and then distribute the targets to the workforce. The idea of distribution enables every staff conceptualizes how an individual’s efforts are necessary for Greenpeace to achieve its overall goals. It also enables every staff track his or her achievements and current status. This enhances a sense of accountability in the department. Accountability, transparency, and performance go together. People tend to perform tasks best when there is a supervisor or when they can easily identify effects of their contributions in an organization. Therefore, the department should provide tools to enable its workforce monitor and co mmunicate their progress. The organization can implement technological innovation that can assist employees monitor their progress through employees’ portal or in the organizational intranet. Such applications provide summaries of what an individual should deliver, time, and the gaps left. This provides opportunities for employees and volunteers to keep their team leaders up-to-date with their performance statuses. Managers can have unlimited access to their direct reports performances. At the same time, the executives can also access such reports and can also send their feedback to individuals who directly contribute to organizational goals. Such levels of monitoring enhance accountability, transparency and improve performance among employees. Likewise, the management can redirect resource to areas that need attention so as to enable everyone account for their performances. How the planning process and establishment of SMART goals and increased accountability among employees will lead to a better employee (and volunteer) retention and increased employee morale Performance management using SMART goals to enhance both employees and volunteers morale and retention is not an easy task. Thus, several skills and training are necessary among departmental managers. Training is necessary to enable managers feel confident about tasks before them. This is useful in cases where some management team may be newly promoted. According to MacMillan, managers must â€Å"understand human behavior, how to motivate, how to develop, provide coaching, and handle conflict† (MacMillan, 2012). Managers play significant roles in observing and managing the prevailing circumstances, offer motivation, and manage issues that may interfere with implementation of SMART goals. Enhancing morale and motivation implies that managers must understand individual differences of the workforce such as abilities, experiences, and support needed. Thus, preparing managers for planning, impl ementation of SMART goals, evaluation, and provisions of feedback will lead to goal achievements, employee motivation, and retention. The organization should also link â€Å"SMART goals, performance with rewards and recognition† (MacMillan, 2012). Performance management should be fair, transparent, and equitable so that employees can believe in the process. Rewards, benefits, and compensation should be consistent throughout the organization. Consistency ensures that there is transparency and accountability and in turn enhances employees’ satisfaction with the goals and job. Organizations that link their â€Å"compensation procedures with performance must be critical of this issue† (MacMillan, 2012). The organization should have consistent and fair compensation policy across all departments. Thus, any deviation may lead to dissatisfaction and reduced morale and motivation among employees. How the overall plan will better enable the organization to fulfill its mis sion A better implementation of SMART goals for achieving Greenpeace mission of green and peaceful future starts with performance planning. SMART goals are the basis for performance planning. SMART goals have actionable plan that will guide both employees and volunteers work towards achievements of the organization overall mission. Achieving the mission through SMART goals should be a collaborative process among management teams, employees, and volunteers. Every target element must have a clear description and realistic expectation. Planning processes must identify both long-term and short goals that work towards achievement of organizational mission. At the same time, there should be clear implementation strategy on how each department shall attain its objectives. Every department must prioritize its goals. There should also be a clear and detailed method of evaluation. Greenpeace must also identify factors that may hinder it from achieving its SMART goals. Organization should offe r training, motivation, and mentoring to overcome any issues that concern employees or volunteers such as behavior, attitude, skills, or knowledge. The departments must carry out regular monitoring, assessment, and solve issues that may hinder SMART goals for achieving organization mission. There can also be changes in direction, reallocation of resources, and training during implementation stages. Communications and feedback are crucial during these stages so as to enhance continuous improvement of the team. Mission aim should be an ongoing process in the organization. Processes of planning, setting SMART goals, performance planning, monitoring, feedback, and continuous training are mandatory for achieving the mission of the organization. These processes also provide opportunities for the organization to identify any gaps that may affect progresses. There should be full participation of all members of the organization so that teamwork can deliver the mission. References Barton, R. (2000). Organizational Goal Setting and Planning. Murray, KY: Murray State University. Davis, J. (2009). Managing and Achieving Organizational Goals. New York, NY: American Management Association. MacMillan, A. (2012). Importance of Performance Management Process Best Practices To Optimize Monitoring Performance Work Reviews/Feedback and Goal Management. Raising the Bar on Performance Management Process, 1, 1- 6. This essay on Organization and Key Performance Indicators: Greenpeace was written and submitted by user Rashad Gomez to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

A Report On Communication In Business Management Essay Essay Example

A Report On Communication In Business Management Essay Essay Example A Report On Communication In Business Management Essay Essay A Report On Communication In Business Management Essay Essay Why is communicating in concern so of import? The obvious comes to mind: if you can non pass on, you can non make concern with others. However, communicating is so much more in the workplace. We communicate in assorted signifiers. We speak, write, walk, make facial gestures, and many other elusive and not-so-subtle organic structure linguistic communication queues that communicate information to those around us in the workplace. How can each of these affect the communicating between workers and directors, and how can we better our overall communicating accomplishments? Marty Blalock of the University of Wisconsin writes, â€Å"The figure one ground effectual communicating is of import, is that uneffective communicating is expensive.† As we think of this quotation mark, we can see the simple, yet powerful, truth to these words. How can we quantify the statement â€Å"ineffective communicating is expensive† in relevant footings to the relationship between directors and employees? For starting motors, we see that a mensurable cost of hapless communicating is less productiveness by the employee. An employee who feels that he may be the last to hold information may experience less valued than his equals. The employee may experience like his director does non esteem him or many other negative premises. Frequently overlooked is the communicating relationship between the employee and director. A director who has an employee with hapless or uneffective communicating accomplishments may experience that the employee has no regard for him. The director could easy believe that the employee does non value his topographic point of employment or the place that he holds within the company. Poor employee to director communicating can besides take to higher tardiness, absenteeism and other damaging consequences from deficiency of communicating. Workplace emphasis is common in the 20 first century. Companies these yearss are seeking to do more net income with leaner procedures, and in most instances, leaner staffs. Directors are being asked to actuate employees to work harder to do up for the loss in labour, nevertheless they are being asked to increase end product. This type of emphasis can easy take to hapless communicating. A director with a heavy work load must larn to depute undertakings and some authorization to subsidiaries. This mute communicating shows the employee he is valued and trusted. There are many signifiers of mute communicating. Body linguistic communication has been studied by authoritiess, corporations, and even poker participants to larn how to reap information from person without of all time inquiring them a word. Directors and employees who are incognizant of the impact of organic structure linguistic communication can subtly â€Å"say† something that was unintended. Environmental variables besides affect communicating. When a director speaks to an employee, the location and inside informations of the treatment are frequently every bit of import as the subject of the conversation. For illustration, inquiring an employee into your office as a director may hold a negative intension to get down with. Upon come ining the office, the director sitting behind a desk and employee in forepart of it, conveys an environment of authorization and really businesslike demeanour. Alternatively, holding that same conversation in the office sitting side by side or at a unit of ammunition table sets the tone for a treatment to happen. Sometimes state of affairss call for a complete alteration in locale, such as a interruption room or at the employee s workstation. These are more impersonal locations that allow the employee to experience equal in the conversation. Volume, inflexion, facial look, and organic structure linguistic communication all set the combined tone of conversations. Both directors and employees should pay attending to be certain that the appropriate, overall message that is intended, is being recognized by the receiving system. The same can be said for written communications. With the copiousness of electronic mail, text messaging, and other written signifiers of communicating, misinterpretations occur often. Without volume, inflexion and other cues, the individual having the written message may non construe the significance of the message at all as it was intended. When a miscommunication between an employee and a director occurs, who is responsible? The short reply is both. If person becomes disquieted, so the intended message can be blurred with emotion. When an employee or director has this experience, the best class of action is allow a short chilling off period, so put up a clip to run into once more with the individual and discourse the issue. One of the best techniques to better communicating is active listening. Paying attending to the talker with oculus contact, gestures of nodding of the caput and similar physical responses to supply feedback that you are listening is a first measure in avoiding miscommunication. Leting the other individual to state what they have in head without break provides the hearer with all the facts before any decisions or premises are reached. Some of the points already mentioned are echoed in an article written by Tom Altmann of the Greywood Golf Course. Mr. Altmann expands on these ideas to add the undermentioned points to the procedure: Be seeable, do yourself easy found and accessible. Be a summarizer, take mental or physical notes, and sum up cardinal points of the conversation. By using this technique, you ll show that you were paying attending. The referenced article above goes on to discourse how to cover with an angry employee. Learning how to reflect the choler shown decently is a first measure in spreading the state of affairs. Making statements such as â€Å"I can see you re truly angry† and â€Å"I can see this state of affairs has truly upset you† demonstrates that the director truly cares about the affair at manus. Once the individual has calmed down, travel to them and inquire them how you could avoid the same state of affairs in the hereafter. One last point Mr. Altmann makes is to retrieve non to take their choler personally. ( Altmann 2002 ) Rosabeth Moss Kanter of the U.S. Office of Personnel Management has written a newssheet in which she states that set uping a solid, working relationship between directors and employees takes clip and attempt. She goes on to state that uninterrupted feedback and training provide chances for unfastened communicating between a director and employee, and should be kept to a simple format and as informal conversations when it is non in the context of a formal reappraisal or forces action. Having employees take part in the procedure to put the parametric quantities of public presentation appraisals and reappraisals allows the employee to be better prepared to discourse issues and experience like a portion of the procedure, Kanter says. Lastly, acknowledgment should be done in an unfastened and public manner, while being tailored to the single being recognized. Canned, impersonal acknowledgment events are non effectual. Employees want to experience particular about accomplishments and want the acknowledgment to be specific to their achievement. To sum up, good communicating between directors and employees is critical. The director has the duty to clearly pass on company ends, what the employee s function in the company is, and on a more farinaceous degree, what the twenty-four hours to twenty-four hours outlooks of employee public presentation is. The director is besides expected to hold replies, promote employees to research solutions to jobs and to be advocators for their employees when necessary. The employees are responsible for being better prepared and for proactively working with directors when inquiries arise. Gone are the times when an employee should sit in their cell at work and state, â€Å"no one told me about that.† With the age of electronics at work, corporate intranets are prevailing with information and resources. Employees are besides expected to hold prepared for meetings, public presentation reappraisals, and informal conversations with others. Effective communicating is a two manner street that both directors and employees, every bit good as the organisation they work for, stand to profit from when it involves the right people, puting and message. Mentions Altmann, T ( 1/1/2002 ) . Communication for Superintendents. Grounds Maintenance Magazine, Retrieved 2/3/07, from hypertext transfer protocol: //www.grounds-mag.com/mag/grounds_maintenance_communication_superintendents Blalock, M. ( 12/23/2005 ) . Why Good Communication is good concern. Retrieved February 1, 2007, from University of Wisconsin Web site: hypertext transfer protocol: //www.bus.wisc.edu/update/winter05/business_communication.asp Moss Kanter, Rosabeth ( 2001 ) . Performance Management Competencies -Communication Skills. Retrieved February 2, 2007, from U.S. Office of Performance Management Web site: hypertext transfer protocol: //www.opm.gov/perform/articles/2001/spr01-3.asp

Letter of Affection and Roxanne (1987) Essay Example | Topics and Well Written Essays - 750 words

Letter of Affection and Roxanne (1987) - Essay Example Looking back, I can definitely say that it was your personal involvement with me, the way you encouraged me to read books and how you introduced me to some of the great works in literature that saved me from my loneliness and distraught. Long four years, it was a crucial time in my life; moreover high school was my turning point. Initially it was a hard time with my studies, and it took time to cope up the new environment, and above all method of study was extremely different here. I had felt really disappointed. But you never made me feel that I was out of home. It was only because of your strong support, and guidance in my studies that I could cope with the situation and achieve my objectives. You always kept me out of my troubles and stress. As a ward I am grateful to you, that you took the pain to come along with me during the time of admission and for the meetings. My friends used to tell about your concern towards me, in spite of your busy schedule especially in finding time to often visit my teachers and personally discussing my problems and sorting them out. Your patience and conscious behavior are something that I admire. You were there around me whenever I needed somebody. I never had to come to you; instead you always came to me to find out what I needed. Uncle, you are my best friend too, and I am aware of the fact that I won’t get a person like you again. Four years have been great albeit with sprinkles of bitter experiences. There are so much of emotions bubbling up within my heart, and I can never let go of even one, because that would invariably mean that this chapter along with you never

Sports Concussions Essay Example | Topics and Well Written Essays - 500 words

Sports Concussions - Essay Example His reasons are that most kids arent coordinated enough to head the ball or their ignorance on how to head a ball can cause injuries to them or a collision with another player. He also states that a player can learn good ball control if they used chest and feet more and frequently. Past soccer players have come out to complain having some brain damage issues which is not common or frequent in other sports such as football. Sarah K. Fields another debater in the article, debates that it isnt so much heading the ball but collisions while trying to head the ball. 10% of all injuries for both boys and girls in the league she coaches in have been only to headers. Young males were 33% concussed from heading the ball and the other 77% was due to a collision between the two players. She states that soccer is supposed to be a safer sport then baseball, and football thus efforts ought to be taken to ensure safety during heading. Similarly, better officiating should be embraced when two players go up for a header. Debater Christopher Nowinski, states that no regardless of circumstances, in youth soccer there will always be a chance of child getting a concussion whether while heading the ball or colliding with another for the ball. He also states that since the child’s brain is still developing, heading the ball can cause a lot of head trauma. Headers should never be taken out of the game since they have been part of the game all along, intuitively, there have been more and more concussion’s and head trauma injuries. In the article â€Å"How Risky is Heading in Soccer † writers debated whether or not headers should be taken out of youth soccer. Writers shared with us facts about headers, and how most concussion injuries are from collisions between two players. Debater Christopher Nowinski, from the article â€Å"How Risky is Heading in Soccer† says

SAS case, on vertical integration Essay Example | Topics and Well Written Essays - 2000 words - 1

SAS case, on vertical integration - Essay Example The results of restructuring bore fruits as the company begun to grow increasingly. The company paid exceptional attention to catering, and credit card sectors of the aviation industry. The company embarked on vertical integration in these sectors with an aim to recover and grow. This essay seeks to give an analysis of a case in a vertical integration approach that was adopted by the Scandinavian Airline System. Strategic analysis involves identification of the internal and external factors which is vital in the implementation of an organizational risk. In the quest to achieve its objectives, the company assesses its strengths and weakness. The company also weighs its opportunities and risks (Randoy & Strandenes 1997). This helps in achieving the set organizational goals. After World War II, SAS was launched. The goal of the shareholders was to control air travels on the entire globe. This meant that the company had to develop strategies that it makes it operational and dominant in a ll continents. However, the company was faced with unprecedented challenges from leading competitors in the aviation industry marketplace (Gustafsson & Edvardsson 1999). According to research, the changes in the management that come about in 1981 led to some significant improvement. In the Scandinavian region, SAS rose to become the largest and the most influential airline company. The results were attributed the SAS’s vertical integration (Peyrefitte & Brice 2002). SAS has the ownership of air travel services, hotels and airlines. The company faced immense challenges in 1998. Competition from rival companies was causing a trend of loses in the company. This necessitated the use of different and effective management strategies for SAS to remain competitive. Vertical integration in the aviation industry refers to the merger of two or several companies or entities that are involved in the development of services and products in the same path. In this case, travel agents, hotels and airlines could be perceived to be a similar path in aviation business (Peyrefitte & Brice 2002). The goal of vertical integration is to achieve services and products at minimal cost. It is a strategic management concept that aims at increased profits (Havel 1997). The move helps the aviation industry players to monopolize service delivery and reduce the cost of transaction (Holloway 2007). This vertical integration strategy is incorporated by the quality control mechanisms in the aviation industry and this helps them in ensuring delivery of quality products and services in time (Gustafsson & Edvardsson 1999). Vertical integration has some demerits. According to Anderson and Baterman, vertical integration can result in high cost of organization (Havel 1997). This is attributed to the complexity of the structures of the aviation organizations. The SAS executed vertical integration in the year 1998. The SAS acquired travel companies including hotels, airlines, travel agents, and g round services. The move benefits the company to date. The strategy helped the company in increasing the passenger traffic and revenues (Peyrefitte & Brice 2002). The SAS was able to become a key service provider in the international marketplace. The concept of vertical integration and its importance was first introduced to SAS in the year 1988. According to SAS, the organization turbulence it experienced was due to government interference

Factors That Determine The Demand And Supply Economics Essay

Factors That Determine The Demand And Supply Economics Essay Nowadays, mobile phone having a plenty of innovative functions and applications that will bring out a lot of convenience to human being compare to the past. In this assessment we will more emphasize into the development of Samsung mobile phone from early of the year until todays. Basically, the company was been found by Lee Byung Chul which is from South Korea at 1983. Samsung electronics had launched their first mobile phone in 1988 at South Korea market. However, during that time the demand for this market was very poor and unstable. In 2007, Samsung electronics become second largest mobile phone maker in the world and they had successfully overtaking Motorola for the very first time. Samsung was the worlds largest manufacturer of OLEDs. Due to the advanced and innovative digital world, Samsung had produce the first smart phone which is known as Samsung Galaxy S and its launch in the March 2010 and become the top selling smart phone in India market. This smart phone has build with the OLEDs screen and have android software which significantly compete against another well-known smart phone which is call Iphone by Apple. After the few years, Samsung had come out new model which named as Galaxy S2 and this model get best android device at the year of 2011. On the other hand, Samsung had launched another latest model which is Galaxy 3 in 2012 due to the innovative and advance technology they have. Samsung had received over 9 million preorders for this model in between two weeks after the unveiling and it sold over 10 million devices in less than 3 month. Based on the above sales figure, this prove that the demand and supply for this model is much more above than others model. Factors that Determine the Demand and Supply There are some factors that can influence the demand and supply of Samsung mobile phone. The first one to influence the demand of the mobile phone is the price. For different person they have different view of the price. For most of people, mobile phone is just a thing can contact with others, so that they dont need new updated mobile phone. At this point, the decrease of the price will cause an increase of quantity demand, the demand is elastic. The second factor is the income of buyers themselves, is either their salaries can be afford to the mobile phone. For example, the price of Samsung Note 2 is RM2200, but the average income of those buyers is only RM3000 per month, so that they wont give 73% of their salary to buy this phone. Another reason of the shift in demand is the number of the buyers is there many people interested with the model. Samsung mobile has a big competitor which is Iphone, its like the first time Samsung S3 come out people may be interested with this model, b ut after Apple Iphone 5 launched, they find themselves are more interested with the new Iphone 5, so that the demand of Samsung S3 will decrease. This may also compete with own brand mobile phone, like S3 compete with Note 2. The factors that can determine the supply of Samsung mobile phone also have some points. For the view of sellers the input price is a factor determines the supply, the price when the price is higher, they can earn more. As we know, when a new model of mobile phone first comes out, the price will be the highest period, at that time Samsung Company can get more benefits. By the decrease of the price, the benefits will become less and less, so that the supply will also going down. The supply also can be influenced by the new model of Samsung mobile phone or the term of the model itself. Like Samsung Splus, after a long term selling this model, the company itself will reduce the supply of this model. By the decrease of the price, company wont get profit of this model, so that they will stop producing this model after a model come out. Now Samsung mobile have S3 and Note 1/2, its hard to find Splus in the market. Figure 1. Changes in trend of price of the mobile phone The change in trend of price of mobile phone is always being decreased by the pass of time. As we can see from Figure 1, here are two changes in trend of price of Samsung mobile phone, one is S3 and the other one is Samsung Note2. These two models of mobile phone are the most popular models of Samsung. We can find the time when the mobile phone first came out, the price was at the highest point. Samsung S3, when the time it launched, the original price is RM2199. The price will stay for one to two months, and then it will decrease, and till March 2013, people can get this phone as low as RM1659. Same as Samsung Note2, but the different is, during February 2013, this model is out of stock, the demand is higher than the supply, so that the price has been increased. The demand of the mobile phone will influence the price and quantity. When there have more buyers, the price might not decrease as fast as it will be, but might also increase a bit, the quantity supply will also be increased. Its like the price increase of Note2, the demand increase, so that the quantity supply increase, and after that period the price come back to the normal trend. How the determinants of supply affect the price and quantity, when the supply increases, the quantity supply also increase, so that the price will become lower. When the price is getting lower, people will be more willing to buy it, so that the quantity demand will increase. Government Intervenes In these days, government of Malaysia also had intervenes into mobile phone market. First of all, in Malaysia, the economy system is a mixed economic system. Mixed economy system can be defined as the combination of the benefit of the free enterprise and central command system. In Malaysia, some company is controlled by the government however some are private. Furthermore, Malaysia governments are helping those business people according to the legist ration and regulation, and they are not just about seller, they also included buyer and also the consumer as well. For instance, the government will assure the consumer are satisfied or agree the prices of goods and services provided by the seller. There are a lots of economy issues that need to be solve by government , shortage and the surplus are one of the most common issues that occurs in Malaysia. But In mobile phone industry surplus issue seem to be the most popular issues in Malaysia. Surplus is meaning the supply of the goods and services are more than the demand of the consumer. Therefore, when they are surplus, the supplier will try to reduce the price in order to create higher demand of the consumer. In others words, surplus is mean that when the supply of goods and services is higher, consequently its makes the consumer not willing to spend so much money to get the goods or services. In this current year , the Samsung company was launch a different kind of brand new smart phone and these brand new smart phone was been mass production by the company therefore the price of the phones will be more expensive than normal phone . After the Samsung company had launched the smart phones in the period of time, the supply are not met the demand of the consumer because of the higher price and consumer unwilling to spend that much of money to purchase a mobile phone. Thus based on the situation above, Malaysia government has the responsibility to help the supplier to meet the demand of the consumer. In order to overcome this surplus problem, Malaysia governments have to use different ways to defeat this problem. For instance , Government has recently helping those students and working adult that have salary below RM2000 by subsidiary RM200 rebate for those who purchase the smart phone . Besides that, changes to taxation are also one of the good ways for government to defeat the surplus issues. For example, the government will conduct a research to check on the tax payment that is paid by the supplier so that the government can make an adjustment to the taxation for suppliers in the certain period of time. With this change of taxation, the suppliers are able to reduce the price and meet the demand of the consumer. In conclusion, Malaysia government should intervene the economy and using the suitable solution to defeat the economy issues by managing financial well and rational. Government also need to have a rational and clear before they make decision making on economy , because this will eventually impact the to the public.

Women in Shakespeares Sonnet 130 Essay -- Sonnet 130 Shakespeare Wome

Women in Shakespeare's Sonnet 130 Shakespeare is expressing, though not in the first person, that he knows women are not the perfect beauties they are portrayed to be and that we should love them anyway. He uses two types of descriptions, one of their physical beauty and the other of their characteristics to make fun of all those ‘romantic’ poets trying to ‘brown nose’ the girls they like. One of the physical attributes, in the first quatrain, that he mentions is his â€Å"mistress’ eyes are nothing like the sun,† meaning she has no ‘twinkle’ in her eyes. In the first quatrain, he also speaks of coral as being â€Å"far more red† than the lips of his mistress; this is a use of imagery to show her non-beauty. He also recognizes that there are â€Å"no such roses† on her cheeks in the second quatra...