All humans should be treated with respect Essay Example for Free

All humans should be treated with respect Essay In examining the religious teachings about the values of human life using religious teachings it is easy to see that God thinks all human life equal regardless of race, gender or disability and encourages all his sheep (followers of his, who he regards not as servants but as friends) to do so as well. This is proven in 1st Corinthians 7 18- 20 where it is said, Was a man already circumcised when he was called? He should not become uncircumcised. Was a man uncircumcised when he was called? He should not be circumcised. Circumcision is nothing and uncircumcision is nothing. Keeping Gods commands is what counts. Each person should remain in the situation they were in when God called them., the passage suggests that God cares not about the outward appearance or position of his followers but their obedience to his command, regardless of what life they have lived or what they were before, it also supports the fact that God was willing to take converts and so did not make distinctions between the human race or bear prejudice to those who were previously not his followers and had converted. The belief of equality for all of mankind is further supported by the bible which (Genesis 1:27) proclaims that all were made in the image of God and therefore bear a likeliness to him regardless of any differences we might show. This theory is known as imago dei and is one shared by the three Abrahamic religions it is thought that our likeliness to God means all human life should be treated with respect and dignity. (Matthew 5:43-38) Ye have heard it that it hath been said, Thou shalt love thy neighbour and hate thine enemy. But I say unto you, Love your enemies, bless them that curse you, do good to those that hate you, and pray for them which despitefully use you, and persecute you. This passage states that Christians should bear hate to no one even those who wish harm unto them and instead pray for them and still show love to them regardless suggesting that Christians should have compassionate and fair attitudes towards all individuals. This belief of equality, understanding and acceptance no matter the past or social standing of the person is present in most other religions such as Islam, Judaism and Buddhism and now-days most religions are known to visit jails (where sinners lay) trying to convert the evil and lost (sinners)  so that they may repent and instead become children of God an example of important converts is Charles Colson who was part of the Watergate Seven, he was arrested and pleaded guilty to Watergate related charges and the obstruction of justice before being sentenced for 1-2 years in prison. While in prison Colson converted to Christianity and when released started Prison Fellowship a national ministry that helps prisoners to convert to Christianity, it is said that this program has helped prisoners live a better life and strengthen their spirit. Quakers a faction derived from Christianity believe there is that of God in everybody, meaning that no one is more important than anyone else as they are all made in Gods image by God, however even within this organisation people still have to take charge and allocate certain responsibilities to others meaning they become leaders and therefore more important that everyone else, suggestion that they are not equal to everyone else as they are worth more. There are two main Christian views on the truth of other religions; The exclusive view (mainly fundamentalists) who like Christians in the past believe all non-Christians are not doing what is right and therefore will be condemned to Hell unless converted. Fundamentalist try to convert others to Christianity through the means of evangelism etc. becoming missionaries. This is because of their literal interpretations of the bible, believing in John 3:18 which states, whoever does not believe in him (Jesus) stands condemned already, fundamentalists do not only just extend this view towards non-believers but also to Jews who do not believe in Jesus as the son of God citing John 14:6 in which Jesus said, I am the way the truth and the Life, no one comes to the Father except though me. This view contrasts with the Inclusive view where Christianity is believed to be superior to other religions (or bearing more truth) but doesnt require conversion only adhering to the right attitude to be saved from hell. While inclusive Christians might try forms of evangelism such as becoming missionaries, they are generally more understanding of others, this means many of them become involved with charities such as Tearfund or Christian Aid as a way to help others and also convince them (without words) that Christianity holds the truth and the right way. They use quotes like: There are many rooms in my Fathers house as a way of suggesting that  there are different ways to get to heaven and different paths one can take, as long as one follows the right way. It can be argued that inclusive Christians more than exclusive/fundamentalist really follow the teachings of the bible, they more than exclusive Christians can be argued to love thy neighbour and therefore treat others the way theyd like to be treated. The bible teaches that Jesus treated foreigners very well, he healed a roman centurions son and later had dinner with Zaccheus, a hated tax collector for the Romans, suggesting that he did exactly what he preached, loved the enemy and treated everyone well, this behaviour is also reflected in the parable of the good Samaritan where a man(a Jew) is robbed and lies naked, hurt and poor on the road a priest and leaders of other religions pass him by and ignore him, the only person who stops and helps him, even paying for his treatment is a Samaritan, people who were hated by Jews and who in turn hated them. This parable, not only shows foreigners in a good light but also promotes the teaching of loving thy enemy. In Galatians 3, the bible once again reinforces that God loves all of humanity unconditionally regardless of Gender or race, proclaiming There is no difference between Jew nor Greek, slave nor free, male nor female, for you are all one in Christ Jesus. supporting Acts 10 in declaring that God does not favour a specific group of humanity or show favouritism but rather accepts men from every nation who fear Him and do what is right. Some critics however argue that these teachings are presented as only favouring those who believe in Christ and therefore making an outsider of those who do not fear him and do what God proclaims to be right and almost exempting them from the rules and teachings he lays down to his followers, presenting the argument of: does religion treat non-believers equally? The fact that there are many different sects of Christianity had led to many different views about the treatment of others, with the term others representing black, non-whole bodied'(disabled), homo sexuals etc. as well as extending to different cultures and religions not just non-believers. Walter Laqueur a man of Jewish faith, believes that sex is historically and culturally variable, with the modern idea of two separate sexes representing a shift away from the longer-established view that there is a single male  sex, of which the female is an inferior manifestation, he believes these developments have led to a society which believes that both men and women should occupy and negotiate a range of different positions within the world instead of living in a patriarchy where women do not have a main role in religion.This view is opposed by many other religions, Catholics for example believe that women can have a role in church, but cannot be priests because of the fact that Jesus was a man, and he chose all 12 of his disciples to be men. Catholics also interpret St Pauls teachings in Timothy 2 which suggest that women should have no authority over men as being correct, A woman should learn in quietness and full submission. I do not permit a woman to teach or to have authority over a man; she must be silent. Taking the view that Adam was formed first, then Eve and Adam was not the one deceived; it was the woman who was deceived and became a sinner.. Some fundamentalist believe that men and women are equal before God but still have different roles in life meaning women shouldnt be offered equal opportunities in everything including religion claiming that the womens main job should be as a home-maker looking after the children not being in positions of leadership in the church. The Church of England however is against this interpretation and believes that women can be priests. They believe that we are all equal in Gods eyes, and also that Jesus had many women followers. Mary and others have been named in the Bible at significant points in Jesus life, and there are books in the Bible named after women. They use quotes such as: There is neither male nor female, you are all one in Christ Jesus. (Galatians 3 ) to support their reasoning. Some black theologians claim that religion has always been bias to the white man and therefore racist and oppressing to black people. They argue that this has created a divide between white God and black God. Only in 1985 did the Church of England announce the Church should make space for and include black Christians fully, this was almost a centuries after the freedom of Black people as slaves and many years after black liberation had occurred ( officially). However while many Christians like Pope John Paul, who condemned the fact that Christians had contributed to the slave trade, finally got Black people some equality some sects of Christianity such as the Southern Baptists in USA up until 1900, the Dutch Reformed Church in  South Africa until 1980 and many Christians in the 16th, 17th and 18th century believed that certain races were inferior and could be treated as either 2nd class citizens or slaves because of two Bible verses: Genesis 9:18-27 which states that the descendants of Noahs third son (Ham who is thought to be black by many Christians) will be cursed and be the slaves of his second son Japheth(thought to be white by many) and Ephesians 6:5 which states Slaves obey your masters -a verse that some Christians thought meant that it was fine to have inferior races and slaves. There is also the question of disability in religion with old-age Christians and Buddhism believing it was a punishment for evil deeds/sin (or bad karma in past lives). This viewpoint however has changed in recent times whereas being disabled was once viewed as being an imperfect version of an able bodied person, a description that suggests that disabled people are of less value than an able bodied person, recent views believe in Aristotle interpretation, that physical defects do not prevent a person from actualising their potential as a human being because the essence of being human does not rest on purely physical abilities a viewpoint which a charity called Larche founded by a Christian recognises. Aristotle point further illustrates a verse of the bible which proclaims that we are all born of sin, which supports that no one is perfect- were all flawed one way or another and therefore are in one way or another disabled. Islam is considered an egalitarian religion meaning one that is pro-equality. There is an argument made by several Muslim Women scholars such as Al-Hibri who argues that the situation of women globally is too complex and contradictory for one comprehensive critique, saying that in some nations: Muslim women experience horrendous forms of violence and oppression, often under the label of Islam whereas in another nation Muslim women may occupy positions of power in significant social and political institution also due to Islam. Many argue that whilst there are many practices contrary to womens rights which are done in the name of Islam, the reality is that there is no basis in Islam for them. Others make the important point that there are many factors at work which have allowed such oppressive practices to continue, such as the existence of patriarchal cultures that are often  confused with religious belief or the existence of authoritarian regimes that deny more than just womens claiming undemocratic regimes have denied human rights to their citizens, and attempted to lay the blame on the doorstep of religion suggesting that it is not religion that is unequal, but those who practise it. It can be argued that the term equality has different meanings in different situations you cant be equal to all people through one measure because everyone has different conditions that must be met etc. you cant feed a Muslim the same way youd choose a Hindu, you couldnt offer a Muslim a pig as it would cause trouble due to the offer being interpreted as an insult, this however doesnt mean you cant treat persons of both religion the same; with kindness and compassion regardless of their religion. This has led to many arguing that the solution is not just treating everyone equally (as equality suggests same treatment) but rather introducing tolerance and acceptance. They believe that conversion in religions isnt something that should occur forcefully but instead something that should be gently approached through the means of missionaries (in religions such as Jehovah witnesses and Mormons) for example. However some religions have a zero tolerance on those they consider outsiders, this include Zionism and its treatment of the Palestinians and some Jewish sects which refused to assimilate into the societies they lived in (Ashkenazic Jews), preferring to stay outsiders because they believe the Torah forbids mixing with gentiles due to their interpretation of Avoda Zara 36b which states You shall not intermarry with them; you shall not give your daughter to his son and you shall not take his daughter for your son; for he will cause your child to turn away from Me and they will worship the gods of others. Many Christians (and some Jews) thoroughly disagree with this verse with Christians believing it is directed ad them and painting them as immoral idolaters and some Jews believing the passage to contradicting (with the rest of the Torah) and too brief to be fully understood. This raises the argument among theologians that the bible and other holy books are too contradicting, confusing and sometimes too lacking of Context to be fully interpreted and rather, the teachings should not be taken at face value but rather, used to regulate but not to set iron cast laws .   However there are many contradicting verses in the bible which suggest otherwise.   Islam states: O mankind! We have created you from a male and a female, and made you into nations and tribes, that you may know one another. Verily, the most honourable of you with God is the most pious.Verily, God is All-Knowing, All-Aware. (49:13) about the difference within human beings, suggesting that they are deliberate and diversity is Gods gift to humankind.   Judaism, Christianity and Islam   The founder of Quakers, George Fox but instead of seeking primarily to convert, the upmost goal is to establish the principles of Christianity in others lives etc. love, humility and compassion.   And the Quran which states: I shall not lose sight of the labour of any of you who labours in My way, be it man or woman; each of you is equal to the other (3:195)   The Quran states For Muslim men and women,- for believing men and women, for devout men and women, for true men and women, for men and women who are patient and constant, for men and women who humble themselves, for men and women who give in Charity, for men and women who fast (and deny themselves), for men and women who guard their chastity, and for men and women who engage much in Gods praise,- for them has God prepared forgiveness and great reward. (33:35) suggesting that everyone, not just Muslim men and women will get the reward as long as they are humble and adhere to Muslim practises even if they do not adopt the religion   The most beloved and respected historical Christian thinkers and theologicans are amongst those who believe the role of women in religion should be subdued with John Crysostom considering the female sex as weak  and fickle ,Augustine claims Satans reasoning for deceiving Eve was because he was making his assault upon the weaker part of that human alliance eand Epiphanius declaring that the female sex is easily mistaken, fallible, and poor in intelligence even Martin Luther King supports this argument stating it was not Adam who went astray 265).  an idea that men systematically dominate, oppress and exploit women I many believe that a patriachical state doesnt and didnt ever exist and instead we have just been living in a world dominated by a complex set of differences; ethnic, racial, gendered, class hierarchy and not just gender.   In this generation, although there are many verses in the bible to suggest that women should have and did have a very important and immensely valuable role in founding and shaping Christianity.   For man did not come from woman, but woman from man; neither was man created for woman, but woman for man†¦In the Lord,  however, woman is not independent of man, nor is man independent of woman. For as woman came from man, so also man is born of woman. But everything comes from God (New International Version, 1 Corinthians 11:1-3;8-9;11-12).   1 Corinthians 14 says, Women should remain silent in churches which many interpret as saying- women shouldnt be in positions of leadership in the church.   Proverbs 31 implies the place of a woman is at home She watches over the affairs of her household   But women will be saved through childbearing-if they continue in faith, love and holiness with propriety(New International Version, 1 Timothy 2:11-15).   This is known as Christian egalitarian. The opposing view is Complementarianism.   Although, when the decision was made to allow Women into the church in 1992, many people left the Church of England as a result and converted to Catholics. This shows that there still isnt equality in Religions such as Christianity as while some may be for the inclusion of women, the one who arent may simply join a different fraction and practise their anti-feminist in religion perspectives there. This supports the view that freedom in religion is in conflict with notions of gender equality.   A prominent Muslim mother to an autistic child once wrote to a follower who also had an autistic child As with typically-developing children, every special-needs child has his or her own personality, temperament, strengths, and abilities. Every child has his or her God-given potential. This is from the mercy of Allah and one of the signs of His strength that He created such diversity among human beings. We should rejoice in the creative power of Allah and accept His qadr, or decree, for us. I believe that Allah created disabilities so those of us who are able-bodied would not become complacent and ungrateful. Taking care of a child with a disability brings out the best and most compassionate in all of us. So many of the things that parents of typically-developing children take for granted, we have to fight and struggle for. I think this helps us draw closer to the All-Merciful, the Forbearant, and the Loving. This supports the view that all human life is sacred and must be treated with the rights given to it in the Sharia and that no one has the right to take the life of another except according to Gods command. It also gives way to an argument that could claim moral worth of a person does not depend on birth, gender, race or wealth or whether or not a person is disabled. Class background, as well as the degree and severity of impairment, ethnicity, sex, sexuality and age can exacerbate or modify the experience of disability (Vernon, 1999:394) Many may argue that this isnt a religion; however most agree that it is a branch of Judaism if a very distant branch. Different from Sephardim (who chose to assimilate into the nations they moved to and Mizrahi Jews who also assimilated into the nations they found themselves in.

Management of Organizational Performance: Literature Review

Management of Organizational Performance: Literature Review Many broad descriptions of management of performance can be found when one goes through the bulk of management materials available in books, journals and internet. Michael Armstrong 2000 plainly describes management of performance as a means of getting better results from a whole organization, or teams and individuals within ità ¢Ã¢â€š ¬Ã‚ ¦within an agreed framework of planned goals. Whereas Armstrongs description does not exactly introduce a novel definition in management literature, it captures the extensiveness of the field of appraisal. This field is full of complexities in regards to elucidating the exact scale of practices and mechanisms involved in performance appraisal. Armstrongs definition sets us on an excellent path when it comes to understanding these complexities. Donna Mitchell in her book Performance Management is more forthcoming in her definition and attempts to cover more ground in the management literature. She adds another dimension to the definition by first i ncluding performance measurement in her attempts to exhaustively describe management of performance. She describes performance measurement as the process of assessing progress towards achieving predetermined goals (Mitchell, 2007). She goes ahead to describe management of performance as, building on that process adding, the relevant communication and action on the progress achieved against these predetermined goals (Mitchell, 2007). On top of incorporating the aspect of measurement of performance in management, it is notable to appreciate that management of performance is fundamentally about management of people. It is basically an attempt to comprehend the manner in which people in an organization work, both individually and with others. Aspects like supervision, decision making, inclusive employee involvement, motivation and promotion of technological innovations among workers are equally crucial in the development of the organization. Mitchells definition is an improvement from Armstrongs description and more elaborative. It can be observed from the two writers that the field of management is unmistakably composed of several disciplines. Diverse modalities for organizational evaluation are existent and thus various operational methods have been formulated to independently appraise an organizations development. Financial department policies that specifically deal with accounting are mostly employed in evaluati ng and controlling the fiscal robustness of organizations. The technical operations department evaluation policies are inherently concerned with enhancing the logistical fluidity of activities and functions in the various departments. The human resource department on its part is largely specialized in enhancing output of personnel. These three offer an insight into the compound realm of management of organizational performance. The discipline of management that is closely related with the appraisal of organizational performance is the human resources. Nevertheless, other departments have evaluation score cards that respective managers use to review in assessing employee outputs and efficiency. Elaine Pulakos, in Performance Management: A New Approach for Driving Business Results, underscores the significance of management of organization performance being tactical, united, geared towards enhancement of performance and enforced enactment of positive development concepts. But this wide and ambiguous definition of management of organizational performance makes it an increasingly intricate undertaking. The specific appraisal component that is clearly implicit of the progression of performance evaluation is definitely the performance scorecard Rampersad posits that the Balanced Scorecard, as a tool of measurement has evolved into the ultimate unit pointer of progression or regression. He divides the measurement tool into two components; the Personal Balanced Scorecard or PBSC and the Organizational Balanced Scorecard (OBSC) (Rampersad, 2003). The former is for individual employees to evaluate themselves, while the latter is for entire organization to gauge its collective progression. Whereas different literatures on management will present divergentthough synonymousdescriptions of management of organizational performance, most of them are homogeneous in their acknowledgement of the importance of the practice. To formulate a strategy, a business or organization needs sufficient data that indicate its current status. The current status of the organization will be determined only by a review of the organizations performance. The performance management similarly aids in management of the process of implementing the conceptualized strategies. In the process of managing the formulated strategies, the scorecard data will caution against making assumptions. In the absence of a scorecard, an organization can easily make assumptions about its position and use the hypothetical data to make skewed and erratic projections about the future. Balanced Scorecards for the individuals and the organization are the only sure means of checking the development or degeneration direction of firm (Thorpe Holloway, 2008). The management of organizational performance can help a company ascertain that it is realizing minimum allowable standards that are necessary for continued existence. These could be standards pertaining to environmental safety or legal provisions. Management of appraisals of the company also communicates a clear message of expectation to the employees. As such, employees are conscious of not only their duties and responsibilities, but of performance standards the employers expect them to deliver. Stakeholders are also informed of the companys sense of direction; such stakeholders include current and prospective shareholders, concerned government authorities and clients or customers. Management of organization performance can be a system for the acknowledgement and appreciation of the hard work and outstanding behavior of excellent employees. Appreciating and rewarding excellent employee behavior can be an incentive or a source of motivation for other employees to improve on their del ivery and output. Clear as the benefits of management are, there exist two performance management precepts. The first is the tactical management of performance and the other is conservative management system. The tactical system which is purely strategic is also intrinsically reactionary and depends on market or environment settings and conditions. The tactical management system is triggered whenever there are drastic changes in the organizational surroundings and the business needs to readjust its activities in the wake of environmental changes. The conservative performance management system on the contrary is a continuous system that is carried out at predetermined regular intervals to self-regulate the firm. The regulation could be a quarterly, bi-annual or yearly process, planned to coincide with specific but organization-wide release of statements, for example production output statements, fiscal position reports or profit announcements (Carton Hofer, 2006). Other than communicating the position of the firm to stakeholders, the regular management of organizational performance is critical in inspiring and rewarding exceptional employee behaviors. While in the conventional logic the evaluation of employee performance and the reward schemes have been associated with release of firms fiscal reports, some organizations are using the Personal Balanced Scorecard to negotiate salary, wages and compensation for their employees. Niven, 2006 is a big critic of the system that seeks to use appraisal reports in assigning compensation packages for its employees. Niven argues that appraisal results are efficient only if the rewards for good behavior are gifts that supplement an employees pay, not if the result is used to calculate and determine the compensation package. Mohan Nair disputes Nivens argument in his book, Essentials of balanced scorecard. Mohan is of the view that a scorecard is the surest means of keeping employees in check all year round . He, Mohan, posits that an organization has no business providing attractive compensation packages to non-performing employees as the main goal of an organization is to generate profits. Niven is critical of using scorecards to determine compensation packages because they create rivalries among employees within departments and they are also unsustainable. Niven wants us to imagine a scenario where the performance of an employee keeps fluctuating on monthly basis. If an employee is outstanding on the first month, average on the second and grossly underproductive on the third, does the management keep on updating the compensation package for every of those months and for every single employee in the organization? Matthew Kammerer explores deeper into the pros and cons of balanced scorecards as were developed by the pair of Robert S. Kaplan and David P. Norton. He notes that while Kaplan and Norton were innovative in formulating a system for evaluating performances, he hypothesizes that anomalous employee behavior is most likely to be observed in the long haul. This system will eventually water down on the worth of tactical performance management as it will not be entirely impartial to all employees. Research done by Michael Hammer on the same issue backs up Kammerers hypothesis, and points out to the prejudicial nature of scorecards on junior employees. The reward scheme is done by senior organization employees and these superiors will assign themselves favorable points and pocket the bulk of the rewards. Many departmental managers have raised complaints regarding the partiality of performance rewards scheme, and particularly criticized the criteria employed to settle on rewards. The human resource department is at the centre of this reward scheme and is equally burdened by the tenets to be used in rationally allocating rewards (Hammer, 2007). The big question therefore is, what aspects need to be managed when evaluating the performance of the organization? The quandary of assessing organizational performance is such a demanding undertaking that management experts and observers can only speculate on the best ways forward. Fiscal strategies are conventionally regarded as the easily usable schemes in many firms. With the turn of the millennia however, organizations have become more complex with multifaceted dimensions that need cannot be evaluated by fiscal analysis alone. Paolo Taticchi reckons in the International journal of Productivity and Performance Management that fiscal analysis, by use of management accounting, is an incomplete tool as a comprehensive organizational performance indicator. Taticchi notes that the use of management bookkeeping information is only enough when reviewing inflows and outflows. The inadequacies of purely financial appraisal systems in performance review have spawned a shift from cost analysis to encompass a wide range of issues such as a review of the firms goals. Observers in the appraisal of performance have debated and proposed ways in which organizations can formulate proper assessment systems. From the bulk of management literature available on performance measurement, comprehensive review outlines have the aim of delineating performance in a manner that echoes strategic organization goals (Taticchi, 2010). These outlines possess fundamental attributes that assist in pinpointing the apposite series of standards against which performance is sustainably assessed and managed. The literature covered in Thorpe and Holloway (2008), and Taticchi (2009) highlight the reality that a series of review measures employed by a firm must depict a crystal representation of the firm. These measures ought to echo the fiscal as well as the non-fiscal strategies; the internal and environmental attributes; and the competence and efficiency measures. The generated outline of quantifiable measures must also generate a clear indication of the firms performance. Case in point, the minimalism and perceptive basis of the Organizational Balanced Scorecard is regarded as its most resourceful feature, as it is simple and readily grasped (Fakhri, Menacere Pegum, 2011). Outlines need to show the necessity for a firm to employ a series of measures that are multifaceted in dimensions. All areas of organizational performance must be measurable to reflect development or regression in the outline. The sight of a chief executive officer handling a mass of data that has not been filtered into meaningful information is not so uncommon. Such heaps of data does not present any meaning and insightful account of the performance of individual and departmental units in the organization. To eliminate the occurrence of a scenario where an executive reads heaps of data that bears no informative insight, the department of quality management has to come into action. Some reputable methodologies can be used by the quality management department to cover the apparent inadequacies of balanced scoreboards for example the Demming Cycle (Balanced Scoreboard Institute). Developed by Edward Deming in the mid last century, he held that business processes ought to be scrutinized and gauged to make out the sources of discrepancies which result in manufactured goods digressing from clients specifications. The Demming Cycle represents just one of the many assessment tools that are not only geared towards fiscal analysis but cover other crucial organizational issues. The Demming Cycle is simple; place the undertakings and activities of the firm in an incessant feedback loop so that supervisors can make out and alter the activities that need upgrading. To demonstrate the cycle, he used the PDCA (Plan-Do-Check-Act) cycle to keep performance management in continuous check (Averson, 1998). Under the Plan, the management or whoever is concerned with the review of performance management-devises and revises the organization processes and the associated components (activities) to guarantee continuous development or improvement in results. The Do part of the cycle is concerned with the carrying out of the Plan, and the gauging of processes performance. The Check section is meant for assessment of products measurements, and the identification of faults. The results obtained from the Check section are forwarded to the organs of decision making. Finally, the Act part is mainly an action phase. Changes are made at this stage in case faults have been detected in the system. Tools for quality assessment managers are not few. There is the OODA loop which is an acronym for Observe, Orient Decide and Act that is used as a precept for strategic operations in the organization. The OODA loop appreciates the reality that the process of decision making is continuous cycle that needs regulated periods of observing and acting indefinitely. Similar to the Demming cycle, it is a deterrence mechanism that requires communication in the organizational structure. The six sigma is another management strategy, initially a project of Motorola, which is geared to identifying defects and eliminating them before they impact on the performance of the firm. It incorporates statistical quality management systems. Six sigma has its own share of debatable controversies and has been likened to the balanced scorecard for its lack of creativity by a host of management literatures. Research into the sigma six effects on business quality has revealed that an excess of 90 percent of fir ms that implemented the quality assessment programs recorded a loss in fortune (Morris, 2006). Others quality assessment tools include COBIT or Control Objectives for Information and related Technology that is specifically used in the information technology organizations and is a creation of the Information Systems Audit and Control Association. AIDA an abbreviation for Attention Interest Desire Action is another tool used in the marketing department to appraise marketing performances (Morris, 2006). All the management literature reviewed in this paper provides resourceful information in managing the performances of an organization. The literatures clearly indicate that for an organization to unlock its potential it must deal with right quality management tools and they should be applied appropriately to realize their potential. Performance management ought to be cross-sectional and not only target a particular section of the workforce. The exact performances that are being appraised ought to be reflected against expectations, the requisite requirements for outstanding performance and the qualities the clients are looking for. Performance must also be managed and appraised against feasible strategies and goals. A cross-sectional link between the performances of employees in hierarchical organizations should be explicitly assessed, so that the elimination of any possible conflicts in evaluation of employees is carried out. Conflicts are clear stumbling blocks in organizational eva luation. Such conflicts in the form of organizational politics need to be deracinated to ensure that departments with functional dependencies correlate with each other harmoniously. Organizations must center their performance appraisals systems towards communicating insight to employees, and not just generating raw data on employee productivity. If quality assessment tools are effective and the organization is realizing its objectives without subjecting employees to data about their performance, a positive culture of self drive is calculated amongst employees. On the contrary, if an organization is performing well and the company keeps on generating data for the purpose of rating employees, it creates a rivalry among departments and employees. This consequently results in some employees developing dysfunctional behaviors, either due to paranoia or insecurity over their jobs (Falcone Sachs, 2007). Considerable collective organizational effort must be spared to ensure the gradual development of apposite traditions in the firm that promote engagement of the firms employees in the processes and objectives of the company. Such a tradition should cultivate the feeling of appreciation among the employees so that employees enjoy their work. In brief, organization performance management will first encompass aspects such as planning of employee roles and demarcation of specific expextations from employees. Second, it involves an incessant process of performance supervision by use of quality assessment tools. Third, it encompasses the development of employees aptitude and competence to execute their roles. Fourth, it involves the intermittent positive appraisal of performance of individuals and departments. Finally, it covers the sensitive issue of rewarding employees who are exhibiting excellent organizational behavior and performance. Why i decided to go to college? Why i decided to go to college? When I think about college I think about a lot of studying and not enough time for myself. But I know that when I graduate college I will have many opportunities available. Going to college has affected my life in many ways, but in the end it will all pay off. I then decided that I wanted to go to college because I want a better future. After I graduated high school, I never thought about college. The reason I never thought about college was because, my parents didnt have that much money to support me through college. My parents wanted a better future for me, so that I can take care of myself. I then decided to go to Hennepin Technical College because they offered me financial aid. If it wasnt for financial aid, I wouldnt even think about going to college. I have a total to five in my family, and my father is the only one working. Financial aid helped me out a lot because, I didnt have to pay for anything. They helped me out with my tuition and my books. But sometimes my tuition don t always cover all of my cost in college. That made me happy because, I know that my parents didnt have to worry about paying for my tuition. Another reason I decided to go to college is because, it is closer to home. I wouldnt want to be making a long drive home from college. I also decide to go to Hennepin Tech because, of the time. They have morning, afternoon, and evening classes. I am a evening person. I concentrate better in the evening than 7:00AM. When I wake up that early, I feel like I cant concentrate. So for my classes, I have mostly all evening classes and one morning class. I try my very best to stay focused, but that was the only time they have available for morning class. When I started college, I thought that it wouldnt be so hard, but I was wrong. Not only do I have to study hard, but I dont have enough time for myself. I am going to college to become a dental assistant. In my dental class I have an exam every time I go to that class. I also have papers due for my other class the same time I have to study for my dental exam. It is so frustrating, because I dont know which one to do first, and I also become stressed out. But I end up doing well on my papers and on my exams. With all that studying and exams I have, I cant get a job, because I have so much work to do at college, I dont think that I can keep up with a job. My parents are great, they never tell me to get a job, because they know that I have to much papers and exams at the top of my head. They always tell me to focus on my studies and dont worry about a job, that they will support me. That made it less stressful knowing that I dont have to worry about getting a job. College has affect my life in many ways. I am the first one in my family to attend college, which means my parents are very proud that I decided to go. Since I am the first to attend college, I want to show my two brothers that they can do it, if I can. College has change my way of thinking. I know that when I graduate college, I will have a brighter future with many job opportunities available.

Land Ethics Essay -- essays research papers fc

Land Ethics in Our Communities   Ã‚  Ã‚  Ã‚  Ã‚  While wading through the reserved reading in the library, I came across the article, â€Å"The Land Ethic†, which caught my eye, as well as sparked an interest deep within me. It revealed the idea that we, as humans, tend to be quite caught up in the idea of community; community between neighbors, co-workers, etc. seems to be something we strive for in our society. It seems that we have not integrated the land into our idea of community, and I feel that this is a serious problem that if not treated, will continue to grow and strive until the land turns into the â€Å"dead nothing† many people of today’s society feel it to be. I had been put face to face with the fact that I was one of those careless and self-involved members of our race. Having never thought of the concept of â€Å"land ethics†, I realized that it is very likely that many other people have yet to know of it either. This is a present conservation problem which worries me more than I have ever thought a simple article could be able to do to me.   Ã‚  Ã‚  Ã‚  Ã‚  As the author of this revelation piece, Aldo Leopold (1966), stated in his article, that we need to change our â€Å"human role from conqueror, to a member of the land community†(p.). This is vital for the future existence of an Earth that is habitable and non-toxic. Many people claim that they have ethics in their work place, or in general life practices. I have yet, however, had the pleasure...

Butler Lumber Finance Case :: Business, Case Study, solution

Statement of firm’s position Butler Lumber Company is looking for more cash due to a fast-paced lumber market and a shortage of funding. Their regular bank, Suburban National Bank, is not willing to expand their exiting loan to an amount greater than $250,000 without securing the loan with real property. Another loan is being offered by a second bank, Northrup National Bank, for $465,000, with the understanding that the previous loan would be rolled into the second. The interest on the new loan would be prime + 2%. The co-founder, Mark Butler, owes a major note to the other original partner, who Mark bought out. He has a mortgage on his 12-year-old house and no other significant investments. Mark’s personal references indicate that he is hard-working and watches his business very closely. Mark’s current outstanding debts are as follows: Bank note for $247,000 Outstanding debt from trade partners $157,000 Accounts payable $343,000 Accrued expenses $51,000 Current portion of long-term debt $7,000 Long-term debt $43,000 Total liabilities $848,000 Net income is projected at $56,000 based on projected sales of $3.6m. Butler’s business relies more heavily on the repair industry than on new construction, so it is somewhat protected against market fluctuations on new construction. Major recommendations Northrup National Bank should extend the loan to Butler. The company will roll much of its existing debt into the new loan, without extending itself significantly further than it currently is, and at a more favorable rate. Butler has been successful in keeping current on its debts, and based on projections should have the means to start paying these debts down. From the bank’s perspective, there’s little risk involved. With the industry expected to grow so much in the next year, Butler will be in a strong position, and potentially interested in borrowing more at the end of 1991. Butler Lumber Co. should take the short term loan and if necessary roll the $157,000 trade credit into it. Nature of the problem Butler’s short-term loan options are completely maxed out, so the company has no cash flexibility. Inventory levels indicate Mark is ramping up in expectation of the massive influx of sales in the warmer months. More of Butler’s sales are in the warm months, when repairs are easier to make in the Inland Northwest. The loan will give Butler the ability to finance more inventory to meet the expected growth in sales.

Ecosystem Services Essay -- Environmental Science

D1. What are ecosystem goods and services? People have been relying for their daily needs and well-being on nature. The natural ecosystem provides varieties of goods and services to us, for instance, fresh water, fisheries, timber, water purification etc. The benefits that people directly get from the natural systems are called ecosystem services (ES). The natural ecosystem provides both goods and services to us. The ecosystem goods are the things that people produced from soil, water and plants; Crops, Fibre, Timber, Livestock, Tourism, etc. are the example of ecosystem goods. And, at the same time people get a varieties of fundamental and life supporting services such as flood control, clean air and water, pollination of crops and other plants, natural hazard regulation, cultural, spiritual and aesthetic services which are called ES ( Kerr, G., 2010). Classification of ecosystem services The united nation was carried out an extensive study of current condition and trends of ecosystem services with the help of 1,300 experts from around the world and prepared the The Millennium Ecosystem Assessment (MEA) Report in 2005. This report classifies ecosystem services into four types. 1) Supporting services: It is a fundamental unit of ecosystem services which support other ecosystem services. The soil formation, photosynthesis, nutrient cycling and water cycling are the supporting service in ES. 2) Provisioning services: These include the goods or products obtained from ecosystem such as foods (crops, livestock, fisheries, aquaculture, and wild foods), Fibre (timber, cotton, silk, wood fuel, genetic resources, biochemical, natural ... ...then the decision. The decision maker should know the consequences of their decision in ES, for example how timber supply, making dam and extensive land use for agriculture affect in ES. The decision maker action may change the ES, they should consider the trade-offs among many option at decision making time and should chose the policies that help to foster and sustain the ES (Ranganathan, J. et al., 2008). Conclusion The benefits that we get from the nature are ES and it is indispensable for our overall development and prosperity. Works Cited Ranganathan, J. et al. (2008). Ecosystem Services a Guide for Decision Makers. World Resources Institute. Kerr, G. (2010). Ecosystem Services Approach to Inform Environmental Management, Draft. Royal Roads University, Victoria, BC.

Filipinos’ Forgiving Nature Essay

Why many Filipino people are forgiving? Giving offenders a â€Å"second chance† rather than punishing them is inherently Filipino. Let’s take for example the apology offered by the Magdalo mutineers which comes as no surprise in light of the Filipinos forgiving nature. Despite the very good laws we have here in the Philippines, we don’t think settlement of it will still be possible. We rarely condemn people, we just require them to change their ways. Ms. Arroyo’s granting of amnesty towards the Magdalo mutineers is just one of the issues that shows Filipinos tend to forgvive. We are not very legalistic except on impersonal matters, such as cases involving money or disputes between big corporations that don’t have a human face. For example, everyone agrees that we should go after tax evasion. Under the Filipino concept of justice, what is prescribed by law is not necessarily just. We tend to forgive easily when we find something valid in the reasons behind the offense. That’s why we have the phrase ‘nadadaan sa magandang usapan’. The way we are raised by our families could affect the way we understand and look into the contexts of one’s behavior. For example, rather than be rigid over rights or claims, step siblings generally do not regard with spite but look after each other’s welfare even when one is illegitimate. And of course, the prodigal child is always given a second chance. No wonder why there are many unresolved cases in the Philippines. Some were given pardon by the government like the case of the former president Ejercito Estrada. Could it be the government’s way to come clean in the eyes of other countries in promoting the tourism industry? To front them that it’s easy to settle agreements here would attract many investors in the country. We‘ll, if that’s the case, many might really take advantage on the situation. And this would just prove that we don’t have rigid implementation of the very good laws here in the Philippines. This is also the reason why some government officials seems relaxed and other foreign countries doesn’t give much importance on Filipinos welfare in their land and they just take it easy when it comes to Filipinos. Maybe because they know the fact that we don‘t experience justice even in our own land, and we are used to it. Pity to those who really experience that kind of treatment. Upon hearing this, I bursted to the cab driver saying â€Å"ito hirap sating mga Pinoy e, kapag tayo nahuli sa ibang bansa ng drug trafficking — death penalty, kapag sila nahuli natin wala pang isang linggo nakalaya na. † There’s a big problem with our government or our Filipino blood — we are too soft, too forgiving. This is one of the reasons why most of us have no pride and dignity when we are in another soil. I really want to thank Manny Pacquiao for giving the Filipinos some pride. How should other country value our laws when we Filipinos don’t put much attention to these and some just don‘t take it seriously? When we are in their country we are treated like rats but when they are in our country they are treated like kings. I don’t know what‘s wrong. If a Filipino guy will enter a building in his own country the security guard will look for an ID with intense body search but if they will see that the guest is a foreigner, Filipinos will happily greet them without checking their bags not even thinking that they could be the terrorist that will kill them. I have nothing against to any foreigners but I got beef with my own blood. If this will continue, probably we will become slaves in our own country.

Analysis of Ford Motor Company’s Essay

Ford Motor Company (FMC) manufactures and sells vehicles worldwide. The company has two business segments that include automotive segment and financial services. Ford carries out operations in North and South America, Europe, Asia and Africa. Hence, the company has to ensure that its operations are working effectively to meet its organizational objectives. The company also has to ensure that its operations management strategies are adequate to provide maximum benefits to the company. Domestic car manufacturers are facing intense competition from foreign vehicle manufacturers such as Toyota, Honda, Nissan, Mercedes Benz, BMW and Audi just to name a few. There is thus the need to manage operations so as to improve efficiency, reduce costs and in the process achieve competitive advantage. Heizer and Render (2011), noted that operations management is a transformation process that occurs in companies producing goods and also in service organizations. Transformation process involves daily activities that focus on creating value for the organization. Operation processes are determined in terms of effectiveness (whether the process is able to attain company objectives) and efficiency (is the process using resources adequately). According to Davis and Heineke (2005), different types of transformation could be physical as in manufacturing, location as in transportation, storage as in warehousing, health care which is physiological, and informational which is telecommunication. Ford has numerous activities involving several areas that can lead to cost saving and translate into increased profitability for the company. By effectively implementing and executing operations management strategies, the company is able to deliver value to customers and generate more revenues and profits. Ford employs a wide range of operations strategies and one of these is product strategies. Product strategies employed by Ford includes having many vehicle platforms, brands, and models. As a result of their product strategy, the company is able to produce vehicles that are tailored to different customer requirements. The company’s manufacturing processes and product development carried out in one target region is different fro m another region (Kassab, 2011). Another strategy used by Ford is product pricing whereby its products are priced relatively low thus ensuring that as many people as possible can afford its products. Through this strategy the company is able to attract and retain customers which in turn lead to  increased sales. Ford has a wide range of product offering and is thus able to attract large number of customers. The wide range of products offered by the company allows it to maintain a balanced revenue stream Its product strategy is also an effective method in increasing market share as its numerous brands and models is able to attract a large number of diverse customers. Ford has shifted its product strategy towards new vehicle segments and this has proved to be profitable for the company (Automotives, 2011). Ford uses numerous production or manufacturing strategies that aims at promoting efficiency and effectiveness. Ford focuses on reducing time and material waste in production, increasing quality and reducing cycle times. All these strategies contribute to cost reduction by the company. In order for an organization to sustain growth in such a competitive market, it must be able to eliminate processes that waste resources, improve on product quality and achieve customer satisfaction. These factors enhance the company’s competitive advantage and its ability to remain in business. Ford previously utilized a total quality management (TQM) production strategy, however the company is currently shifting towards a six sigma approach. TQM was introduced in the company in the 1980’s to improve product quality resulting from intense competition from foreign manufacturers. TQM emphasizes on processes driven by quality and aim at achieving customer satisfaction. Implementing total quality management meant that processes within the company had to be adhered to strictly and continuously improved in order to meet customer satisfaction. TQM philosophy looks at developing a corporate culture that is customer focused, empowers employees and seeks continuous improvement. By focusing on the customer, Ford was able to provide value customers with product value and quality that ensured customer satisfaction. This in turn translated into revenue for the company due to repeat sales and first time customers. Essential components of effectively implementing TQM include a commitment from all stakeholders and a change in work culture. Managers at Ford demonstrate such commitment to quality by clearly initiating strategies and policies that aim at promoting quality enhancing activities. Ford’s workers at all levels are informed on steps that should be followed in order to achieve improved quality (Dahlgaard & Dahlgaard-Park, 2006). Total quality management reduces wastage in the production process and eliminates defects. The reductions in defects and  wastages assist in lowering production costs which can subsequently l ead to an increase in contribution margin. Lower costs can also facilitate the company’s lower pricing strategy to attract customers and gain competitive advantage. By implementing total quality management Ford was able to reduce amount of waste from production process and also improve on efficiency thus improving performance (Dahlgaard & Dahlgaard-Park, 2006). Ford has shifted towards a Six Sigma approach which aims to sustain company’s ability to manufacture quality products. The Society of Manufacturing Engineers magazine in 2011 noted that Ford’s reputation as a company that offers quality products was being tarnished as a result of a number of setbacks including recalls affecting several models and delays in introducing new ones to market. Customer surveys showed that customer satisfaction and quality of Ford cars had reduced and was behind competition thus the need for the company to shift to a new approach in order to improve on quality concerns. Six Sigma is more structured and profit oriented compared to total quality management. Ford shifted to this new approach in an attempt to improve on its processes and increase cost savings. The company also aims at establishing a consistent approach that can be used to solve quality related problems by improving organizational learning. Smith, (2003) in his article, â€Å"Six Sigma at Ford Revisited† noted that Ford saved $1.0 billion from elimination of waste 5 years after implementing Six Sigma and that internal customer satisfaction survey showed that customer satisfaction increased by 5%. This provides ample evidence that the company’s strategy has been effective in lowering costs and that customer satisfaction regarding the company’s products was heading in the right direction. One of the strategies being utilized in Ford’s production process is a â€Å"Global Product Development System† whereby the company has established a single template for designing, engineering and manufacturing its vehicles worldwide. One of Ford’s global product development systems is aimed at enabling the company to develop vehicles faster, improve its competitive ability and provide profitable growth. The system aligns the company’s technology and global product plans and car programs on characteristics that differentiate Ford vehicles in the market. The global product strategy establishes a standard that all Ford vehicles should conform to which leads to consistency in Ford products and also improves on brand recognition since products will have attributes that  differentiate Ford products from its competitors (Kassab, 2011). Since Ford manufacturing points are located across different regions, the global product strategy enables various production regions to produce products that have similar attributes. According to Kassab (2011), every time production centers are reinventing production processes the company losses time that could be utilized in developing new vehicles. Therefore one Ford global product development system is used in the production process to reduce time wastage and ensure consistency in production. Another strategy used in the Ford production process i s JIT in an effort to improve on the time it takes to produce a product. Ford decided to adopt this strategy due to inadequacies in material handling and inbound logistics. Using a just in time system enables the company to connect with suppliers and also assists in reducing production lead times and enhances the company’s capability to manage inventory, cost of transportation and storage costs. Just in time system involves delivering required production component when they are needed in the production process. In relation to logistics, Ford has established different solutions to ensure that supply and distribution is achieved. Ford has numerous â€Å"Order Dispatch Centers† where products are transported to and from the company (Penske, 2013). Order centers assist the company in centralizing its logistics network and reducing inventory levels. The company has uniform procedures, carrier requirements and technologies that streamlines supply, improve on performance and accountability (Penske, 2013). Ford utilizes logistics management technologies maintains and tracks information on delivery status and schedules applicable to routing. Through these technologies, the company is able to monitor its supply chain and ensure that all operations aspects of production are functioning appropriately. Ford also has in place capacity strategies where the company practices efficien t use of facilities and expansion facilities projects when required. By increasing capacity the company is able to increase output and generate more revenue. The company also has in places processes and systems to ensure efficient use of facilities. These processes involve being highly automated and strategically placing production points to ensure maximum achievement of efficiency. Ford has work design strategies whereby the company practices job enrichment and institutes motivation systems. Ford has a competency center that assists employees in planning their career,  enrolling in training and development programs, and assisting employees on how to balance professional and personal lifestyles (Hines et al, 2004). The company aims at developing an individual who in turn improves on overall organizational capability. By developing its employees, Ford is able to maintain high levels of motivation and morale which eventually leads to improved productivity. The American Psychological Association (2003) in an article â€Å"Occupational Stress and Employee Control† noted that Ford Motor Company has shifted virtually all of its manufacturing operations to a team-based approach in which employees have far greater control over their work. Instead of simply follow directions from supervisors, employees can talk directly to suppliers about parts quality, research better ways to run equipment, and take independent action to eliminate product defects. A pilot program, which began at Ford’s Romeo, Michigan engine plant in the early 1990s, raised productivity and quality along with job satisfaction so successfully that Ford expanded the approach, giving virtually all employees targets and allowing them to find ways to reach them. Ford encourages a self-management environment to boost and maintain employee morale. Employees are involved in problem solving groups and have a say on operational matters related to their jobs. Employees also participate in decision making processes within the organization. As a result of increased employee motivation, employees perform their job activities well which subsequently leads to increased productivity. By maintaining high motivation levels the company is able to retain high performing employees which benefit the organization in the long term. As a multinational company, a comprehensive location strategy is critical to a successful operations management execution. Ford has presence in North and South America, Europe, Asia and Africa where the company is involved in the production and sale of Ford vehicles. These markets are strategically targeted in an attempt to increase company growth. By having a global presence the company is able to penetrate into new markets and increase market share in the global arena. Ford is a well-known brand globally and its name recognition has assisted the company to penetrate new markets. An international presence assists the company in terms of product development, differentiation and distribution as vehicles are developed to meet customer requirements in specific regions and reduce distribution costs to various geographic regions. Operations management at  Ford Motor is influenced by factors such as competition. Competition plays a part in determining how a company does business. Ford therefore has to plan its operations to ensure it is able to gain competitive advantage and maximize revenues. Ford faces domestic and international competition from General Motors, Chrysler, Toyota, Honda and Nissan. In today’s environment, a car company does not have a great future unless they have a plan for increasing their sales globally. If an auto company is not a global automaker, it is not doing the job that it should. Ford therefore has to position itself to ensure that its operations are efficient, effective and are able to differentiate company products on a global scale. Another factor influencing operations management is customer requirements since this impact whether a company is profitable or not. Ford should ensure that its operations meet customer requirements in terms of quality, design, prices and spe ed of distribution. Success factors The first success factor in determining Ford’s successful achievement of its business objectives regarding its operations management strategies is financial. Operations management strategies employed in the company aim at ensuring efficient use of resources and reducing cost in the process. The main tools utilized by Ford to achieve success include Six Sigma, just in time inventory management, location and distribution strategies. Ford has successfully utilized the strategies to achieve its cost reduction strategy and this is evidenced by $1.0 billion cost saving after implementing Six Sigma. A just in time system contributes to the success by reducing costs incurred in transporting and storing raw materials and work in process inventory. The company’s distribution strategies include the use of order centers that improve on efficiency by reducing cost incurred in transporting final products to dealerships. Ford Media (2011) stated that the company’s sales increas ed by 19% in 2010 to $1.935 million compared to the previous year which is the largest increase of any full-line automaker. This achievement is indicative of the success of the operations management strategies implemented by the company. Another success factor in relation to operations management strategies in the organization is the social condition that exists within the company. Ford has different motivation methods that ensure that employees are highly motivated in their professional duties.  This is achieved by training and developing employees and also by ensuring that employees have control over their job activities. The American Psychological Association (2003) noted that increased employee control in job activities is an effective strategy in reducing occupational stress. Ford Motor position and market share in the industry provides measurable evidence on whether the company strategies have been successful. The company recorded mixed fortunes in its target market. Whereas the company increased market share in 2011 to 16.5% compared to 16,4% in 2010 and 15.3% in 2009, market share in Europe decreased to 8.3% compared to 8.4% in 2010 and 9.1% in 2009 (Sustainability Report, 2011/2012). This shows that the co mpany’s strategies were successful in its domestic market but unsuccessful in the European market. Despite these unflattering results, the company still maintains a strong international presence in the Americas, Europe, Asia and Africa. For 2012, Ford’s total U.S. market share was down 1.2 percentage points to 15.3%, while Ford’s U.S. retail share of the retail industry declined seven tenths of a percentage point. The declines largely came from the discontinuation of the Crown Victoria and Ranger, capacity constraints, and reduced availability associated with our Fusion and Escape changeovers. In Europe, market share declined 0.4 percentage points to 7.9% (Sustainability Report, 2012/2013). Quality is important to Ford in improving customer satisfaction and overall company performance. According to the 2012/2013 Sustainability Report, the results are mixed. In the U.S. first time buyers increased 0.5 percentage points to 10.6% in 2012 while customer loyalty decreased 0.9 percentage points to 47.7% in 2012. In Europe, first time buyers decreased 2.0 percentage points to 7% in 2012 while customer loyalty increased 1.0 percentage points to 52% in 2012. Ford has decentralized its operations to ensure that the company manufactures products that meet customer requirements by producing high quality vehicles. Ford Motor Company’s mission is one team, one plan and one goal. The mission is for the company to work together as a lean global enterprise measured by customer, employees, investor, supplier, dealer and union satisfaction. The company’s mission statement influenced its operations management strategies since the company’s one team and implemented strategies aim at achieving lean production where wastes are eliminated to reduce cost. The strategies also aim at improving customer satisfaction by providing quality products.  Ford strives to be a lean global enterprise by implementing strategies such as Six Sigma to achieve its objectives. The ultimate goal of all strategies implemented in the company is to increase profitable growth through increased customer and employee satisfaction and by reducing costs. References American Psychological Association. (2003). Occupational Stress and Employee Control. Retrieved On September 15, 2013 from http://www.Apa.Org/Research/Action/Control.Aspx Automotives Insight. (2011). New Product Strategy Pays Off For Ford. Retrieved On September 28, 2013 from http://www.Autosinsight.Com/File/96519/New-Product-Strategy-Pays-Off-For-Ford.Html Dahlgaard, J. J., & Dahlgaard-Park, S. M. (2006) Lean production, six sigma quality, TQM and company culture. The TQM Magazine, 18 (3), 263 – 281. Retrieved from EBSCO Host Database on September 21, 2013. Davis, M.M., & Heineke, J. (2005). Operations Management: Integrating Manufacturing and Services. (5th ed.). New York, NY: McGraw – Hill Irwin. Ford Media. (2011). Ford’s 2010 Sales Up 19 Percent – Largest Increase of Any Full Line Automaker: Foundation Set for Growth In 2011. Retrieved On September 28, 2013 from https://media.ford.com/content/fordmedia/fna/us/en/news/2011/01/04/ford_s-2010-sales-up-19-percent–largest-increase-of-any-full-li.html Heizer, J. & Render, B. (2001). Operations Management (10th ed.).Upper Saddle River, NJ: Prentice Hall. Hines, P., Holweg, M., & Rich, N. (2004). Learning to evolve: A review of contemporary lean thinking. International Journal of Operations & Production Management, 24 (10), 994 – 1011. Retrieved from EBSCO Host Database on September 29, 2013. Kassab, C.R. (2011). Speedy Delivery – Global Product Development System Defines Ford. Ford Magazine. Ford Motors. Retrieved On September 28, 2013 from http:// corporate.ford.com/innovation/innovation-detail/fs-global-vehicle-product-development Penske. (2013). Ford Motor Company. Six Sigma Initiatives streamline operations. Retrieved On October 5, 2013 from http://www.penskelogistics.com/casestudies/ford2.html Smith, K. (2003). Six Sigma At Ford Revisited. Quality Digest, 23 (6), 28-32. Retrieved from EBSCO Host Database on October 2, 2013. Society of Manufacturing Engineers.