Essay on Technology and The Correction Systems - 1562 Words

Technology has become the bedrock for different parts of the correction system. The main force of expenditures and study in the corrections field is for the use of monitoring offenders. Different technologies that allow for better control pf the offenders can save lives and help prevent new crimes from emerging. The point of these technologies is to reduce the chance of recidivism by deterring criminals from behaviors that they may commit if otherwise left to their own devices. â€Å"The role of staff in the correctional institutional environment will never be obsolete but the use of technology can enhance and enable staff to perform their jobs more efficiently and in a safer and more secure way.† (Mannix 2) There is also an increase use of†¦show more content†¦Global Positioning Anklets used in conjunction with other methods such as risk assessments and cognitive behavioral treatment. The use of these anklets acts more of a sanction against the offender and servers to improve cognitive behaviors so that they can become a functioning member of society. The use of these devices and other forms of electronic monitoring are currently a large part of probation. In 2004 over 20% of offenders on probation were on electronic monitoring. (Gable 1) That number has increased over the last ten years. Forms of electronic monitoring are now the go-to item as far as sanctions against offenders. When it comes to whether or not this form of electronic monitoring has positive outcomes one could search for these answers by understanding the statistics and different variables involved. Recidivism and other infractions in some cases can be deterred by the fact that to them there is always someone watching their movements. In some cases this measure does not prevent any more acts however in the cases that involve threats to victims the global position system bracelet can be used to notify police in the event an offender goes to close to that victim. The effectiveness of electronic monitoring programs would seemShow MoreRelatedEssay about Correctional System1469 Words   |  6 PagesThe U.S. correctional system has come under critical public scrutiny which has corrections administrators scrambling to find ways to run effective correctional facilities. The reality of corrections administration today is that it is changing. Major issues of this changing environment include ongoing b udget concerns, privatization, technology, overcrowding, program issues, personnel management, security issues, and legal issues. 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Erikson s Eight Stages Of Life - 801 Words

Erikson’s Eight Stages of Life Erikson Initiative versus Guilt Stage Crain (2011) addressed Erikson’s developmental stage of initiative versus guilt, typically found in the age range of three to six year old children. In this stage, children explored their abilities to plan activities and set goals to attain their desired outcomes (Crain, 2011). Children experienced a type of crisis when they realized they could not attain all of their desired goals (Crain, 2011). This stage influenced children to form a superego, in which they formed new ideas about what society expected out of their behaviors (Crain, 2011). Crain (2011) stated that children began to analyze their behaviors and consider them through the aspects of the superego. The children referred to the superego through self-observation or self-control of new behaviors and already established behaviors (Crain, 2011). 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Marketing Strategy of Cheesy Pizza Company-Myassignmenthelp.com

Question: Cheesy Pizza Company is preparing to enter the Singapore and Hong Kong markets by opening ten outlets in each location in 2018. You have been hired as a HR consultant to advise the company on the rewards system it should put in place to ensure its management team and employees are appropriately motivated and rewarded. You have been given the following brief by Cheesy Pizza senior management: a. Present an overview to senior management on the objectives of reward systems and why it should pay careful attention to the design of the reward system. b.Develop a comprehensive overview of the factors that Cheesy Pizza should consider when designing and implementing a reward system for its Singapore or Hong Kong operation. Answer: Introduction Cheesy Pizza Company was established in the New York City to provide the foodies with thin crust of soft and chewy pizza at a reasonable price. They believe that the customers should always relish their food and that there should be no compromising with the quality. The crust that they provide with the pizza tastes like a soft bread stick at the end. In addition to that, the sauce is also good which complements the dough and cheese as well. They do not compromise on the quality or quantity of the food ingredients especially cheese (Shields et al. 2015). The specialty of the company is there hand- tossed pizza unlike many other pizza companies. There are four sizes available for the pizzas namely small, medium, large and extra large. The extra toppings of cheese and mayonnaise vary with the size of the pizza. They have both the system of take away as well as sit-n-eat. The Cheesy Pizza Company also presents the customers with a free delivery of pizza within a location of 1 km. During any kind of festivals and occasions, they attract the customers with by offering lucrative discounts on the food products (Armstrong and Taylor 2014). In their online order system they have introduced coupon codes and referral codes which also provide discounts with the addition of points. The company has been successfully running their business in various places around the world and currently they have decided to open 10 outlets in Singapore and Hong Kong in the year 2018. To become successful in the new locations the company has hired me as the HR consultant for giving suggestions on the reward system of the employees. The Cheesy Company believes that if the internal members of the organization are satisfied then only the customers will be glad with their service (Howard, Turban and Hurley 2016). Objectives of reward systems The main objective of reward system is to provide recognition to the employees in a fair and equitable manner. The reward system must be consistent to the values provided by the employees in the organization. The intention behind the introduction of reward system is to motivate the employees to continue working harder for achieving the strategic goals of the organization. There are many organizations that focus on the operational activities and finance management rather than paying attention to the reward system of the employees. They do the biggest mistake by considering reward system as a minor part of the total organizational structure. If the company underestimates the effect of reward system then the morale of the employees go down and it poses a negative impact on the overall organizational culture (Tangthong, Trimetsoontorn and Rojniruntikul 2014). There are list of objectives of the reward system in an organization which are as follows- To recognize the requirements, prime considerations and approaches for designing the perfect reward system To evaluate the effectiveness of Cheesy Pizza Companys reward system To find out the strengths and weaknesses of the reward system To provide suggestions for improving the current reward system With the implementation of a proper reward management system, the Cheesy Pizza Company will be able to drive the employees as per their desired behaviors. It will help in the reinforcement of the entire business strategy to ensure organizational success. The reward system must be in compliance with the contemporary standards and regulations. The reward system should be introduce keeping in mind the cost and it should increase the dedication of the employees for the organization and that will involve productivity, competitiveness and quality of work (Njanja et al. 2013). By adhering to the objectives of the reward system for the employees, Cheesy Pizza Company will be able to facilitate employee involvement in the new outlets of Singapore and Hong Kong. The company will be able to take part in the competitive run in the new locations because of the reward system. This system will offer tax- effective purchase of insurance and benefits and on the basis of this the desirable organizational values will be achieved (Terera and Ngirande 2014). Moreover there are other objectives linked to the new reward system. It will reward the employees in return of the service that they provide to the organization which leads the company towards success. It will attract the new talents, motivate and retain the existing employees. Thus a positive employment relationship will be developed which will support the development of a good performance culture. The Cheesy Pizza Company will be able to carry on with their good reputation of food products by introducing the reward system and flourish in the future years (Komelakis 2017). Designing reward system The human resources department designs the reward system for the employees to have a positive impact. The reward system is designed in addition to bonus, incentives and pay raise. Therefore the aim should be to create the reward system keeping in mind the strong employee performance and accomplishment through appreciation and honor. The Cheesy Pizza Company needs to create an atmosphere that will congratulate those employees who are consistently giving their best production for the development of the company as well as help the people in the community (Presslee, Vance and Webb 2013). For designing the reward system, there are certain points that have to be kept in mind by the Cheesy Pizza Company. These important factors are given below- Making a list of employee performance expectations for the organization: performance expectations involve the processes of maintaining contacts with the customers, getting their feedback and implementing the revised processes in the method of preparation for organizational development. The contribution of new and innovative ideas both from the customers as well as the employees and completion of the formalities for the new outlets in a timely manner. The human resource manager will review the employee performance expectation and make a list of the targeted goals to discuss during the annual evaluation of the employees (Samnani and Singh 2014). Conduct an employee survey to recognize the instances where the employees have surpassed the employee performance expectations: In the survey the employees of the Cheesy Pizza Company will be asked questions about situations when they as an individual or their colleagues have set an example that are worthy of appreciation. The survey questionnaire or interview will include questions about the kinds of rewards that would be accepted for their effort and hard work. The survey sample will be posted on the intranet of the organization and the employees will be sent an electronic copy via mail or distributed by hand (De Gieter and Hofmans 2015). Identifying the types of rewards that can be offered to the employees: The categories of rewards can vary from increase in pay or bonus and promotion to presenting certificate of achievement, throwing an annual office party or banquet for celebrating the achievement of the employees. Another way by which employee achievement can be celebrated is by gifting cards with the signature of every office employees or a congratulatory mail from the senior management (Nyberg, Pieper and Trevor 2016). Conduct an employee enhancement program by providing free art classes, yoga and meditation courses, monthly art, cultural or historical seminars and other such activities which will be enjoyed by the employees. The local business centers can be contacted in this respect for arranging the fun and entertainment activities on a monthly or weekly basis. Such kinds of entertainment programs will have positive impact on the life of the participating employees and in this way the Cheesy Pizza Company will be able to show their appreciation towards those who have contribute a great deal towards the success of the organization (Sykes, Venkatesh and Johnson 2014). Benefits of the reward system The Cheesy Pizza Company should pay a lot of attention towards the introduction of reward system for the success of their ten new outlets in 2018 in Singapore and Hong Kong. This is because reward system plays a part in the providing positive support to the employees of the organization and motivates them. The introduction of reward system will enable the manager of the organization to create and retain a good relationship with the employees which will be trustworthy. Rewards both tangible or in the form of appreciation make the employees happy and satisfied and it acts as a remedy to make them work better for the organization. The strategy of reward system by the management is well related to inherent motivation. The system of rewards and recognition can be used as tools for not only motivating the employees to gain netter outcome but also to develop their overall job skills. With the designing of reward system at the Cheesy Pizza Company the pay will be higher n the challenging tas ks than the normal tasks (Deepa, Palaniswamy and Kuppusamy 2014). The Cheesy pizza Company can introduce the total reward system in their new outlets which will be helpful for communicating the complete assessment employment to the respective teams. Moreover, the total rewards system will be able to compel indulgence, preservation and progress the total business outcomes of the organization. Total reward systems will not be a once- in- a- year event but it will be a continuous approach. The benefits associated with the total reward systems are as follows- Increase in the involvement and engagement of the employees Lesser intentional quits Increased retention Indulge the employees families as well (Mowday, Porter and Steers 2013) The involvement of the family members and providing them with the benefits is an additional service that will be gladly accepted by the members of the organization. There are other advantages of the total reward system which will be beneficial for the employees and they will actively and voluntarily participate in the organizational activities (Bustamam, Teng and Abdullah 2014). It will be a one- time project for managing the human resources of the organization: The Cheesy Pizza Company will be able to prevent the investment of time and money in the tedious work of planning for the reward system every single time. Rather they will have to prepare the roll- out of the total reward system only once. The HR department need not have to waste their time in redesigning the reward system every time whereas they can focus on other priorities (Trompenaars and van den Bergh 2016). It is cost effective: It is less expensive because the system only requires some work from the HR desk as compared to the traditional reward system that prevailed in the company (Miller 2015). Access to powerful analytics: There is scope for the company to integrate projecting analytics for the employees of what the total reward system will look like in the coming years (Zabeen, Wei and Lu 2016). Important factors for consideration With the introduction of total reward system in the Cheesy Pizza Company significant advantages can be noted down in terms of success for the new outlets. The employees will be able to visualize their total value of working in the organization. Again it enhances communication by taking an ongoing and consistent approach rather than a yearly one (Sims 2014). However there are certain factors which are important to consider before making the leap of faith. Following are the important factors which can be taken into concern- Size of the company: As the Cheesy Pizza Company has not yet been introduced in Singapore and Hong Kong therefore it will require few logistics which would not have been so in an existing large scale organization (Navaresse et al. 2014). Global vs. local: As there a number of variables in the total rewards system such as the definite perks dependent on the locations, it might be challenging to make a total rewards program for the company, but it is not impossible. It only requires some refining and tactical planning along with language differentiation (Orr and Orr 2014). Content: It is important for the Cheesy Pizza Company to make proper selection about what to include in the reward system. It depends on the company that whether the content will be broad or specific and should make use of available information for the employees (McCabe 2016). Features: The Cheesy Pizza Company has to analyze what exactly they need in their total rewards system. It is very important to have prior knowledge of the requirements before finding a vendor to provide those (Aarons et al. 2014). Audience differentiation: The total reward system is important to make available to all the internal members and associates of the organization. With the help of this new system the employees will be able to have a clear idea of their customers and their basic needs from the food that they are getting. But the company will make categorization in terms of the accessibility to employees as in all the information will be segregated and conveyed to the employees depending on their job role (He, Zha and Li 2013). Teams/ resources: Rolling out the time of the total reward system, it must be ensured that there is a strong bond between the HR, marketing and communications. HR software vendors: The vendor must be chosen properly who will be able to fulfill the requirements of the company. The demos of the products and services will need to be reviewed for helping in the decision making process (Orr and Orr 2014). Above mentioned are the important factors for consideration before implementing the total reward system in the Cheesy Pizza Company. The factors will play a significant role in the successful opening of the company outlets in the new locations. With the new system of rewards for the employees they will be motivated to go and work in other foreign location for the extra perks that they will get. Effectiveness of total reward system With an expanding body of evidence the effectiveness of reward system can be measured as well as improved. The practice of reward system has some significant benefits and effectiveness for the employees as well as the employers in the ever- more knowledge and service- based economy. The three set of HR skills are associated with the effectiveness of the reward system. One, increases skills; two, encourages employees; and three, acts as motivational factors for the employees. In all these three areas increase in pay, rewards, incentives and bonuses play an important role (Navaresse et al. 2014). Those practices which build up skills, abilities and motivation also include the schemes of competence based pay and team rewards. These, in turn are associated with a better organizational performance in the food and beverage sector. With respect to employee involvement and the performance of the company towards serving the customers, the employees are always influenced by the reward practices such as recognition awards and variable pay (Miller 2015). To rise above the competitors in Singapore and Hong Kong, the Cheesy Pizza Company need to make investments in paying incentives to staffs and employees along with extensive training and benefits in the popular sector of food and beverage. There are two facets of the adoption of the reward system. If the Cheesy Pizza Company can successfully implement the system then it will not take much them to spread their business in the new locations and without taking much time. On the contrary, if they fail to make use of the reward system then there is high chance that their market share will be taken away by some other company in the same sector (Zabeen, Wei and Lu 2016). The effectiveness of the reward system can be best described with the help of the following diagram. Fig: A framework of reward effectiveness Source: (Mowday, Porter and Steers 2013) In the case of the Cheesy Pizza Company, the rewards system for the employees will help in attracting the employees as that will include their salary hike, payment of incentives, bonus, benefits and opportunities for employee growth such as extra training and professional progress. The new system will provide several advantages for the company especially in the critical situation when the managers need to maintain a good relationship with the employees (Komelakis 2017). There are four parts associated with the effectiveness of the total reward system. These four parts are employee retention, employee performance, controllable expenses and program administration. The total reward system is a guide for the company to show the employees various ways in which they will be benefitted by being a part of the Cheesy Pizza Company. It will also provide direct incentives for the employees. Moreover the company will be able to make accurate estimates of the budgets allocated and get the advantage of centralized administration in every concerns related to the employees (Trompenaars and van den Bergh 2016). Conclusion From the overall scenario of the Cheesy Pizza Company and their plan to open ten new outlets in 2018 in Singapore and Hon Kong, it can be suggested that they should make use of the total reward system. At the crucial point of expanding the business to international boundaries the company should not compromise on the important factors such as the employees. The employees are considered as bricks and cement in the mansion of the organization. If they are not taken care of in the right time then the company might lose on their assets. The total reward system must be adopted by the companies as they have changed the dynamics of the overall business arena. By introducing reward system among the employees and their family members as well, the company will be able to increase their business output and also retain their talented workforce. The company will only gain long term profit by investing in the rewards and recognition of the employees. The meaning of rewards and benefits differ from one organization to another. Moreover the designing of reward system also needs careful planning to avoid future failure. A number of important factors have been discussed in the course of this assignment which needs to be considered before revising the employee reward syste References Aarons, G.A., Ehrhart, M.G., Farahnak, L.R. and Sklar, M., 2014. Aligning leadership across systems and organizations to develop a strategic climate for evidence-based practice implementation.Annual Review of Public Health,35. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bustamam, F.L., Teng, S.S. and Abdullah, F.Z., 2014. Reward management and job satisfaction among frontline employees in hotel industry in Malaysia.Procedia-Social and Behavioral Sciences,144, pp.392-402. De Gieter, S. and Hofmans, J., 2015. How reward satisfaction affects employees turnover intentions and performance: an individual differences approach.Human Resource Management Journal,25(2), pp.200-216. Deepa, E., Palaniswamy, R. and Kuppusamy, S., 2014. Effect of performance appraisal system in organizational commitment, job satisfaction and productivity.Journal of Contemporary Management Research,8(1), p.72. He, W., Zha, S. and Li, L., 2013. Social media competitive analysis and text mining: A case study in the pizza industry.International Journal of Information Management,33(3), pp.464-472. Howard, L.W., Turban, D.B. and Hurley, S.K., 2016. Cooperating teams and competing reward strategies: Incentives for team performance and firm productivity.Journal of Behavioral and Applied Management,3(3). Kornelakis, A., 2017. Why are your reward strategies not working? The role of shareholder value, country context, and employee voice.Business Horizons. McCabe, M., 2016. Collaborative Ethnography: Intersection of Knowledge, Power and Emotion.Business Anthropology, p.11. Miller, T.J., 2015. A Push towards an Ethical Workplace: Solutions to Six Ethical Dilemmas for Managers. Mowday, R.T., Porter, L.W. and Steers, R.M., 2013.Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. Academic press. Navaresse, D.O., Yauch, C.A., Goff, K. and Fonseca, D.J., 2014. Assessing the effects of organizational culture, rewards, and individual creativity on technical workgroup performance.Creativity Research Journal,26(4), pp.439-455. Njanja, L.W., Maina, R.N., Kibet, L.K. and Njagi, K., 2013. Effect of reward on employee performance: A case of Kenya Power and Lighting Company Ltd., Nakuru, Kenya.International Journal of Business and Management,8(21), p.41. Nyberg, A.J., Pieper, J.R. and Trevor, C.O., 2016. Pay-for-performances effect on future employee performance: Integrating psychological and economic principles toward a contingency perspective.Journal of Management,42(7), pp.1753-1783. Orr, L.M. and Orr, D.J., 2014. Human Resources. InEliminating Waste in Business(pp. 167-200). Apress. Presslee, A., Vance, T.W. and Webb, R.A., 2013. The effects of reward type on employee goal setting, goal commitment, and performance.The Accounting Review,88(5), pp.1805-1831. Samnani, A.K. and Singh, P., 2014. Performance-enhancing compensation practices and employee productivity: The role of workplace bullying.Human Resource Management Review,24(1), pp.5-16. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Sims, B., 2014. Using Positive?Reinforcement Programs to Effect Culture Change.Employment Relations Today,41(2), pp.43-47. Sykes, T.A., Venkatesh, V. and Johnson, J.L., 2014. Enterprise system implementation and employee job performance: Understanding the role of advice networks.MIS quarterly,38(1). Tangthong, S., Trimetsoontorn, J. and Rojniruntikul, N., 2014. HRM Practices and Employee Retention in Thailand--A Literature Review.International Journal of Trade, Economics and Finance,5(2), p.162. Terera, S.R. and Ngirande, H., 2014. The impact of rewards on job satisfaction and employee retention.Mediterranean Journal of Social Sciences,5(1), p.481. Trompenaars, F. and van den Bergh, R., 2016. Going Global Versus Staying Local: The Performance Management Dilemma in the International Context.Intercultural Management: A Case-Based Approach to Achieving Complementarity and Synergy, p.272. Zabeen, S., Wei, J. and Lu, X., 2016. Development of E-business solutions for fast food restaurants.International Journal of Services and Standards,11(1), pp.60-80

Swot Analyss Essay Example

Swot Analyss Essay Strengths Comar chemicals is regarded as a leader in the tyre and paint industry. This phenomenon is ascribed to the following strengths: †¢Contracts in place with Goodyear, Continental, Plascon, Bridgestone, Dunlop, and Michelin. †¢Product quality of the highest standard. Automated plant control systems in place, constant in-production quality control tests controlled by chemical director, Vernon Redding. Compliant raw materials with specifications are being utilised. †¢Succession planning in place since the appointment of Stefan as operational manager. This person is ear marked to substitute Vernon Redding, in the event of his departure. Buy and sell agreement entered into by directors, Udo Eric Eichrodt and Dieter Roland. †¢Management team is experienced and highly qualified. †¢Udo Eric Eichrodt: 30 years BComm Marketing Management †¢Dieter Roland: 29 years Bcomm Investment Management †¢Vernon Redding: 45 years PhD Chemistry †¢Stefan: 12 years BScHons Chemistry †¢May Rossouw: 24 years BCommHons (Management Accounting) †¢Nicki de Villiers: 15 years MComm (Transport Economics) †¢Low staff turnover. The company invests in staff morale as it understands it to be its biggest asset. †¢BEE Status 20% black owned, Vernon Redding, Indian. Promotes business in South Africa and abroad. †¢ISO 9001:2008 Certified (International Organization for Standardization. ) Little trouble has been encountered in the past to comply with minimum standards required by this certification. †¢Unqualified annual audited financial statements. This is testament to good governance practiced. Low gearing, although non-current assets are shown at R4m. Market value of plant and property exceeds R20m. Company is liquid, considering current assets to current liabilities ratio of 4:1. †¢Comar chemicals operates from totally owned premises. European Safety Reliability Association (ESRA) certified. Toxic waste is dealt with in a responsible and reliable manner. Contamination of ground is highly unlikely as the company places a high premium on â€Å"going green. † †¢Flexibility and research development ensures ongoing sustainability. †¢Product reliability. Order tracking procedure and commitment of staff ensures a good reputation of the company. †¢Absolute advantage, ability to produce specific product more efficiently than any other nation. Factors of production are relatively cheaper than any other country. †¢Zero tolerance for human error. We will write a custom essay sample on Swot Analyss specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Swot Analyss specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Swot Analyss specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The company has strict rules and procedures that need to be followed to ensure the mainstay of the business. Disciplinary actions are taken against culprits, which could lead to dismissal. Weaknesses The following weaknesses have been identified: †¢Comar Chemicals is faced with multiple taxes due to the fact that it is a multinational enterprise that runs in various different contries. Operating in various different countries leads to multiple tax jurisdictions. Multiple tax jurisdictions may lead to the overlapping of taxes and the company may end up with a double taxation. (1) †¢The economic model introduces some weaknesses to the company. There are various factors that affect the economic activity of Comar Chemicals. These include the resource limitations placed on the company’s ability to obtain certain chemicals or the availability of chemicals needed in the factors of production. Environmental or geographical constraints can increase their expenses due to extra transportation costs for raw materials and finished goods. The factory could be situated in an area which is prone to seasonal bad weather (Cape Town). This could slow down the process of moving materials and Comar Chemicals will bear the economic impact of a loss of potential revenue and increased costs. Theirs will also be certain institutional and legal requirements that Comar Chemicals will have to follow and they will vary in the three different countries that they operate in, South Africa, Switzerland and Germany. Comar Chemicals may have to adhere to different legal levels of Co2 production that they create during their production process and will have to regulate these levels in compliance with the legal levels set by the government. †¢Comar Chemicals has no buy and sell agreement supported by life insurance. A buy and sell agreement is a binding legal document that governs the conditions if a co-owner dies or is otherwise forced to leave the business. The fact that there is no buy and sell agreement supported by life cover means that if owner of the company passes way or is forced to leave the business then all the debt or liabilities incurred by the business will be left to the closest relative of the owner. This could lead to a liquidation of the business if there is no insurance cover. Therefore the business is not completely safe in the case of a personal crisis within the business. 2) †¢Promotion for staff is limited due the low staff turnover that Comar Chemicals has. Comar Chemicals has a total of 38 employees that includes two scientists, one accountant and one logistics manager. This can also be seen as a strength however the fact that there are so few employees, there are few promotions to employees. This can cause employees to become less motivated towards their job and c ompany and in turn this could decrease the total production and the total efficiency of production. †¢Employee empowerment is the act of giving more responsibility to workers in the work place. 3) The empowerment of staff can lead to a weakness within Comar Chemicals due to the fact that firstly, the business has a relatively small number of employees. This can lead to an increase in conflict between the employees as to why one employee has been empowered more than another. This can cause bad interpersonal relationships between employees. Empowerment can also be a weakness if the wrong employee has been empowered to take on a certain task or manage a project that he or she has not been specifically trained for. This could create problems within the managerial and operational sectors of Comar Chemicals. If empowerment of employees is going to be an on-going activity at Comar Chemicals then it has to be carried out in a way that makes sure that the right employees are being empowered for the right reasons. †¢Comar Chemicals has no key man insurance. This is very similar to the absence of a buy and sells agreement, supported by life cover that was previously mentioned. Key man insurance is an insurance policy that is takes out by the business to compensate for financial losses that would arise from the death or extended incapacity of an important member of the business. Key man insurance can cover many insurable losses that include, losses related to the period when the key person was unable to work and insurance to protect profits, insurance to protect shareholders and partnership agreements. Without key man insurance, Comar Chemicals is vulnerable to the chance that something happens to the owner and there is no protection or financial security for the business in the future. (4) Opportunities There are many opportunities for Comar Chemicals to utilise to maximise their business productivity and profitability. There are two types of opportunities, external and internal. External opportunities affect the organisation due to independent factors. Internal opportunities exist within the firm. Opportunities, when realised, can have enormous rewards for the business if the opportunities are exploited correctly. An opportunity is indication of positive potential that can help a business increase its success. Possible sources of business opportunities in most industries and markets include: Potential Business Opportunities Technological innovation New demand Market growth Demographic change Social or lifestyle change Government spending programmesHigher economic growth Trade liberalisation EU enlargement Diversification opportunity Deregulation of the market The opportunities that Comar can use to their advantage are: import quotas, developing markets, revising job descriptions/digressions, improving competitive levels, forward exchange cover, Solar power, life policies, association with universities and joint development with customers. An Import Quota is like a form of protection. It fixes the amount of products a foreign producing firm is allowed to bring into a country over a specific time period, which is usually a year. The objective of an import quota is to limit imports into a country therefore encouraging the use of domestic products and services, as the amount of the good being imported is limited the price of the specific good increases therefore domestic firms benefit. Comar, being situated in South Africa, Switzerland and Germany, can use this as an opportunity by increasing domestic employment. There will be a larger demand for Comar Chemicals because import quotas will make it more expensive to import these goods from international competitors. This will encourage Comar to employ more citizens that are qualified for the job because of the expanding demand of their product and the need for increased labour and skills in the organisation. Comar is a small business, with 38 employees including two scientists, an accountant and a logistics specialist. Comar is 14 years old, which is relatively young compared to it competitors therefore it can be considered an â€Å"infant industry† which is still developing and is not big enough to compete fairly. Import quotas allow Comar to mature onto a same competitive level as international organisations. South Africa is a developing country and the market for metal carboxylates is expanding with the increase of paint and coatings, printing inks and chemical industry, polyester industry, grease and gear oils industry and PolyButadiene, Isoperene Butadine and Copolymers industry. With the increase of construction and manufacturing in South Africa, these industries are in higher demand than ever before. Comar can improve their competing levels through product quality. Quality relates to appropriate use: how well a product does what it is intended to do. This can include a compliance of raw materials with specifications, detailed manufacturing and quality control test procedures, in-production tests of final products, introduction of automated plant control systems. These quality control methods leave little room for error, positioning the product on a high level of quality which will lead to a smart modern working environment and a reflection of the quality of the business as a whole. Comar’s leading product is COMCAT, which inclueds a rare earth catalyst which is used in the synthetic rubber industry to manufacture advanced rubber tyres making tyres softer but more durable which in turn lowers the level of CO2 emissions from vehicles. This gives Comar a competitive advantage as their products are also helping the environment and decreasing the level of harm through innovative products, which will draw the attraction of buyers. There can often be discrepancies about the actual responsibilities, tasks and duties of a certain position within the organization; this can be managed by revising job descriptions. There must be an accurate reflection of the true functions and responsibilities for a job description to be effective. A comprehensive job description can be used in management to measure employee performance and employees can use the job description as a guideline to comprehend the expectations of the position. This can lead to improved productivity and ohesiveness within the organization to help realize the organizations objectives and goals. Comar can use the opportunity to become involved with universities to further their research and provide university departments with their expertise of the product to evolve students into potential employees of their firm or for that specific industry. For example, Comar could give bursaries to deserved students to pay for their studies in a BSC, specializing in CO MCAT (PolyButadiene, Isoperene Butadine and Copolymers industry). They could provide all the necessary tools (research, expertise, information) in order to establish awareness of this specific product and market the need for this specific scientist in this field. Joint development with customers involves a good relationship between the manufacturer and the customer. The manufacturer must be enthusiastic and prepared to open up its daily practices and activities to its customers, this will give the customer the opportunity to carefully scrutinize and evaluate the ways in which the manufacturer operates, during the production process, and the quality of the finished products. An important issue when dealing with joint development with customers is communication. When there is a healthy line of communication between the manufacturer and the customer, there can be am exchange of ideas between parties leading to effective production and customer satisfaction. Threats Threats are conditions in the business environment that are uncontrollable and have the potential to harm business profitability. One of the most common threats is competitors. There are a number of threats that Comar may face, including: future trends in the specific field, social issues, the economy, funding, demographics and the physical environment. When observing the potential threats that Comar may face, the following needs to be determined: the obstacles Comar may face, competitor’s activity, quality standards and changing technology. Threats can be divided into two categories namely, industry threats, an increase in competition or a decrease in the market size, and macro threats, threats that affect all industries in Comar’s area. Possible sources of business threats include Potential Business Threats New market entrants Change in customer tastes or needs Demographic change Consolidation among buyers New regulationsEconomic downturn Rise of low cost production abroad Higher input prices New substitute products Competitive price pressure A potential threat Comar may face is the diversity. Diversity is often defined as a positive term for a business, but it also comes with threats that have the potential to ruin productivity. Comar has a diverse workforce, co-workers each have different experiences and perceptions as they have all come from different backgrounds. This could cause cultural clashes which can decrease productivity and cohesiveness of the business as a whole. Comar could also experience divisions in staff members due to the formation of cliques and other groups, this can create competition between employees rather than teamwork, a lack of respect amongst one another and this could lead to costly diversity training to resolve diversity issues within the organisation. Comar has a diverse client base as their company is also situated in Switzerland and Germany. It is therefore crucial for Comar have a bi-lingual customer service, if they do not they will lose a massive amount of clientele as there needs to be effective communication between the two parties in order for the business to be successful. Social issues in the business environment may be a threat to Comar. A social system is a pooling of ideas, attitudes and behaviour which are involved in human relations and interactions. Comar is influenced by its customers attitudes and behaviour, if they are negative relationships within the organisation this could dampen productivity and decrease business profitability and if there are social issues external to the organisation, such as political unrest, could affect consumer behaviour negatively and affect the success of the business. The political; and legal system can also pose as a threat to Comar, as business have to follow the specific regulations as set out for them by the government, it creates a set of rules and guidelines that business are expected to adhere by, if a business does not there could be serious consequences that could lead to decreased profitability and even as far as a business being banned. The monetary system facilitates business exchange. Monetary activity has distinct basic functions, namely saving, borrowing, spending and earning, which are all linked to business profitability. Comar has to pay careful attention to all these activities because each of these factors can easily turn into a threat for the business. There are many different parties involved when dealing with money, they are financial institutions, debtors, creditors, customers and suppliers. The interest rate is very important when Comar is dealing with its monetary activities, when an interest rate is high, it increases Comar’s costs and will limit the amount of spending that Comar can participate in. Exchange rates are the value of one nation’s currency in comparison to another. It is very important when determining a business’s effectiveness and whether it will serve as an opportunity or a threat. Comar is a company that does business in South Africa and globally, therefore exchange rates will have an enormous effect on the profitability. When Comar exchanges its products over national borders causing another currency to become involve, fluctuations in exchange rates can lead to profits or losses for Comar. Comar is at an advantage when the rand is relatively strong compared to the currency that the organisation is trading with. When the rand is weak compared to the business it is doing the exchange with, Comar is at a disadvantage as it will be more costly to exchange products across borders. A massive threat that Comar faces is import duty, which is a tax on goods imported into a country. This causes prices to be higher because of the tax cost involved. This cost is passed onto consumers at higher prices, which in turn can lead to consumer dissatisfaction and a loss in clients. Trade restrictions were introduced to restrict importing for many reasons, mainly to protect domestic industries. There are two types of restrictions, tariffs and non-tariffs. Non-tariffs include, methods such as embargo, import quota – which is a limitation on the amount of goods a business is allowed to import, foreign exchange control and currency devaluation. These trade restrictions pose a massive threat to Comar because the organisation is continuously trading over borders and having to deal with trade restrictions, which will inevitably hinder profitability.