Sunday, May 24, 2020

Essay on E-Commerce - Week 7 - 626 Words

Course: BUSN320 Assignment: Week 7 Assignment As the owner of an online surfing gear business, you periodically study the customer paths on your site. This week youve noticed a high percentage of customers abandoning their orders at checkout. Outline the possible reasons as well as how you would correct the problem. Have you ever gone online to checkout a website? And as you browsed through, you add things to your shopping cart as you go along. At the end you decide to go to your shopping cart and go through the process as if you were going to check out, you look at your total and decide to come back later. And that’s if you decide to purchase those items. I know for sure that I am guilt of that. When an online store sees†¦show more content†¦But there are ways that online stores can minimize shopping cart abandonment. They must ensure that their store is user friendly. During the shopping process always allow your customer to review the steps they have taking as well as the product at anytime (Tuttle, B., Sep 27, 2012). Using an online comparison tool is always a great thing. Ensure that your online shopping process is clear and easy to follow. You must keep a clear count of what you have in stock. This will allow the customer to purchase more than one item. Using ic ons of the product in the shopping cart is also a great way to let the customer see what they are purchasing when they are viewing their carts. Be clear on your return policy. You can also send reminders to your customer to let them know that they have items in their shopping cart. It is also a good idea not to empty the carts too soon. You want to try and keep them active for at least 60 days (Tuttle, B., Sep 27, 2012). References * Bustos, L. (Aug 10, 2012). Shopping Carts Abandonment Stats. http://www.getelastic.com/shopping-cart-abandonment-stats-infographic/ * Roggio, A. (Apr 24, 2012). 3 Tips for Managing Shopping Cart Abandonment. http://www.practicalecommerce.com/articles/3497-3-Tips-for-Managing-Shopping-Cart-Abandonment * Tuttle, B. (Sep 27, 2012). The Passive-Aggressive Way to Haggle Online: Abandon Your Shopping Cart.Show MoreRelatedDiscuss the Global Impact of E-Commerce on Society. Essay1207 Words   |  5 PagesP 2.2 Discuss the global impact of e-Commerce on society. 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Wednesday, May 13, 2020

Responsibilities And Responsibilities Of A Project Manager

A project manager has many responsibilities and roles in a project. For a project manager to be successful, they must first guarantee that in the project all the responsibilities are clearly set and understood by all team members. By guaranteeing that the responsibilities and roles are assigned within the project team, this will help to ensure that the project will run smooth, with everyone knowing their roles and responsibilities. By having a successful project manager it will then offer the procurement management the strategies and proper steps, so the managers can have a procurement plan. Without the proper building blocks for the foundation for the project management team, there may be a strategy, but no way of understanding how to deliver the results that are needed for the project. It is important to have management principles, in order to be able to make any business changes successful in the project. The role that a project management has in procurement and supply chain management are but not limited to; reduced operating costs, improved quality, simplified or change the processes and come up with an effective supplier chain management. Some of the challenges in these roles and responsibilities would be to drive value from the supply chain and procurement processes. This is extremely hard and challenging because, you first need to identify the areas that have cost savings and then reduce your operating processes to help reduce costs in your organization. If theShow MoreRelatedResponsibilities Of A Project Manager1728 Words   |  7 Pages Assessment Item- 2 Assignment -1 PROJECT MANAGEMENT BEST PRACTICES Read MoreThe Responsibility Of Being A Project Manager1390 Words   |  6 PagesTaking on the responsibility of being a project manager can be multidimensional and very demanding but rewarding at the end. The roles of a project manager has the total responsibility for the successful planning, execution, monitoring, control and closure of a project. After a project manager take on a tasks that’s has been assigned to him/her from a client, the job is just beginning. They must first understand and have general knowledge about the task that has been put in their hand. The missionRead MoreThe Responsibility Of Being A Project Manager1391 Words   |  6 PagesTaking on the responsibility of being a project manager can be multidimensional and very demanding but rewarding at the end. The roles of a project manager has the total responsibility for the successful plannin g, execution, monitoring, control and closure of a project. After a project manager take on a tasks that’s has been assigned to him/her from a client, the job is just beginning. They must first understand and have general knowledge about the task that has been put in their hand. 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Wednesday, May 6, 2020

Disaster Assessment and Recovery Plan Free Essays

In the given scenario, my establishment was badly damaged when the child of a customer left in a running vehicle; he accidentally shifted the car into forward, destroying the store’s main entrance causing enormous damages to my facility. Herewith is the disaster assessment and recovery plan for my business facility. In assessing the damage, I need to identify what areas have been damaged, what products were affected, how much its estimated cost, was the damaged area repairable, how much might it costs, were there anyone hurt, what kind treatment they need, and how much would be the overall cost of the damaged items and products, the facility, and the injured customers. We will write a custom essay sample on Disaster Assessment and Recovery Plan or any similar topic only for you Order Now Initial assessment shows the glass towards the front and left side area was broken due to the impact of the car. Many product items littered the floor and some in glass container were broken and two of the customers inside were hit by flying debris from the broken glass. The series of questions above could help determine not only the extent of the damages but also what course of actions are needed, and which one urgently needs attention. Obviously, the two customers who were hurt were the top priority as they urgently need to be brought to the hospital for treatment. Fortunately, the incident did not cause any problem on the power supply. However, there were some items that were broken and damaged including some frozen foods. Product items that were damaged or broken will be itemized and will be collected as part of data collection. In case the power supply was lost, all the perishable goods that could not be refrigerated will be considered damaged and will be charged to the owner of the car. After all the data is collected; it is time to evaluate these data to determine the exact overall costs of the incident. The recovery plan Based on the results of disaster assessment, I need to appoint somebody who has a wide organizational influence to prepare a business contingency plan project and to manage it. His task includes insuring cooperation from other concern departments to make sure the on going project is properly funded and to provide strategic direction for the business. He or she will act as the contingency planning coordinator, who is responsible for the successful completion of the project. I should then meet with him to define the scope of the project, the project timeline, and expectations. The repairs and completion of the project will take two weeks, which includes assessment of the overall cost of the damages. Next to this, the planning coordinator must select his team who will work with him. They should create the project plan to be implemented in managing the project and to execute this plan. He should oversee its implementation. When everything is done and the business is back to its previous form, I should keep the contingency manager and his team in my business not only as a token of appreciation but knowing they can do great in my business. To avoid this incident to happen again, I would include in the project the construction of parking lot situated opposite the store with hump and support beam on the immediate perimeter of the building. I will also hire security guard to man and check the parking lot area to avoid the occurrence of similar incidence. How to cite Disaster Assessment and Recovery Plan, Papers

Disaster Assessment and Recovery Plan Free Essays

In the given scenario, my establishment was badly damaged when the child of a customer left in a running vehicle; he accidentally shifted the car into forward, destroying the store’s main entrance causing enormous damages to my facility. Herewith is the disaster assessment and recovery plan for my business facility. In assessing the damage, I need to identify what areas have been damaged, what products were affected, how much its estimated cost, was the damaged area repairable, how much might it costs, were there anyone hurt, what kind treatment they need, and how much would be the overall cost of the damaged items and products, the facility, and the injured customers. We will write a custom essay sample on Disaster Assessment and Recovery Plan or any similar topic only for you Order Now Initial assessment shows the glass towards the front and left side area was broken due to the impact of the car. Many product items littered the floor and some in glass container were broken and two of the customers inside were hit by flying debris from the broken glass. The series of questions above could help determine not only the extent of the damages but also what course of actions are needed, and which one urgently needs attention. Obviously, the two customers who were hurt were the top priority as they urgently need to be brought to the hospital for treatment. Fortunately, the incident did not cause any problem on the power supply. However, there were some items that were broken and damaged including some frozen foods. Product items that were damaged or broken will be itemized and will be collected as part of data collection. In case the power supply was lost, all the perishable goods that could not be refrigerated will be considered damaged and will be charged to the owner of the car. After all the data is collected; it is time to evaluate these data to determine the exact overall costs of the incident. The recovery plan Based on the results of disaster assessment, I need to appoint somebody who has a wide organizational influence to prepare a business contingency plan project and to manage it. His task includes insuring cooperation from other concern departments to make sure the on going project is properly funded and to provide strategic direction for the business. He or she will act as the contingency planning coordinator, who is responsible for the successful completion of the project. I should then meet with him to define the scope of the project, the project timeline, and expectations. The repairs and completion of the project will take two weeks, which includes assessment of the overall cost of the damages. Next to this, the planning coordinator must select his team who will work with him. They should create the project plan to be implemented in managing the project and to execute this plan. He should oversee its implementation. When everything is done and the business is back to its previous form, I should keep the contingency manager and his team in my business not only as a token of appreciation but knowing they can do great in my business. To avoid this incident to happen again, I would include in the project the construction of parking lot situated opposite the store with hump and support beam on the immediate perimeter of the building. I will also hire security guard to man and check the parking lot area to avoid the occurrence of similar incidence. How to cite Disaster Assessment and Recovery Plan, Papers

Tuesday, May 5, 2020

Managing Performance Module for Performance -myassignmenthelp

Question: Discuss about theManaging Performance Module for Training and Performance. Answer: Introduction Most of the organizations have a traditional system of defined goals and objectives for its employees that are measured by their supervisors based on their contribution and achievements through annual reviews and assessments. This system can be termed as performance management or career development performance review program. Performance generally has no theory to define itself but has numerous approaches and models built on specific disciplinary perspectives (Guest, 1997). Performance management is a process considered as an important component in employees career development that incorporates regular face to face performance review meetings leading to performance appraisals and underperformance management that are aligned with organizations objectives(AHRI).It is strategic and operational process that should be managed holistically through HR strategic process with an aim to ensure employees contribute to business objectives (Scannell, and Gifford, 2017). According to Deming, perfo rmance review nourishes the short-term performance, annihilates long-term planning, builds fear, demolishes team-work and nourishes rivalry and politics. This research based essay will discuss Demings observations about performance management in current dateand how contemporary organizations have addressed its adverse outcomes. There will also be a discussion on HRM skills required to avoid these adverse actions,followed by the conclusion based on research and obeservations. Strategically, performance management process improves organizational performance through the performance development of its employees and teams by managing and understanding the performance within a framework ofestablishedshort and long term goals, organizationstandards and competency requirements.Under operational process, it is a system used by organizations for settingwork goals, regulate performance standards, assign and evaluate work, provide feedback The degree Demings observations about performance management are still true today. Deming observed several organization performances and outlined need for change to a group performance plan from individual performance plan. He suggested that focusing a group performance plan enabled an organization to improve productivity and quality (Deming, 1982). Deming outlined that a performance management systems should be based on; continuous improvement, employee empowerment, teamwork, prevention, customer focus and process management. He emphasized that these bases should be used in setting right goals, establishing performance measures, focus on issues and concentrating on right kind of criteria. Deming argues that organizations should change from quantitative analysis of an individual employee and short term organizational goals and instead focus on long term planning of goal to enhance productivity and quality. Organizations should not focus on short term profits because they reduce organization progress through minimizing investing, deferring maintenance, and cutting d own research. Demings acknowledges long term profits for their ability to improve productivity and quality in an organization. Deming outlined 14 points that can be used for long term profits in an organization. They include the following; purposing on improvement of the product, adopting a new philosophy, stopping dependence on inspections with an aim to achieve quality, avoiding rewarding in business based on price, constantly improving the system, instituting training on job, instituting leadership, driving out fear, breaking down barriers, eliminating target goals and slogans, eliminating work standards, eliminating barriers of workmanship pride, instituting programs of education and self improvement programs and enabling everybody in an organization to work toward transformation. Deming therefore emphasized on transformational leadership to managing performance in a workplace rather than individual quantitative monitoring and evaluation of an employee. Demings observations on performance management are still true today in many organizations. First, organizations still widely use quantitative performance measures. Organizations use annual or quarterly reviews to attribute individual employee performance. An employee is rated against the amount of returns to the organization that can be attributed to their performance. The quantitative performance measure is also used as a base of rewards of an employee. Deming noted that using quantitative performance measure in certain duration of time was a post mortem function of an employee performance plan. Secondly, organizations still have emphasis on individual performance. Organizations still focus on individual employee performance in the organization. Focusing on individuals in the organization discourages formation of effective groups in the workplace. Establishing of groups in the organization enables teamwork in the workplace. Todays organization emphasis on an individual mployee perfo rmance plan leads to unethical behaviors among employees. Employees engage in organizations politics and rivalry to in the process of maintaining their personal performance. Employees also rework in the organization that increase cost of production. Therefore, organizations emphasis on individual performance plan as observed by Deming is the cause of ineffective teamwork toward common organizational goals in todays organizations. Thirdly, todays organizations still have employees focusing on pleasing the management. There is an emphasis of employees showing their bosses what they have done to attain certain results. This phenomenon in the organization leads to less focus on customers needs which are core in continuous improvement of an organization (Kaplan et al., 2010). This observation shows that individuals in the organization work to meet managers requirements and get their approval. This leads to individual employee in the organization getting increased rewards. This results to organizations inability to meet customers needs through teamwork of all employees working on the same organizational mission (Langley et al., 2009). Fourth, there is emphasis on short term goals in todays organizations. Organizations focus on getting high returns in a short duration of time. This involves focus on short term financial gains of the organization. Organizations lack long term planning that is important to continuous improvement. The organizations therefore operate on wrong goals that are based on behavioral statements and in other cases opinionated questions. For instance the following phases are used; accepting responsibility, meeting deadlines, aptitude to learn, effective teams participation etc. This leads to organizations operating on goals that they do not understand their root causes. This setting of goals neither solves organizational problems nor improves performance in the organization. Lastly, todays organizations still mount fear to their employees. Employ ees are subjected to tight compulsory targets that they are required meet within a given period of time. Employees are also required to compensate to damages they cause in the workplace. Though, there has been increasing labor laws, employees still feel insecure in their tenure due to subjective performance measurement. This encourages excessive internal competition, unnecessary reworking, and unethical behaviors such as cheating in the workplace. Adverse outcomes and how they have been addressed in contemporary organisations Deming outlined several adverse outcomes that happen in organization when managing performance. The contemporary organization address adverse outcomes in the following ways; first, the issue of unethical behaviors in the workplace is addressed in four different ways. The organization enforces codes of conduct, establishes a protocol, empower employees, and continuously review codes of conducts. The codes of conduct enable employees to figure appropriate behavior when in an organization or confronted with a situation. The code of conduct elaborates the protocol that has to be followed to report unethical behavior. Organizations also empower employees to easily identify unethical behaviors or ethics violations in the workplace. Contemporary organizations have to consciously review the code of conducts to ensure values of the organizations are maintained to enable management shape the organizational culture. Second is excessive internal competition. This adverse outcome is as a result o f individual employee strives to independently please the management for promotions, incentives, or bonus. These adverse outcome leads to compromising of the organization products quality. This adverse outcome is addressed by establishing groups in the organization. Employees are allocated different groups. These groups work as a team towards a common defined goal. Employees are therefore required to work in collaboration to achieve a predetermined outcome. This reduces cases of unhealthy competition between employees and shifts the competition to teams. Competition as a team in an organization is commendable and enhances productivity of an organization. Collaboration also enhances sharing of organizational goals for the long term success of the organization. The third adverse outcome is fear in the organization. This adverse outcome is as a result of job insecurity due to inability to meet targets. Fear cause anxiety and leads to ineffectiveness of an employee (Gruman, and Saks, 20 11). The contemporary organizations empower employees to improve their performance and meet target. This involves continuous training to employees to enhance their ability to produce and meet set objectives by the management. This reduces anxiety from employees making them comfortable to work in the organization. The organizations also undertake assessment of the employees jobs to ensure that their skills and knowledge meet the tasks requirements. The fourth adverse outcome is organization system not getting to the root cause of the problems. This adverse outcome in organizations is as a result of not setting the right goals in the organization (Liao et al., 2009). The managers are immobile in the organization leading to a situation where they set goals in the process of developing performance plan with understanding what is happening in the workplace where employees are working in. These problems can be lack of skills, low morale, poor working conditions, or limited knowledge. Thes e problems can lead to ineffectiveness of an organization performance plan goals. The contemporary organizations are addressing this outcome by assessing employees skills and knowledge, setting of goals and getting ongoing feedback from employees (Dormann et al., 2013). This enables managers to move around the workplace and understand what is happen and problems that employees are having before setting a certain goal. Managers are therefore able to set goals that require teamwork to accomplish. This ensures that the set goals are attainable and enhance productivity and quality in the organization. Fifth, is nourishing of short term organizational performance. This advance outcome is as a result of organizations focusing on short term profits. Short term profits reduce the ability of the organization to perform in the future. Concentration on the short term performance for short term profits leads to organizations deferring maintenance and not investing on research for innovations an d invention in the organization (Clark, 2008). Short term performance therefore, inhibits the organizations ability by focusing on short term dividends and other returns. The contemporary organizations are addressing this by focusing on improving product quality and productivity. This ensures that the organization is not emphasizing on short term performance to have short term profit but rather investing in organizations productivity and quality of the products produced. The other adverse outcomes in the organization are rivalry and politics. Negative politics and continued rivalry lead to decreased employees morale and reduces job satisfaction. Bad rivalry in the organization causes emotional backlashes, backstabbing, rumors fictions by employees to defend their wounded self image. This leads to general bitterness, unhappiness, and frustrations in the workplace. These outcomes are addressed by contemporary organizations instituting good leadership that is able to monitor and direct employees actions towards a certain objectives. Leadership in this case involves closely monitoring to understand what is happening in the workplace and influencing actions to achieve the organization goals. Last it the demolishment of teamwork in the organization. This adverse outcome in performance management is as a result of individual performance plan. Organizations prepare individual performance plan where an employee is evaluated on specific goals. This demolishes teamwork in the organization since the action of one employee does not affect other colleagues. This situation reduces the ability of the organization to collaborate and deliver on common goals. This adversely affects the productivity and quality of the organizations products. The contemporary organizations are addressing demolishment of teamwork in the organization by putting everybody to work towards accomplishing transformation. The organizations work to break barriers that break down in different departments an d groups. The organizations also prepare group performance plan rather than individual performance plan. This enables employees to work as a team and be evaluated as a group that enhance collaboration and teamwork in the organization (Chen, and Huang, 2009). Conclusion From the research in this essay, Deming approach to performance management is still relevant to todays organizations. Demings finding can be applied to todays performance management by change of philosophy, leadership, and means of measuring success. Demings view that performance review leads organizations to nourish short term performance, demolish teamwork, build fear, destroys long term planning of the organization is true. Subjecting employees to individual performance review leads to unethical behaviors, excessive internal competition, rivalry, and politics. Performance review to an individual employee causes adverse outcomes on employee performance in the organization. Contemporary organizations should set the right goals, use the right measures, and concentrate on the right criteria when planning and implementing organizational performance review in the organization. Therefore, it can be concluded that performance review to an individual has adverse outcome while it commendabl e to groups because it enhances teamwork and enables the o0rganization to focus on improving productivity and quality. References Chen, C.J. and Huang, J.W., (2009). Strategic human resource practices and innovation performanceThe mediating role of knowledge management capacity. Journal of business research, 62(1), pp.104-114. Clark, R.C., 2008. Building expertise: Cognitive methods for training and performance improvement. John Wiley Sons. Chikkerur, S., Sundaram, V., Reisslein, M. and Karam, L.J., 2011. Objective video quality assessment methods: A classification, review, and performance comparison. IEEE transactions on broadcasting, 57(2), pp.165-182. Deming, W.E. and Edwards, D.W., (1982). Quality, productivity, and competitive position (Vol. 183). Cambridge, MA: Massachusetts Institute of Technology, Center for advanced engineering study. Dormann, C.F., Elith, J., Bacher, S., Buchmann, C., Carl, G., Carr, G., Marquz, J.R.G., Gruber, B., Lafourcade, B., Leito, P.J. and Mnkemller, T., (2013). Collinearity: a review of methods to deal with it and a simulation study evaluating their performance. Ecography, 36(1), pp.27-46. Guest, D.E., (1997). Human resource management and performance: still searching for some answers. Human resource management journal, 21(1), pp.3-13. Gruman, J.A. and Saks, A.M., (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), pp.123-136. Kaplan, H.C., Brady, P.W., Dritz, M.C., Hooper, D.K., Linam, W., Froehle, C.M. and Margolis, P., (2010). The influence of context on quality improvement success in health care: a systematic review of the literature. The Milbank quarterly, 88(4), pp.500-559. Langley, G.J., Moen, R.D., Nolan, K.M., Nolan, T.W., Norman, C.L. and Provost, L.P., (2009). The improvement guide: a practical approach to enhancing organizational performance. John Wiley Sons. Liao, H., Toya, K., Lepak, D.P. and Hong, Y., (2009). Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality. Journal of Applied Psychology, 94(2), p.371. Scannell, L. and Gifford, R., (2017). Place attachment enhances psychological need satisfaction. Environment and Behavior, 49(4), pp.359-389.