Essay Writing Formats - Which Essay Format to Use?

<h1>Essay Writing Formats - Which Essay Format to Use?</h1><p>When you are investigating about the best paper composing positions, at that point you need to comprehend the need of the structure that you will utilize. You can really discover what is the exposition position that you ought to use by just making a few inquiries, looking at the sorts of paper composing groups which you need to utilize. The Internet can offer all of you the responses you need so as to have the option to compose your article on the privilege track.</p><p></p><p>One of the most significant things to observe when choosing which exposition composing organization to utilize is the way you will address the theme. At the point when you have a particular subject, you ought to guarantee that the article you are composing utilizes the particular words that must be utilized. It is useful to ensure that you address the topic when you are composing your essay.</p><p> ;</p><p>With the progression of time, article composing has increased a great deal of significance. This has brought about individuals expounding on subjects which they know well overall. They have taken incredible consideration recorded as a hard copy the paper to ensure that it is correct and ideal for the exposition subject that they are writing.</p><p></p><p>If you are attempting to compose a general article, you can either pick the article position that is progressively easygoing or increasingly formal. The paper group that you have picked must relate to the topic that you have picked. This ensures the paper won't be unreasonably formal for the crowd and subsequently simultaneously, you can at present get over the significant message that you need to convey.</p><p></p><p>However, in the event that you need to gain proficiency with more about the craft of composing, you can peruse the Internet or visit a study hall and partake in some composing exercises. Along these lines, you can become familiar with the procedure of exposition composing and furthermore check whether you can improve your composing abilities by utilizing the correct article composing designs. Regardless of whether you don't have the opportunity to go to the class, there are other exposition composing designs that you can discover there. You can scan for various online paper composing assets that give test articles to free. There are likewise numerous books that you can buy over the Internet. These books can be of help when you need to figure out how to compose the correct sort of article. There are additionally online gatherings that you can investigate with the goal that you can become acquainted with increasingly about composing essays.</p><p></p><p>Whatever you wind up doing, guarantee that you are intensive in the determination of article composing designs. This will guarantee that you will have the op tion to compose your article properly.</p>

Video Essay Mba Samples Kira Explained

<h1> Video Essay Mba Samples Kira Explained </h1> <p>It may show up, analyzed, that not one of your accounts stack up. Not every one of your accounts will have exceptionally clear test. You don't have to do a video be that as it may, you can. You don't should be on the video for the entire span either. </p> <p>It's notable that the utilization of video in the MBA application is turning out to be increasingly more well known among top business colleges. You will at that point need to clarify how and why a MBA will work as an extension to the following measure of your vocation. Video reactions flexibly you with an opportunity to verbalize why you might want to get your MBA and offer the strategy by which the degree will help your profession. </p> <p>Kellogg is looking for you to examine how you completely handle the MBA experience they especially offer and precisely what you need to get out of it. Entrance advisory boards need new strategies to find indisputably the most balanced candidates. They need to be intrigued however they need to be dazzled by you. </p> <h2> Choosing Good Video Essay Mba Samples Kira</h2> <p>Kira Talent previously used the innovation for a path to extra assist organizations with finding the perfect ability. Since you would envision, a colossal part of their work process is spent on finding and transferring the greatest phenomenal film. </p> <p>Sometimes you end up with gold, different occasions you wind up with garbage. Normally you will be provided with an inquiry, at that point a concise timeframe to think about the inquiry (30 seconds by method for instance) and afterward a restricted timeframe to gracefully your recorded answer, ordinarily 60-90 seconds. Y ou are being coordinated, which implies you can't stop the method, leave for one hour and plan a cautious response. Permit it to sit for two or three days immaculate. </p> <p>Rather it's savvy to discover what nature of MBA paper composing administration it is conceivable to get. Various decades back, finding an assistance to get finished with the MBA articles wasn't snappy. There are heaps of answers for your exposition composing needs on the web yet some are far superior to other people. Bridget's paper is incredibly solid, yet there keep on being a couple seemingly insignificant details that could be made better.</p> <p>Upon making your record with Kira Talent, you can begin your video articles. The following are tips concerning the best strategies to produce a video exposition and instances of schools that offer the decision of a video article. Absolutely the video reactions offer an alternate level of appraisal of correspondence than that which can be learned in the articles, which may have been altered by others. Reactions to video expositions may not should be perfect, yet they will add a significant measurement to your application that can't be gathered from various qualities of the composed application. </p> <p>Many schools have a variation of this sort of exposition. Presently, using an example school paper isn't precisely the same as literary theft. Like a decent arrangement of other independent company schools, Babson allows you to present a discretionary exposition, as such, a paper just as the three required. </p> <p>We'd prefer to create an authoritative playbook about how and why schools use video evaluations, however the truth of the matter is, each program is a little piece unique. It is imperative to grasp why the school is an incredible fit for you and to exhibit you have accepted the open door to see and read the school's site. Business colleges are looking for fit, and it is only one more way to deal with assistance them become more acquainted with you. </p> <p>The video questions are significantly increasingly conversational. As opposed to that, you complete a string of coordinated inquiries utilizing an inherent or outside webcam. You can star t by suggesting an issue or conversation starter that keeps you up around evening time (in an incredible way). Utilize the training inquiries to ensure the reaction look' great other than the substance Be certain. </p> <p>You should be talking at your normal discussion level and you should be clear and easy to hear. This won't supplant affirmations interviews, since the profundity of discussion and direct close to home collaboration is actually an important part of the methodology. You're a genuine individual, and it's fine to show it!</p>

College Essay - A Guys Who Nearly Passed Out in a Boat?

College Essay - A Guys Who Nearly Passed Out in a Boat?A guy nearly passes out in a boat has a few things in common with his friend's bachelor party. One was his big night on the town and the other one almost ended in a near death situation. But for the sake of this piece, we'll only be discussing the last one.A college essay is definitely not the same as a kegger. In a way, college students get off to a wild and crazy start but soon settle down. Going to the bar and having some fun is what most college students do. There are always parties and no real rules.The only difference between going to a kegger and going to college is that guys want to be with a girl who is funny. Guys really don't mind being laughed at by girls when they're around girls who are just normal. Guys can tolerate a lot. But if you're not funny, he'll just turn around and leave.So when a guy nearly passes out in a boat, it's a sign that he might end up at that party that everyone else is getting involved in. The guy will end up passing out because of the keg of beer that he just got. And because he's drunk, he'll go to sleep in his own sweat.The guy falls asleep in his chair at the party and a girl will probably wake him up so that he can put him back to sleep. But there's a bad effect to this. The guy will think that she's been so mean to him that she didn't think enough of him to wake him up. When this happens, he'll realize that she's just using him to get into her friends.Guys are very protective of women. If a girl doesn't take him seriously, he'll withdraw. He'll either end up drinking alone or leave the party. If he leaves, he'll turn around and go home and forget about this whole encounter ever happened.Guys want to impress girls so much that they won't just let a girl pass out in a boat if he's not invited. It's embarrassing and will be hard for him to explain why he left and then later return and try to leave again. When you see him at the party and he has just gotten back from a kegger, you can bet that he's worried about her.This is the most common complaint when a guy nearly passes out in a boat - the girl doesn't come to the party. Guys don't really care about the party if the girl isn't there. Guys just want to talk about a girl that he wants to impress. And that girl ends up wondering what a guy was thinking when he nearly passed out in a boat.

Sell Your College Papers For Sale - How to Sell Your Paper Without People Seeing it

Sell Your College Papers For Sale - How to Sell Your Paper Without People Seeing itIf you want to sell your college papers for sale, there are a few ways to do it. But the best way to do it is by using the internet and the world wide web.A lot of people sell their papers. The reason they sell their papers is that they do not know what to do with their papers. They are just in the same situation like everyone else, and that is there is nothing for them to do with their papers, or they just want to sell them.But there is a way to get money, and it is by selling your papers on the internet. There are many ways to sell your papers online. You can make them personally, or you can hire someone to do it for you. This is the best way to get the most money for your papers.The first thing you need to do is to set up your own website and start selling. Make sure that your website is up to date. Make sure that it is well optimized. Do not try to do a site that is old, unless you know how to do i t properly.Write a postcard and post it on Craigslist and other places that you find ads for ads. Make sure that you state the title, the place and the date of your sale.After that you need to create a sales letter. Make sure that you have a concise and compelling letter, because only those who are really interested in your paper will read it.Sell your papers in your local community center or even at your church and ask for a flyer. It is not important if you do this personally or if you have hired someone to do it for you but do it so that you can really see the impact of your sale and get good feedback from others.

Toyota Way Free Essays

Asian Institute of Technology School of Management SM71. 42 Cross-cultural Management How does Toyota operate its philosophies between Japan and Thailand? [pic] Tutor: Prof. Dr. We will write a custom essay sample on Toyota Way or any similar topic only for you Order Now Marie-Therese Claes Group 1: †¢ Ms. Phung Viet Ha †¢ Ms. Nguyen Le Hang †¢ Mr. Vu Quang Linh †¢ Mr. Nguyen Van Ha †¢ Mr. Nguyen Trung Thuc Date: September 7, 2012 Executive summary In the 21 century, the world we inhabit is coming â€Å"flat† where many political, social economic and cultural barriers have been being discharged. The development of global organizations means that clients, suppliers and business may be located across a range of countries and regions. The number of interactions between people of different cultural backgrounds in the workplace is growing exponentially in companies of all sizes. Understanding cultural differences and developing cross-cultural communication and coordination have become important than ever before for organizations. These skills help organizations to work more effectively across cultural barriers. This paper examines the cross border coordination between Toyota and its subsidiaries in Thailand. In this paper we will have a brief research about the intercultural problems of Toyota. How Toyota deals with cross-border business coordination problem to become the global No. 1 automaker in general and Thailand’s bestseller automobile in particular is analyzed on basic information and cross-culture management. The empirical case of Toyota in Thailand is selected to for study and lessons learnt as Thailand is the first country in the oversea expansion of Toyota’s manufacturing and where Toyota experienced good practices in coordination mechanism between mother Corporation and its regional and local subsidiaries. 1. INTRODUCTION 1. Background on cross-cultural business coordination Cross-cultural business coordination aims at dealing with the  interaction  of people from different  backgrounds in the business world. Cross culture is a vital issue in international business, as the success of international trade  depends upon the smooth interaction of employees from different cultures and regions. A growing number of companies are consequently devoting substantial resources toward training their employees to interact effectively with those of companies in other cultures in an effort to foment a positive cross-cultural experience. Nowadays, firms, especially those from developed countries, increasingly expand their business overseas in the attempt of seeking for the competitive advantages of the new resources. This results in the more complex structure of multi-national corporations. Transnational corporations see cross-cultural business coordination very important in order to have smooth operation and balance control between headquarters and its subsidiaries toward production efficiency improvement. In this connection, the differences in languages, values and other dimensions should be studied and based on that find the ways to harmonize those for better coordination. Cross culture can be experienced by an employee who is transferred to a location in another country. The employee must learn the language and culture of those around him. This can be more difficult if this person is acting in a managerial capacity;  someone in this position who  cannot effectively communicate with or understand  their employees’ actions can lose their credibility. In an  ever-expanding  global economy, cross culture and  adaptability will continue to be important factors in the business world. 2. Toyota and its philosophies 1. About Toyota Toyota Motor Corporation was founded on August 28, 1937 by Sakichi Toyoda. After 70 years of manufacturing and developing, at the end of March 2012, Toyota conducts its business worldwide with 50 overseas manufacturing companies in 27 countries and regions. Toyota’s vehicles are sold in more than 160 countries and regions. The Toyota’s capital reached 397. 05 billion yen with 325,905 employees all around the world. Toyota is known as the World’s N01 automaker with its regional headquarters in the North America (03 headquarters), Europe (01 headquarter) and Asia (03 headquarters). Thailand was the first country where Toyota Motor Corporation started to expand its business overseas. Toyota Motor Thailand (TMT) was established in 1962 with the capital of 11 million Baht. Toyota Motor Thailand grows continuously and reached the capital of 7,520 million Baht with 13,500 employees and production capacity of 550,000 units per year in 2009 (Toyota, 2009). TMT becomes one of the key contributors to Toyota worldwide, and Thailand’s number one automobile manufacturer. 2. Toyota’s Vision and Philosophies To manage subsidiaries around the world to achieve the same Toyota quality, Toyota created a corporate philosophy that’s has been passed down from generation to generation within company, which is called â€Å"Guiding Principle at Toyota†. Toyota Code of conduct and Toyota Way are tools implementing to assist Toyota realize their goals. Toyota Code of Conduct was issued in 1998 providing a basic, detail explanation and examples of actions and issues that one must be aware of when carrying out business activities in and living in global society. The code of conduct is dispersed among management of subsidiaries in Japan and overseas for developing common awareness. Besides Toyota Code of conduct, Toyota Way was established in 2001 to simplify the values and methods that employees have to carry out to undertake the guiding principle throughout company activities. Toyota Way is functioning as the key standard of global Toyota organization and it presents Toyota’s philosophy to focus on long-term benefit while developing vehicles that exceed customer expectations and contribute to community and to the future of mobility. The Toyota Way consists of continuous improvements and respect for people. The key concept of Toyota Way is actively working and creating new ideas for the best with ongoing process to improve their business, never satisfied where they are, respect all the stakeholders and working with be believe in success by personal effort and good teamwork (Toyota, 2007). One of the main elements in Toyota Way is mutual respect by promoting safety among employees and employees have to be trained both for daily operation and behavioral role. Toyota’s Global Visions look toward to following goals: ? To lead the way to the future of mobility, enriching lives around the world with the safest and most responsible ways of moving people. ? To exceed the expectation and be rewarded with a smile through their commitment to quality, constant innovation and respect for the planet. ? To meet their challenging goals by engaging the talent and passion of people who believe there is always better way. Toyota Production System (TPS) aims at pursing the most efficient methods for all aspects of production the method of production. Toyota considers the objective of â€Å"making the vehicles ordered by customers in the quickest and most efficient way, in order to deliver the vehicles as quickly as possible† as an issue of great importance. TPS was built based on following concepts to achieve the best quality of product while minimizing waste through defective detection: ? The first concept is â€Å"Jidoka†, which stands for automation. Toyota set up the mechanization and links it with computerization so the production system immediately stops working when a problem arises in the process to avoid defective products. The first concept is â€Å"Just-in-Time†, which enables the company to minimize level of inventory. 3. Intercultural problem in the business coordination between Toyota and its subsidiaries in Thailand Toyota has set up its global strategies and goals for all Toyota’s subsidiaries. ? To maintain Toyota’s position as market leader in automotive industry; ? Continuous growth; ? Boost profitability and return for the shareholders. In the process spreading its philosophies, strategies and goals to the subsidiaries, Toyota encountered certain difficulties on cross-border coordination, which are arisen from cultural differences. The Japanese management style was called â€Å"group capitalism† by Alfred Chandler – a business historian. The style was described as emphasized group behavior and values interpersonal harmony. The manager and corporation are put together in a very culturally dependent system, which is considered as a constraint for many companies when they expanded globally. The management system did not function well because subsidiaries operate separately by substantial time and distance barriers (Christopher A. Bartlett and Sumantra Ghoshal, 1999). Different ways of thinking also were difficulties for the integration of non-Japanese into the management process. Japanese corporations often retained decision-making and control at the center, i. e. the management was conducted by those who understood the subtleties of the existing system (Christopher A. Bartlett and Sumantra Ghoshal, 1999). In case of Toyota and its subsidiaries in Thailand, Japanese managing officers of Toyota Motor Corporation (TMC) served as the president of both Toyota Motor Asia Pacific Engineering and Manufacturing Co. Ltd (TMAP-EM) and Toyota Motor Thailand (TMT). Language and communication created barriers to the business coordination as people were speaking with different voices and sending out inconsistent messages. 2. DISCUSSION 1. Analysis of the intercultural problem The intercultural challenge faced by Toyota Motor Corporation in the cross-border coordination in Thailand originated in cultural differences. In general, from viewpoints of national level, putting Japan and Thailand in the value dimensions as in Hofstede’s Study, the rankings received is shown in the table below (David C. Thomas p. 51-52) (David C. Thomas p. 51-52). Table 1. Cultural dimension rankings follow Hofstede’s Study Dimension |Japan |Thailand | |Power Distance |54 |64 | |Individualism |46 |20 | |Masculinity |95 |34 | |Uncertainty Avoidance |92 |64 | |Long-term orientation |80 |56 | Power distance Japan has lower power distance culture that Thailand does. Therefore, it is implied that in order to have smooth coordination from TMC to its subsidiaries i n Thailand, Toyota should consider the followings: ? Give clear and explicit directions to Thai employees; ? Do not expect Thai subordinates to take initiative; ? Show deference to those with higher level through language, behavior, etc. ; ? Expect to encounter more bureaucracy behaviors. Individualism It is can be seen from Hofstede’s rankings that both Japan and Thailand has collectivist cultures. However, Thai is more collectivistic than Japanese. Therefore, some possible consideration for Toyota in developing business with Thais is listed below: ? Promotions do not depend upon Thai employee’s performance and achievement, but seniority and experiences; ? Decision making may be a slow process as many individual across the system will need to be asked for advices; Praise should be addressed to a team rather than individuals. Masculinity In the research of Hofstede, Japan was the world’s most masculine country and Thailand was among the least one or most feminine culture. In the case that Toyota seeks for the sustainable manufacturing subsidiary development in Thailand, some notes should be taken into account such as: ? Personal questions are normal rather than assertive; ? Dealing with trust weights more than projected profit margins and other similar things; ? Thais openly show favoritism to close relations; ? Small talk at business functions will focus on Thai employees’ life and interest rather than just business. Uncertainty avoidance Japan has highly risk-averse culture, which can be seen through strict laws and regulations. Thailand has the uncertainty avoidance score just above medium, therefore much lower than that of Japan. Some attentions that Toyota should pay for developing its manufacturing in Thailand could be as follows: ? Try to be more flexible or open to new ideas; ? Allow Thai employees the autonomy and space to execute their task on their own; ? Recognized that Thai employees may take different approach to life and see their destiny; ? Agreed plans should be realized as soon as possible. Long-term orientation At the score of 80 Japan is considered as one of the long term oriented societies. This is reflected that Japanese see their life as a very short moment in a long history of mankind. In Japanese corporations, the possible observations are long term orientation in the constantly high rate of investment in RD even in economically difficult times, higher own capital rate, priority to steady growth of market share rather than to a quarterly profit, and so on. With a score of 56 Thailand is a mild term oriented culture. Amongst the values that are admired, working hard and having a sense of moderation are dominant for Thais. Timescales and deadline in Thailand are fluid. Therefore, Toyota should consider the followings in working with Thais: Reliability, responsiveness and empathy as very important element. ? Building up close relationships with Thai subsidiaries is of importance. ? Building relationship takes time. 2. Solutions for Toyota in Thailand There are some solutions were found out by Toyota to achieve the same objective and target among the subsidiaries all ar ound the world, especially in Thailand – the first country where Toyota Motor Corporation started to expand its business overseas. 1. Global Production Center Toyota has established Global Production center (GPC) in 2003 as Toyota’s global human resource training center. Toyota operation comprise of 53 production sites in 27 countries around the world. In managing its operation, Toyota encounter a diversity of people therefore Toyota consider human resource development as an important mechanism in maintaining its global business. GPC is the place where employees are trained about the Toyota’s culture and values and make them understand the Toyota way and to provide the skills which are needed for employees to carry out the task. In the past, human development was carried out in Japan only. However, with rapid growth of Toyota’s overseas operations leads to the transition of GPC to the regional. Technical skills from Japanese trainers are spread to local trainers and from the local trainers to local employees and also to employees from the other countries in the region. The objective of the GPC is to inculcate employees that Toyota’s products should have the same quality regardless of which origin it as produced (Toyota Annual Report, 2008). GPC, human resources development is implementing by developing supervisors and trainers in subsidiaries with assistance from headquarter. Another function of GPC is helping the subsidiary plants to prepare for redesign of production when newly developed model is launched so that the plant can efficiently switch over to produce them. Visual manual videos were studied and make used in GPC for representing the best demonstration. This practice takes advantages over the traditional manuals, by which only written words or still illustration are shown. Toyota can reduce time for staff training and avoid misunderstanding through the adaptation of visual manual videos. Within 5 years, 13000 employees both from Japan and abroad were trained by GPC and distribute knowledge they learn to their team members. The Asia Pacific Global Production Centre (AP-GPC) was established in Samutprakarn, Thailand in 2005 to serve as the regional training centre. AP-GPC provides trainings for TMT’s employees and also supporting to other Toyota’s Asian manufacturing affiliates. 2. Restructuring of organizational structure Toyota Motor Corporation spread out its organization around the world and set up regional headquarters in North America, Europe and Asia. In Asia, there are two headquarters in Singapore and Thailand that are responsible for different business entities. In the past, subsidiaries in each country had to report directly to headquarters in Japan. The restructuring to regional headquarters believes that it could allow subsidiaries to work more efficiently and regional headquarter assist to each country in the region in time. The close coordination between the regional headquarters can support each other through corporation in engineering, manufacturing and marketing. The regional headquarters also facilitate and response in time to customer’s demands throughout the region and provide flexible react to market changes. With the establishment of Asian regional headquarter in Thailand; Toyota Motor Thailand became a main center to provide support for manufacturing and also research and development in Asia – Pacific region. 3. Thainization Toyota Motor Thailand launched the localization policy, which is called Thainization. Thainization was the philosophy that drives Toyota Motor Thailand before Toyota way was introduced. Thainization is to promote the local employees to take part in management level in 20 years (Amano, 2008). In the 1960, at the beginning of Toyota in Thailand, the management was carried on by Japanese and strictly followed the policies and guidelines set by its mother company Toyota Motor Corporation. Around 1980’s, very few Thai’s were positioned as managers but the final decisions were still made by Japanese expatriates. Since 1987, Toyota Motor Thailand decided to transform the organization from management only by Japanese to only by Thai, which is called Thainization. The Japanese expatriates were converted from managers to coordinators. In every department have some Japanese staffs work together with Thai staffs mainly in the coordinator role as an adviser for technical information and making connection network among Toyota group to help communication flow smoothly. At present, only the president, executive Vice president and Treasurer are Japanese and the other high-level management officers are Thais (http://www. toyota. co. th/en/about. php? Page= management). Thainization in Toyota Motor Thailand was implemented as the necessity to adopt of globalization in the world while considering localization (Imai, 2006). 4. Lateral communication Lateral communication is of importance because it is the way that all organizational units are connected throughout the system of resource exchange and organizational set of transnational corporation in different locations. Toyota Technical Center Asia Pacific –Thailand (TTCAP-TH), which was established serving as Research and Development unit for Asia Pacific region, can be seen as a network platform for exchange knowledge and skills between different functions and with counterpart in Japan to support local needs. This kind of lateral communications between business units through the collaboration between each geographically specialized division contributes to widespread of Toyota Way that focuses on sharing the same Toyota values and cultures. Another step toward the relocation of support division from Japan to Asian region is the setting up of TMAP Thailand, which represents the network platform providing production assistance to TMC’s affiliates in the region. 5. Informal communication Nohria and Ghoshal (1994, p. 494) asserted that extensive socialization and communication builds trust among the managers and creates foundation for reciprocity and easier negotiation and resolution of potential conflicts. Informal communication exits in Toyota organization so that it brings bout informal exchange idea between Toyota Japan and Toyota Thailand. In Thailand, TMT made use of job rotation of employee as a tool for developing people because of the consideration that working in the same job for long time could make people stick with the old habit and, therefore, reluctant to change. This practice has enhanced the informal communication and made information widely shared throughout in the organization. Employees and departments in rotation process accumulate working experiences and knowledge as well as share their own values for adapting to the same organization culture. 3. CONCLUSION In summary, Toyota has successfully applied many strategies in order to improve communication across border while keeping many existing core values. Also, due to the scale of the Toyota Company, there has been no particular method or formula that is best fit for achieving the existing success in Toyota. Toyota had to apply a few methods to efficiently achieve localization while remaining competitive in globalization. Firstly, The Thai’s characteristics are different than the Japanese so the GPC was introduced to help Toyota’s employees to think in the same way – The Toyota way in term of values and cultures. Also it trained employees many certain skills to be capable of finishing given tasks. Secondly, In Thailand, the structural mechanism obviously takes part as the fundamental formation of the organizational structure. Toyota remarkably use of departmentalization as the structure to manage the business entity according to function and responsibility. The critical scrutinize regarding centralization or decentralization of decision making is become blurred since Toyota to some extent delegate the decision authority to its subsidiaries while the final exclusive decision remain at the headquarters. In addition, the formal written policies together with standard production system considerably utilize in Toyota subsidiaries so that its affiliates follow the same principle and maintain the same Toyota standard. To achieve the same goal, planning in the form of the strategic planning, regional target goal as well as reward is used as guideline to accomplish the goal. To control the performance of the company, output control is one of the tools that Toyota use to motivate the performance of their employee as well as subsidiaries. However, the hierarchical or behavioral control is coexisting to ensure the employee act in order to fulfill the best performance. The optimum control is to mix between output and behavioral control so that the finest advantage is achieved. Thirdly, Toyota has introduced â€Å"Thainization† which allowed Thai people to get into managerial positions as the top position before was only for the Japanese sent from headquarter. Last but not least, the informal or subtle mechanisms are broadly promoted within the Toyota organization. The lateral or cross department communication visibly seen by the messy organization that employee have to communicate or coordinate with other departments or the same department in the region among functional and geographical line simultaneously to undertake the work. The establishment of regional headquarters in Thailand (TMAP-EM) is one of the cases that put forward lateral communication, as the network of exchange in the region required the lateral communication among the concern departments. Besides, the informal communication plays as vital mechanism in the organization. The present of Japanese as employees and also coordinators make possible the informal exchange of idea between Toyota Thailand and Japan that finally facilitate the subsidiaries action and decision in line with those of headquarters. In short, the achievement of Toyota when applied with all the methods, mechanism was very fruitful as Toyota Motor Thailand (TMT) operated more efficiently resulting in time and cost savings, better communication, better understanding in the organization and better employees involvement. So the most obvious example was that the second factory was opened in 1989. And this result showed that Toyota has successfully managed all the operation across border, retaining local flexibility and while achieving global integration. Moreover, with the rapid development of many other Multi-National Companies (MNCs) and trying to recruit more and more talents, Toyota has also exploited the local population in order to get a broader pool of talents (combining not only from Japanese and Thai in this case, but also from other nationalities). Furthermore, with the matrix of subsidiaries and one headquarter, Toyota tries to make the organization stable with core visions and beliefs from the Headquarter but also loot the host of new ideas from all around the globe as they need to keep up with the quickly-changing characteristic of technology with new ideas. With all the cross-cultural issues above, Toyota would have more experience and solution for future encounters. REFERENCES †¢ Bartlett, Christopher A. and Ghoshal, Sumantra (1999). Managing Across Borders: The Transnational Solution – Companies, Cultures and the Transformation to the Transnational. Book excerpt. Nohria, Nitin and Sumantra Ghoshal (1994). Differentiated Fit and Shared Values: Alternatives for Managing Headquarters-Subsidiary Relations. Strategic Management Journal, Vol. 15, No. 6 †¢ Thomas, David C. (2008) Cross-Cultural Management: Essential Concepts. Sage Publications. Chapter 3 †¢ Petison, Phallapa, (2010). Cross Cultural Relationship Marketing in the Thai Context: The Japanese Buyer’s Perspective. International Journal of Trade, Economics and Finance, Vol. 1, No. 1, June, 2010 †¢ Friedman, Thomas L. (2005). The World is flat: A Brief History of the Twenty-first Century †¢ Cutler, John. The cross -cultural communication trainer’s manual – Vol. : designing Cross-Cultural Training †¢ Toyota Motor Corporation profile from http://www. toyota-global. com/company/profile †¢ Toyota Guiding Principles, Toyota Way, Toyota Code of Conduct, Toyota Global Vision and Toyota Production Centre from http://www. toyota-global. com/company/vision_philosophy/ †¢ Toyota Motor Th ailand Management Team from http://www. toyota. co. th/en/about. php? Page=management †¢ Business coordination across borders within Toyota: a case study focusing the coordination between Japan and Toyota from http://mdh. diva-portal. org/smash/record. jsf? pid=diva2:224180 †¢ Toyota: A Transnational case study from http://www. ecclesbourne. derbyshire. sch. uk[pic] How to cite Toyota Way, Essay examples

Organisational Behaviour Employee Underpayment

Question: Describe about the Organisational Behaviour for Employee Underpayment. Answer: Introduction The present assignment aims to evaluate and examine the scandal of 7-Eleven in which franchisee underpay their employees in Australia. It includes background, structure, problems and detailed analysis of the allegations made against the company of employee underpayment. Background Structure of Organization 7-Eleven Inc. is an international chain of convenience stores operating in approximately about 18 different countries. The company franchises and licenses about 55,000 stores worldwide and was recognized by the name of The Southland Corporation till the year 1999 The company is known to be the largest operator and franchisor of convenience stores internationally (7à ¢Ã¢â€š ¬Ã¢â‚¬ËœEleven Profile, 2016). 7-Eleven Stores Pty Ltd has become first choice of Australia in convenience stores. It is private owned company and has obtained franchise of 7-Eleven stores from the US based 7-Eleven Inc (About 7-Eleven Convenience Stores, 2016). Problems Issues 7-Eleven scandal occurred in the franchise convenience stores of Australia which highlighted the unethical practices prevalent in the company. The employees were underpaid and also get threatening from the senior management of the company if they raise their voices against their exploitation. The cash-back scheme of the franchisee forces the employees to pay back their wages (Karp, 2016). The employees were also enforced to stay in the office and work for late night hours. The employees of the company were mainly international students and accordance to their visa can work only for a time period of 20 hours to complete a given work. These students were threatened by the franchisees of breaking the visa regulations if they complain to Fair Work Australia about being underpaid (7-Eleven Scandal an Ethical Failure of Leadership, 2013).The employees were told that they would have to prove their underpayment in the court. The employees who were mainly international students believed in th em due to lack of knowledge. Also, there were evidences of physical violence with the students and threatening made to their families overseas by the franchisee (Karp, 2016). The main reason for the occurrence of 7-Eleven scandal was unlawful conduct from the franchisee. According to FWOs report, the main factors responsible for the misconduct in the franchisee was absence of auditing and monitoring by the franchisor. The head office of franchise convenience stores in Australia does not pay any attention to employee complaints (Stricter laws for franchisors? Responses to the 7-eleven wage scandal, 2016). The employees working in the franchisees were mainly international students who were threatened and as such were afraid of reporting the misconduct by their employers (Marginson et al., 2010). These all factors were responsible for the underpayment scandal of 7-Eleven. Analysis The Fair Work Ombudsman of Australia after the occurrence of employee underpayment scandal in 7-Eleven has scrutinized the duties of franchisors towards the franchisees. However, according to a franchisee agreement, franchisors and its franchisees are individual parties who are not connected with each other. Franchisors only provide their business model to the franchisee for carrying out its operational activities. Thus, as per the Franchising Code of Conduct, franchisors do not own any responsibility for the franchisees actions towards their employees (Rouse McKavanagh, 2016).The scandal of 7-Eleven has highlighted the importance of introducing changes in the present Franchising code of Conduct so that all franchisees carry out their business in an ethical manner. The franchisors should own a control over the business processes and procedures of the franchisee to restrict them for indulging in any type of unethical practices (7- Eleven, wages and the Franchise Code: The story so fa r, 2016) This can be done by conducting audit of the franchisees on a continuous basis to govern their organizational behavior. The auditing of franchisees on a regular manner would help in the identification of unethical practices prevalent in the organization. Also, strict employment laws should be enforced on the franchisee and also they should be made aware of the serious actions that can be taken against them in case of non-compliance with these laws (Rouse McKavanagh, 2016). The franchisors on identification of misconduct from their franchisee should terminate the franchisee agreement. The Labor Party of Australia are emphasizing on reforming the workplace laws for ensuring employees protection after the occurrence of 7-Eleven scandal. In this context, it is becoming highly important for the franchisors to analyze and examine the legal action that can be taken against them in case of unlawful practices inculcated by their franchisees (Stricter laws for franchisors? Responses to the 7-e leven wage scandal, 2016). As per the recent Coalition laws, franchisors are entrusted with huge responsibility of controlling and reviewing the franchisee business practices in order to ensure that they are in compliance with the workplace laws. The franchisee agreement should clearly state the duties and obligations of the franchisor and the franchisee in order to abide by the recent workplace laws. The disclosure of employee wages should be properly drafted and provided to the franchisee before entering into the franchisee agreement to avoid any discrepancy in future (Stricter laws for franchisors? Responses to the 7-eleven wage scandal, 2016). There was no monitoring and reviewing of employment reports by the franchisor in case of 7-Eleven scandal. This encouraged the employers of the company to underpay their employees and lead to their exploitation. Thus, franchisors should continually monitor and review the wages reports of the employees for ensuring that they are not underpaid. Also, franchisors must d esign a proper communication flow so that employees of the franchisees are able to reach the head office to report any type of issues faced by them. The franchisor should introduce necessary changes in the businessstructure of the franchisees on the identification of any type of problems encountered by them to pay out the employee wages (Rouse McKavanagh, 2016). Thus, the occurrence of 7-Eleven scandal has emphasized on the need of adoption of a proper regulatory framework to govern a franchisee agreement. The brand image of 7-Eleven Inc was negatively impacted by the employee underpayment fraud and it has to also provide compensation to the underpaid employees. The changes introduced in the Franchising Code of Conduct would also ensure the protection of good will of franchisors in a franchisee agreement. Thus, it can be stated after the analysis of 7-Eleven scandal that an organization should carry out its business ethically. The presence of Law of Conduct is necessary in each and every organization to govern its organizational behavior. Assessment 2: 1. Identification of problem Reports state that more explosive allegations have been leveled against Australias major convenience store chain with strong claims of a management cover-up of widespread exploitation. It has been reported that 7-Eleven is being investigated over several allegations of wage theft that have seen its network of convenience stores demonstrated as operating a sweatshop on every corner. Moreover, it can be seen a fresh claim has emerged that the alleged scam went all the way to the responsible senior manager as well as senior management (abc.net.au, 2016). Reports have revealed a fact that Fairfax Media has stated that it was in possession of thousands of leaked documents that allegedly implicate 7 Elevens head office in the scandal. It can be found from the news that the documents contain extracts of the interviews, conducted by 7-Elevens field inspectors, in a payroll compliance review of 225 franchisesacross the country. This allegedly found that the vast majority were underpaying the staffs. Most importantly, it can be stated that the alleged breaches of the laws of workplace were heldon the inside (abc.net.au, 2016). Several news have found out that this organization is accused for paying their employees only $10 per hour and almost two third of the stores are unashamedlyripping off the employees. This rate is half than the actual award, i.e. $24 an hour and there is no existence of overtime reward to motivate the employees. In response to this situation, the Ombudsman proclaimed that it had launched a clear legal proceeding against this organization that allegedly underpinned two migrant staffs near about $50,000 and untrustworthy their paperwork. The workers said that they do not have any sympathy for their bosses (abc.net.au, 2016). One employee was aggressivelyrobbed two times in the stretch of 18 hours. The company has anevidence of cash back scheme;where the employees are paid the exact money on papers, but at the same time, they were blackmailed to give back half of their payment. Most unfortunate part is that the system is still running in the organization. Several media investigation has found that this fraud organization wasaccused, as the staffs were paid as little as $5 an hour and often forced the workers to work for more than 60 hours a week (abc.net.au, 2016). Besides this severe issue, it has been found that 7-Elevens Australian franchised is one of the prominent examples of an ethical failure of leadership. Several investigations revealed the fact that the employees in the organization were forced to work for the long hours a day. Some of the employees were the international students and they were not even allowed to work for more than 20 hours a week (abc.net.au, 2016). The shocking thing in this case was that these international students were highly blackmailed by their respective franchisee and were said that if they complain to fair Work Commission, they would be severely dobbed in for violating their visa regulations. Therefore, it can be stated that the employees in this organization have been suffering a lot due to this overtime of the shift timing and comparatively low wages (abc.net.au, 2016). Apart from that, it can be found that the company has been severely accused for breaches of workplace laws along with the rampant wage fraud at this corporation. The company has been pointed out for wage fraud of more than $170 billion franchise industry. Adele Ferguson (2015) has stated in the news that the fraud case of 7 Eleven scandal focused not only on a business model that encourage systematic underpayment of the staffs, but also a brutal practice of franchisee to pay the employees below the promised rate. Most importantly, it can be said that this scandal has put emphasis on reinforcing the requirement for the parliament to work together as well as implement Coalitions measures to deliver meaningful penalties (afr.com, 2015). 2. Analyzing the organizational behavioral issues From the above discussions, it has been found that this leading Australian corporation has been accused several times from several reliablesources. Since, it is required to mention that the investigation has forced 7 Eleven to repay $26 million in back pay to 680 workers. However, the news has stated that more than thousands of underpayment claims are still being processed and this is the biggest back pay claim in the Australian history. Danckert (2016) has stated that 7 Eleven wage abuse incident has been one of the major lessons for all the directors. From severalreports, it has been observed that since the scandal came into the news, it has had a profound impact on the overall reputation of the brand along with the board of directors as well as the senior executives.This incident is one of the strong warnings to all the board members and the CEOs of the consequences of non-cooperation with the law by their business (Danckert, 2016). Therefore, it can be mentioned that for the remaining corporate Australia, it is one of the major wake-up calls to make sure that their business operations are in properly in order. Ferguson (2016) has opined in his research work that the surrounding scenario has been becoming less tolerant of rebelliousness to the laws. From these incidents, it can be seen that the organizational behaviors were hampered and the employees were morally as well as financially deprived (fairwork.gov.au, 2016). The scientific management theoryis one of the major theories that is required to mention here, as this theory puts focus on the research work to develop the best management system for the conditions in the workplace. The managers in this case are responsible to select, train as well as develop the employees with financial incentives as rewards. Here, it has been seen that the employees were highly deprived and not only that, they were blackmailed from their responsible authorities. French et al. (2012) have stated that planning, organizing, staffing the employees as well as controlling are some of the major primary functions of this type of organization and 7 Eleven has been accused due to lack of these major functions. Human relation approach is another major approach that was hampered here and thus the employees complained against the work culture of this organization. Inhuman approach towards the employees affected their performances as well and thus they were forced to complain a gainst the management (Haslam et al., 2014). Besides, it can be seen that the administrative management theory as well were not followed in case of 7 Eleven. In case of administrative management theory, a clear communication can be seen from top to bottom (abc.net.au, 2016). Here, in case of this scandal, there were no clear communications, as the head executives after being accused said that they were not at all well aware of this situation and thus the situation was drastic for the employees. Hassard and Pym (2012) have stated that the main objectives of the executives are to act as the major effective channel of communication and at the same time maintainsthe smooth organizational operations. 3. Preliminary recommendations Smith previously was the deputy chairman of 7-Elevan and now the chairman of this leading Australian organization and was highly shocked from the media investigation. This depicts the fact that he was failed to maintain his duty as an effective channel of communication among different parts of the organization and this ignited the situation (abc.net.au, 2016). Therefore, it is recommended that the Executive is required to be vocal enough to act as an effective communication channel. The chairman of any organization must have an in-depth knowledge of all organizational operations from top to bottom level; otherwise it would be tough to deal with any addressed issues in the organization. Therefore, much effectiveness of the chairman is recommended at first (news.com.au, 2015). Secondly, it can be stated that the employees were highly de-motivated and were blackmailed, so that they do not go the higher authority to explain their situation. They were paid less than the promised remuneration and thus it was the violation of basic human rights. The Fair Work Commission says that when an employee gets paid are supposed to rely on the industry and they must be paid the minimum amount. Here, it has been seen that the employees were paid much less than the promised amount and thus it was the violation of the human rights. They must get the payment properly as per the Fair work Commission of Ombudsman (news.com.au, 2015). Apart from that, it has been seen that the employees were forced to work for a long time and thus they were highly de-motivated at the workplace. Therefore, it can be recommended that the company must look at this part sincerely, so that the employees do not get agitated to work. Lack of motivation and incapability of the Chief Executive have dragged the situation of 7-Eleven into scandal (planforpersonalsuccess.com, 2016). These parts are especially required to focus on to deal with this scandal situation in this Australian organization. Most importantly, it is required to mention that the international students must not be threatened and forced to work for long hours. Assessment 3: Introduction: The aim of the final report is to reflect the view point of on the findings of the problems and the issues related to 7-Eleven. Based on the findings, a number of recommendations will be made along with the limitations of the approach that might hinder the operations undertaken by the organization. In this respect, it has to be mentioned that organizational communication plays an important part in shaping the organizational behavior (McShane Von Glinow, 2015). In order to fulfill these criteria, a number of organizational behavior theories will be discussed and on the basis of these findings, the recommendations will be made. It has been observed that the organization suffers from a number of problems and ethical issues that has created negative impact on the employees of the organization. The major problems were related to the treatment of the employees in the organization. The employees were treated very badly and they were not provided the fundamental rights given to employees (Pinder, 2014). These situations create a chaotic as well as resentful situation in the organization. If the same situation keep continuing then the company has to suffer badly in its business operation. Therefore, it is important that the organization will look into the matter and approach with a number of steps to improve the degrading situation. Recommendations: The organization greatly lacks on motivating the employees working in the organization. The employees do not find it reasonable enough to work with great effort and compassion. Therefore, it can be easily recommended that the primary thing that the organization might undertake is to motivate employees. Some of the motivation theories can be discussed in this respect. Motivate employees: According to the Maslows hierarchy of need, it is important for an employee to be motivated enough in order to increase their approach towards the organizational operation. In the view point of Miner, (2015), it is only when people are motivated with the help of a number of factors that might be in terms of rewards and recognition or in terms of money, employees are found to be motivated and as a result they are expected to give better result in terms of their roles and duties. Therefore, it can be easily said that one way to fight against the declining condition of the organization, the employees have to be motivate (Greenberg, 2013). It has been found that the employees are not given proper salary and they are in fact robbed. It is therefore, recommended to stop such mal practices and focus on such activities that would result in creating a better opportunity to the employees. In this way, the situation can be made better. Ethical approach towards working hours: Every country and organization has certain rules and protocols that states about the ethical approach that should be followed in an organization. It has been found that the employees at 7-Eleven are not given the appropriated value of their over timing (Wagner Hollenbeck, 2014). In fact, the employees are treated very badly. It has to be said that ethical approach is indeed important in an organization. It is recommended that the management should be careful enough to provide extra pay to the employees who will be responsible for doing over time (DuBrin, 2013). There should be a fixed tome of working and any employee working more than that should be eligible to extra pay. This is a very important concern and when people are given extra payment for their work, the employees are motivated as well. This way, better opportunities of shaping the organizational behavior is important. More audits and monitoring of the entire business operation: It is again recommended that the management should employee a good auditing group that will be responsible to undertake the monitoring process of the entire business (Hogg Terry, 2014). When the business operation and the working of the employees are audited and monitored, a detailed analysis of the entire working procedure is known. It is based on the understanding of the outcome of the monitoring process; the management might take responsibility to carry on better reaction towards the business operation. Cross-culture work environment for foreign employees and students: In the era of globalization and cross-culture work environment, it is important for the team of management to understand the needs and approaches that has to be made to undertake the cross-cultural environment (Robbins Judge, 2012). It is important to work with the people belonging to different culture and countries. It has been found that there are a number of students from the other countries who are the employees of the company. It has been found that these groups of people are threatened that their passport and the visas will be taken off and that they have to suffer (Nahavandi et al., 2013). These things are needed to be stopped and focus should be made to improve the cross cultural environment in the organization. In addition to these, it is also recommended that the problems and the difficulties faced by any employees should be addressed and immediate action has to be taken if any employee finds any kind of difficulty. It is only when employees are treated well in the organization, the management can expect to get better result from the employees. Following labor law to check unlawful practices: Every country has certain labor laws that respect the working culture of the employees. It has to be understood that the employees are hired in an organization and they are expected to perform their duties well in the organization (Hilbert, 2012). Therefore, it falls under the responsibility of the management of the company to understand the importance and the needs of the employees. The employees should be treated well and the basic necessity such as good wage, protection of health and safety approaches should be made to keep a balance in the organization. Any kind of unlawful or injustice practices should be neglected and whenever required, it is important that get feedback from the employees and make decision to improve the condition of the work place. Increasing security in the work place: When an employee comes to an organization, it falls under the responsibility of the employer to think of the security and the safety of the employees. One of the problems faced by the employees at the 7- Eleven was regarding the security of the workplace (Rupp et al., 2015). The employees were not at all safe at the work place and they were usually threatened with their life to the worst extent. It is therefore very important for the management of the organization to understand that serious steps should be taken in order to make the work place secure for the employees. In order to increase the security of the organization, it is expected that there will be a team who will be responsible to take care of the safety and the security of the employees. Any employee who finds that their life is at the verge of insecurity then strict actions can be taken to combat those situations (Hogg Terry, 2014). This is an important function of the organization and the management must be responsible to take action against any person who is responsible for not abiding the security guidelines of the organization. Reduce the work load of the employees: It has been evident that the employees were over burdened with the work. Moreover, the employees were not given the proper salary or wage that shall be given to them. It is for the same reason employees came out with their resent and aggression. It is for the same fact, it has been noticed that the organization faced some kind of limitations in terms of its business activities. Therefore, it is recommended that the burden of work on the employees shall be reduced and in case if they are made to do any kind of over work, they shall be paid the required amount to money to serve the employees. It falls under the responsibilities of the employees to take note of the condition of the employees and make proper arrangement that shall improve the condition of the employees. Assumptions made on the organizational behavior: With the detailed analysis of the case study, it has been understood that the management of the organization was not at all bothered about the employees. There was no such approach made from the side of the management about the security and safety as well as about the salary that the employees get. It can be assumed that the management of the company was not efficient enough and that there was lot of crisis in the organization. The company is very unethical towards its approach terms of serving the employees. The employees can be regarded that they remain in a situation where they can face any kind of difficult situation at any point of time. The organizational behavior and characteristics are not at all good enough to support the employees and to encourage them as well (Thau et al., 2015). It is expected that the employees are provided with such circumstances and offers that they shall find it comfortable as well as motivated to work in an organization rather than thinking about the negative impact of their position in the organization. In this aspect, it can be easily said that the organizational behavior is very poor in terms of managing people and lot of focus has to be made to improve the condition of the organization. It has to be understood that in the competitive era and increasing globalization, it is very important for an organization to understand the needs of the employees and make the business operations keeping the best of the values of the employees (Levine, Thompson Messick, 2013). However, no such approach is seen in the activities of the management of the organization and therefore, there is a great chance that the organization will suffer great loss in terms of its business activities. Limitations of the approach: With the complete analysis based on the different reports and the other findings, it has been clear that the organizational behavior of 7-Eleven is not at all relevant and that the management of the company is not at not efficient enough to manage the employees and their demand. It has been found that the employees are treated very badly and unethical approaches are taken to suppress the employees (Hogg Terry, 2014). It is for these reasons that the employees are to be treated well and that it falls under the management of the organization to think of better actions that shall improve the condition of the organization. Some of the limitations that the approaches to be undertaken by the management of the organization might face are: The actual requirement of the employees of the organization remains unknown to the actual requirement of the employees. As commented by Kanfer Chen, (2016), problems can be solved easily when the problems are known from the people who are facing the problem. In order to understand the actual situation of the employees, it is important to ask them about their problems and issues. It is based on their feedback the management of the organization is expected to take proper steps to improve the condition of the employees. However, with the analysis of the case study, it has been observed that the management was not at all interested in understanding the view point of the employees and then frame certain better solutions to tackle the problems of the employees. Another important limitation of the organization is that there is no such scope of the fact that supports the fact that the management of the company is ready to serve the employees with better opportunities or they might be spending good amount of money on the betterment of the employees. There are many instances that shows that the organization is not at all bothered about the comfort or the safety of the employees of the organization. There is no scope of motivating the employees in any term either by the means of providing incentives or by giving them rewards. In fact, the employees are being suppressed and they are not even served with the minimum requirement required to fulfill the objectives of the employees. Therefore, it can be easily assumed that the organization lacks the minimum approach made towards benefitting the employees and it is for the same reason, the employees are found to suffer. Importance of organizational communication: In the view point of Robbins and Judge, (2012), communication plays a vital role in shaping the relationship of people. In case of an organization, both ways communication; between the employees and the management is an important criterion for creation of a good work environment. In order to make things better and to create a balanced life in the work place, it is important that the management and the employees working in the organization shall have proper communication with each other. Increase of inter-personal communication: In order to understand individuals problems or challenges, it is important to increase the inter-personal communication among the employees and the management. Addressing the needs of the employees is important and it is by the means of understanding their consent that a better approach can be made to improve the situation of the operation of the organization. Increase number of meetings: By the means of regular meetings with the employees, the problems and the issues faced by the employees can be understood and it is based on the findings that proper actions could be taken easily that would help to improve the situation of the work place (Robbins Judge, 2012). Therefore, it is also recommended that the management team should call for frequent meetings either in groups or in personal to acknowledge the factors that affect the working of the employees. It is on the basis of the findings, the management might think of better actions that could help the employees to achieve what they want. Listening to the problems and the deficiency of the employees is the key factor that shall help the organization to understand the difficulties faced by each member. Based on the findings, it is important to take necessary action. Conclusion: With the detailed analysis of the case study of 7-Eleven, it has been observed that the company is do not pay any attention for the betterment of the employees in the organization. Lack of motivation and unethical approaches towards the employees happen to be the most critical issue in the organization. It has to be understood that the success of any organization depends on the work and function of the employees. Therefore, it is important to motivate the employees as well as take care of their needs so that they also take pride in working for the organization. Another important factor that has been highlighted in the report is the importance of inter personal communication in an organization. The role of communication to address the difficulties faced by the employees as well as to improve the situation where the situation of cross-culture situation rises. A number of recommendations have been made in the analysis. 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