India s Largest Institute For Supply Chain Management Essay

Institute for Supply Management, INDIA (ISM-INDIA) situated in Gurgaon (Delhi-NCR), which have many chapters in major, cities of India. ISM-INDIA is affiliated to Institute for supply management in the USA which is the world’s largest institute for supply chain management. The main aim of cooperation is to provide opportunities for the promotion of supply management professions and expansion of skills and knowledge of professionals. ISM-INDIA works with many MNC’s, major companies and public sector of India in professionalizing supply management activities. As per definition supply chain management is the management of different stages of all business activities and processes which is necessary to manage demand and supply on a global scale. The commodity is passing through various stages i.e. from supplier to manufacturer to wholesaler to retailer to consumer to the end customer. With the increasing of globalization of business, uncertainty of supply networks and shortening of product life cycles have forced the organizations to look beyond the collaboration with supply chain partners. It also involves procurement of raw materials, manufacturing and distribution management of finished goods.SCM is the art of proving the right product, At the right time, At the right place, and At the right cost to the customer. New challenges for organizations all over the world are the interplay of three C’s namely, customers, competition, and convergence. Consumers have becomeShow MoreRelatedPursuing and International Career in Logistics and Supply Chain Management1924 Words   |  8 PagesI am Chandan Kumar Gupta from Kathmandu, Nepal, presently employed with Tata Motors Ltd. as Manager in Purchase and Supply Chain department for past four years. 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Softdrinks Bad Influence for Our Bones, Teeth, and Body Weight Free Essays

Coca-Cola’s advertisements typically radiate happiness and refreshment. In one of its latest ads, it shows its product as a factory of happiness. Soda advertisements can be very effective in psychologically conditioning people to think that softdrinks are equal to a happy and beautiful life. We will write a custom essay sample on Softdrinks: Bad Influence for Our Bones, Teeth, and Body Weight or any similar topic only for you Order Now It sends a message that when people drink soda, they are drinking their way to a happier life. In reality, softdrinks wreak havoc to people’s health and lives. Sodas, as several scientific studies prove, are not good for us at all. Softdrinks may seem like a refreshing way to ease a hot day, but their short-term benefits cannot outweigh their long-term destructive effects. People should not drink softdrinks anymore, because of its bad influence on our bones, teeth, and body weight. Softdrinks drill cavities into our teeth. Poonam Jain, director of community dentistry at Southern Illinois University School of Dental Medicine says: â€Å"Soda eats up and dissolves the tooth enamel† (Kanigel). Jain examined several sodas by measuring their pH level, which is an indication of acidity. Water has pH of 7; sugar-sweetened sodas range at 2. 5; while diet sodas tally at 3. 2 (Kanigel). Jain stresses that soda’s acidity is even worse for our teeth than solid sugar in candy, because soda corrodes our teeth enamel, which hastens the tooth decay process by making it easier for bacteria to penetrate our teeth (Kanigel). A number of studies, including a University of Michigan investigation of dental checkup data from the Third National Health and Nutrition Examination Survey, back up that adults who imbibe â€Å"three or more sodas a day have up to 62% more decayed, missing, and filled teeth than those who drink less† (Kanigel). Softdrinks are good for sipping, and at times, it seems better to let the taste simmer in our mouth. People do not know that sipping soda actually makes it harder for their saliva to go back to neutral levels (Kanigel). Jain emphasizes that â€Å"This is particularly an issue for people who drink several sodas a day, because they never give their saliva a chance to neutralize† (Kanigel). Clearly, sodas destroy our chances for that beaming close-up smile. Softdrinks eat away our bones too. Several studies showed that softdrinks have been correlated to lower bone density. In the 1950s, children downed 3 cups of milk for every 1 cup of sugary drinks; now, it has been reversed, because children drink 3 cups of sweetened drinks for every cup of milk (Kanigel). A number of experts connect softdrinks with osteoporosis, because people drink milk less, when they drink more softdrinks (Kanigel). The study by Jean Mayer of the USDA Human Nutrition Research Center, on the other hand, does not find a connection between drinking softdrinks and drinking milk, although their study also shows that cola consumption decreases bone density for older women (Tufts University Health Nutrition Letter 1). Girls are also being negatively affected by sodas. In a study of 460 adolescent students in 2000, the Harvard School of Public Health discovered that â€Å"girls who drank carbonated soft drinks were three times as likely to break their arms and legs as those who consumed other drinks† (Tufts University Health Nutrition Letter 1). The study underscores that dark drinks seem to be more health-aversive than fruit-flavored drinks, because the study show that girls who imbibed colas were five times more prone to breaking their arms and legs in their adolescent years than girls who stopped drinking soda(Tufts University Health Nutrition Letter 1). Grace Wyshak, PhD, a biostatistician and the study’s primary researcher, suggests that something in colas hold back the body’s capability to use calcium (Tufts University Health Nutrition Letter 1). She is alarmed that this will make girls more susceptible to fractures and bone problems in later life (Tufts University Health Nutrition Letter 1). Indeed, sipping soda can be similar to chipping our bones away. Drinking sodas add up to our waistline. Olsen and Heitmann and Vartanian et al. review literature on the relationship between obesity and softdrinks. Majority of the studies prove that drinking sodas can be linked to obesity. Pereira also examines the evidence that links obesity and softdrinks. She concludes that several studies illustrate that there is a relationship between drinking sweet drinks like soda and higher body mass index. Marr also mentions studies that blame softdrinks for many children being obese or overweight. David S. Ludwig, MD, PhD, director of the obesity program at Children’s Hospital Boston agrees with Marr and states: â€Å"In my estimation, sugary beverages are one of the two leading environmental causes of obesity, perhaps second only to TV viewing in the magnitude of its effect† (Kanigel). In 2001, he and his peers at the Harvard School of Public Health provided strong evidence that linked obesity and softdrinks (Kanigel). They followed 548 teens for 19 months and discovered that teenagers who drank more sodas were more overweight than those who did not (Kanigel). Another study suggests that fructose in softdrinks can stimulate appetite, which makes it easier for people to get fatter (Kanigel). Softdrinks are fatteners. On the other hand, people who say that softdrinks is a cheap and easy way to feel refreshed want to defend their sodas. The reaction to this is that people can also drink cold water and feel refreshed. They can even drink lemon juice and dash it with honey, and they get less calories and fructose. Soda producers also assert that soda provides funding for many education programs. Yes, soda does that, but how about the bad influence of softdrinks? Childhood obesity cannot ethically fund education. Softdrinks are bad influence in many ways; they are bad for our bones, teeth, and weight. They increase risks for a number of health problems. They are not what they want to be- to bring happiness to people. How can people be in high spirits, when they have bone problems, tooth decay, diabetes, or they are overweight? The ads got it all wrong. Sodas can make people unhappy. Works cited Kanigel, Rachele. â€Å"It Raises Diabetes Risk And Robs Bone. It’s Wrecking Our Teeth. And It’s Making Us Fat. The Culprit? Soda. † Prevention 58. 10 (2006): 160-207. Marr, Liz. â€Å"Soft Drinks, Childhood Overweight, and the Role of Nutrition Educators: Let’s Base Our Solutions on Reality and Sound Science. † Journal of Nutrition Education Behavior 36. 5 (2004): 258-265. Olsen, N. J. and B. L. Heitmann. â€Å"Intake of Calorically Sweetened Beverages and Obesity. † Obesity Reviews 10. 1 (2009): 68-75. Pereira, M. A. â€Å"The Possible Role of Sugar-Sweetened Beverages in Obesity Etiology: A Review of the Evidence. † International Journal of Obesity 30 (2006): S28-S36. Tufts University Health Nutrition Letter. â€Å"Cola May Up Osteoporosis Risk for Older Women. † Tufts University Health Nutrition Letter 24. 11 (2007): 1-2. Vartanian, Lenny R. , Schwartz, Marlene B. , and Kelly D. Brownell. â€Å"Effects of Soft Drink Consumption on Nutrition and Health: A Systematic Review and Meta-Analysis. † American Journal of Public Health 97. 4 (2007): 667-675. How to cite Softdrinks: Bad Influence for Our Bones, Teeth, and Body Weight, Papers

Expectancy Theory of Motivation

Question: 1: Describe how you would use Expectancy Theory in designing positions in flat and agile organizational structures. What are the advantages and disadvantages in using this theory in practice? 2: As a team leader, what could you do to help a multinational team work more effectively than a domestic team? What major problems might occur and how might you best handle them? 3: Publicly elected officials often display the leadership values and behaviors of their culture. Select two prominent world leaders and describe their behavior in cultural terms. 4: Choose a country you have never lived or worked in. Imagine that you have just been selected to become a new Managing Director in the country that you have selected a country in which your company has decided to open a new industrial complex. Neither you nor your company have ever worked in this country before. What would you do to motivate the employees from the foreign country to join your company and work hard once employed? 5: Compare and contrast Maslows, Hertzbergs and Alderfers motivational theories and indicate the benefits of each in structuring a compensation system for team that is international in nature.? Answer: Use Expectancy Theory for designing a flat and agile organization Expectancy Theory defines that individuals would decide for behaving or acting in a certain manner as they are motivated for selecting a specific behavior on others. This is due to what they expect a selected behavior to be like. It can be ideal when it comes to managing employees within an organization. As a leader one needs to motivate the employees by acting in a desired manner and leading by example. Getting inspired from the leader, the employees would be motivated to work in the expected direction to achieve the goals and objectives of the organization (National Forum 2011). Advantages Disadvantages Offers a framework for thinking regarding the manner in which people make choices based on the expectations Allows to account for the differences in choice among people (IRJBM 2014) Perceptions regarding efforts, value and performance is difficult for qualifying for comparisons among different choices which means the use of expectancy theory framework might not be accurate. Rewards might not be directly connected for efforts and performance. At some places rewards like raises could build the contract depending on factors such as education (National Forum 2011). Approach as a leader of multinational team and working more effectively In order to manage a multinational team it requires a manager to be well equipped with the needs and wants of the employees separately. In a domestic environment the expectations and knowledge levels of the employees are usually similar which is not true in case of a multinational team. Some of the challenges which might come when handling a multinational team for a leader are: Communication: Communicating the right message is very important when it comes to getting the work done from team members. In a multinational environment, leaders would find it challenging to interpret the message to different class of individuals as they would need different approaches on most occasions (Russell Reyonds 2010). Trust: Building trust among the team and reliability for the leader is quite difficult as it takes time till when each start to understand each other and the way they operate. Diversity: Multinational team comprises of individuals from several countries which means diverse individuals from different cultures. A leader might have to face an issue to inspire all to work together especially when there are individuals from different cultures, mindsets and backgrounds (Russell Reyonds 2010). In order to handle them as a leader I would need to interact and discuss matters with different people both in groups and individually. Their suggestions and views would also need to be taken into consideration and given value to gain trust. Working as a Managing Director in India Working as a Managing Director in India requires understanding the local values and cultural traditions in order to gain trust and confidence of the employees. The social cultures and the level of emotional belonging to the jobs with respect to India is quite strong as per the studies and other researches and compared to the western countries. For motivating foreign employees to join the company and work in India, it would be essential to highlight the work opportunities that they could avail of in the country. Being a developing nation, there are several areas where the company is expanding and offers a great potential as a business to them. Supervising and working in tough conditions would enable them to work in the environment and get acquainted with the processes and build upon a career for future. Highlight would be the challenge, the resources, and the learning opportunities on offer (PWC 2005). Maslows, Hertzberg and Alderfers motivational theories All the three theories work towards creation of motivation for employees. These take a long time for acquiring the needs required for motivation. Also, each theory makes people to choose the needs or goals for motivating them (OU n.d.). The Maslows theory coincides with the Alderfers theory, where ALderfers is said to be loosely based on Maslows. If we compare Maslows and Hertzberg theory we would observe that the psychological and safety needs under Maslows theory are similar with the hygiene factors. On the contrary, the differences in these 3 theories include the aspect of 3 needs for Alderfers while there are 5 needs as per Maslows theory. Also, Hertzberg theory not only determines what are the elements which satisfies or dissatisfies motivated employees, but also points out the areas which dissatisfies them? All these theories offer a detailed description of the ways in which leaders could proceed and operate to facilitate an easier as well as motivated employee base (IVCC 2013) . References National Forum 2011, Expectancy Theory of Motivation: Motivating by Altering Expectations, retrieved on 11th May 2015 from https://www.nationalforum.com/Electronic%20Journal%20Volumes/Luneneburg,%20Fred%20C%20Expectancy%20Theory%20%20Altering%20Expectations%20IJMBA%20V15%20N1%202011.pdf IRJBM 2014, Victor Vrooms Expectancy Theory of Motivation An Evaluation, retrieved on 11th May 2015 from https://irjbm.org/irjbm2013/Sep2014/Paper1.pdf Russell Reyonds 2010, Building a Global A Team: Challenges for Asian Multinational Corporations, retrieved on 11th May 2015 from https://www.russellreynolds.com/sites/default/files/LeadershipandTalentBuildingaGlobalATeamAsianMNCs.pdf PWC 2005, Foreign Nationals Working in India, retrieved on 11th May 2015 from https://www.pwc.in/en_IN/in/assets/pdfs/foreign-nationals-working-in-india.pdf OU , Motivational Theories, retrieved on 11th May 2015 from https://www.ou.edu/faculty/M/Jorge.L.Mendoza-1/Motivation.pdf IVCC 2013, Human Motivation, retrieved on 11th May 2015 from https://www2.ivcc.edu/aleksy/Fall14/Fall14Mgmt/Plunkett10Ch12.pdf