Art Of The Late Ninegteenth Century Essay Example for Free

Art Of The Late Ninegteenth Century Essay Speaking about the late nineteenth century art, it is necessary to say that the transition from one century to another is always marked by the feeling of disillusionment as far as conventional themes and methods are concerned. There is an emptiness which prompts artists to search new forms, new means of expression. It is not always easy, however, which leads them to aspiration to escape from the usual reality to exotic countries and ways of life. The cultural phenomenon of fin de ciecle (end of the century) naturally manifested itself in visual arts and lead to emergence of impressionism and post-impressionism. Partially, impressionism appearance was caused by the fastening of life tempo and industrial revolution. As a result, impressionists aimed to depict the ever-changing reality; they wanted to catch the moment of the life flow, which is never the same. Impressionist painters inherited the romantic naturalist philosophy but chose different devices to reveal nature.   The term â€Å"postimpressionism† was coined by the English artist and critic Roger Fry (1866-1934) in 1910 as a name for the various movements that grew out of Impressionism, but moved away from its naturalist tendencies. In the current paper I intend to analyze some of postimpressionists’ paintings to trace the influence of traditional art and innovation. One of the most prominent painters on the brink of the centuries was Paul Gauguin. When we speak of fascination with primitive and exotic art, we primarily mean this artist’s attempt to move in this direction. Like most postimpressionists he started as impressionism and was devoted to traditional objective rendering of nature with the help of new coloring and light and shadow effects. In the course of time, when he was already a famous painter he realized inherent limitations impressionism had in itself and chose another direction. He did it not only in the figurative sense but he physically moved to Tahiti to investigate new opportunities for art progress. Let’s look closely at some of his canvasses of Tahitian period to discover what novelty they bear and how they correlate with impressionist tradition, on the one hand, and primitive art forms on the other hand. One of the most illustrative pictures of the series is called Femmes de Tahiti [Sur la plage] (Tahitian Women [On the Beach]) The name itself suggests that the conventional subject matter of impressionism – conveying fleeting states of nature – is put aside.   The painter made people his objects and applied revolutionary technique to depict them. The fist thing the eye catches is the unusual exotic coloring for the sky, the sea and the sand, which has nothing in common with the palette applied for European landscapes. The colors are rich and warm; it seems they soaked exotic sunlight. At the same time we see that the artist doesn’t aim at showing every subtle hue (if we speak of color) or every subtle bend of human body (if we speak of shape). On the contrary, he wants to make the impression of ultimate simplicity of color and form, which follows the tradition of primitive art. Despite of this primitivism, the women in the painting feel exceptionally real and palpable, not in terms of photographic similarity and anatomic precision but in terms of emotion conveyed. Natural rich colors of Pacific islands and simplicity of form make them a part of surrounding nature. As a result they feel real in a sense that they are devoid of any artificial glossiness, which civilization imposes. Another famous painting of Gauguin, which was considered to be scandalous and indecent by many of his contemporaries, is called Spirit of the Dead Watching. It depicts a nude young girl lying and mystical world surrounding her. This painting inherits the tradition of primitive art not only in terms of form but also in discovering the mythology of Tahitians. In this case Gauguin managed to do a unique thing – with the help of simple, rough, down-to-earth colors and forms he depicted an ephemeral world of spirits Edgar Degas is another famous postimpressionist of the late nineteenth century. Unlike Gauguin, he was not much into exotic themes. He inherited much from impressionist tradition, and was greatly influenced by the naturalist philosophy of romanticism. Still, if we look at his landscape paintings, it becomes plain that the emphasis is quite different, as well as the role of nature. For example, the canvass Aux courses en province (At the Races in the Country) is a perfect illustration to this dual influence. The painting is no way an ode to nature, as it was the case with impressionists and romanticists. It is rather the point, where the two worlds – rural and urban – intersect. The contrast between the picturesque scenery and the people who came to the country to enjoy themselves is really huge. This contrast is not manifested through color but through some specific details, which make the impression that the people are outsiders for the nature. Thus, a sun parasol a woman wears, her husband’s top hat, the cart among the field, and especially the horses’ eyes covered with blinders – all these details disclose the painters’ idea that people no longer belong to the nature. Degas is said to be the one who was greatly influenced by the revolutionary invention of the late nineteenth century – photography. Thus, his painting Absinthe is illustrative of the new perspective and spacing photography opened to artists. The canvass reminds of the technology of painting black and white photos, which was applied at this period of time. To sum up, the late nineteenth century was marked by the trend of transformation, transition from Romantic to Postimpressionist art and way of thinking. The painters of these periods were exposed to dual influence- on the one hand, they inherited the technique and tradition of impressionist art and naturalist philosophy, on the other hand the felt like the old principles and themes were exhausted, that’s why they resorted to new sources of inspiration like primitive exotic art and photography. Bibliography    Broude, Norma. Impressionism: A Feminist Reading: the Gendering of Art, Science, and Nature in the Nineteenth Century. Boulder, Colo.: Westview Press, 1997. Impressionism , in Painting. The Columbia Encyclopedia . 6th ed. 2004. Rewald, John. Post-Impressionism: From Van Gogh to Gauguin. New York: Museum of Modern Art, 1956.

Respecting Client Autonomy: Facilitated Suicide

Respecting Client Autonomy: Facilitated Suicide Respecting client’s autonomy is the most important principle for a mental health nurse to follow The clinical entity of suicide is generally subdivided into the three sub-categories of unassisted suicide, facilitated suicide and assisted suicide. (Pabst Battin, M., 1996). The bioethical model considers each of these entities separately. The first category includes all cases where the individual has made an autonomous decision to end their life without the knowledge or assistance of any other person. The facilitated suicide is a very specific group where the victim undertakes suicide in a situation where they have been under the care of a healthcare professional who had knowledge of the potential risk and that means of either suicide prevention or intervention were available but either not used or not considered. There is a clear distinction between this group and the next to be considered, as there is not a suggestion that the healthcare professional did anything positive to assist the suicide attempt, but there is an element or suggestion of neglect or failure of duty on the part of the healthcare professional to protect the patient. (Kupfer J 1990). The assisted suicide is where either a healthcare professional or another person actively assists, either in terms of providing the actual means of death or the knowledge and guidance as to its use, in the death of another. Most arguments aimed at supporting this situation are based on an assumption of rationality and competency on the part of the victim. The majority of such situations, if analysed critically, involve severe pain, disability or occasionally stress, each element has the ability to substantially impair rational thought and decision making. (Salvatore A 2000) Bioethics is the study of value judgements pertaining to human conduct in the area of biology and medicine. It espouses a number of ethical principles which are central to the field but are overlapping, occasionally contradictory and, in the field of suicide in particular, are frankly capable of producing considerable confusion. (Donnelly, J., 1998) We shall briefly consider the main principles that are relevant to this consideration. Perhaps the most central ethical principle to consider is that of autonomy. John Stuart Mill (Mill 1982) produced on of the most celebrated treatises on autonomy, which, taken on face value, allows any individual the right to self-determination of all his actions. In most fields of medical practice the principle of autonomy is considered virtually sacrosanct and explicit personal consent is required for most procedures. (Gillon. R. 1997). The practical difficulty arises when the patient is not â€Å"competent† (a legal term – not an ethical one). The arguments that surround the issue of autonomy in relation to suicide effectively turn on this issue. Those who support the autonomous right to suicide arguing that JS Mill was right, and on the other extreme there are those who oppose it pointing out that anyone who comes to the decision to take their life is, by definition, incompetent (legal definition again) (Coulter A. 2002). Other principles help us further. The Principle of Beneficence (often referred to as the First Principle of Morality), at its most basic level requires the doing of goodness and of being good. This immediately presents the analyst with a problem because the definition of â€Å"goodness† is dependent on both environment and culture. What is considered good in one circumstance may not necessarily be good in another. Critically, beneficence implies that the healthcare professional will have carried out his duties, obligations and responsibilities in a spirit of goodness. (McMillan J 2005) If we also consider the principle of Non-maleficence. Primum non nocere, which literally means â€Å"no malice†. Carrick (P 2000) points to the fact that Hippocrates encapsulated this Principle in his dictum â€Å"first do no harm†. In its more modern interpretation, it means that not only must the healthcare professional do no harm to the patient, but, critically in this regard, they must take all necessary steps to see that no harm comes to the patient. (Dimond. B. 1999). The World Health Organisation widens this interpretation to one which includes a duty to try to minimise any harm which is unintended or accidental. (WHO 1996). There are some circumstances, and these certainly have a bearing on consideration of suicide , where, if a clinician or healthcare professional feels that they cannot do good without the possibility of doing harm, then they should take no action at all. We should note that this is primarily a theorist‘s view and, in the real world it is almost impossible to take any action that does not have the possibility of doing harm to a patient. In conclusion one can agree that, in general terms, autonomy is indeed an important principle for mental health nurse to follow but, in the case of suicide, it is not the most important principle. Mills felt that autonomy required the exhibition of respect, dignity, and choice with the latter being considered generally the most important. Healthcare professionals have to have respect for personal rights. Suicide has to be seen (generally) as the outcome of a number of processes which result in psychological debilitation. The extension of autonomy to such individuals facilitates suicide. It is generally accepted that respect for the individual patient in these circumstances is more usually demonstrated by recognising their vulnerability. It is a common finding that the principles of ethics can be antagonistic. Failure to observe one Principle in order to facilitate another does not render an action necessarily unethical. Beneficence must not be sacrificed for autonomy (Minois, G., 1999) Beneficence is about caring and not just treatment. Every attempt at intervention is warranted. The adoption of the Principle of Non-maleficence calls for the healthcare professional to do whatever is necessary to protect the patient from harm and for whatever it takes to assure the clients life. (Rich K et al. 2004) It is generally a mistake to consider that the ethical requirements and the legal requirements in these circumstances are the same. The law sets a minimum set of standards, ethics requires considerably more. We could conclude by considering the Socratic maxim which is particularly relevant here â€Å"Primum non tacere† (First, do not be silent) References Carrick P 2000 Medical Ethics in the Ancient World Georgetown University press 2000 ISBN: 0878408495 Coulter A. 2002 The autonomous patient. London: The Nuffield Trust, 2002. Dimond. B. 1999. Patients rights and responsibilities and the nurse. 2nd ed. Salisbury.: Quay Books 1999 Donnelly, J., 1998, Introduction, in Suicide:Right or Wrong?, J. Donnelly (ed.), Amherst, N.Y.: Prometheus. 1998 Gillon. R. 1997. Autonomy London: Blackwell 1997 Kupfer, Joseph, 1990, Suicide: Its Nature and Moral Evaluation, Journal of Value Inquiry, 24 : 67-81. McMillan J 2005 Doing whats best and best interests BMJ, May 2005 ; 330 : 1069 ; Mill JS 1982 On Liberty, 1982, Harmondsworth: Penguin, p 68. Minois, G., 1999, History of Suicide: Voluntary Death in Western Culture. Baltimore: Johns Hopkins University Press. 1999 Pabst Battin, M., 1996, The Death Debate. Ethical Issues in Suicide, Upper Saddle River, N.J.: Prentice-Hall 1996 Rich K Butts J (2004) Rational suicide: uncertain moral ground, Journal of Advanced nursing 46 (3) ; pp 270-283 Salvatore A 2000 Professional Ethics and Suicide: Toward an Ethical Typology Ethics, Law, and Ageing Review (6) pp. 257-269 WHO 1996 World Health Organisation. 1996 Ethics and health, and quality in health care–report by the director general. Geneva: WHO, 1996. (Document No. EB 97/16.) 25.4.06 PDG Word count 1,245

Discovery :: essays research papers

â€Å"If Christopher Columbus Returned to the ‘New World’ in the year 2000, what evidence of his discovery would he find?†   Ã‚  Ã‚  Ã‚  Ã‚  Christopher Columbus set sail August 3, 1492 in search for a new route to the West Indies. Sailing west from the Canaries, his ship was tossed around by trade winds, which ultimately guided his fleet off course. Due to his new route, Columbus came across land, which we know today as America. When Columbus arrived to the New World, he thought he had reached his required destination, the West Indies. Before setting sail to Spain, Columbus decided to leave 44 crewmembers in the new found land to start their own colony, which was successful.   Ã‚  Ã‚  Ã‚  Ã‚  If Columbus was to return to the â€Å"New World† in the year 2000, I think he would be very surprised with our success. There are many pieces of evidence that express our thankfulness for his discovery. The name Columbus lives on in rivers, nations, and cities. One large piece of evidence is Columbus Day. On this day, we show our appreciation to Columbus for all his discoveries, how thankful we are for his discovery of the ‘New World’. This day is considered a national holiday in the United States, many major companies, factories, and schools are closed.   Ã‚  Ã‚  Ã‚  Ã‚  Another major event that occurs in Columbus’ remembrance is the Columbus Day Parade. This is a parade that is held on Columbus Day in many different cities in honor of Christopher Columbus. Through this celebration we express how thankful we actually are. We show that he has a meaning in history, he is the explorer who was courageous, who was willing to risk his own life for his discovery, and when he could have turned back he didn’t, and it is his name we honor.   Ã‚  Ã‚  Ã‚  Ã‚  Besides holidays and parades, there are also landmarks that are named after Columbus. Like Columbus, Ohio, or Columbus, Georgia. These are just two of many landmarks named after him. Not only are there landmarks, there are also rivers named after him, such as the Columbus River, which people today know as the Scioto River. This river runs directly through the city of Columbus, and extends through Ohio into Kentucky and Indiana, then it eventually connects with the Ohio River. Many states have statues of Christopher Columbus centered within their cities. Americans look to Columbus as an explorer and a hero. He was the man who had enough courage to put his life, and the lives of others, in jeopardy.

God and the Sea of lust :: essays research papers

A man and a woman fall in love and make promises to love each other and uphold each other in times of need, to love and to protect each other during whatever storm may crash upon their beach of love and peace. This is what God intended for us. A good husband will give his wife a place to live in this world and a place in his heart; a place that she may call home. He will be held up with her in front of God and will never leave her side. A good husband must trust his wife when he is at work. He must also trust himself to let her be alone and to always trust her no matter what she does to him to make him think other wise, no matter if she kills her husband’s best friend and lies about it and hides the bloody knife under his own pillow. He must trust her in every way. A husband knows he must always protect his loved one and family. He must also show her that he cares by giving his time and love. He must be able to hold her when she cries and tell her that it will be o.k., even if they are both doomed. He must even give up his pride. Pride is a wolf in sheep’s clothing. You will not know it until you see it; If you do not spot the wolf in time and send him away, he will come between you and what you hold dear to your heart. If a man does not give all of his heart and soul to the woman he picks as his wife, then their relationship will have its problems, but what marriage does not have it little bumps from time to time?   Ã‚  Ã‚  Ã‚  Ã‚  The wife, nature’s Rubics cube, is the one thing that puzzles men to this day. Puzzle or not, all men hope to fall in love with that one. Man, all over the world, hope that she will fulfill his ever dream and fulfill his every need. A wife and her love mean a lot to a man. Men hope that she will share that love with him until she dies. Men hope that their wives will show love and compassion for them when a day has gone bad, and men hope that they can tell her about their bad day, and she will comfort him, no matter if the bad day was just a small thing.

Confucianism and Taoism :: Chinese China History

Confucianism and Taoism The Chinese people have three main traditions in their history- Confucianism, Taoism, and Buddhism. I am going to be talking about Confucianism and Taoism. Both of these date back to the Sixth Century B.C. The traditional founder of Taoism is Confucius and Laozi. On top of many other things Confucius was a very influential speaker. Throughout time, his teachings, and preaching developed into a religion. He spoke to a wide variety of people. Daoist tend to look back to Laozi as their founder. Over centuries, Taoism was transformed from a small religion, very conservative, into a loosely organized religion. During the Second Century B.C., a ruler named Han had the most part in it. A large number of religious groups rose from this because of the social and political disorder. One of these groups named the Yellow Turbans in eastern China., fought Han in 184 B.C. This led to a civil war. Han lost authority and power, and his generals became warlords. Then, in Western China, a group known as the Way of the Celestial Masters came into power. From the Second Century B.C., Taoists and others believed it was possible to find an elixir which would make them immortal. An elixir is a sweetened alcoholic medicinal preparation, but back in ancient philosophy it was thought to be for changing base metals into gold, or for prolonging life. Research flourished because of this belief. But the chief ingredient, cinnabar, was found to be poisonous. Many imperial deaths ensued from this. But this was not the only way to achieve immortality back in ancient times. Another belief said that a man would have to acquire 108 women to get granted 10,000 years of life. For more than 2,000 years ,Chinese, Japananese, and Korean people have lived in cultures that were greatly influenced by the thoughts of Confucius. Confucius saw himself as an ordinary man doing a good deed for a diverse group of cultures. He taught his fellow human beings moral behavior and good family relationships. He thought that they are the key to a well ordered society. People valued his opinions and teachings very much and followed them in every day life. Confucius himself avoided talking about religion, but at the same time recognized the importance of worshipping his ancestors. He believed that he was not guided by religion, but by a higher power called heaven. Confucius lived at a time when China was changing.

Sales Report Example

Table of Contents Executive Summary3 Part 1: GSM Personnel Specification4 1. Experience4 2. Qualifications4 3. Required skills5 Part 2: Key issues and Recommendations6 1. Introduction6 2. Key issues6 2. 1 Motivation and job satisfaction6 2. 2 Recruitment and selection7 2. 3 Training and development7 2. 4 Key account management8 2. 5 Sales team structure8 3. Conclusion9 4. Recommendations10 4. 1 Change the reward system10 4. 2 Set up the formal recruitment and selection process11 4. 3 Set up a standardized training11 4. 4 Restructure the sales team with the new role of KAM13 . 5 Action Plan15 4. 6 Expected Outcomes16 5. Limitations17 6. Bibliography18 7. Appendices19 7. 1 The recruitment process19 7. 2 Sales people calculation19 Executive Summary The report is divided in two parts. The first part ‘Personnel Specification’ is aimed to identify the required main skills areas of the new GSM. Those are: * Five to eight years sales experience and management; * University degre e of business or marketing management; * Excellent and proven communication skills and interpersonal skills; * Ability to reate a work environment and culture to stimulate individual’s development and motivation; * Ability to negotiate and high levels in numeracy and literacy skills; * Personal traits: high motivation, ambition in sales, enthusiasm, full commitment, and ability to work under high pressure. The second part, which is the most important part of this report, consists two main sections: key issues and recommendations. The key issues have been identified through analyzing our current company’s situations and related theories.Those key issues are: * Low motivation and decreasing job satisfaction; * The lack of formal recruitment and selection process; * The lack of quantity and quality in training and development; * The missing role of Key Account Management in the sales operation; * The inappropriate sales team structure. Based on the analysis of key issues, the fully detailed recommendations are provided in the end of this report, following with an Action Plan and expected outcomes. Part 1: GSM Personnel SpecificationAccuClean is in crucial need of a new General Sales Manager, who will be in charge of the sales team in all regions and report directly to the Managing Director, Peter Ward. Our company is facing several leadership problems and lack of focus in sales team. The new GSM is expected to bring the new fresh leadership style and able to manage the sales team in all regions to achieve the highest performance and long-term development. The personnel specification of GSM will be illustrated in details. Experience The new GSM is expected to have at least 7 to 8 years sales experience, preferably in B2B market (CPSA, 2012; Myjobs, 2012; Reed, 2012).The experience in B2B sales market is very important for our company since our customers are ranging from small to large sized companies, and many of them are with us more than ten years. He/she has a minimum of 5 years experience in business management, marketing and sales strategies and planning, and financial oversight (Inc, 2012; Myjobs, 2012). With these experiences, the new GSM is able to diagnose the management problems within our sales operation, and bring in his/ her new approach in leadership style, in order to improve sales team’s performance as well as increase the motivation and satisfaction of sales people.However, we should be very flexible in selecting candidates based on experience. If a candidate had excellent qualifications regarding his/ her education and 2-3 years experienced, we should not exclude him/ her from our shortlist. The requirement of sales experience is likely to cause a problem of excluding potential candidates (Jobber and Lancaster, 2006). Qualifications The candidate needs to have Bachelor degree of Business or Marketing Management (CPSA, 2012). The university degree is necessary since the good educational background will h elp the new GSM a lot in management.Besides, the combination of education and experience for the GSM position is ideal for long-term development of our sales force. Required skills The new GSM is required to have excellent and proven oral communication skills (Inc, 2012). In addition, the candidate needs to prove his/ her skills in exceptional customer facing and interpersonal skills to enable difficult situations to be overcome successfully (JCT600, 2012). Communication skills are the most crucial qualities of sales people, especially sales manager (Jobber and Lancaster, 2006).Furthermore, the new GSM should be able to create a workplace environment and culture that allows all the sales people in the team to develop and excel their jobs (JCT600, 2012). This requirement is essential since the current leadership style in our sales operation does not seem to work very well and need a crucial change and improvement. The potential candidate is able to negotiate effectively and at the hi ghest level together with excellent numeracy skills and literacy skills (JCT 600, 2012). For both short-term and long-term development of our sales force, these skills are necessary.Besides, the most two important basic qualities that a good sales person must have are empathy and ego drive (based on the study of Mayer and Greenberg, 1964, cited in Donaldson, 2007). Empathy is defined as â€Å"the important central ability to feel as the other fellow does in order to be able to sell a product or service† (Donaldson, 2007, p. 60). Ego drive is a desire to want and need to make a sale (Donaldson, 2007). Both of these basic qualities are a must for our potential GSM since in order to be a good sales manager, he/ she should be a good sales person.Last but not least, we are looking for a new GSM with high motivation, ambition in sales, enthusiasm, full commitment, and ability to work under high pressure (Mathews and Redman, 2001, cited in Jobber and Lancaster, 2006). Part 2: Key is sues and Recommendations 1. Introduction Part 2 is aimed to illustrate the key issues regarding our sales operation in AccuClean. The analysis based on our current situation and theory is presented for every issue. Recommendations are coming in the end of this report, followed by the Action Plan and expected outcomes.All the key issues and recommendations are ordered according to its priority of taking urgent actions. Key issues 1. 1 2. 1 Motivation and job satisfaction Motivation is â€Å"the amount of effort that a salesperson expends on each activity or task associated with the job† (Donaldson, 2007, p. 230). Many factors are believed to cause positive motivation, such as monetary reward, workload, promotion, degree of recognition, supervisory behaviour, targets, and tasks (based on Adams’s inequity theory, Jobber and Lancaster, 2006).In AccuClean, the first factor that causes the low motivation in the sales team is bonus system, which is perceived by many staffs as unfair. The bonus system in AccuClean is set based on achieving a sales figure above the individual sales target, starting from 5% above target sales with a bonus of 5% basic salary. Last year, only nine sales people out of 71 have been able to achieve the bonus, which gives the evidence about the inappropriate bonus system. In addition, the salary is based on individual negotiations when they joined the company, which might lead to unfairness between individual sales people in the team.According to Vroom’s expectancy theory, it is assumed that â€Å"people’s motivation to exert effort is dependent upon their expectations for success† (Jobber and Lancaster, 2006). It means to what extent AccuClean sales people believe by working harder (increase effort), they will achieve 5% above target sales (high expectancy), and that higher sales will lead to higher salary – bonus of 5% of basic salary (high instrumentality), and higher salary is very important for t hem (high valence).Moreover, during the merger, there were several sales staffs left to join competitors, which may result from the lack of motivations. According to Herzberg’s motivation- hygiene theory, working conditions and company policies are two of the hygiene factors, which cause dissatisfaction, thus, lead to low motivation (Donaldson, 2007). Bonus as money is the only type of rewards that is used in AccuClean, nevertheless, there are many more types of rewards that could also be applied, in order to motivate various types of sales people.The suggested bonus system will be illustrated in the recommendation part in the end of this report. 2. 2 Recruitment and selection Bob Carter is in charge of the selection process for new sales people. However, he has no formal system for recruitment and selection as well as no job description. Formal selection process is crucially important to ensure the quality of sales persons, which can have a substantial effect on sales turnov er (Jobber and Lancaster, 2006). Furthermore, hiring a sales person is very costly, much more than the basic salary.Therefore, selecting the right person for the right position is essential, and can be achieved through setting up a formal selection procedure. Another problem is Carter’s way of selection – ‘he knows a good sales person as soon as he sees one’. This bias can harm the screening process, which is part of the recruitment process (see Appendix 5. 1). Either selecting the wrong person or dropping good persons is costly (Donaldson, 2007). Donaldson defines job description as the roles and duties attached to a specific position in the organization (2007).It is necessary for AccuClean to prepare job descriptions for any new positions in the sales team, to ensure the responsibility of each team members, thus, no role ambiguity can occur. 2. 3 Training and development Training is one way for sales managers to improve the performance of the sales peopl e under their controls, broadly to meet the company objectives (Donaldson, 2007). Training and development for sales people in AccuClean are lacked due to several reasons. Any trainings or development relies on the management style and differs in every ASM.There is no formal training process since Carter believes that sales people learn best ‘on the job’. Indeed, there are many kinds of training, which includes individual on-the-job training as Carter’s opinion (Donaldson, 2007). However, good trainings can also be achieved through company-specific programs that are organized in a standardized and professional manner. The irregular and occasional training sessions, usually occur when introducing new products (currently in AccuClean), might lead to the lack of knowledge about products and new skill practices.As the merger of one cleaning chemicals and the other in cleaning machinery, training should have been taken at the early stage of the merger, in order to sup port sales people in both companies about the company objectives and targets, the knowledge of different and new products, competitors and their products, selling procedure and techniques (Jobber and Lancaster, 2006). 2. 4 Key account management Area sales teams are responsible for all accounts regardless their size and importance.The treatment for key accounts, medium-size accounts or small accounts is much dependent on each ASM’s view, its current mix of accounts in the area and experience. There are in fact 21 customers; each has accounts worth over ? 4 million. Those customers are important to our business and need to be prioritized as key accounts since the loss of even one of them would significantly cause a radical drop in sales and profits (Jobber and Lancaster, 2006). Key account management seems currently necessary, in order to serve our key customers with special treatment in all areas of marketing, administration, and service (Jobber and Lancaster, 2006).In additi on, key account management will help to develop a close relationship between our company as supplier and our customers, in order to enhance the communication and co-ordination between us, thus, create more in-depth penetration of DMU, which includes push and pull opportunities for buying decisions (Jobber and Lancaster, 2006). 2. 5 Sales team structure The sales territories of AccuClean, which are merely geographic based, have not been changed since the merger. Geographic structure is traditional and the most widely used type of sales organization in the UK.It has several advantages such as simplicity, shorter journey times, low travel costs, and less potential for conflicts over responsibility (Donaldson, 2007). However, geographic structure has some drawbacks, which might influence to the effectiveness of the sales team and its management. Examples of disadvantages are the need to sell full range, broad expertise needed, and overhead costs for more layers of management evolved (Do naldson, 2007). In order for the sales team to work more productively and better management, it is necessary to make some changes concerning our sales team structure (see Recommendations, section 4).The number of sales people in AccuClean is currently more than necessary, compared to the number of customers. Figure 1 illustrates the current sales people in each ASM as well as the actual needed sales people based on the number of customers in each area. Territory| Number of customers| Current number of sales people| Actual number of sales people| Spare sales people| Midlands| 1973| 26| 18| 8| South| 1545| 22| 14| 8| North| 1196| 16| 11| 5| Scotland/ North Ireland| 499| 7| 5| 2| UK total| 5264| 71| 47*| 24*|Figure 1: Number of Sales people (* approximate number) 1 2 Conclusion Five key issues that have been listed and analyzed above are low motivation and decreasing job satisfaction, informal recruitment and selection process, unstandardized and the lack of regular training, the lack of key account management, and the ineffective sales team structure. Those issues are the most urgent in AccuClean that need to be solved as soon as possible, in order to improve the sales team to work more effectively. Recommendations 4. 1 Change the reward systemBonus (monetary reward), which is the only form of reward using in AccuClean, shows its limitation, therefore, improving the bonus system is crucial. The starting point of 5% should be set lower and dependent on different products and accounts. There should also be other chances to get commission, which can be based on the annual sales revenue and profits. In addition to the monetary reward, AccuClean can apply many other types of rewards such as promotion or workload (based on Adam’s inequity theory, Jobber and Lancaster, 2006).Not all sales people highly value money; some of them might place higher value on promotion, responsibility or recognition. Thus, the variable of rewards will motivate different type of sale s people, in order to maximize the expectancy and value of reward (Vroom’s expectancy theory, Jobber and Lancaster, 2006). A study of sales force practices by Chartered Institute of Marketing showed that sales people are mostly motivated by individual meetings with supervisor to discuss career, job problems, etc. The second ranked motivating factors is ‘regular accompaniment in the field by the sales manager’ (Jobber and Lancaster, 2006).These methods of improving leadership style should be aware by ASMs and higher management. 4. 2 Set up the formal recruitment and selection process The formal recruitment process is proposed as below (according to Jobber and Lancaster, 2006, p. 384). Bias in selecting applicants should be minimized by carefully preparing job description and personal specification. Of course, the experience of employer should be used during the selection process. However, those five steps above should be strictly followed to avoid any mistakes dur ing recruitment. 4. Set up a standardized training Good training programs will help to equip our sales people with sufficient knowledge and skills. Besides, it plays as a motivation factor for sales people and positively influences the job satisfaction. 4. 3. 1 When should our company train our sales employees? According to Donaldson (2007, p. 208), the training should be held properly when: * New sales person is recruited * A sales person takes on a new territory * New products * New business, new market segments * Company new policies or procedure * Selling habits are poor or inappropriate An individual is being considered for promotion The sales techniques are very important to train all sales people in the organization (69% of North European firms providing sales techniques training). The market and customer knowledge is also essential in training (42% of firms providing this, based on Roman and Ruiz, 2003, cited in Donaldson, 2007). 4. 3. 2 Who should do the training? Sales tra iner can be senior managers (i. e. ASMs, GSM), technical specialists (from Production department), external specialists, or inside experienced sales people (i. e. from other ASMs).In many cases, training is more likely to be provided by inside company specialists, who not only have the best understanding about the organization and individual needs, but also can tailor training programs to suit both internal and on-the-job requirements (Donaldson, 2007). 4. 3. 3 Where should training be done? The training can be organized in internal single location (different ASMs), a centralized external location or a decentralized location (on the job). It depends on the purpose of training and variable factors to decide where to hold the training.Below is the nine possible options that are proposed by Donaldson (2007, p. 210). 4. 3. 4 What methods of training should be used? Lectures, films, role playing, case studies, or in-the-field training are options of training methods (Jobber and Lancaster , 2006). Each has its advantages and limitations. The point is how to use them properly for different training purposes, in order to achieve the best results and highest satisfaction of participants. 4. 4 Restructure the sales team with the new role of KAM New proposed sales team structure is presented in Figure 2 with two radical changes. ASM North and ASM Scotland will be combined into Regional Sales Manager of North and Scotland * Key Account Manager is added to our sales team structure as one independent function Figure 2: Sales Team Structure (proposed) The Regional Sales Managers are formed to ensure the number of sales people is interrelated to the number of customers in each region. The number of customers in the North and Scotland, which is 1196 and 499 respectively, is much fewer than the number of customers in Midlands and South (1973 and 1545 respectively).Therefore, it is appropriate to merge two ASMs North and Scotland together, in order to enhance the performance in t he broader area, and increase the influence on organization’s decision-making of sales people in the North and Scotland area. The Key Account Manager is added to be in charge of all key accounts in the whole UK. KAM’s responsibility is to manage all sales people, who are managing those key accounts in different regions. Moreover, KAM is also responsible for potential key accounts and complex DMUs. The communication and leadership style are crucially important to be successful in managing sales people in different areas.Monthly meeting can be organized and the advanced record system (computer based) should be built up to develop the whole sales team’s communication flows in long-term. This proposed sales team structure is based on all forms of selling simultaneously: KAM for very big accounts, general territory representatives (Regional Sales Managers) for the medium and small- sized accounts (Jobber and Lancaster, 2006). The number of sales people in AccuClean i s currently more than necessary, as calculation based on the current number of customers. In fact, it is difficult to get rid of 24 sales people at once, and should not be done in that way.AccuClean can evaluate sales people in the whole company by their performance, motivation and achievement in past years. In a period of 12 months, it is expected to dismiss six sales people. After two years, 12 sales people in total will be fired. AccuClean may attract more customers in the future and need more sales people; therefore, it is dependent on the situation at the time to decide how many more sales people have to leave. 4. 5 Action Plan 4. 6 Expected Outcomes Limitations The merger of two ASMs North and Scotland into one Regional Sales might cause problem in the span of control.The new RSM will manage 20-23 sales people, which might lead to the role ambiguity and lack of coaching and supervision. The Action Plan illustrates many tasks that need to complete in the first year, thus, it mi ght be very challenging in the first year for the new GSM. It is a tough decision to fire some sales people in the next two years. It might cause several problems within the sales team concerning rumours or miscommunication. Therefore, it is necessary to have a serious evaluation based on a formal checklist and consultancy from different people in the team.Furthermore, the training needs to be held at the beginning of the year, to inform the sales team about new changes, thus, reduce miscommunication. Bibliography CPSA (2012) Sales Manager Job description [Online]. Available from :< http://www. cpsa. com/pdf/src/tools/Sample%20Sales%20Manager%20Job%20Description. pdf> [Assessed 16 December 2012]. Donaldson, B. (2007) Sales Management. 3rd ed. NewYork: Palgrave MacMillan. Inc (2012) General Manager Job description [Online]. Available from :< http://www. inc. com/tools/general-manager-job-description. html> [Assessed 16 December 2012].JCT 600 (2012) General Sales Manager Job descripti on [Online]. Available from :< http://www. jct600. co. uk/data/cm/careers/1028. pdf> [Assessed 16 December 2012]. Jobber, D. And Lancaster, G. (2006) Selling and Sales Management. 7th ed. England: Pearson Education Limited. Myjobs (2012) Senior Sales Manager (Oil Machinery) [Online]. Available from :< http://myjobs. classifiedpost. com/index. php/Job-Search/ENGINEERING-GENERAL-BUSINESS-DEVELOPMENT-ACCOUNT-MANAGEMENT-Job-Description/SENIOR-SALES-MANAGER-OIL-MACHINERY/597925> [Assessed 16 December 2012]. Reed (2012) General Manager – Milton Keynes [Online].Available from :< http://www. reed. co. uk/jobs/general-manager-milton-keynes/22306659#/jobs/general-sales-manager-in-milton-keynes> [Assessed 16 December 2012]. Appendices 3 4 7. 1 The recruitment process 7. 2 Sales people calculation The Figure 1 calculation will be illustrated in details as below. Based on: Number of sales people = (Number of customers x Number of call pa) / (number of calls per day x Number of working day s per year) Suppose there are 225 work days per year, 12 times calling per customer per year (once a month) Each sales person supposes to make 40 calls per week, 10 of those are to be made to prospects.Therefore, each sales person has to make: (40-10)/5 = 6 calls per day. * Number of sales people in Midlands = (1973 x 12) / (6 x 225) = 18 * Number of sales people in South = (1545 x 12) / (6 x 225) = 14 * Number of sales people in North = (1196 x 12) / (6 x 225) = 11 * Number of sales people in Scotland/ North Ireland = (499 x 12) / (6 x 225) = 5

Designing and Managing the Supply Chain, Chapter 1 Questions

PROC 5850 Week 1 Homework: Ch1 Question 1,2,6 1. Consider the supply chain for a domestic automobile. a. What are the components of the supply chain for an automobile? The components of the supply chain for an automobile are as follows: First you have the supplying industries. These include components such as steel and other metals, rubber, electronics, plastic, glass, and textiles. These raw components are fabricated into car bodies, mechanical and electrical subcomponents as well as engines and transmissions.These subassemblies are assembled during final assembly and then distributed to dealership for the consumer market. b. What are the different firms involved in the supply chain? The following are a selection of firms involved in the supply chain: Suppliers, Manufactures, Transportation companies, Warehouses and distributions centers, sub-contractors, dealerships, and customers. c. What are the objectives of these firms? The simple objective of these firms is to maximize market share and make a profit. Socratic Seminar QuestionsEvery challenge to operate the supply chain supports these two primary goals. d. Provide examples of conflicting objectives in this supply chain? The supplying industries would like the automobile manufacture to commit themselves to purchasing large quantities with stable volumes with flexible (long-lead) dates. On the manufacture’s side, they need to be flexible to their customers’ need and the change in demands. So what we have is a direct conflict of interest between the suppliers’ and manufactures’ desire for flexibility.The ability to optimally match supply and demand is just as much an art and it is a science. Other conflicts arise with transportation of smaller batches versus larger batches of supplies. Usually the smaller and faster a batch of supply is required, the cost of transportation increase; another conflicting objective. e. What are the risks that rare or unexpected events pose to this supply chain? An unexpected risk such as a natural disaster can bring the supply chain to a stand still. However, such events can almost never be managed.There are some challenges such as matching supply and demand risks, lead times, forecasts, transportation times and costs, which can be â€Å"managed† or operational risk management used to minimize risks. 2. Consider a consumer mortgage offered by a bank. f. What are the components of the supply chain for a mortgage? There are several components of the supply chain for a consumer mortgage offered by a bank. First, there are marketing companies that solicit to prospective customers. Secondly, the bank needs to be able to evaluate potential customers by using credit-reporting companies.Thirdly, usually a third party bank that extends the mortgage loans. Lastly, the bank requires mortgage brokers that distribute the loans. g. Is there more than one firm involved in the supply chain? What are the objectives of the firm or firms? Marketing companies try to increase the responses from prospective homebuyers to maximize their returns. The banks try to find customers that are a relatively low risk, on-time payments, and low average maturity date; i. e. , maximize profits. The mortgage broker is all about maximizing his commission of the sell of the property. . What are the similarities between product and service supply chains, what are the differences? Both product and service supply chains provide a need. The difference is the type of service, instead of the physical product†¦ faster, better, cheaper all apply. Some of the differences between the two types of supply chains are as follows: * With the product supply chain there is both the flow of physical and informational products. However, in the service supply chain, the product is mostly information. Unlike the service supply chain, inventory and transportation of goods are a major costs of product supply chains. * Since service supply chains usually don’t carry invento ry, coordinating capacity with demand is usually more important. * The cost of information is more often higher than in a product supply chain. Consider the cost of a credit report or hiring a consultant. 6. Consider the supply chain for canned peaches sold by a major food-processing company. What are the sources of uncertainty in this supply chain? Some of the sources of uncertainty are as follows: The first factor to consider is the peach crop and the factors that effect it†¦ weather, disease, and disasters. * Number if migrant workers available to harvest the crop†¦ spoilage. * Lead times from field to processing plant†¦ spoilage. * Processing time, storage, and transportation times and costs. * Demand is not know beforehand. CASE: Meditech Surgical 1. What are Meditech’s problems in introducing new products? In manufacturing ALL products? Meditech has two major issues with introducing new products. * It has poor service levels for new products The inventory levels are higher than necessary for all of its products 2. What is diving these problems, both systematically and organizationally? There are seven major areas in which Meditech is driving these problems: * In the planning system, there are too many built-in delays and monthly buckets. This leads to inefficacies, unneeded delays, and high inventory levels. * There is no tracking of forecasting errors. * Product demand is poorly studied. * The Info Systems used to record and monitor & inventory are not integrated and inadequately designed. Because Meditech does not normally see the end-customer, it has to overcome failures of communications with them†¦ hording/panic orders is one example of this failure to communicate with end-customers. * The poor planning system is use magnifies variations in demand. * Panic ordering. 3. Why is the customer service manager the first person to recognize the major issues? He was the person who directly received customer complaints. In his posi tion he was able to determine the scope of the problems. Other managers were not in positions to be aware of customer satisfaction. 4. How would you fix these problems?There are several ways to fix the problems Meditech is facing. The first and most important is improving communications with customers†¦ Five â€Å"Y†Ã¢â‚¬â„¢s. Another way to improve their SCM is to develop better demand forecasting systems and accountability for their forecasts. Furthermore, Meditech needs to integrate, implement, and improve their information systems. They could easily eliminate bulk inventory by putting assembly within the pull system; i. e. , get rid of the â€Å"push-pull† system. Lastly, they could implement a planning system to decrease planning delays (or just use M. S. Project) and reduce system time buckets.