Diversity and Behavior Essay - 1320 Words

This paper is going to look at four types of diversity and demographic characteristics that impact individual behavior in the work place and in everyday life settings. The four groups to be examined are Gender, Age, Geographical Differences, and Personality Traits. Gender When examining the differences between men and women in the work place women have made great strides in contributing their efforts in a positive manner when given the opportunity. In the past it has always been the men that controlled the working environment but as times change and more households started depending on dual incomes the need for women to participate in the work force has increased. Also with the†¦show more content†¦Some companies decide that they are only going to hire younger employees so that they get the benefit of having them around longer and younger could mean that they are more motivated and hungrier than a seasoned employee is. A down fall of hiring a younger employee, especially in a management position, is that if they are to supervise an individual that is older than they are that could cause differences between the two. Transversely an older employee that is seeking to make a career change later in their lives may experience the same discrimination as a younger employee in that a company may not want to give them the opportunity because of their age. Potentially the advantage the older employee may have is that they have the experience in a particular field that is inviting to the company that is doing the hiring. Organizations face some challenging decisions when it comes to the hiring of employees, young and old. One would hope that they would be inclined to hire the best man or women, young or old for the job. Geographical Differences According to the text, the key for optimum workplace success is to achieve increased performance from workers that really want to do better. (Schermerhorn, Hunt, Osborn, 2005). This statement could possibly be directed at any employee whether they are from a rural, urban, inner city, orShow MoreRelatedDiversity in Organizational Behavior Essay952 Words   |  4 PagesDiversity Organizational Behavior Norbert Karczewski February 14, 2009 Introduction In this world, there are no two people who are alike. The one similarity is that the world is compiled as one big human race. Differences play a vital role in all people lives. Whether it is at home or in the workplace, one will encounter many diverse situations during the course of their lifetime. Within this word, diversity has many facets. Like people, each is unique;Read MoreDiversity Impact on Individual Behavior876 Words   |  4 PagesDiversity Impact on Individual Behavior Behavior refers to the actions or reactions of an object or organism, usually in relation to the environment. Behavior can be conscious or unconscious, overt or covert, and voluntary or involuntary. Behavior is controlled by the nervous system; the complexity of the behavior is related to the complexity of the nervous system. Generally, organisms with complex nervous systems have a greater capacity to learn new responses and thus adjust their behavior. Read MoreThe Impact of Diversity on Individual Behavior1275 Words   |  6 PagesThe Impact of Diversity on Individual Behavior The concept of diversity has broadened in scope in the recent past, evolving from the concept of mandated quotas and affirmative action, to the reality of a diverse workforce being capable of providing quantifiable business value. A variety of external factors have influenced the conceptual evolution of diversity within the workplace. 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Diversity in the workplace emphasizes the appreciation of differences and creates an environment in which everyone feels valued and accepted, however it is individual behavior that determines the workplace environment. There are numerous types of diversity and demographic characteristics that impact on individual behavior. Values and attitude differencesRead MoreTeam Concept, Human Behavior, Persuasion Diversity1364 Words   |  6 Pagessystemized and resources accessed. 5. Partnering: how people interact and work together to achieve success on the team and across organizational units (Manning Curtis, 2009). 2. Physical and emotional needs are important determinants of human behavior, helping to explain why people work, why they have certain personal goals, and what they want in their relationships with others. Psychologist Abraham Maslow divides human needs into five categories, progressing from basic needs to complex needsRead MoreHigh-Performance Teams1225 Words   |  5 PagesAbstract The purpose of this paper is to explain how a group can become a high-performance team. The purpose is also to examine the impact of demographic characteristics and cultural diversity on group behavior. This paper will illustrate how demographic characteristics and cultural diversity contribute to or detract from high-performance teams. High-Performance Teams A high-level of performance makes up the basis for groups and teams today. High-performance is a major focus for many organizationsRead More Examining Four Types of Diversity Essay examples1024 Words   |  5 Pages While diversity is often a term used to refer specifically to cultural differences, diversity applies to all the qualities that make people different. From a management perspective, the key to diversity is to understand how different types of diversity and different demographic characteristics can impact human behavior. The four types of diversity that will be examined are: occupation, differences in skills and abilities, personality traits, and value and attitudesRead MoreHigh Performance Team Essay1157 Words   |  5 PagesIn this paper I will discuss how a team/group can become a high-performance team/group, examine the demographic characteristics and culture diversity and the impact on the team/group behavior. I will also describe how demographic characteristics and cultural diversity contribute to or detract from high-performance groups or teams. What is a team/group? A team/group is a group of people who form together to complete a mutual goal such as a presentation, paper, discussing a topic or creating a

How Does Landscape Affect The Environment - 1533 Words

Today s date September 20, 2016, currently I note 1800 hours on the dot during a Tuesday evening. So far the nights weather seems warm, with a high of eighty, slightly overcast with a slight breeze. The weatherman is calling for some rain and thunderstorms for the surrounding areas. Hopefully, it doesn t rain while we excavate this site, making it nearly impossible to accomplish what we came here for. Now to describe the site; landscape has a mixture of big boulders with smaller rocks throughout the site. There are two big trees, one on the north side of the property and the other one located on the south side of the property. The site has a six-foot high brick and mason fence surrounding the property. Possibly using the fence line to keep it privatize, or to keep wild animals from entering the property. The fence has collapsed and deteriorated in some areas surrounding the property. A variety of plants and shrubs have also caught my eye as another observation. At one point plants w ere planted along the fence, possibly to help with shade or privacy. The type of plants that I observe are possibly the kinds that creep along fences with bushes strategically placed along the property. What I gather is a sitting area with a small fire pit in the center. There s a good chance it was used for cooking and or possibly to maintain warm at night. To the right of the fire pit, it appears to have been some sort of covering that existed. The Covering was possibly used to block theShow MoreRelatedHow Land Cover Has Changed During The D Parsley Creek Watershed1380 Words   |  6 PagesIntroduction We live in an age where most environments on earth have been impacted by anthropogenic activities. Chapin III et al (2001) contend that, â€Å"humans have been a natural component of most ecosystems for thousands of years† (p. 14). Humans interact with the environment in many ways: landscape modification, agricultural activities, urbanization, urban sprawl, carbon dioxide (CO2) emissions, stormwater runoff, and so forth; these anthropogenic activities can have detrimental environmental resultsRead MoreMy Proposal For Remote Sensing And Was Wondering If You Could Take A Look At It Essay1447 Words   |  6 Pagesappreciate any direction you can give me. Hope your weekend went well! Best, Mike Introduction We live in an age where most environments on earth have been impacted by anthropogenic activities. Chapin III et al (2001) contend that, â€Å"humans have been a natural component of most ecosystems for thousands of years† (p. 14). Humans interact with the environment in many ways: landscape modification, agricultural activities, urbanization, urban sprawl, carbon dioxide (CO2) emissions, stormwater runoff, andRead MoreArt History 211750 Words   |  7 Pages1. 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Starbucks Human Resource Management

Question: Discuss about the Starbucks Human Resource Management. Answer: Introduction In present scenario, organizations are taking use of effective recognition programs and employee welfare policies increasing the retention rate of the employees. The effective human resource management is the key to organizational success (Atambo, et al., 2012). The essay will emphasize over one of the globally recognized organization, McDonalds and its recognition scheme and programs. The employees always want to work at such an organization where they can achieve their individual goals too (Choudhary, 2011). The employee development trainings help the employees in developing their skills and competencies. The rewards are the motivators which make the employees work harder and with increased effectiveness as well as efficiency (Njanja, et al., 2013). McDonalds Recognition Scheme Salary packaging is one the recognized aspect of rewards and recognitions. McDonalds is recognized as one of the best place to work at for the individuals as the organization offer extensive opportunities to its employees. One of the opportunities is the high salary package; this monetary incentive helps the organization to retain its employees for a longer time period. In comparison with other hotel industries or fast food chains McDonalds provide much high employee compensations (Brun and Dugas, 2008). McDonalds is one of the world recognized organization for incorporating and implementing the best recognition and benefit scheme for its employees. McDonalds have several elements in its recognition scheme which acts as the motivator for all the employees. It has been highly ensured by the company that all its business strategies completely aligned with its reward and recognition programs. In the year 2012, McDonalds received an Employee Benefits Award for its continuous and highly p otential employee benefit programs and schemes. The rewards and pay program of McDonalds works over a philosophy known as pay for performance. In this approach the employees are getting increasing high pay opportunities with their continuous better results (Crawford, 2015). All the employees get a base pay which is the fixed pay amount which the workers get against their daily work at McDonalds. This base pay is comparatively high then the pay the workers receive at other various restaurant chains of several other brands. Other than the base pay, the next benefit in the remuneration scheme is the short-term benefits. These are the benefits which the organization pays to its employees on an annual basis as per the employees performance. The next benefit is the long term incentives, these benefits include various benefits such as LTI stock (McDonald's, 2017). These benefits are provided to the eligible employees who are beneficial for the organization in a longer time frame. These emp loyees have a sustainable employment with McDonalds. There are McDonalds recognition programs which are majorly designed in such a way that they recognize and reward the vibrant performers. There are two major awards given by the company. The first is the Circle of Excellence Award, in this the top teams of the organizations are recognize for their potential contributions in the vision advancement of McDonalds. The second is the Presidents Award; in this the top one percent of the overall performers across the world is recognized for their efficient performance. There is one specific program of the company named the company car program, in this program the eligible employees are offered with a car from organizations side which can be used by the employees for both personal as well as business use. The cost of repair, maintenance and insurance are covered under the program only (Shahid and Azhar, 2013). The culture of McDonalds has its focus upon the development of the human resource and its efficiency. The organizational culture of McDonalds is highly people-centric, laid emphasis upon inclusion, diversity, organizational learning and individual learning. It is the culture which promotes the development of the employees of McDonalds. The recognition scheme extremely supports the culture of McDonalds as the scheme is framed and developed in such a manner that the primary emphasis in the recognition scheme is laid over the growth of the workers in the utmost possible way (SAMPLE, n.d.). The incentives provided in the recognition have a direct connection with the cultural aspects of the company. There are several initiatives taken by the company to promote business effectiveness, quality and productivity. These initiatives are in the form of rewards and recognitions offered to the employees (Kwenin, Muathe and Nzulwa, 2013). The greater the employment welfare takes place the higher is the organizational learning which is one of the elements of McDonalds culture. Thus it can be clearly analyzed that the recognition scheme supports the culture of the company (Billett, 2005). McDonalds provide extensive opportunities to the employees to become future leaders and attain high growth and development. The various benefits and employee welfare programs attract the individuals to be a part of the organization as well as help them to be a part of the organization for a longer time frame (Selden, n.d.). The greater benefits increase the engagement of the employees with the organization and its functions (Saks, 2006). The potential and effective recognition scheme attracts the employees as they find several opportunities in the company which can help them in becoming future leaders (Mone, et al., 2011). McDonalds have various programs in which it give a chance to its existing employees to become mangers and promote on several other higher authoritative positions. Thus the future leaders are fascinated by the incentive programs and recognition scheme of McDonalds (Werhane and Mead, n.d.). The social as well as organizational recognition is use by the higher authorities as the rewards. The employee recognition helps in achieving higher employee involvement and engagement with the organizational (Danish and Usman, 2010). There are several theories which laid emphasis over the significance of employee recognition; employee motivation and employee benefit programs. The theories explain the linkage between the employee recognition and the organizational success (Manzoor, 2012). There is one theory which supports the recognition program of McDonalds is the reinforcement theory. This theory of reinforcement explains that a response of a recognition program or reward is very much likely to persist in future (Uzonna, 2013). The effects of the compensation management is that whenever the employees performance is the result of the monetary rewards then in the upcoming future it will remain continue. As well as the less recognition or the less reward will result into decreased pe rformance in the coming time frame (Renwick, 2003). The theory of reinforcement focuses upon the vitality of an individual experiencing the recognition. Another theory which relates to and supports the recognition program of McDonalds is the expectancy theory. This theory emphasize upon the connectivity between the behaviors and the rewards (Skinner, 2014). While the main focus is upon the expected rewards and recognitions rather than the experience a reward. The expectancy theory and the reinforcement theory both have a common factor in between i.e. motivation (Shields, et al., 2015). The employees get motivated when they expect rewards against their work and they successfully achieve these rewards and recognitions. But the expected theory is more related with the trainings and the job design rather than the pays and monetary benefits. The employees of McDonald have also provided higher recognition in terms of authorities. Thus the expectancy theory supports the McDonalds recogniti on programs (Armstrong and Taylor, 2014). The next theory is the equity theory. This theory explains that the employees always develop perceptions regarding what all they have achieved from the organization in terms of rewards and recognitions in comparison with what all contributions they have made in the success of the organization (Breevaart, et al., 2014). These ratios of contribution-return are compared with other employees both externally and internally (King and Grace, 2010). The results of comparison helps the employees in determining that whether they are getting adequate rewards as well as they try to analyze their employment association. The perceptions of the employees are extremely vital as if they found equity in their rewards and employment relationship then there are in increased chances of higher employee engagement and greater productivity (Kim, 2006). On the other hand, if the employees found inequity then they get detached from the organization which results into employee turnover and lack of employee eng agement. Agency theory is another theory which supports the recognition program of McDonalds. This theory mainly focuses upon the different goals and interest of the organizations and its stakeholders as well as the manner in which the employee compensation and recognition is used to support these goals and interests (Nyberg, et al., 2010). There are diverse goals for the employee, the manager and the organization. Thus it is necessary to align these interests of all these groups (Samuel and Chipunza, 009). The employee compensation helps in forming this alignment. The more aligned the interest and goals are the higher are the chances of organizational and employee development (Presslee, Vance and Webb, 2013). Thus it is analyzed that the organization must develop such strategies which can help in attainment of the individual and organizational goals together. All these theories are linked with a common factor that is motivation. If the organizations have effective employment benefi t programs and potential recognition scheme then there is increased motivation of the employees. They tend to deliver their best and strive hard to achieve the organizational objectives (Islam and Zaki Hj. Ismail, 2008). McDonalds provide most beneficial recognition plans and programs to its employees which regard the organization as one of the best place to work at (Herzberg, Mausner and Snyderman, 2011). Spastic Centre is a world recognized not-for profit organization which works with a primary aim of supporting adults as well as children with cerebral palsy. In the year 1945, this organization was established with the efforts of a group of parents run by Audrie McLeod and Neil. The reason of establishment of this organization was that their daughter was also one of the individual experiencing cerebral palsy. Earlier the organization was recognized by the name Spastic Centre but later on because of extensive negative connotations they changes the name of the organizations and it was then recognized as Cerebral Palsy Alliance (GLENDiNNING, 1982). The organization offers several services such as support, equipment, programs for life skills and therapies to the people suffering from cerebral palsy and their associated families. The objective of the organization is to enhance the community participation of the people with cerebral palsy. The employees of the organization working within t he disability department are provided with several trainings of professional development. The employees working at CPA have their high involvement in the uplifting the status and social engagement of the people with cerebral palsy. There is a recognition scheme initiated by the organization named, make a difference peer awards. In this scheme, the employees of CPA are provided with an opportunity to reward, recognize and acknowledge the individual contributions of the peer and colleagues in areas such as innovations and service excellence (Bond, 2014). The achievements and acknowledgements of the employees are celebrated and recognized by several means of appreciation. The organization not only helps the people suffering from disability but also provide several career opportunities to the employees. These opportunities help them to attain growth and success in their individual careers. The various trainings provided to the employees related to personal development of the employees help them in developing their individual confidence, competence and skills. The registered t raining organizations provide trainings to the employees which ultimately helps in achieving success in their work and career. There are also scholarships programs offered to the employees such as an award prize of $1,500 is provided to all the students of CPA who successfully complete the final clinical placement (Herbert, et al., 2016). It has been analyzed that the McDonald's approach to managing human resources is directly applicable in CPA as in McDonalds the employees get the best employment benefit programs and recognition being a private and business organization. The way by which McDonalds mange its human resource is highly efficient which encourages employees to work hard and give their best in attainment of the organizational objectives. Thus it is moreover necessary that the not-for profit organizations must change their employee benefit programs and the recognition schemes (Grawitch, et al., 2009). If the employee will get the adequate benefits and incentives then it will encourage the workers to work harder and achieve the organizational aims (Evans and Kersh, 2004). Employees working in voluntary organizations or the not-for profit organizations usually switch to other companies because of the reason that they do not get much benefits and recognitions which they can get in other organizations (Van Puyve lde, et al., 2012). The work performed by the employees in the not-for profit organizations are of much higher responsibility and effectiveness (Hansen, Smith and Hansen, 2002). Hence it is essential that to retain them there must be initiatives taken up by the not-for profit organizations so that the employees can be retained. The organizations spend a lot of money as well as time in providing adequate trainings to the employees but due to less effective benefit and recognition programs the employee turnover is high and the cost of trainings also get waste (Galbreath, 2010). To achieve longer term sustainability as well as high retention rate of the employees it is vital that these organizations must follow the footstep of McDonalds as it provides the best employment benefit programs (Blesch, 2013). Conclusion From this essay it can be conclude that there is extreme importance of the effective recognition programs in the development of the organizations. The recognition programs help the organization in retaining the employees and avoid switching off the employees to other competitive organizations (Markos and Sridevi, 2010). It has been analyzed that McDonalds is one of the globally recognized organization for providing its employees with the best recognitions programs. The employees are highly satisfied with the work culture of the organization which leads to high employee engagement. It has been evaluated that there are several theories which supports the recognition scheme of McDonalds such as reinforcement theory, equity theory, agency theory etc. The approach of human resource management of McDonalds is directly linked with not-for profit organizations as in those organizations there is a must need of these recognitions and rewards so that the employees can deliver the best possible productivity. Thus from the overall report it can be conclude that the organizations must take use of the effective recognition programs for retaining their employees and maintaining a string brand image in the market. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Atambo, W., Kabare, K., Munene, C., Nyamwamu, W. (2012). Enhancing the role of Employee Recognition Towards Improving Performance: A Survey of Kenyatta National Hospital, Kenya.International Journal of Arts and Commerce,1(7), 95-109. Billett, S. (2005). Recognition of learning through work. InInternational handbook of educational policy(pp. 943-962). Springer Netherlands. Blesch, A. (2013). Runnning head: STARBUCKSHUMAN RESOURCE MANAGEMENT PRACTICES. Bond, J. J. (2014).Differentyet equal(Doctoral dissertation, Macquarie University). Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K., Espevik, R. (2014). Daily transactional and transformational leadership and daily employee engagement.Journal of occupational and organizational psychology,87(1), 138-157. Brun, J. P., Dugas, N. (2008). An analysis of employee recognition: Perspectives on human resources practices.The International Journal of Human Resource Management,19(4), 716-730. Choudhary, P. (2011). Evidence on differences between recognition and disclosure: A comparison of inputs to estimate fair values of employee stock options.Journal of Accounting and Economics,51(1), 77-94. Crawford, R., (2015). McDonalds Restaurants puts motivation and reward at heart of business strategy, Retrieved on: 29th January, 2017, Retrieved from: https://www.employeebenefits.co.uk/issues/june-2015/mcdonalds-restaurants-puts-motivation-and-reward-at-heart-of-business-strategy/ Danish, R. Q., Usman, A. (2010). Impact of reward and recognition on job satisfaction and motivation: An empirical study from Pakistan.International journal of business and management,5(2), 159. Evans, K., Kersh, N. (2004). Recognition of tacit skills and knowledge: Sustaining learning outcomes in workplace environments.Journal of Workplace Learning,16(1/2), 63-74. Galbreath, J. (2010). How does corporate social responsibility benefit firms? Evidence from Australia.European Business Review,22(4), 411-431. GLENDiNNING, M. A. R. Y. (1982). The pursuit of knowledge: continuing education under scrutiny.Australian Journal of Physiotherapy,28(5), 11-15. Grawitch, M. J., Ledford Jr, G. E., Ballard, D. W., Barber, L. K. (2009). Leading the healthy workforce: The integral role of employee involvement.Consulting Psychology Journal: Practice and Research,61(2), 122. Hansen, F., Smith, M., Hansen, R. B. (2002). Rewards and recognition in employee motivation.Compensation Benefits Review,34(5), 64-72. Herbert, D. L., Barnett, A. G., White, R., Novak, I., Badawi, N. (2016). Funding for cerebral palsy research in Australia, 20002015: an observational study.BMJ open,6(10), e012924. Herzberg, F., Mausner, B., Snyderman, B. B. (2011).The motivation to work(Vol. 1). Transaction publishers. Islam, R., Zaki Hj. Ismail, A. (2008). Employee motivation: a Malaysian perspective.International Journal of Commerce and Management,18(4), 344-362. Kim, D. (2006). Employee Motivation:" Just Ask Your Employees". King, C., Grace, D. (2010). Building and measuring employee-based brand equity.European Journal of Marketing,44(7/8), 938-971. Kwenin, D. O., Muathe, S., Nzulwa, R. (2013). The influence of employee rewards, human resource policies and job satisfaction on the retention of employees in Vodafone Ghana Limited.European Journal of Business and Management,5(12), 13-20. Manzoor, Q. A. (2012). Impact of employees motivation on organizational effectiveness.Business management and strategy,3(1), 1. Markos, S., Sridevi, M. S. (2010). Employee engagement: The key to improving performance.International Journal of Business and Management,5(12), 89-96. McDonald's, (2017). Pay Rewards, Retrieved on: 29th January, 2017, Retrieved from: https://corporate.mcdonalds.com/mcd/corporate_careers/benefits/highlights_of_what_we_offer/pay_and_rewards.html Mone, E., Eisinger, C., Guggenheim, K., Price, B., Stine, C. (2011). Performance management at the wheel: Driving employee engagement in organizations.Journal of Business and Psychology,26(2), 205-212. Njanja, W. L., Maina, R. N., Kibet, L. K., Njagi, K. (2013). Effect of reward on employee performance: A case of Kenya Power and Lighting Company Ltd., Nakuru, Kenya.International Journal of Business and Management,8(21), 41. Nyberg, A. J., Fulmer, I. S., Gerhart, B., Carpenter, M. A. (2010). Agency theory revisited: CEO return and shareholder interest alignment.Academy of Management Journal,53(5), 1029-1049. Presslee, A., Vance, T. W., Webb, R. A. (2013). The effects of reward type on employee goal setting, goal commitment, and performance.The Accounting Review,88(5), 1805-1831. Renwick, D. (2003). HR managers: guardians of employee wellbeing?.Personnel Review,32(3), 341-359. Saks, A. M. (2006). Antecedents and consequences of employee engagement.Journal of managerial psychology,21(7), 600-619. SAMPLE, G. Y. C. E. Business Strategic Management on McDonalds in India Essay. Samuel, M. O., Chipunza, C. (2009). Employee retention and turnover: Using motivational variables as a panacea.African journal of business management,3(9), 410. Selden, D. R. What we can learn from Starbucks and McDonald's. Shahid, A., Azhar, S. M. (2013). Power and culture of teamwork.Global Business and Economics Research Journal,2(3), 50-70. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015).Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Skinner, B. F. (2014).Contingencies of reinforcement: A theoretical analysis(Vol. 3). BF Skinner Foundation. Uzonna, U. R. (2013). Impact of motivation on employees' performance: A case study of CreditWest Bank Cyprus.Journal of Economics and International Finance,5(5), 199. Van Puyvelde, S., Caers, R., Du Bois, C., Jegers, M. (2012). The governance of nonprofit organizations: Integrating agency theory with stakeholder and stewardship theories. Nonprofit and Voluntary Sector Quarterly, 41(3), 431-451. Werhane, P. H., Mead, J. Started as Crew (a): Jan Fields and Mcdonald's.

Internship Report

Executive Summary Almutlaq Holding Company specializes in the manufacturing and selling of furniture. The vision of the company is to raise the level of performance and increased productivity locally and internationally. In realizing this long-term vision, the company is currently changing some activities in order to be a franchise system. This plan will cover the Gulf region and the Middle East on completion.Advertising We will write a custom report sample on Internship specifically for you for only $16.05 $11/page Learn More There is also a move to include Almutlaq Holding in the Saudi stock market to convert it from a closed-joint holding company into public company (Tong 550). This will enhance participation opportunities and financial securities for the Saudi citizens. However, in the future, the company plans to choose business areas carefully based on the new and existing economic and social development variables in order to provide quality produc ts and services to the consumers at reasonable costs depending on economic segments of society. The company’s mission is to â€Å"develop the idea of showing, production, sales, and the endless work to raise efficiency and professionalism† (Green and Madison 106) to enhance economic development of the kingdom. Based on this founding mission accompanied with the strong and professional supportive teams that manage its five vital departments (the IT department, the department of sales and marketing, procurement, accounting, and human resource), it has been registering a steady increase in sales and customers’ satisfaction. It has also opened new companies, City. W Saudi Arabia, Sudair Furniture Factory, Real Estate Investment, and Almutlaq Co. Ltd to supply international and local furniture. Therefore, the report details the activities undertaken during the internship training at Almutlaq Holding Company. The company attached its internship students to various dep artments depending on their areas of study. Having been attached to the accounting department, I had the pleasure to undertake the role of preparing financial statements, routine functions, inventory management, and promotion.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Company Description Almutlaq Holding, HQ – Olaya Main St., Opp. Alandalus Market Having been established under the name of Almutlaq Company Limited by Almutlaq in the mid 1960s, the Almutlaq Holding has been expanding gradually in its mission of manufacturing and selling furniture in the Arab Kingdom and the world at large. Under the management of commitment, loyal, and hardworking second-generation leaders, the company has gained a great reputation among local and global consumers (Green and Madison 109). Through the establishment of Real Estate Invest, Sudair Fur Factory, City Saudi Arabia, and Almutlaq Co. Ltd , the company specializes in the manufacturing and selling of home furnishings such as sofa sets and wooden cabinets to employees, retailers, wholesalers, and other manufacturers in the United Arab Kingdom. Figure 1 represents the organizational chart of Almutlaq Holding. It comprises the top management: the company CEO, CEO office manager, and the internal editor. Below the top management are five departments headed by the respective managers. Accounting department is headed by accounting manager working together with seven accountants responsible for managing the company’s finances. The commercial operations manager works in collaboration with Almutlaq Co. purchasing manager, warehouse general manager, city warehouse general manager, and the purchasing manager, as well as internal purchasing manager. Under the human resource manager, there are other staffs comprising one personnel manager, two personnel coordinators, and two government relation representatives.Advertising We will write a custom report sample on Internship specifically for you for only $16.05 $11/page Learn More Under the leadership of IT manager are the programmer, ERP, systems and network administrators, and e-services manager. Marketing manager aided by the advertising manager, customer relations manager, and the photographer head the sales and marketing department. Functions of Different Departments The accounting department is responsible for routine functions such as recording transactions, reconciling bank statements, preparing interim and annual financial statements, securing the confidential accounting information, and carrying out inventory management (Kessler and Grant 129). The commercial operations department does not directly generate income into the company. However, its role is inevitable. The department carries out procurement activities, collects company’s support functions of other departments by enhancing collaborative working en vironment, fosters development, and implements the company mission, policies, and guidelines. Human resources department does the management of employee population such as â€Å"recruitment, training, compensation, employee benefits and relations, communications, and performance management† (Green and Madison 101). The information technology department in Almutlaq Holding updates its website besides providing IT support requirements to the company. The sales and marketing department carries out promotional activities as well as product definitions in terms of â€Å"color choices, package sizes, feature modifications, and even shifts to a new product line† (Kessler and Grant 130). The department is also charged with the responsibility of modifying the furniture according to preferences and quality demands. Besides, it receives and responds to customers’ feedbacks. Internship activities Working under the accounting department gave me a lot of impeccable experience to complement and apply my theoretical college knowledge into the real life situation. Having been ushered into the company by Ehab Dwedar, the accounting manager, and guided through by a team of professional accountants led by Abuobaidah Ahmed (my supervisor), I was at total ease carrying my specific tasks.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More I have the greatest pleasure to acknowledge the experience gained from Almutlaq Holding Company as diverse and very vital for my future career. I have experience in inventory management, recording transactions in the invoices, bills and vouchers, keeping bills and vouchers, collecting and monitoring debtors, reconciling bank statements with the company’s bank account, preparing trial balance, revenue statement, and balance sheet (Kessler and Grant 136). Through the help of Reda Zeid as the e-services manager, I have also gained experience in social media business promotions. In Almutlaq Holding Company, motivation of employees through training, offering transportation services to customers, giving warranties, evaluating customers’ needs and preferences, printing, and social media promotions enable the company to be more effective and efficient. How Al Yamamah University prepared me for the internship At the university, I have gone through a vigorous training in finance . The course enabled me to specialize in entrepreneurial finance and financial management, learning financial statement and ratio, investment analysis, valuation and sources of finance, venture capital, and business angel financing (Tong 534). Therefore, I developed knowledge of financial planning, investment and financial analyses plus income and cash flow statements, and balance sheets, which enabled me to effectively undertake and implement internship duties and responsibilities. Moreover, having learned how to prepare financial statements using secondary data at the University, I was able to relate my theoretical experience to the work at hand. An assessment of the internship My main responsibility at the Almutlaq Holding Company was to prepare the company’s financial statements such as trial balance, revenue statement, and balance sheet. However, to broaden the capacity in my field of study, I took the initiative of supplementing the role with other responsibilities. I w as also charged with the responsibility of recording transactions in the invoice, bills, and vouchers as well as keeping, collecting, and monitoring debtors, reconciling bank statements with the company’s bank account (Kessler and Grant 126). Besides, I was given the role of making and keeping stock of furniture, maintaining inventory books such as stock transfer and physical stock register. Working under accounting department gave me a lot of impeccable experience to complement and apply my theoretical college knowledge into real life situation. I have the greatest pleasure to acknowledge the experience gained from Almutlaq Holding Company as diverse and very vital for my future career. I have a firsthand experience in inventory management, business promotions, as well as preparing and managing financial statements, which are needed in business organizations. Conclusion Internship training is very vital in exposing a student to the real work environment because it does not o nly give experience to an individual. Rather, it supplements practical skills with skills, which I will not be able to acquire in classroom. The training also exposes one to more accounting and financial challenges thus providing relevant solutions that lead to a more technical expertise in the field of finance. During my financial training at Almutlaq Holding Company, I got a chance to work with its co-branches, City Saudi Arabia, Sudair Furniture Factory, and Real Estate Investment. Therefore, I was exposed to several activities within the financial discipline such as company routine functions, inventory managements, and preparing interim financial statements (Green and Madison 100). The skills and experience I acquired can enable me to work in any business venture. In addition, I acquired communication, organizational, leadership, and analytical skills, which have enabled me to realize that, at work, non-technical skills are equally very important. Most significantly, I experienc ed various activities associated to my career and professional development because I was able to apply my theoretical knowledge to accomplish practical tasks effectively. Works Cited Green, Brian, and Roland Madison. â€Å"An Exploratory Study of the Effect of Professional Internships on Students’ Perception of the Importance of Employment Traits.†Ã‚  Journal of Education for Business 86.2(2011): 100-110. Print. Kessler, Lara, and Rita Grant. â€Å"Internships as a Beneficial External Learning Environment: A Survey and Case Study of Accounting Interns and Employers.†Ã‚  International Journal of Learning 16.8(2009): 125-140. Print. Tong, David. â€Å"Negative Opinion of Company Environment Mediates Career Choice of Accountancy Students.† Education Training 54.6(2012): 534-557. Print. This report on Internship was written and submitted by user Korath to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

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The debate of women in pornography has been a well developed over the decades. With the emergence of women’s liberation there have been several organizations against the pornography industry such as Women against Pornography (WAP), Women against Violence Against Women (WAVAW), and Women against Violence in Pornography and the Media (WAVPM) (Cowan 347). These groups focus on the issue of women’s objectification in pornography and the results of these images to the public. Yet as these groups have emerged, the pornography industry has suffered little. Anywhere you go via Internet, newsstand, or video store the market for pornography is enormous. Even though this industry creates billion dollar revenues, is it harmful against women in their efforts to break gender stereotypes and towards equal rights to men? Even though women in pornography participate from their own free will, the impact on the public is what has to be observed. These sexual images created by magazines and videos show women with unattainable beauty. The women themselves have been primped through hours of professional hair and makeup before they are photographed with precise lighting and posing. These images are then reconstructed and manipulated through the technology of computer graphics and of â€Å"airbrushing† the women’s imperfections. These women are not even ideal with their looks alone. The look is achieved with the aid of manipulation through posing, lighting, or through computers. Pornography is a creation at reality yet is unreal in many ways. The sitting for many of these spreads are not particularized because the actors do not relate to their surroundings (Faust 29). It is the capture of one moment of a sexual act that is supposed to summarize all the pretenses to sexual arousal in that picture. There is no place for contraception or hygiene in this fantasy and an image of one moment is captured with no regards to the progress of sexual arousal. Th... Free Essays on Pornography And Women Free Essays on Pornography And Women The debate of women in pornography has been a well developed over the decades. With the emergence of women’s liberation there have been several organizations against the pornography industry such as Women against Pornography (WAP), Women against Violence Against Women (WAVAW), and Women against Violence in Pornography and the Media (WAVPM) (Cowan 347). These groups focus on the issue of women’s objectification in pornography and the results of these images to the public. Yet as these groups have emerged, the pornography industry has suffered little. Anywhere you go via Internet, newsstand, or video store the market for pornography is enormous. Even though this industry creates billion dollar revenues, is it harmful against women in their efforts to break gender stereotypes and towards equal rights to men? Even though women in pornography participate from their own free will, the impact on the public is what has to be observed. These sexual images created by magazines and videos show women with unattainable beauty. The women themselves have been primped through hours of professional hair and makeup before they are photographed with precise lighting and posing. These images are then reconstructed and manipulated through the technology of computer graphics and of â€Å"airbrushing† the women’s imperfections. These women are not even ideal with their looks alone. The look is achieved with the aid of manipulation through posing, lighting, or through computers. Pornography is a creation at reality yet is unreal in many ways. The sitting for many of these spreads are not particularized because the actors do not relate to their surroundings (Faust 29). It is the capture of one moment of a sexual act that is supposed to summarize all the pretenses to sexual arousal in that picture. There is no place for contraception or hygiene in this fantasy and an image of one moment is captured with no regards to the progress of sexual arousal. Th...

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