Industrial Revolution for World History Essay Example | Topics and Well Written Essays - 750 words

Industrial Revolution for World History - Essay Example This open the floodgates of a demand from railways and industries also developed but even now wherever required for technological edge they are imported from other countries. In United States of America the industrialization since developed as late as 18th century and industrialization and scientific discoveries and innovations developed faster than the developing countries. The epoch gave advent to mechanization and opened vistas for many scientific and technically qualified people for augmentation of production to meet market demands. The various bottlenecks that were encountered in the processes of production were taken care of from the angles of stopping production lines from running and creating problems for various customers. The industries later realized the economics of economies as well as diseconomies of scale based on small scale and large scale production (McNeese, 2000). The course of world history has taken a new direction that would encompass encouragement of exports as well as opening up departmental stores and multiple chain shops. This tantalizes various customers covering wide range of products that are normally desired and demanded during the normal course in lives. The capabilities of the industries would also develop opportunities that would encompass exploration of various avenues for the development of products and market inciting queries and enquiries from multitudes of customers. The course of history has undergone a dramatic change and many countries have followed suit with the infusion of technology that would pave the way for creation of good amount of contribution to the national exchequer. The countries can flourish with ever growing opportunities that would further augment the prospects of inflow of foreign exchange, joint venture proposals as well as creating an embodiment of a growing awareness for achievement of a strategic and technological edge in offering customers value for money

The Fax Machine Research Paper Example | Topics and Well Written Essays - 1750 words

The Fax Machine - Research Paper Example It first became an office workhorse in the 1980s and has continued to appear on business cards ever since! Although threatened by more advanced technologies like scanners, printers and email, the fax machine continues to dodge extinction and to remain attractive to businesses and individuals. Fax Machine’s Share in the History of Communications Alexander Bain, a Scottish mechanic, invented the fax machine or ‘facsimile’ in 1843 in Britain. Bain’s fax machine used a stylus attached to a pendulum that scanned an image or text on a metal surface. The machine used by Bain was a combination of several clock parts that worked in sync with a telegraph machine. It transferred encoded image data via telegraph lines. This machine however did not gain significant ground at the time of its inception, and people soon abandoned it due to its bulky size and limited utility. 1 The invention of the telephone in 1876 revived the use of fax machines, which then used telephone lines for data transmission. Later on, these machines could also transmit data via radio waves. By 1924, journalists faxed photographs to distant newspapers, and by 1955, radio fax enabled the transfer of data across continents. Newspapers and weather services were the earliest users of fax machines for transferring photographs and weather maps across the world.2 By 1980, telephone-based fax machines had gained immense popularity because of their reduced prices and fixed Grade 3 standards of operation. About a million fax machines were sold in 1988 alone, and they became the fastest selling machines adorning homes and office desktops word wide.3 Fax machines proved to be of immense utility to the Japanese. The Japanese alphabet has thousands of characters, and keypads can only afford a limited number of keys. Fax machines provided the Japanese an easy way of transferring their written documents. According to the American facsimile association, about 50% of all calls made in the 198 0s to the USA from Japan were to fax machines.4 Frank Vizard, a contributing editor of Popular Mechanics magazine, has suggested that the increasing popularity of fax machines blurred the line between the home and the office, as business documents could easily be faxed to homes within seconds. People dealt with work related documents from the comforts of their homes. Fax machines soon replaced postal mailboxes and reduced the time of delivery of documents. They became a convenient tool for telecommuting before the advent of the email. This was both a convenience as well as an inconvenience, as people felt increasing pressure to work from home.5, 6 Are Fax Machines Becoming Obsolete? – Not Yet! Fax machines, which were at risk of extinction right after their invention, were revived by the invention of the telephone and later by the invention of the radio. After the advent of email, hybrid printers and scanners, fax machines were again under threat of extinction. Yet again, the y adapted to changing times by incorporating advanced features like LAN connectivity, LCD displays, and Fax over IP capabilities. Fax machines also doubled up as copiers. Prominent scanner and printer manufactures have also incorporated faxing capabilities in some of their models. Fax machines can now convert paper copies into TIFF and PDF files that can be sent as email attachments. Fax machines today are fully equipped with broadband connection

An Analysis of the Culture of an Organisation

An Analysis of the Culture of an Organisation Organisational culture is a place or community and sometimes is called as workplace environment on which the growth of the employees or the people is relied that is important for the growth of the company itself. The culture should be encouraging and based on the organizational policies, values and set of business ethics as well so that the people working within the organizational working environment can find things to keep in ethical standards and also according to the way the business organization wants to keep. This will benefit both the business organization as well as the people working for the organization as well. This report is based on the title of An analysis of the culture of an organisation and for accomplishing the key objectives of this assignment, we are to use the case of Nestle. Nestle is a big global business organization and it has been serving the world food industry for the last 150 years of successful business operations as cited by (About us, 2016). The cultur e of Nestle is a big matter of discussion when the company is much health and safety as well as environment concern providing best food products to the people in more than 189 countries of the world. It employs more than 3, 35, 000 employees having operated more than 2, 000 brands of it in the international food market as highlighted by (At a glance, 2016). Nestle has a good culture practicing growth for its employees and improving their abilities and skills continuously within the organizational community through performance improvement and reward systems as well. The culture of Nestle is based on better performance that the employees are always encouraged to be better than the past as noted by (Performance culture, 2016). Organization and the culture of the organization is significant as evaluated by the employees or the people who work there. It is significant in the sense that if the organization cannot ensure and provide the culture or the minimum working environment to the employees where the employees will have the growth opportunities. If they cant get the opportunity to Put into their potentials in the company and the opportunity to prove themselves then, employees will not find interest for working there anymore. This report will cover the culture of Nestle and how it assists its employee to keep themselves align with its mission and objectives while giving them the opportunities and benefits for working better and nurturing the culture of it. In order to discuss the facts related to the evolution of the culture of Nestle, we will demonstrate how different theoretical framework or models can be applied to the case of nestle. Also, an analysis will take place on using and evaluating a particula r and relevant cultural theoretical model to the selected organization along with some evaluative recommendations for the company to better design the culture of it. This report will be prepared basing on the fact of equality of rights for both male and female employees and balancing gender in the workplace environment. Nestle is trying to enhance some systematic changes and trying to bring some improvements in the workplace environment in order to enhance as well as develop the culture of the organization throughout all of the offices of Nestle. Also, maintaining standards in all of the departments and offices throughout the word is another goal of Nestle through focusing on some key changes such as eliminating child labor, ensuring better safety in the workplace, improving supply chain, using environment friendly production and distribution system and many more issues as cited by (Creating Shared Value, 2016). So, we are to focus on the issue of balancing gender or, enhancing balance in gender in Nestle as this is one of the issues that is presently confronted and tried to be settled at Nestle. Culture of a business organization or company needs to be understood and evaluated by the managers or strategists of the particular business organization. The analysis on the culture of a particular business organization by its key planners or managerial personnel will provide the opportunity to enhance the productivity of the employees as well as the people working in the company through developing their skill within the standardize system of the culture set by the managers (Al Mehairi Zakaria, 2014). But, evaluating as well as understanding the workplace environmental characteristics or the elements of the culture to know about the nature of the culture of a particular organization needs to use some models or theories to analyze the key elements of the work environment or the culture of the company. Here, we are to discuss about two models of culture related to analyzing the culture of a business organization so that the issue that is currently facing by Nestle can be evaluated an d analyzed to oversee how the company is confronting and overcoming the challenges or the issue. Among various models of organizational culture, we are to discuss here on the Hofstedes model of culture and the Handys model of culture. In the following paragraphs these two model of organizational culture are to be discussed brief. Hofstedes model of culture Geert Hofstede is a psychologist who had provided with a model showing the variables or dimensions that a society or a culture of the society or culture of any organization as well as company might possess (Geert Hofstede, 2016). The model of cultural dimensions was provided by Geert Hofstede in the year of 1970 which was invented basing on a research project by Geert Hofstede (Hofstede, 2009). The research project was conducted on fifty different countries of the world involving the workers or people working in the IBM and he differentiated one culture from another as cited by (Research Geert Hofstede, 2016). Through conducting this research project, Geert Hofstede provided four dimensions and later on, he added two more dimensions of culture that are now used by the organizational researchers to understand differences among the culture of each country from other business organizations. Strategists or managerial personnel use this model of culture to analyze various differences in the culture of a particular business organization in order to settle the issues faced by the company to overcome cultural problems. Moreover, the model of cultural dimension by Hofstede is used for understanding cultural differences between or among societies or cultures of business organizations as well. Geert Hofstede suggested six dimensions of organizational or societal culture. According to (Hofstede, Pedersen, Hofstede, 2012), these six cultural dimensions of culture can place value within the organization if the variables or dimensions can be properly balanced and managed by the mangers. The six cultural dimensions by Hofstede are described below in brief. Power distance: Power distance index is a measurement of power distribution that shows how the power within a society or business organization or company is distributed to the people of the particular institution or company. This index consists two sides from which one is high power distance and another is low power distance. The two sides reflect two kinds of nature of a culture of a business organization along with the nature of the authority and management possessed by the managers of a particular business organization. The business organization which has people with high in power distance that means that people have more power than the people living without zero or very low power than the higher class people in the society or in the organization. The organization having high in power distance index follows an authoritarian management philosophy and the employees working there do not have the rights such as flexibility of work, right of making decisions or giving opinions etc. But , low power distance index of an organization has a balance in the power that people have in the working environment or company. Managers follow democratic leadership and managerial style involving others in making key organizational decisions as well as cited by (Organisational Culture Geert Hofstede, 2016). Individualistic vs collectivistic: Business organizations may also have the nature of individualism or collectivism in its organizational culture or working environment. Individualistic business organizational culture doesnt inspire people to work for the shared goals as prescribed by the business organization. But, collectivist organizational culture of a business organization promotes common values and goals as well of the organization to be achieved through group or team efforts by the people working within the organization. This dimension shows whether a business organization has a culture of community sharing common objectives or a culture having interest for achieving personal rather than organizational goals. High and low uncertainty avoidance: Companies that are high in the uncertainty avoidance have a culture involving systems, regulations, guidelines to follow without coping with the changes due to the change of the business environment, change in the economy or change in the other variables that might influence the decisions taken by the company. These organizations do not change over time and believe that changes might cause problems whether, the organizations in low uncertainty avoidance index update their systems and implement improvements in the strategies or plans as well to innovate and to increase the feasibility and validity of the organizational policies. Masculinity and femininity: This index shows the attitude that a culture of a business organization possess. The high in the index shows that the organization is such ambitious, competitive and there is more difference in gender beyond equality between male and female employees. The low index value shows femininity attitudes within the culture of an organization of high in gender balance and focusing on relationship building with others in the organization to provide greater value for the organization together. Short term and long term orientation: Organization may have an orientation of short term which involves the organization to rely upon traditional systems followed by the company and also having the view that future will be handled in future without having any planning at present. Taking any action in the business is not made basing on future. On the other hand, having the long term orientation companies implement long term plans taking the value of time and analyzing the past, they take actions at present to improve the organizational situation in the long term. Indulgence versus restraint: Organization focusing more on indulgence or having high score in the index of indulgence versus restraint has a culture of rewarding employees toward a happier personal as well as work life. But, low in the index represents the culture of a business organization to involve rigid and structured organizational framework with no optimism of wellbeing of the employees. Handys model of culture Charles Handy is an Irish Philosopher who is a specialist of culture of business organization (Charles Handy, 2009). Charles Handy provided his model of organizational culture which involves four types of culture that the business organization may follow. This model of culture identifying the four types of culture of a business organization will make someone understand why employee feel comfortable working in a particular business organization.   According to Charles Handy, the four types or classes of culture of the business organization are described in brief in the following paragraphs as highlighted by (CRAINER, 2010). The power culture: The business organization that involves the power culture follows the leadership style as well as the management style of autocracy. Business organization having such power culture centralizes all the power of the organization to some of the person in the high level of the organizational hierarchy or structure. Key decisions or any types of decisions taken within the organization are done by them without giving any right of opinion giving to the employees as cited by (Charles Handy Model of Organization Culture, 2016). So, Employees do not enjoy working in such type of organization and also this type of culture ensures nothing equal on any issue for the betterment of the people working under the autocratic managers. Task culture: The business organizations or companies having or following the culture of accomplishing tasks through making team efforts are more objectives achieving oriented. According to (Bailey, 2007), the task culture emphasizes on sharing common goals and business objectives. In this type of culture, the employees are motivated to work as teams. Person culture: The Company in which people working there do not bother about whether the objectives or purposes of the organization are met or not and primarily and only their personal desires are their focal points possesses a person culture. When there is nothing that the employees have to expect any kind of betterment working hard for the company, this type of culture takes place in the business organization. Employees just come to the company for their salary and accomplishing their personal interest. Role culture: Organization possessing this type of culture where the employees are given the right combination of duties and authority aligning with their job position in the organization and basing on their qualifications and experience as well (Management Theory of Charles Handy, 2011). Employees within this type of culture are empowered with the authority given to them for choosing their own ways to solve any issue or accomplishing any task as well. Comparison between Hofstedes and Handys models of culture The two models of organizational culture describe two issue relating to the culture of a particular work environment or company. The first one provides six types of dimensions on which the nature of culture is understood but the later one describes types of culture that a company might possess either of them. The objective of these two models are also different. For example, the Hofstedes model is used to understand the culture of a particular organization through analyzing six set of attributes discussed in the previous task. But, Handys model of culture is used for knowing why an employee is working within a particular business organization as highlighted by (Types of Organizational Culture, 2016). Also, according to Hofstede a culture can be measured positive or negative analyzing the score in the six indices accomplished by the particular business organization as cited by (Hofstede, Hofstede, Minkov, 2010). But, Handys model of culture analyzes which type of culture does the business organization specifically possessing at present. We have selected a single issue- enhancing gender balance in Nestle to apply any of the cultural model within the Organizational culture of Nestle to overcome the challenges of confronting the issue. The Hofstedes model of culture doesnt involve any dimension relating to gender equality in the workplace environment where the Handys model of culture presents the role culture types which only focuses on qualification and education of the employee beyond gender disparity. So, we will utilize the Handys model of culture and apply this on the issue facing by Nestle at present. According to Charles Handy, there are four types of cultures from which any one of these types of culture can be seen in a particular business organization. Among these four types of culture described in the previous part of this report such as power, role, task and person culture, we are to use the role culture in case of Nestle. Because, we are responding to the issue of enhancement of gender balance within Nestle and we will emphasize on this type of culture to give some recommendations that the company might follow to adopt in order to confront the issue as well. The role culture as provided by Handy is focused on the empowerment of the employees working in the business organization (NCSL Modular Curriculum, 2016). As Nestle is directed toward improving its working environment balancing the role and power of the workforce through enhancing the balance in gender. Male as well as female employees are to be given equal opportunities and this is to be ensured for balancing in gender in Nestle and in any organization as well. The main objective under the issue of enhancing gender balance in the company is to increase the number of female in the higher or managerial positions f he company. This needs to be given the female workers or employee equal opportunities to grow and also to encourage and motivate them to work closely with the male employees so that the synergic calculation of the effort by both genders equals to more than the sum of them. The role culture needs to be adopted by Nestle because, this culture imposes equal rights, responsibiti es, power to all the employees according to their qualification and skill as well ass according to their job position without considering which gender they possess. So, adopting such practices and the role culture in the business organization will support Nestle to accomplish its objective of enhancing balance in gender. Nestle should implement the role culture that will ensure the empowerment with right combination of authority and responsibility of all the employees and eliminating the gender disparity within the business organization. Organizational culture needs to be set up according to its shared objectives and values so that the employees can be managed within the controlled organizational environment toward organizational goals acheieving. Through implementing such a shared culture will improve business processes for enhancing of opportunities for the betterment of the employees as well company. References       About us. (2016). Nestle.com. Retrieved 9 August 2016, from http://www.nestle.com/aboutus Al Mehairi, H. Zakaria, N. (2014). Understanding Organizational Culture for Effective Knowledge Sharing Behaviors in the Workplace. Organizational Cultures: An International Journal, 13(3), 33-52. http://dx.doi.org/10.18848/2327-8013/cgp/v13i03/59257 At a glance. (2016). Nestle.com. Retrieved 9 August 2016, from http://www.nestle.com/aboutus/overview Bailey, J. (2007). Profile on Charles Handy. Engineering Management, 17(1), 44-46. http://dx.doi.org/10.1049/em:20070115 Charles Handy. (2009). The Economist. Retrieved 10 August 2016, from http://www.economist.com/node/13847396 Charles Handy Model of Organization Culture. (2016). Managementstudyguide.com. Retrieved 10 August 2016, from http://www.managementstudyguide.com/charles-handy-model.htm CRAINER, S. (2010). PROFILE: CHARLES HANDY. Business Strategy Review, 21(2), 86-88. http://dx.doi.org/10.1111/j.1467-8616.2010.00671.x Creating Shared Value. (2016). Nestle.com. Retrieved 10 August 2016, from http://www.nestle.com/csv Geert Hofstede. (2016). Geert-hofstede.com. Retrieved 10 August 2016, from https://www.geert-hofstede.com/ Hofstede, G. (2009). Organising for cultural diversity. European Management Journal, 7(4), 390-397. http://dx.doi.org/10.1016/0263-2373(89)90075-3 Hofstede, G., Hofstede, G., Minkov, M. (2010). Cultures and organizations. New York: McGraw-Hill. Hofstede, G., Pedersen, P., Hofstede, G. (2012). Exploring culture. Yarmouth, Me.: Intercultural Press. Management Theory of Charles Handy. (2011). Business.com. Retrieved 10 August 2016, from http://www.business.com/management/management-theory-of-charles-handy/ NCSL Modular Curriculum. (2016). Nationalcollege.org.uk. Retrieved 10 August 2016, from https://www.nationalcollege.org.uk/transfer/open/dsbm-phase-4-module-2-leading-and-managing-change/culture-and-change/organisational-culture.html Organisational Culture Geert Hofstede. (2016). Geert-hofstede.com. Retrieved 10 August 2016, from https://www.geert-hofstede.com/organisational-culture.html Performance culture. (2016). Nestle.com. Retrieved 9 August 2016, from http://www.nestle.com/jobs/your-career-at-nestle/performance-culture Research Geert Hofstede. (2016). Geert-hofstede.com. Retrieved 10 August 2016, from https://www.geert-hofstede.com/research.html Types of Organizational Culture. (2016). Boundless. Retrieved from https://www.boundless.com/management/textbooks/boundless-management-textbook/organizational-culture-and-innovation-4/culture-33/types-of-organizational-culture-187-3936/   

Cars :: Personal Narrative Driving Transportation Essays

Cars One of the most important steps in becoming an adult is your first car. When you have a car, you don’t need to rely on other people for rides to and from where you want to go. You also learn a great deal, thus making you a more responsible person. I live in Putney, a small town in southeastern Vermont, but I worked and went to school in Brattleboro. Brattleboro is a slightly larger town about a half an hour south of Putney. Since we had to keep stopping to pick up kids, the bus ride to school took an hour. As such, I had to get up a half hour earlier on days I had to ride the bus. That was a huge pain, especially since I hated the bus anyway. After I got my car, I could sleep in. I could also go out to lunch when I was at school, therefore being able to eat where I wanted, and not in the cafeteria. In addition, I could drive myself home after school. That was beneficial because I could hang out with my friends, and go to concerts and movies. I could do whatever I wanted, as long as I made sure my parents were okay with it. My social life improved greatly with the acquisition of my car. If I hadn’t had my car, I could not have worked where I did. I worked at a Lebanese restaurant in downtown Brattleboro. Part of my job was rolling grape leaves in the wholesale department on Mondays and Tuesdays. The job was great, but I never really knew when I was going to be finished. In wholesale, you work until you’re done. When my parents had to come pick me up after work, I had to call them when I was finished, and then hang out for a half an hour until they got there. That didn’t work out very well, especially in the winter. With my car, I was also able to drive myself to all of my appointments, which made them easier to set up, since I only had to work around my schedule, and not my parents’. I was on the

American living in Qatar

Every year a considerable number of Americans leave their country to accomplish some obligations or accomplishments overseas. American expatriates have to take some things into consideration if they are to be successful in attaining their objectives. It is very important to ensure that if one is going overseas to accomplish the goals of a company that he or she works with, then the company ought to provide the required resources to facilitate their easy settlement. It is also very critical that the expatriate attains or rather acquire some basic information on the host country’s culture and language if they are to relate well with the locals.Companies in the US that send their workers overseas ensure that the individuals in question fulfill other important obligations for instance to their spouses as well as to their families. Qatar is a Middle East country that has been able to register an increasing economic growth courtesy of its rich oil and gas reserves. Oil and gas contr ibute to a tune of 60% of the country’s total GDP, 85 % of the export earnings and 70% of the government revenues. (CIA, 2008). Despite the fact that it has the highest per capita income the recent inflation rates have raised much concerns.According to the country’s Central Bank the inflation rate has since the last quarter of the year 2006 fluctuated from 11. 3 to 14. 8, 12. 8 and 13. 7. (Qatar Central Bank). Analysts argue that the increasing inflation rate is attributed to the increasing oil prices and the fluctuating value of the US dollar. (AME Info, 2008). Qatar foundation for Education Science and Community Development is a chartered non profit organization whose main focus is to develop the country’s human capital to match the demands of the competitive world. To attain this goal the foundation supports important projects like the Education City.Housing cost Qatar like the other oil producing countries has been registering increased housing costs aggrava ted by the world surging prices of food and energy. The cost of housing is thought to have risen by approximately three times what it initially was. Single expatriates are estimated to spend approximately 12,000 Qatar Riyals for rent and utilities while married couples with two children would require 25,000 Qatar Riyals for the same. (UK Trade & Investment, 2008). Cost of living in Qatar Increased inflation rates in Qatar have precipitated the increased cost of living and the prices of almost all products have gone up.Expatriates who have been unable to afford to lead decent lives have been forced to leave Qatar. Americans working in the Qatar universities as well as in the Education City have had to increase the money spent on various activities. The cost of almost everything has risen at a high level. Entertainment costs, travel costs as well as communication costs have also risen. Single persons are estimated to spend 3,000 Qatar Riyals on food and domestic needs while married co uples with two children would require 6000 Qatar Riyals.Single persons are estimated to spend transport and communication 800 Qatar Riyals, 600 for clubs and sports and on clothing and sundries 1,100 Qatar Riyals would be used. (UK Trade & Investment, 2008). Married couple with two children would need 1,500 Qatar Riyals on transport and communication, 900 Qatar Riyals on clubs and sports and 1,400 Qatar Riyals for clothing and sundries. Taxation. Although the Qatar government taxes corporations doing business within its borders it does not tax personal income and this is an incentive to work.Without this tax then the disposable income is relatively high compared with a situation where it was applied. (Wallace, 2005). Health care Health care in Qatar is free for the Qatar citizens but American expatriates have to pay for their health care. Prior arrangements must be made if they are to have the cost of their health care covered by their insurances otherwise they are expected to pay i n cash after they are treated. It is estimated that after the inflationary effects, health care for an executive expatriate was 500 Qatar Riyals (QR) for a single person and 700 for a family with two children.(UK Trade & Investment, 2008). Education The government of Qatar does not provide free education to foreigners who must make their own arrangements on where their relevant family members are to get educated. Americans working in the Qatar university as well as the Education City take their children to international schools in the country. The cost of education has also risen as school fees have been raised tremendously. The school fee for two children was estimated to be 2,500 Qatar Riyals. (UK Trade & Investment, 2008). Advantages of living in Qatar Qatar is an exciting country to live and work in.American expatriates can enjoy living in the country which favors pro-American business climate. Qatar is focused in ensuring that it enhances economic modernization and is ready to face up the challenge. Working in such a country is good especially for the expatriates as their efforts can be fast and well appreciated. (Wallace, 2005). There is political stability in the Qatar and president Emir favors strong US relations while advocating for regional peace and stability. Approximately four fifth of the people working in Qatar are expatriates from other countries and this diversity is beneficial for the American living and working in Qatar.The country has a reduced incidence of crime and terror attacks against Americans are minimal. (Wallace, 2005). Disadvantages of living in Qatar The legal system in Qatar is not very clear cut. Again, being a Muslim country where the Islamic laws are followed at the expense of civil codes it is unclear for the American expatriates to understand what is expected of them. (Karamanaian). The increased cost of living is also a disadvantage of living in Qatar as when people spend more money to meet their basic needs there is littl e amount left as savings. Investment is reduced when there is reduced savings.Meeting other obligations becomes difficult as most of the earnings are spent to meet the basic needs like on food, education and health. American expatriates must respect the culture of the people of Qatar and by doing so they have to forego some of the things they believe in. Teachers must censor anything that does not auger well with the Islamic beliefs. This paper has by and large examined the plight of an American living and working in Qatar. It has discussed the hardships that such a person undergoes as well as the opportunities that one has at their disposal while working in the Qatar University or Education City.Working in Qatar has both its advantages as well as disadvantages. The cost of living is relatively high due to the increasing inflation. There are challenges to be overcome if one is to be successful in fulfilling his or her accomplishments. Respecting the culture of the Qatar people will be a necessity rather than a requirement if one is to effectively fulfill ones obligations. Censorship must be used where necessary to ensure that the people culture is respected. Language barrier can be a problem for an American working in Qatar as most students are conversant with Arabic language and translations could distort the intended meaning.References: AME Info. 2008. Inflation puts Qatar dollar peg back under the spotlight. Retrieved on 2nd July 2008 from http://www. ameinfo. com/160201. html. CIA. The World Fact book. Qatar. Retrieved on 2nd July 2008 from https://www. cia. gov/library/publications/the-world-factbook/geos/qa. html Douglas Wallace. 2005. Rules of doing business in Qatar. http://www. export. gov/middleeast/country_information/qatar/ConsiderQatarGuide. pdf. Qatar Foundation. Retrieved on 2nd July 2008 from http://www. qf. edu. qa/output/page1. asp UK Trade & Investment, 2008 Countries: Asia – Middle East –Qatar. Retrieved on 2nd July 2008 from https://www. uktradeinvest. gov. uk/ukti/appmanager/ukti/countries;jsessionid=H2GdxSvn8fZhzxLlnbjH9KSN1YQQPThB4lsz6gPBJ2kn35lGVftL! 750510! NONE? _nfpb=true&portlet_3_5_actionOverride=%2Fpub%2Fportlets%2FgenericViewer%2FshowContentItem&_windowLabel=portlet_3_5&portlet_3_5navigationPageId=%2Fqatar&portlet_3_5navigationContentPath=%2FBEA+Repository%2F325%2F226889&_pageLabel=CountryType Susan Karamanaian. Lessons learnt from an American in the Gulf States. Qatar Central Bank. 2006. Retrieved on 2nd July 2008 from http://www. qcb. gov. qa/.

Organisation design

estructuring is rife once again in our organizations. Is all this really necessary or are we Just getting it very wrong? Do we keep designing in the traditional and two dimensional way we have always designed our organizations in? Let us rethink why we would restructure in the first place and how we would do it in a way that is more sustainable and less disruptive to the organization. Let's start with some simple ideas and principles. Include organization design as part of your strategic planning process. When your business model or value chain changes, your overall structure needs to change with it.For other times, accountabilities and roles need to continually evolve. Create broad roles that can evolve, not tightly defined Jobs. Remember we frequently encounter problems beyond our Job descriptions and we need to develop people so they can be redeployed. When you restructure, change the way the work is done or there will be no change. Functions focused on effectiveness cannot report to functions focused on efficiency Functions focused on long-range development cannot report to functions focused on short-range results Having the wrong people in the wrong roles will continue to make the structure ineffective.Understand that there will always be paradoxes in the system like centralization AND decentralization and learn to manage it through behavior rather than structure. No amount of restructuring can make up for leadership and culture failures. Restructures often don't change power structures. People like creating extra layers to serve their own agendas. Do not allow it if the business model and value chain does not require it. Let's improve how we do things using 4 fundamentals. 1 .Job families based on the value chain – broken down into core and support The first step is to design value chain based Job families – a Job family is a cluster of roles that have a lot in common as far as competencies and outputs are concerned. Identify the core functi ons that must be performed in support of the business strategy. Define what each function will have authority and be accountable for. Once his is clear, support Job families can be defined. Examples are Finance, Human Resources and Operations. Support should never be greater than core. . Levels of work Now define the right number of levels. The starting point, says Jacques, is â€Å"to get the right structure, including the right number of vertical layers, and well-defined accountability and authority not only in manager-subordinate working relationships, but in cross-functional working relationships as well† Oases, â€Å"The Aims of Requisite Organization,† in Requisite Organization). All roles in a level have a similar approach to work, and a similar level of complexity, regardless of the business unit or Job family they fall into.This paves the way for clear goal alignment. You should not have more than 5-6 levels of work in total for example Operational employees, First line leaders, Expert leaders, Executive Leaders and Strategic leader(s). 3. Systems thinking to get governance and matrix structures right Now make sure you put the governance , organization support and matrix structures over it that can manage the accountabilities and risk appetites of your functions and ensure you understand where to place resources between core and support and between central and decentralized functions. . Generic roles, not people And very importantly†¦ When creating the structure, ignore the people involved and just identify the core and support business functions that must be performed. Create generic roles that are not person dependent and can evolve. Have similarities in role design across levels and in Job families and only define the unique bits differently. This makes it much easier to redeploy people instead of making them redundant whilst growing other parts of the business.The ensuing picture looks like this: If we evolve the picture further to incorporate the matrix and governance designs the final design will look something like a three dimensional matrix using the Biometric design developed by DRP. Elisabeth Dossal: If you need help in developing a sustainable well-designed organization structure, please contact me on [email  protected] Com.