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Ideal Job
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Ideal Job
Introduction
My ideal job would be a job that helps present learning opportunities, enhance growth and ensures one’s contribution to the organization is perfect fit through skills and values possessed. An ideal job can be focused at from various aspects such as how personality is configured with the dream ideal job, whether the job makes a difference or even challenges of the job can enhance growth of an individual, the ability to do the work and deliver exceptional results would result to the job and its roles be an ideal job for an individual can help explore the ideal job (Porot, Daniel).
With a provision of a learning opportunity, growth and my contribution to the organization am working with, my ideal job would be a construction manager. This type of job and work is ideal as it would allow utilization of skills for making a positive difference in the society (Porot, Daniel) and with influence from working with my uncle as a roofer, I chose this career path. The roles associated with this job often develop with a challenge of activities in management that force me to grow. The skills and I pose are a perfect fit for the construction manager job with a forward-thinking and ambitious mind. The experience I have on the subject of construction has had me develop interests in this profession as I was a roofer at the age of 13, whereby I worked with my uncle who taught me what it takes to build a product from the ground to the roof and with an open mind and a good communicator in interaction with business gives me a base to work with the profession.
My ideal job is based on the construction industry specifically on the construction management profession, with interests of being a construction manager. As a construction manager is my ideal job, I have background information on its requirement and what it entails. The roles of a construction manager are majorly overseeing a construction project form the development stage up to completion. This I can manage as I have had experience working with my uncle as a roofer and was thought about how to build products from the ground to roof. As a manager, I would be expected to plan, budget, coordinate and supervise the construction projects. From the beginning to end this profession through planning to supervision requires the professional techniques to oversee process, design and actual construction.
The values of Jacobs Engineering Group Inc that seeks to tackle the world’s toughest challenges as they root for greater opportunities through construction in providing clean water, affordable energy, connectivity and enhance economic growth with consideration of the environment by avoiding pollution located in Houston, Texas (Sánchez, Bruno). I would be interested in working with them to be part of their great team of sharing ideas and values. At entry-level average salary prospects for an entry-level construction, the manager would be approximately $54,619 per year (Kerzner, Harold).
The three university majors am considering and quite interested in are Construction Science, Construction Management or Construction Trades (Arditi, David, and Polat,170). With top interest area being construction management that is a degree with laid down consistent works whereby as a student upon completion I will have learnt all skills and requirements that are needed to plan, design, manage and supervise a construction project from inception to completion. The skills learnt would include how to schedule, budget, manage materials for constructions and the people working on site. Learning of building codes, blueprints and managing of individual would be helpful in shaping my careers towards getting my dream job occupation and professionals may provide other useful information on the subject (Carpenter et. Al,375). Blueprint reading is rather a tough but exciting course in the major that helps in reading of the blocks, establishing the scales and locating of grids and doors which becomes an exciting event for this course. In consideration of having practical knowledge in this line of work and education, an internship is considered as integral and thus they are required. This will help students to get the hands-on experience which is an asset to the resumes (Sandoval, Amanda R).
In incorporating my career assessment into analysis I was a roofer when I was 13 years old, working with my uncle taught me a lot about construction and what it takes to build products from the ground to the roof and I’m communicative and open up to others to better interact in business-enhancing teamwork in an organization setting enhancing the performance and achieving of each one potential.
Graduate study is necessary and preferred especially for construction managers occupation. As the minimum requirement is often a bachelor’s degree for advanced positions candidates with a master’s degree are often considered. Masters degree is a graduate program that may not be required but is essential for the occupation. To increases chances of acceptance, one needs to be a holder of a bachelor’s degree or GPA and undertake and pass a standardized testing prerequisite (Arditi, David, and Polat,178). I went to a Camp activity for my major at Texas A&M and going there helped me learn about the major more and prove to me how much I would enjoy working in the construction field. Thus, influencing my decision to take this major.
From the research carried out of this major and through experiences and at a camp activity that I have been to overtime. I am more interested in going through to pursue this career option that demonstrated how I can really enjoy working in fields of construction. My knowledge and skills learnt from hands-on experience while working with my uncle as a roofer places me at a good position to utilize my skills as a construction manager at my dream firm
Works Cited
Arditi, David, and Gul Polat. “Graduate education in construction management.” Journal of Professional Issues in Engineering Education and Practice 136.3 (2009): 175-179.
Carpenter, Alexander C., Ian T. Paulsen, and Thomas C. Williams. “Blueprints for biosensors: design, limitations, and applications.” Genes 9.8 (2018): 375.
Kerzner, Harold. Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons, 2017.
Porot, Daniel. The Pie Method for Career Success: A Unique Way to Find Your Ideal Job. Porot et Partenaire, 2018.
Sánchez, Bruno. “REQUIREMENTS, INFLUENCERS AND ENABLERS FOR MODELLING THE INTEGRATION OF PROJECT MANAGEMENT FOR IMPROVING CONSTRUCTION SITE MANAGEMENT PRACTICES FOR SMALL AND MEDIUM CONSTRUCTION COMPANIES.” Journal of Architecture, Planning and Construction Management 9.1 (2019).
Sandoval, Amanda R. “Analysis of Student-Athletes and Summer Internship Experiences int the Construction Management Department.” (2018).
final assessment of learning in the Strategic Human Resource Management
McDonalds
Name
[final assessment of learning in the Strategic Human Resource Management]
Description of the organization:
McDonalds is a global foodservice industry, which began its operations in 1940’s. The concept of McDonalds was introduced by Brother Dick and Maurice McDonald, by opening a ‘hamburger stall’ at San Bernardino, California in 1937.
Mission: ‘McDonald’s aim is to be the leader in the Quick Service Restaurant (QSR) industry by maximizing Profits and through our Principles of QSC & V (Quality, Service, and Value) consistent with the needs of our Customer, Employees and Community.’
The major domestic growth of McDonald’s in USA began in 1960’s, as there was a demand of cheap takeaway food. Today the Company operates in more than 117 countries worldwide, serving more than 50 million customers per day. The company’s retail outlets are either owned by the company or by franchisees. McDonald’s are structured with functional lines. In which every department is responsible for their own functions. McDonald structured in five different major areas: Finance, Marketing, Human Resources, Operations Development, etc.
Providing best quality and hygienic food at reasonable price is the competitive advantage of McDonald. Proper use of external opportunities with a focus on services, innovation and extension in menus are additions in its competitiveness. Pleasant, healthy and happy internal environment of restaurant attract more and provide a competitive advantage. McDonald is the world’s largest consumer of beef, chicken and potatoes, McDonalds always had been critics by world environmentalist for polluting environment but McDonalds is very well aware of its responsibility towards environment.
Competition in food service is increasing day by day therefore McDonald may face high competition in coming two or three years. In comparison with its competitors McDonald does not have diversified product line. There is no any breakfast in the menu of McDonalds. Due to these McDonald can loss its market share in coming future.
Description of the organization’s strategic planning process:
In any organization human resource play very important role in the development of an organization. HRM Function is very essential for any organization’s growth. Providing a competitive advantage by recruiting skilled employees, new procedures, new policies, new solutions etc are the main functions of HRM.
In McDonald human resource has an important role but to achieve competitive advantage and to be stable as a good brand McDonald applying and work very efficiently on five P’s such as People, products, place, price and promotion. They have implemented geographic strategic plans also which was main reason of its success. Their main focus was to provide quality and hygienic foods. In US McDonald focus on breakfast, chicken, beverages and convenience. Southern Style Chicken Biscuit, Southern Style Chicken Sandwich etc were launched by McDonald. McDonald’s started a tiered menu approach in Europe. In Middle East, Asia and Africa McDonald develop their geographical strategic plans. In India they were established by promoting vegetarian fast foods. Extension and value to their core menu was the main focus of McDonald’s strategic plan. Company is able to establish themselves globally because of their overall strategic and geographical strategic plan.
Since company is in fast food industry where they have focus of quality of food, service and price, Human resource has less influence in their strategic planning. In recruiting and providing staff force human resource help McDonald a lot. The restaurant service is formed by the company in better way because of efficient work force and skilled people. Due to better human resource management company is able to manage their servicing facility. That is why we cannot deny that Human resource of McDonald has no participation in the strategic planning process. Innovation, change, new promotional activities etc are the functions of human resource.
Description of HRM strategic planning process:
McDonald has also human resource management department and they perform their functions and responsibilities in a very well manner which resulted into a high financial result for the company. In McDonald employees are hourly paid (from September 2007). Here 54.86 % employees are male and 45.14 % employees are female. McDonald provide safe, sustainable, enjoyable, healthy and clean working environment. They work as a team and regard every employee. In 2006 & 2007, McDonald’s UK was listed in ‘The Times’ for Top 50 Places Where Women Want to Work. McDonald’s is a Gold Card member of the Employers’ Forum on Disability (EFD). The Company use ‘Two Tick’ Symbol which is approved by Employment Service.
Main functions of human resource management in strategic planning are:
Providing training and development (on and off the floor) to all its employees from the first day of the employee.
Extending and innovating new ideas for changing their food, quality and services.
Under crew Development Programmed (CDP), McDonald provides standard training system.
McDonald’s development management give direct route into restaurant management by providing Shift Management, Systems Management, Personal and Soft Skills Training management etc.
As McDonald uses its promotional activity at certain time interval with a new motto and attraction. These changes in promotional activities are the HRM function.
IT and online learning is very much essential for employees due to online order.
In 1989 Part-time Management Scheme was introduced by McDonald for part-time employment. It was another function of HRM to provide employees at less salary.
Analysis and Identification of Issues:
McDonald’s mission and objective was to become leader in fast food industry by maximizing Profits and through our Principles of Q S & V (Quality, Service, and Value) by satisfying Customers. HRM of McDonald work very hard to meet the organization with its mission and objectives such as:
Strong brand name image reputation – McDonalds is a brand known to the globe, its slogan I’m Lovin it, and its brand statue is recognized by the customers all over the world.
Market Leader – McDonalds is the market leader in burger segment in fast food industry. It captures maximum market share and holds the first position in USA, Malaysia, Europe and Asian nations.
Strong promotional activities: McDonalds makes a strong move in promotional activities, its strong advertisement, focusing on children.
Product innovation skills – McDonalds have made a move in innovating its products, it continuously works on redesigning its existing products to match up with the tastes and preferences of its customers. Introduction of Salsa wraps in India is one of the product innovations that McDonalds has adopted.
McDonald face some issue as well along with the successful work their HRM.
Legal proceedings – There are several plaintiffs that have been charged against McDonalds in case of obesity and misrepresentation of its products to its customers.
Excess External financing – McDonalds relies heavily on external financing which is one of the biggest financial weaknesses of the company. As per 2009, McDonalds holds 72% of debts as compared to its assets. They also invest a high amount on their employees.
Weak R&D – McDonalds lacks focus on its research and development skills.
Unhealthy food – Many times McDonald’s is linked with serious related to diseases such as heart disease, cancer, obesity and diabetes.
As we can see that company is doing well which is possible due to the smart work done by Human Resource of the company so they did not need any changes or redirection but they need to focus on work force that is increasing regularly. As a result they have to face high expenses. They should higher multitasking employees and secondly they must consider the legal and environmental issue associated with the company. Due to this company is losing their image (weakness) and if they will work on this, it will give a good impact in the eyes of consumer and they will be counted as a socially responsible company.
Recommendations for change:
Primary recommendations:
McDonald must focus to limit their employees because they have to face a high expense or investment on their employees. They should hire skill employees so that they need not to investment more on them in respect to training and development.
Organizational culture of McDonald seems good but they need to focus on the quality of their food as well as price. Since there are various competitors in the market so it is very essential for the company to focus on these factors.
McDonalds has always been a market leader in the fast food industry in the world. With its different concepts and focus on cleanliness and speed, the company has been successfully made its place in the global market. From 2000, McDonalds has been improving its position and performance. Apart from the primary recommendation, they need to consider some important thing related to their strategy. They should focus on quality and hygiene of the food products served. They should increase some variety of food products because in comparison to its competitors they have less names in their menu. They can concentrate on niche marketing to target high profile customers. Company should also focus on their financial performance because it seems like fluctuating.
Reference:
Company cite, Updated, retrieve from
HYPERLINK “http://www.mcdonalds.com/us/en/home.html”http://www.mcdonalds.com/us/en/home.html
Corporate level Strategy retrieved on 19th July’ 2010, retrieve from HYPERLINK “http://www.nowpublic.com/style/28-corporate-level-strategy”http://www.nowpublic.com/style/28-corporate-level-strategy
CSR Company International, Leading global CSR Consultancy ISO 26000-CSR Strategy-Measurement, (N.D.) retrieve from
HYPERLINK “http://www.blurtit.com/q355891.html”http://www.blurtit.com/q355891.html
By Erica and Michelle, (N.D.), Human Resource Management in McDonald’s, Retrieve from
HYPERLINK “http://jpkc.szpt.edu.cn/english/article/Human%20Resource%20Management.htm”http://jpkc.szpt.edu.cn/english/article/Human%20Resource%20Management.htm
THE LONDON GREENPEACE GROUP, (N.D.) What’s Wrong with McDonald’s, Retrieve from
HYPERLINK “http://www.mcspotlight.org/case/pretrial/factsheet.html”http://www.mcspotlight.org/case/pretrial/factsheet.html
Spotlight, the Issue introduction, (Updated), retrieve from
HYPERLINK “http://www.mcspotlight.org/issues/intro.html”http://www.mcspotlight.org/issues/intro.html
HYPERLINK “http://www.managementparadise.com/forums/human-resources-management-h-r/214495-organisational-structure-mcdonald-s.html”http://www.managementparadise.com/forums/human-resources-management-h-r/214495-organisational-structure-mcdonald-s.html
ID(25147_2)_How mass production, advertising and marketing, and retailing improvements led both to innovation and conformity
The Role of Mass Production, Advertising and Marketing, and Retailing Improvements in Promoting and Innovation and Conformity in Fashion and Style
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The Role of Mass Production, Advertising and Marketing, and Retailing Improvements in Promoting and Innovation and Conformity in Fashion and Style
Introduction
Economic growth, business values, and partnerships between businesses and the government increased significantly in the 1920s than at any other time in American history (Foner, 2017). For instance, car production tripled during this time and by 1929, more than half of all American households owned cars. The auto industry stimulated the growth of various economic sectors, including the fashion industry. These sectors were characterized by increased mass production, and improved advertising and marketing, and retailing. This paper presents a comprehensive discussion of how mass production, advertising and marketing, and retailing improvements led to motivation and conformity in fashion and style from early 1900s to the late 1950s.
How Mass Production Improvements Led to Innovation and Conformity in Fashion and Style
To begin with, improved mass production led to innovation and conformity in fashion and style from early 1900s to the late 1950s by promoting formation of workers’ unions. Foner (2017) reveals that one of the major development in the mid-1930s was the unionization of millions of workers in in previously non-unionized mass-production industries. Unprecedented militancy in the workplace has been dubbed “labor’s great upheaval.” The Wagner Act of 1935 and the National Industrial Recovery Act (NIRA), which gave workers the legal right to form unions, seemed to show the federal government’s support for workers. Also, differences in culture among employees became less of a factor as European immigration dropped quickly. Consequently, new immigrants’ American-born children dominated the workforce. As a result of this upheaval, the AFL’s previous concept of uniting all workers in a given sector (such as steel) rather than organizing them by trade skill had to be rethought. AFL officials refused to create industrial unions in 1935, and John L. Lewis, president of the United Mine Workers, engineered a split that led to the founding of the Congress of Industrial Organizations (CIO). On behalf of American workers, Lewis predicted the CIO would gain “economic independence and industrial democracy.” A small CIO union, the United Auto Workers, staged a sit-down strike at a GM facility in Cleveland in December 1936. As the strikes extended to other GM operations in Flint, Michigan, so did the number of workers striking. The governor of Michigan declined to deploy military to break the strike, and the strikers guarded the plants from the police. GM finally gave up and recognized the UAW in February 1937. Ford did not officially recognize the UAW until 1941, by which time it had amassed a membership of several hundred thousand workers. By 1938, unions were established in the steel sector as a result of the car industry’s success. The number of unionized employees had more than doubled from 1930 to 1940, when there were around 9 million members. Unions were able to influence management choices, as well as acquire new grievance and seniority processes, as a result of their efforts (Foner, 2017).
As the workforce in the fashion industry became more diverse due to unionization, this resulted in diversity of ideas and viewpoints which led to creative ideas thus fueling innovation in fashion and style. Also, through diversity in the workforce allowed clothing manufacturers to borrow different ideas from its employees, which in turn promoted innovation in fashion and style. Also, due to cultural differences of the diverse workforce, the clothing manufacturers had to set organizational culture and production standards that all employees had to adhere to in order to work collaboratively and achieve the organizational goals and objectives. This led to conformity in fashion and styles. On a different note, Foner (2017) reveals that campaign for formation of workers’ union was led by socialists and communists with years of experience in organizing. Previously, workers in the American factories would be attacked and dismissed at whim by their managers, who set the length of the workweek and the pace of the assembly lines in American companies. Local governments provided assistance to businesses. Wage increases were not the only thing workers wanted during the Great Depression of the 1930s. They fought for workers’ rights, including the right to picket, pass out information, and convene to discuss problems, as well as an end to employers’ arbitrary restrictions. Union recognition was necessary for all of these. As a result of Franklin D. Roosevelt’s election, those who wished to eliminate “industrial dictatorship” were encouraged. There were more than 2,000 strikes in 1934, including violent, major ones in Toledo, Minneapolis, and San Francisco. Only the massive countrywide textile workers’ strike fell short of its objectives history (Foner, 2017).
How Advertising and Marketing Improvements Led to Innovation and Conformity in Fashion and Style
When consumer goods of different kinds including clothes proliferated, marketing and advertising professionals sought new ways of compelling Americans to buy products (Foner, 2017). The author further adds that advertisers and salespersons marketed different kinds of goods in ways that satisfied the psychological desires and daily needs of customers. By adopting different means of promoting clothing and satisfying the psychological desires and daily needs of customers, marketers and advertisers led to conformity in fashion and design.
Also, marketers and advertisers adopted feminism approach to promote conformity in fashion and style from early 1900s to the late 1950s. Feminists strived to adopt a new conservative atmosphere of the 1920s. Prewar feminism’s focus on personal independence thrived in the growing consumer culture where women’s liberty became a lifestyle pushed by marketers, advertisers, and mass entertainment without any political or social radicalism. This led to the sexual freedom. The new women were symbolized by the young, single flapper who put on short skirts (Foner, 2017). Consequently, this led to innovation and conformity in fashion and style since the clothing manufacturers had to produce clothes that fit the new women. A Japanese artist Kobayakawa Kiyoshi painted a picture in 1930 to showcase the worldwide appeal of the 1920’s new woman.
Furthermore, advertising and marketing led to innovation and conformity in fashion and style through promoting the fifth freedom. When private corporations worked collaboratively to promote patriotism, there was an emphasis on marketers and advertisers definition of freedom. These marketers and advertisers claimed that a fifth freedom, freedom of choice, had been ignored by Roosevelt (Foner, 2017). Marketers and advertisers further urged that consumer goods’ possibilities were endless if freed from government controls. Setting the clothing industry free from government controls promoted innovation and conformity as clothing manufacturers strived to produce new clothe designs without any restrictions.
Lastly, marketers and advertisers led to innovation and conformity in fashion and style by promoting freedom movement. For example, during the boycott’s inaugural protest gathering, King energized his audience by saying that southern blacks were weary of suffering through the dark night of captivity and were reaching out for the dawn of freedom and justice and equality (Foner, 2017). According to the author, freedom here meant many things, although it emphasized most on the economic and political opportunities long deprived the Blacks due to their skin color. Consequently, this allowed the blacks to join the labor market, making it more diverse. Availability of diverse ideas prompted creativity which in turn led to innovation in fashion and design.
How Retailing Improvements Lead to Innovation and Conformity in Fashion and Style
Retailing improvement led to the innovation in the fashion and style since customers would buy clothes and recommend the manufacturers to integrate various designs. As the manufacturers integrated these designs, this led to innovation in fashion and styles. Also, retailers would allow customers to suggest the fabrics that they wanted to be used to make their clothes which led to innovation. Lastly, retailers would request manufactures to make clothes based on the customers preferences which led to conformity in fashion and style.
ConclusionOverall, mass production, advertising and marketing, and retailing improvements contributed significantly in promoting innovation and conformity in fashion and style from early 1900s to the late 1950s. Improved mass production promoted innovation and conformity in fashion and style by promoting the formation of workers’ unions. These unions fought against discrimination in the workplace and allowed the workplaces to becomes more diverse. Diverse ideas from the workers prompted creativity, which in turn fueled innovations in fashion and style. On the other hand, marketing and advertising improvements led to conformity in the fashion and style by adopting different means of promoting clothing and satisfying the psychological desires and daily needs of customers. They also led to innovation by using feminism approach, and by promoting fifth freedom and freedom movement. Due to freedom, blacks were able to join the labor market. They shared creative ideas which led to innovation. Lastly, retailing improvement led to the innovation in the fashion and style since customers would buy clothes and recommend the manufacturers to integrate various designs. Also, retailers would request manufactures to make clothes based on the customers preferences which led to conformity in fashion and style.
References
Foner, E. (2017). Give Me Liberty! An American History: One Volume. WW Norton & Company.