Bon Voyage French Vocabulary Explained

Expression: Bon voyagePronunciation: [bo(n) vwa yazh]Meaning: have a good tripLiteral translation: good tripRegister: normalNotes: The expression bon voyage is used in both French and English to say goodbye to travelers and wish them well. Related Expressions bonnes vacances - enjoy your vacation/holidaybonne route - safe journey, drive safelybon retour - safe journey home In French, bon can be added to pretty much any noun to wish someone well: bon appà ©tit - enjoy your mealbon match - enjoy the game, have a good gamebonne promenade - have a nice walk, enjoy your walkbon và ©lo - have a nice bike ride, enjoy your bike ridebon week-end - have a nice weekend And it means happy in relation to special occasions: bonne annà ©e - happy New Yearbon anniversaire - happy birthday

Racial Discrimination The And Public Order Perspectives

Individual rights and public order perspectives are such contentious issues in Contemporary American Society because racial tolerance continues to be a clear trend in American society. In the past six years, there has been a significant positive change in the perceptions of both African Americans and Caucasians regarding the present state of race relations. The change in attitudes have reached the point where an African American has participated in the race for presidential election and won. Many of the issues that are presently important to racial minorities are issues faced by low income Americans. For example, access to affordable health care and quality education. The 2008 Democratic platform was remarkably silent on the issue of race - a significant departure from past platforms. The document merely reiterates the Party s opposition to all forms of discrimination. The 2008 Republican platform states that the Party opposes racial, ethnic or religious discrimination of all kinds and specifically rejects the concept of reverse discrimination in government or industry. Despite over three decades of a concerted effort to rectify past racial injustices, race remains a crucial aspect of American society with policy implications throughout our governmental systems since racial issues have historically involved African Americans. Indeed issues associated with Black Americans remain the principal focus today, but a new wave of immigration during the past 30 years hasShow MoreRelatedThe Case Of Schuette V. 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Maple Lodge Farms Free Essays

string(173) " latest acquisition of plants in New Brunswick and Nova Scotia, in addition to Ontario, is testament to their desire to infiltrate a broader market across provincial lines\." Studying the Relevance of Larry Greiner’s Developmental Phases to the Future Stability of Maple Lodge Farms Maple Lodge Farms, a family-owned business awarded the prestige of being one of Canada’s 50 best managed companies, has attained success by employing a number of strategic organizational practices. Since the inception of Maple Lodge Farms, the founders’ commitment to providing various Canadian households with the highest quality chicken products has allowed it to become one of Canada’s leading poultry companies. Initially, the business owners’ main priority was to launch Maple Lodge Farms as a highly recognizable brand capable of sustaining a loyal customer base. We will write a custom essay sample on Maple Lodge Farms or any similar topic only for you Order Now This goal was largely achieved through a variety of measures the founders implemented throughout the organization’s existence. Recently, a few of the methods used to promote Maple Lodge Farms consist of using an integrated organizational structure, ensuring the safety of the products through technological innovations and limiting the company’s environmental imprint on society. In this research paper, I intend to analyze the current transitional stage of Maple Lodge Farms in Larry Greiner’s terms, evaluate the success of the organization’s human resources strategy – relating it to Larry Greiner’s developmental phases – and offer potential suggestions to boost its future growth. For the purpose of this analysis, a discussion of Larry Greiner’s article, Evolution and Revolution as Organizations Grow: A company’s past has clues for management, is necessary to provide insight into the growth phase Maple Lodge Farms is now in. Larry Greiner, a professor at the Harvard Business School, believes the natural progression of a company from its initial stages to a more sophisticated business model is a consequence of its organizational structure. In other words, an organization’s current managerial framework influences its upcoming management decisions – hence the title of Greiner’s paper. He states that the future health of a business is dependent upon the way it is managed – i. e. its management style – in addition to how it reacts to challenges presented to the established managerial setup. Companies fail to see that many clues to their future success lie within their own organizations and their evolving states of development. Moreover, the inability of management to understand its organization development problems can result in a company becoming â€Å"frozen† in its present stage of evolution or, ultimately, in failure, regardless of market opportunities† (Gre iner, 1998). Moreover, Greiner contends that a business undergoes five known developmental phases – each characterized by both an evolutionary and revolutionary stage. â€Å"1. The term evolution is used to describe prolonged periods of growth where no major upheaval occurs in organization practices. 2. The term revolution is used to describe those periods of substantial turmoil in organization life. As a company progresses through developmental phases, each evolutionary period creates its own revolution† (Greiner, 1998). Therefore, a specific growth period is defined by a particular management style and a management crisis which results directly from it – i. e. the evolutionary and revolutionary aspects of each transitional phase respectively. Furthermore, the age and size of the organization, in addition to the growth rate of the industry, all play roles in the construction of a progression model that accurately describes a business. Greiner’s assumptions are relevant to Maple Lodge Farms because not only do they enable an understanding of the organization’s present state of development, but they also offer implications for the future stability of the business – essentially by indicating which management style a company should adopt as it grows and changes. Before I investigate the effectiveness of Maple Lodge Farms’ business plan – specifically its human resources approach – and forecast its growth capabilities, I must first identify the organization’s present developmental state. According to Greiner’s descriptions of the various stages a company undergoes, the history of Maple Lodge Farms shows that it is currently in the third phase of growth – specifically, the evolutionary part known as the delegation stage. The next era of growth evolves from the successful application of a decentralized organization structure. It exhibits these primary characteristics: 1. Much greater responsibility is given to the managers of plants and market territories. 2. Management often concentrates on making new acquisitions which can be lined up beside other decentralized units. 3. Communication from the top is infrequent, usually by correspondence, telephone, or brief visits to field locations† (Greiner, 1998). The owners’ dedication to providing superior customer service has guided every facet of the way their business has been managed. In pursuit of this goal, the company has successfully implemented a decentralized management structure. â€Å"We are there every step of the way – we have established a unique integrated development team that includes senior representation from Sales, Marketing, Research and Development, Quality Assurance, and Supply Chain to ensure superior quality and customer-focused service† (â€Å"Maple lodge farms†, 2011). This structural framework reflects Greiner’s organizational aspect of the delegation stage, as it offers managers greater responsibility in supervising the operations of their plants – fundamentally affording them the freedom to manage these plants as they see fit, with limited corporate intervention. The other traits Greiner prescribes to the delegation stage – besides the organizational arrangement –, confirms the notion that Maple Lodge Farms is in fact in this transitional phase. The delegation stage proves useful for gaining expansion through heightened motivation at lower levels. Decentralized managers with greater authority and incentive are able to penetrate larger markets, respond faster to customers, and develop new products† (Greiner, 1998). The organization’s foray into Halal poultry – especially with the prosperous Zabiha Halal line – not only demonstrates the effectiveness of the company’s branding system, bu t also that Maple Lodge Farms wants to breach the substantial Muslim market and thus attract a more ethnically diverse consumer base. Moreover, the organization’s successful promotions of its newer items – such as the pre-cooked refrigerated foods, the chicken bacon and other innovative manufactured products –, suggests that Maple Lodge Farms is attempting to cater to different preferences; the firm does this to capture a larger market segment, beyond what they have attained so far. Furthermore, the company’s latest acquisition of plants in New Brunswick and Nova Scotia, in addition to Ontario, is testament to their desire to infiltrate a broader market across provincial lines. You read "Maple Lodge Farms" in category "Essay examples" This action implies that Maple Lodge Farms is not only expanding its product lines to suit differentiated customer tastes, but also enlarging the organization nationwide – a claim supported by its recent obtainment of plants in New Brunswick, as well as Ontario, and its intention of partnering with Nova Scotia and P. E. I. growers to build primary operations in Berwick, Nova Scotia (â€Å"Grand river foods,† 2011). Since the characteristics that Maple Lodge Farms possesses are outlined in Greiner’s delegation stage, it thereby affirms that the organization is currently in this part of its evolution. Although Maple Lodge Farms appears to be doing well in the delegation stage of Greiner’s model, I believe that the organization may be on the verge of entering the revolutionary component of the third growth phase – referred to as the control crisis. Essentially, this situation arises as a product of the management style introduced in the delegation stage – involving market expansion, decentralized organizational structure, delegative managerial style and so on. Moreover, the control crisis occurs when â€Å"top executives sense that they are losing control over a highly diversified field operation. Autonomous field managers prefer to run their own shows without coordinating plans, money, technology, and manpower with the rest of the organization† (Greiner, 1998). Though this scenario may not be representative of the company quite yet, Greiner insinuates that at the end of an evolutionary period, all companies must enter a revolutionary period; it is merely the path that all organizations must follow in their progression models. Therefore, it is more than likely that Maple Lodge Farms may soon be in a crisis control situation, as its lengthy evolutionary stage is poised to end. The firm should understand the pending reality of a control crisis and be willing to make changes regarding the managerial framework, so as to preserve the health of the company. In 2010, Maple Lodge Farms was given the honor of being named one of fifty organizations in Canada that earned the Best Managed Company award. The CEO of Maple Lodge Farms, Michael Burrows, attributes this success to the customer-oriented method the company whole-heartedly embraces. At Maple Lodge Farms, we speak with our customers on an ongoing basis to gain their insights and to identify the most significant opportunities that move us closer to realizing their success†¦Our sales team is actively engaged with our customers and in the marketplace as often as possible in order to remain abreast of new opportunities and challenges†Ã‚  (â€Å"Maple l odge farms,† 2011). Maple Lodge Farms has nurtured this customer service focus through the use of effective human resources management, which prioritizes the recruitment and training of individuals able to meet inflexible customer demands. Consider the organization’s venture into the untapped Halal foods market. The company’s interest in realizing potential gains from Muslim buyers compelled Maple Lodge Farms to first launch its Halal product line in the 1990s – which has since been perfected over the organization’s existence. In adherence with strict Islamic procedures, the company employs several Muslim individuals to handle the slaughter of its chickens. â€Å"We have a team of several Muslim Blessers and a dedicated Muslim Product Manager†¦under oath to perform the duties assigned to them with honesty and integrity. ISNA’s Halal auditor visits our plant on daily basis to ensure the Halal process is followed with consistency† (â€Å"Maple lodge farms†). Consequently, in order to meet the stringent requirements of the Muslim community, Maple Lodge Farms has recruited and/or trained personnel in a highly specified manner, so as to satisfy their particular consumer needs. Additionally, the human resources department of Maple Lodge Farms encourages management leaders to continuously undergo training programs in order to keep abreast of new managerial techniques. This increases the efficiency of how all the plants of the firm are run. Moreover, the company has regular employee performance appraisals in order to ensure the quality of services offered to consumers. Therefore, the organization’s emphasis on fostering an organizational culture premised upon customer satisfaction – achieved partly through human resources policies concerning recruitment and training – has allowed the company to achieve recognition for its entrepreneurial strides. The workplace diversity amongst employees of Maple Lodge Farms – ensuing from the diversification of the firm’s product lines to accommodate Halal consumers – necessitates a form of diversity management and the implementation of employee diversity programs by the human resources department. Diversity management’s initiative is not simply to advocate tolerance; more significantly, its purpose is to combine the different perspectives of a multicultural organization’s staff and use them to improve the firm’s performance. My research indicates that while Maple Lodge Farms may have a rudimentary diversity management system in place, its human resources team should consider taking full advantage of the company’s diverse employee population. This involves: top management commitment, diversity training programs, inclusive/representative communications, activities celebrating diversity, support groups/mentor programs, diversity audits and management accountability. I believe establishing a comprehensive diversity management system will allow Maple Lodge Farms to become not only an inclusive firm but one that is more effective from a business standpoint. My analysis of Maple Lodge Farms shows that it has tremendous potential to grow as an organization. Firstly, the managerial team should consider altering its delegative style of management to one that involves coordination techniques. Since Maple Lodge Farms seems to be on the outset of a revolutionary period in Greiner’s growth model, a change in how the company manages itself is necessary. Those companies that move ahead find a new solution in the use of special coordination techniques† (Greiner, 1998). Establishing these modifications in the organizational structure and in the general way the firm is managed, will enable Maple Lodge Farms to progress into the coordination stage – the next phase of Greiner’s growth model – and maintain the company’s ste ady evolution. â€Å"All of these new coordination systems prove useful in achieving growth through more efficient allocation of a company’s limited resources. They prompt field managers to look beyond the needs of their local units†¦they learn to justify their actions more carefully to a â€Å"watchdog† audience at headquarters† (Greiner, 1998). Furthermore, the aforementioned diversity management system is another change Maple Lodge Farms should make, as it will move the organization in a new direction – wherein the marketing strategy will be more wide-ranging and cognizant of the immense diversity in customer tastes. From a human resources perspective, Maple Lodge Farms has succeeded in aspects other companies have failed in; they have created an organizational culture that whole-heartedly advocates superior customer service policies. This is evidenced by the human resources policies emphasizing the recruitment and training of qualified individuals, who are able to meet the organization’s standards of customer service. The distinction of being one of Canada’s fifty best managed companies validates the human resources measures Maple Lodge Farms has undertaken to provide first-class products and the best customer service. If the firm were to establish a strategic plan to implement a coordination management style and a diversity management system, then Maple Lodge Farms would experience no difficulties in continuing its success as a company in the future. Works Cited 1. Grand river foods fresh poultry processing division sold to maple lodge farms. (2011, November 21). Canadian Poultry Magazine, Retrieved from http://www. canadianpoultrymag. com 2. Greiner, L. E. (1998). Evolution and revolution as organizations grow. Harvard Business Review, (Reprint 98308), 4-11. Retrieved from http://www. gertjanschop. com 3. Maple lodge farms amongst best managed companies. (2011, February 23). Brampton Guardian. Retrieved from http://www. bramptonguardian. com 4. Maple lodge farms ltd. : Zabiha halal. (n. d. ). Retrieved from http://www. zabihahalal. com How to cite Maple Lodge Farms, Essay examples

Ethics and Corporate Social Responsibility

Question: The role of the leader in the practice of good governance and social responsibility in a publicly or privately held company. What role does the leader play in setting and influencing corporate social responsibility? Answer: Introduction Basically, the main aim and objective of conducting this research paper is to develop a clear understanding about the different roles, functions and activities of todays leaders in good governance and social responsibility. Moreover, it is also found that, leader roles are not limited because they also play a wide range of specific and significant role in improving the business, developing innovative work culture and making organization more socially responsible. In the same way, leaders adopt and use best practice of good governance and social responsibility in a publicly or privately held company. In this way, today leaders play innovative and specific roles in setting and influencing corporate social responsibility. Apart from this, it should also be noted down that, todays leaders are also responsible to perform a wide range of roles and functions for the success and growth of the company. Role of Leaders in Practice of Good Governance, Social Responsibility and Setting Influencing Corporate Social Responsibility It is analyzed that, there are several types of actions, best practices and strategies are developed and created by leaders in order to enhance social responsibility. For example, leaders provide strategic guidance and recommendations to the marketing department of the company in order to implement global marketing strategies by considering the environmental factors. It means leaders play a key role in improving the companys marketing decisions and focused on considering the different aspects such as: cultural differences, economic, social, sustainability efforts, technology or physical infrastructure, political or legal system, etc. This helps the company in achieving its long term marketing and business objectives effectively (Vaccaro, Jansen, Van Den Bosch, Volberda). On the other hand, leaders also focuses on developing sustainability report so that the organization can be able to reflect its economic, social, sustainability efforts, environmental and measurement factors. Moreover, it is also accessed that, there are several types of sustainability program, practices, and activities are also introduced by leaders within the organization that empowers and motivate the employees to perform their goals and objectives ethically. In addition to this, leaders also introduced diversity programs within the company and invite the women employees to work in the company (Voegtlin, Patzer, Scherer). Along with this, it is also found that leaders also focuses on developing an innovative and dynamic work cultures that consists with the ethical norms, standards, and rules. In the same way, this ethical work culture of the organizations encourages the employees to fulfill their goals ethically. For instance, different types of corporate governance practices are also introduced by the leaders that ensure the enhancement, protection and creation of the value of the shareholder. For example, leaders focus on improving the suppler Code of Conduct. According to this, the suppliers are responsible to treat employees fairly and provide all the information about the products and services before buying any product. Moreover, this code of conduct is also guides and educates its different supplier to fulfill and satisfy the needs of the customers (Macco). Moreover, there are several types of motivational and encouragement strategies and methods are also introduced by leaders within the company that educate and empower the employees. For example, innovative work culture, training and development opportunities are provided by the company to their employees so that they can fulfill their dreams (Katamba). Moreover, SEED (Supplier Employee Education and Development) program is also developed by leaders that motivate the employees and workers regarding their tasks. For instance, as per this, the company provides opportunities to their work to earn with their bachelor and master degree. On the other hand, it is also analyzed that, leaders is also play a major role in developing an innovative policy related to the Labor and Human Rights. This strategy guides the company to focus on maintain and dealing with the employment issues (Jayasingam, Cheng). For instance, in the global business environment, the company follows and maintains the standards and rules of labor and human rights. In addition to this, leaders are creating regulations and Codes of Practice, establishing Health and Safety Duties, developing duty to protect any person from exposure to hazards and risks that arise from work. Additionally, leaders also introduce innovative diversity policy to maintain the human rights within the company. According to this strategy, company is fully dedicated to avoid unethical hiring. Along with this, leaders also played a key role in developing and creating numerous techniques to diminish the environment issues effectively. Energy efficiency, green product design, environmentally friendly, reduces carbon emission, etc are the important techniques adopted by the company that introduced by leaders within the organizations (Gregoire, Arendt). On the other hand, leaders use participative theory of leadership in order to fulfill their CSR and social responsibility functions. For example, as per this participative theory of leadership, leaders invites the organizational people to take a part in the organizational decision making process. In addition to this, leaders also play a key role in enhancing the workplace skills, roles and abilities of employees. For instance, with the help of participative style, leaders facilitate the conversation and openly shares information and knowledge among the employees for decision-making (Brown, Hallenbeck, Baird). In addition to this, leaders also treats employees equally and fairly and provides fairly and specific workplace opportunities to their employees or management so that they can be able to fulfill their goals and objectives effectively. In addition to this, leaders also play a major role in motivating, encouraging, to the employees to share the innovative ideas (Flynn).Moreover, leaders also try to synthesize all the available information and solutions suggested by the team. For example, workplace problems are also solved by the leaders to the members of organizations by providing them specific and significant ideas, guidelines, and strategies. Leaders also focus on developing strong relations with the employees by understanding their issues and problems effectively. On the other hand, leaders also come up with the best possible solution and communicate it back to the group. Moreover, leaders also effectively communicate with each and every level of employees of the organizations so t hat the organizational long term objectives can be achieved (Alvesson Spicer). In the recent time, the leaders are also working for the overall success and growth of the company by developing and establishing effective business strategies and CSR policies. In addition to this, leaders are also promoting the concepts of sustainability and developing a strong positive and ethical work culture and structure. In addition to this, leaders are also focusing on adopting innovative and new technologies and information tools in order to bring innovation within the organizational business process. Moreover, leaders are also motivating and encouraging their employees to work ethically and in a social responsible manner for the success of the company in an effective and proper manner (Sebastian, Allensworth). At the same time, it is also observed that, to bring the innovation and improve the organizational efficiency, leaders are also introducing new tools and methods. Moreover, corporate strategic vision, mission, long term objectives, and strategies are also modified by leaders for the overall success and growth of the organization. Finally, it can be said that, best and effective CSR, socially responsible practices and strategies are established by the leaders in order to achieve the competitive advantages over the competitors. Hence, it can be said that, the leader is playing a wide range of roles for the total success of the company in the global business environment (Wiest, Eltantawy). Moreover, organizational leaders play a wide range of specific, innovative and significant role in fulfilling the corporate social responsibility functions and objectives. For instance, leaders are also responsible to develop environmental, socially, sustainability policies and strategies within the organizations. In the same way, leaders play specific roles in enhancing the social responsibility. Leaders are also responsible to motivate the employees, to build strong relationships with the outsiders, to ensure the customer satisfaction, and maintain the competitive advantages for the company by adopting and using innovative and specific business and corporate strategies and tactics in an effective and proper manner. Apart from this, leaders are also play key role in demonstrating integrity, encouraging constructive dialogue, creating a shared vision, developing people, building partnerships, thinking globally (Williams). Conclusion On the basis of above discussion, it can be concluded that, leader is a person that influence, affect, encourage, motivate, guides the employees or workers to perform their goals and objectives in an effective and proper manner to fulfill organizational strategic vision and mission. Moreover, a manager is an organizational individual that guides the employees about how to perform their day to day task for the success of the company. In addition to this, several specific roles associated with the CSR, ethics and socially responsible are also performed by the leaders in order to create a unique image of the company in the front of others effectively. Moreover, it is also concluded that, the roles of the leaders within the organizations are not limited to motivation and encouragement. But, they also have to perform certain tasks related to CSR, ethics and socially responsible functions to determine the success and growth of the company. References Alvesson, M., Spicer, A. Critical leadership studies: The case for critical performativity (2012) 65(3), Human Relations 367-390. Brown, T.J., Hallenbeck, R. Baird, M.E. 21st Century Leadership and Management Techniques for State DOTs. USA: AASHTO, 2009. Flynn, G. Leadership and Business Ethics. USA: Springer Science Business Media, 2008. Gregoire, M.B. Arendt, S.W. Leadership: Reflections over the past 100 years (2014) 114(5), Journal of the Academy of Nutrition and Dietetics S10-S19. Jayasingam, S. Cheng, M.Y. Leadership Style and Perception of Effectiveness: Enlightening Malaysian Managers. (2009) 5 (2), Asian Social Science 54-65. Katamba, D. Principles of Corporate Social Responsibility (CSR): A Guide for Students and Practicing Managers in Developing and Emerging Countries. USA: Strategic Book Publishing, 2012. Macco, M. Understanding the Difference Between Management and Leadership. (2000) 43 (1) Research Technology Management, 57-59. Sebastian, J., Allensworth, E. The Influence of Principal Leadership on Classroom Instruction and Student Learning A Study of Mediated Pathways to Learning. (2012) 48(4), Educational Administration Quarterly, 626-663. Vaccaro, I.G., Jansen, J.J., Van Den Bosch, F.A., Volberda, H.W. Management innovation and leadership: The moderating role of organizational size. (2012) 49(1), Journal of Management Studies, 28-51. Voegtlin, C., Patzer, M. and Scherer, A.G. Responsible leadership in global business: A new approach to leadership and its multi-level outcomes. (2012) 105(1), Journal of Business Ethics, 1-16. Wiest, J. B., Eltantawy, N. Mediatization in the Arab World: A Cross-Cultural Comparison of New Media Use. (2015) 5(2), Online Journal of Communication and Media Technologies, 120. Williams, P.L. Developing 21st Century Small Business Leaders Through Formal Mentoring. USA: ProQuest, 2008.