General safety issues Essay Example for Free

General safety issues Essay General safety issues for any training programme eg kit chewing jewellery etc minimum four  The programme  This would mean giving detail as to the number of repetitions done at each station, and a clear description of how each exercise was completed (method,).  This should be written up as a diary see example  After each session there needs to be an evaluation how did it go. You need to appreciate that the circuit you develop and undertake will not be perfect. It will need adjusting. Some exercises will be too hard and/or too easy -you need to say which (and why) and to suggest how you will adjust the programme for the next time. This is where you need that detail of what you managed. So for example if your circuit includes sit ups and you managed to achieve 40 in one minute without the slightest feeling of fatigue, you need to make them harder next time -maybe changing you leg position or arm position. On the other hand if you only managed 3 in one minute then the exercise I obviously too difficult and you need to adjust it to an easier one.  Evaluation of programme  When you have finished the whole programme you need to summarize the benefits that the sessions had for you.  This will need to in include the re-testing of the fitness and skills tests that you initially undertook, The differences between the initial results and the final results for each test need to be commented on use figures did you improve, did it help your performance, was it a suitable test (reliable or valid) Did the program achieve what it set out to achieve this means referring hack to your original aims. Were the tests suitable should you have included others, were some not specific enough why not  Eg Yes I can hold off players better at football or no I cannot. Were the training methods that you used suitable/ideal in other worth was circuit training the best means of improving your fitness if not what else could you have done. This needs to be discussed and also suggestions made how the tests and/or programme could be improved upon. Appraisal of programme  This needs to include detail of how you used training theory specificity, overload, duration intensity, frequency, reversibility, progression etc. to work out your programmes and was the programme intensity and /or frequency perfect or could there have been some adjustments give examples from your ongoing evaluations  You need to discuss whether the PEP was a success or not and whether the programme could be used again.  When it is used again, what modifications would you suggest to anybody else undertaking this same programme.ie I would work at 50% intensity instead of 60%  What effects did the programme have on you performance in your activity did you find that you played better have you got any evidence that you played better more goals, coaches comments?

Strong Culture and Organizational Effectiveness

Strong Culture and Organizational Effectiveness Organizational culture is the pattern of shared values and beliefs that help individuals understand organizational functioning. The characteristics that captures the essence of organizations culture include member identity, group emphasis, people focus, unit integration, control, risk tolerance, reward criteria, conflict tolerance, means-end orientation, and open system focus. Appraising the organization on these ten characteristics gives a composite picture of the organizations culture. However, we have strong culture and weak culture. Strong cultures are those in which organizational values and beliefs are widely shared and significantly influence peoples behaviour on the job. Organizations with a strong culture create clear and coherent values and expect that members agree with and care intensely about those values. Denison identifies four key traits that an organization should master in order to be effective as mission, consistency, involvement, and adapt ­ability. Strong organizational cultures have been linked to increased staff alignment, resulting in enhanced organizational effectiveness. However some research shows that strong cultures may enhance short-term success but inhibit long-term organizational performance, and may even contribute to long-term failure by preventing organizations from adapting to changing contingencies. TABLE OF CONTENTS (JUMP TO) 1.0 Introduction 1.1 Culture 1.2 Organizational culture 1.3 Strong culture and weak culture 2.0 Strong culture and organizational effectiveness 2.1 Subculture 3.0 Leadership role in organizational effectiveness 4.0 Conclusion 1.0 INTRODUCTION 1.1 CULTURE Culture is the way we do things are done around here (Schein, 1985) defining the actions of an organization in overt and covert ways, and when change takes place (Smollan, 2009). Culture can also be defined as the collective programming of the mind (Hofstede, 2005). According to Jan Vom (2011), two significant elements covers the scope of culture: (1) cultures manifestation (2) scope of the referenced group. Cultures manifestation Organizations culture is manifested through visible structures and strategies (Jan Vom, 2011). The three layers of culture related to its manifestation are; artefacts, espoused values, and basic underlying assumptions (Schein, 2004 as quoted in Jan Vom, 2011). The visible artefact through which culture is manifested includes companys symbols, its products, architecture, way of dressing, typical behaviours and rituals. It is important to connect artefacts to values. Espoused values are less visible and encompass publicly expressed strategies, goals, norms and rules that provide the daily operating doctrine for members of the organization. Basic underlying assumptions are a subconscious part of the culture which accounts for a mental map of fundamental aspects of life such as the nature of time and space, the role of social hierarchies, and the relative importance of work, family, and self-development. These represent the essence of culture. Scope of the referenced group Reference group refers to the set of people an individual perceives as belonging to his or her work environment which defines the social world of work in which he or she engages, including people with whom the individual does and does not communicate (Lawrence, 2006). Thus, the referenced group are the people within the context of the culture. The scope of the culture is defined depending on the referenced group (Jan Vom, 2011). 1.2 ORGANIZATIONAL CULTURE Organizational culture has been defined by numerous authors in different ways. Deshpande and Webster (1989) define organizational culture as the pattern of shared values and beliefs that help individuals understand organizational functioning thus providing norms for behaviour in the organization. In contrast, other authors such as Schein (1985) have put forward that culture is best thought of as a psychological tendency, which he refers to as basic assumptions, that members of an organization learns as it solves its problems of external adaptation and internal integration, and considered valid because it is successful, and then taught to new members to use when facing those problems. However, no matter how we choose to define culture, culture is an important aspect of an organization, and organizations with strong culture increase the chances that members can execute its objectives and increase organizational performance by enlightening members on those objectives (Pottruck, 2001). Chantman, and Chaldwell (1991) quoted in Dwivedi (1995) suggests that the ten primary characteristics that, in aggregate, capture the essence of organizations culture includes: Member identity: how employees identify with the organization as a whole rather than with their type of job or field of professional expertise. Group emphasis: The degree to which work activities are organised around groups rather than individuals. People focus: the degree to which management decisions taken into consideration the effect of outcomes on people within the organization. Unit integration: the degree to which units within the organization are encouraged to operate in a coordinated or interdependent manner. Control: the degree to which rules, regulations, and direct supervision are used to oversee and control employee behaviour. Risk tolerance: the degree to which employees are encouraged to be aggressive, innovative, and risk seeking. Reward criteria: the degree to which rewards such as salary increases and promotions are allocated according to employees performance rather than seniority, favouritism, or other non- performance factors. Conflict tolerance: the degree to which employees are encouraged to air conflicts and criticisms openly. Means-ends orientation: the degree to which management focuses on results or outcomes rather than on the techniques and processes used to achieve those outcomes. Open system focus: the degree to which the organization monitors and responds to changes in the external environment. These characteristics reflect the organizations value and are used to determine an organizations culture. Depending on its strength, it can bring about organizational effectiveness (Dwivedi, 1995). However, some researchers have questioned how well strong cultures improve organizational performance. According to Denison (1990), organizations with strong cultures had greater returns on investments, but this only happens in the short run, after three years the relationship between cultural consistency and performance becomes negative. Also, Alicia (2002) is of the opinion that strong cultures may facilitate short-term success but inhibit long-term organizational performance, and may even contribute to long-term failure by preventing organizations from adapting to changing contingencies. Thus, while cultural strength may bring about increase in organizational performance in the short run, they may also inhibit an organizations ability to adapt, change, and innovate. 1.3 STRONG CULTURE AND WEAK CULTURE An organizations culture can either be strong or weak depending on the degree of alignment of the organizations value and employees response to stimuli because of their alignment with it (Olivier, 2009). Strong cultures: Here, organizational values and beliefs are widely shared with significant influence on peoples behaviour with respect to their job (John, 2006). It encompasses the ability to influence and motivate organizational members to act in an approved manner in the organization, and also an agreement on the part of members, regarding the importance of the organizational values (Schein, 2004). Weak cultures: Here, there is lack of motivation by the members of the organization, and it encompasses little or no  strategy-implementing assistance since there are no traditions, beliefs, values, common bonds, or behavioural norms that  management  can use to motivate to execute the chosen strategy (John, 2006). 2.0 STRONG CULTURE AND ORGANIZATIONAL EFFECTIVENESS Culture has long been regarded as essential to organizational effectiveness (Schein, 1992). According to Alicia (2002); Organizations with a strong culture create clear and coherent values and expect members to care and agree with those values, even if core values emphasize dissent and creativity (Flynn Chatman, 2001). Chatman (2002) is of the opinion that organizations attain strategic advantages through strong cultures. For example, Southwest Airlines has better performance than its competitors, over a period of time, due to its strong culture of focusing on keeping costs low and customers happy. However, Denison (1990) postulated a model that highlights the four key traits of organizational culture, which includes; mission, consistency, involvement, adaptability. Denisons research has demonstrated that effective organizations have high culture scores in all four traits. Thus, effective organizations are likely to have cultures that are adaptive, yet highly consistent and predictable, and that foster high involvement, but do so within the context of a shared sense of mission. External Focus (Adaptability + Mission) The adaptation hypothesis asserts that an organization must hold a system of norms and beliefs which support the capacity of an organization to receive, interpret, and translate signals from its environment into internal behavioural changes that increase its chances for survival, growth and development (Denison, 1990). Schein (1985) emphasizes that a culture usually consists of some adaptive collective behavioural responses, and the capacity to manage these responses is key to organizations effectiveness. A mission, on the other hand, provides purpose and meaning by defining a social role for an institution and defining the relevance of individual roles as related to the institutional role (Denison, 1990). Hence, an organization that is focused on adapting and changing in response to the external environment, and also has well defined goals and objectives has a strong external focus which is key to organizational effectiveness. A strong external focus typically impacts revenue, sales growth, and market share (Denison, 2006). Internal Focus (Involvement + Consistency) High levels of involvement and participation create a sense of ownership and responsibility (Denison, 1990). Members of an organization are able carry out coordinated action when they shared system of beliefs, and values, which are widely understood. Consistency involves defining the values and systems that are the basis of a strong culture. Strong organizational culture which is consistent leads to organizational effectiveness by priding itself on the quality of its products or services. An organization with strong internal focus has higher levels of quality, fewer defects, less rework, good resource utilization, and high employee satisfaction (Denison, 2006). Flexibility (Adaptability + Involvement) A flexible organization has the capability to change in response to the environment with focus is on the marketplace and its people. An organization that is flexible has higher levels of product and service innovation, creativity, and a fast response to the changing needs of customers and employees (Denison, 2006). Stability (Mission + Consistency) A stable organization has the capacity to remain focused and predictable over time. An organization that is stable has high return on assets, investments and sales, as well as strong busi ­ness operations (Denison, 2006). Hence an organization should master these key traits and strengthen its culture in order to be effective. According to Barney (1986), strong organizational culture facilitates increased staff alignment, thus strengthening organizational effectiveness, and increasing employee productivity and commitment. However, on the contrary, Gagliardi (1986) suggested that organizations with strong cultures are only capable of a limited change because of resistance by members to changing those strongly held and widely shared values. For example, such resistance threatened the survival of Westinghouse electrical company in the 1950s, by preventing it from reaping any benefits from acquiring a factory automation business. It was concluded that the failure was due to the organizations culture of merging an entrepreneurial organizational activity into a relatively slow-moving, large American corporation (Nohria, Dwyer, Dalzell, 2002). This further reinforces the point that cultural strength increases organizational performance, but only in the short run, they may also inhibit an organizations ability to change. However Alicia (2002) suggests that organizations facing such problems can use subcultures to become more agile and to drive innovation. 2.1 SUBCULTURE Subcultures are groups whose common characteristic is a set of shared norms and beliefs, formed based on an array of individual, societal, and organizational characteristics (Chatman, 2002). Organizational subcultures may be based on membership in various groups (departments, workgroups, and teams), levels of hierarchies, professional and occupational affiliations, socio-demographic categories (sex, ethnicity, age, or nationality) and performance-related variables such as organizational commitment and work performance (Trice Beyer, 1993 quoted by Chatman, 2002) Hofstede (1998) suggested that subculture provides information about employees perceptions of the organization, and thus managers lack of awareness of existing or potential subcultures can be damaging. As mentioned earlier, members of strong cultures may resist change, and change within strong culture organizations may lead to conflict. Subcultures can absorb this conflict, with the value of the organizational culture intact. Thus, subcultures may offer a way for organizations with strong culture to be flexible enough to change and adapt to external occurrences (Chatman, 2002). 3.0 LEADERSHIP ROLE IN ORGANIZATIONAL EFFECTIVENESS According to Bryman (1992), the leader could alter or impact the organizational culture. Weese (1995) suggested that leaders have tempered positions relative to the impact that a leader can have on shaping and preserving the culture of an organization, that the culture is the organization, not something that the organization possesses, and consequently, culture change is an arduous assignment. Hence, transformational leaders are needed to help shape and maintain the desired culture of an organization (Schein, 1993), which may link to organizational effectiveness. High transformational leaders possess strong organizational cultures and carry out culture-building activities, especially the customer-orientation function, to a greater extent than other leaders do (Weese, 1995). Also, Bass and Avolio (1992) suggested that transformational leadership and organizational culture is vital to organizational effectiveness. Yukl (1994) defined transformational leadership as the process of influencing major changes in the attitudes and assumptions of organizational members and building commitment for the organizations mission, objectives and strategies. Leaders should therefore focus on developing a strong organizational culture which supports achieving set goals and objectives, coordinated team work, customer orientation, as well as managing change in the organization. 4.0 CONCLUSION It has been established that culture has a significant impact on organizations performance. Organizations with strong culture, and are able to maintain its stability enjoy better performance than weaker cultural organizations. Organizations should pay attention to mission, consistency, involvement, and adapt ­ability in order to have organizational effectiveness (Denison, 2006). Also, it is important for transformational leaders to possess a stronger organizational culture. However, strong cultures may inhibit an organizations ability to change, but such organizations can use subcultures to become more agile and to drive innovation (Chatman, 2002).

Johnson and Johnson Global Business

Johnson and Johnson Global Business In this report, we are using Johnson Johnson as the company for our strategic global business solutions project report. Introduction is formed as the brief background of Johnson Johnson. The focus of this report will be placed on JJs subsidiary Johnson Johnson, Group of Consumer Companies, Inc. Johnson Johnson. We will be focusing and relating this report on the baby product line of Johnson Johnson. The strategic initiatives of Johnson Johnsons skills, strategy, staff, structure, system and shared values will be discussed and examined in this report. We looked into their company functions so as to better understand them to enable effective decision makings. A political economic analysis is conducted to provide global risk insights for Johnson Johnson that is beneficial to JJ manage those risks as potential and risk. In relation to Johnson Johnson `s baby care products, Porter`s forces model is used to analyze the competitive advantage of the firm. One of the key understandings is that the middle-high rivalry is present with less number of competitors on Baby Care product line from competitor like California Baby, Simple. SWOT analysis show that Johnson Johnson holds strong competitive advantages after comparing its pros and cons despite of a few disadvantages of global standardization strategy. The growth strategy of Johnson Johnson will be selected based on both internal a nd external environment factor for the three years plan. These diagnoses are in reference to the SWOT analysis based on the company resources assets, intellectual property, and people. Lastly, the modes of entry will be affected by the several internal factors in this report. It comprises of internal requirement, technology know-how, management know-how as well as pressure for cost reduction. The recommendation part would provide several suggestions for the improvement of Johnson Johnson through the organization structure and Human Resource Management. Introduction We have chosen to work on Johnson and Johnson (JJ) for our strategic global business solutions project report for it is a global American pharmaceutical, medical devices and consumer packaged goods manufacturer founded in 1886. With more than 250 subsidiary companies located in 57 countries around the world and having its products sold in over 175 countries, JJ is a listed company evident with its listing among Fortune 500 and registering its stock with NASDAQ (NYSE: JNJ). With a diverse range of products sold in global markets, JJ adopted the business strategy of global standardization whereby there is limited customization needed for its products for focus is placed on having customers recognise and identify JJ as a household brand. Focus of this report will be placed on JJs subsidiary Johnson Johnson, Group of Consumer Companies, Inc. Strategic Initiative of Johnson Johnson Skills As Johnson Johnson is a global manufacturer with many subsidiaries on a global scale, JJ would hire its employees through a stringent process of selection and focus on ones performance. This implies that JJ recruits people of experience and ability with a global mindset hires third-country national (TCN), indicating that recruitment of people is mainly dependent on being consistent with JJs organizational structure. Strategy With the objective of market growth and maximizing profits in order to be responsible to their stockholders, JJ adopted the business strategy of global standardization. Choice of global standardization strategy is because JJs focus is placed on lowering costs and that there is limited need for customization of products for it generally the same other than slight changes in the products packaging. Staff The employees of JJ can be said to be well motivated to work for JJ has provided their staff with many incentives ranging from personal to performance benefits (i.e. annual incentive bonus, long-term incentive awards, and severance benefits). As JJ have high expectations on their employees, JJ sends their staff on regular employee training that clocks an average of 8 hours or more yearly (i.e. leadership development and management education in fields like finance and marketing). JJ also makes sure that their employees are motivated by giving them the right to voice ones opinion on company issues through JJs Credo survey. Structure JJs organizational structure is dictated by its corporate strategy. JJ initially adopted a decentralized approach to management but in the early 1900s, changed it to a more standardized approach for JJs top executives noticed that their subsidiaries are not well-positioned on a global platform to serve customers directly. The change in corporate management allowed JJ to mitigate limitations posed by the decentralization approach. One instance would be JJ having categorized all subsidiaries into three categories namely, consumer, pharmaceutical and professional. The chairman of each category is given the responsibility of identifying opportunities for leveraging services and expertise across companies in every market and the franchise managers assigned the responsibility of coordinating cross-company sales of a family of products (e.g. baby care products in US, France, Australia). The centralized management approach benefits JJ for it gives JJs top management a better view of its glob al operations and are able to effectively manage and integrate its global operations. This led to the success of JJ in being globally effective in terms of operations for cost of production is lowered in terms of reducing redundancies and duplications during the processing and manufacturing process. Systems In the business of health care, Johnson Johnson is inspired and united by a common purpose: to care for the health and well-being of the people they serve around the world. Caring drives the people of Johnson Johnson in their aim to make the world a better and healthier place through everything that they do. It is core to their business strategy and initiatives, the programs and partnerships which they build, the positions that they take on public policy issues, and their care for the environment. As the company moves forward, it continues to push the innovation envelope as coordinated activities under the centralized control, infusing superior technology and ingenuity into every product they make and every project which the company undertakes. The procedure of the JJ functions as a system in which build from within organization, as 95% of their people start at entry level and then progress and prosper throughout the organization. This not only creates many wonderful opportunities to grow and advance, it creates a special camaraderie among fellow JJers, many of whom came up through the ranks together. Johnson Johnson came up with this credo which speaks about their mission statements, views and their pledges to the customers and society. Robert Wood Johnson, former chairman from 1932 to 1963 and a member of the Companys founding family, crafted Our Credo himself in 1943, just before Johnson Johnson became a publicly traded company. This was long before anyone ever heard the term corporate social responsibility. WILLIAMC.WELDON is the chairman, Board of Directors, and Chief Executive Officer of Johnson Johnson. He takes pride in the organization work procedures and describe their operation of their day-to-day work is about their response to the unmet needs of their patients and customers and also their response to the needs of their colleagues; their response to supporting the global communities in which they live and work; finally, their response to the call for research and innovation in health care. Style The parent company of Johnson Johnson which is Procter Gamble (PG) has been pioneering products in nearly 50 different categories and their baby product line will be the function in which this report will be focusing on. As the company moves forward, it continues to push the innovation envelope every day, infusing superior technology and ingenuity into every product they make and every project which the company undertakes. The procedure of the JJ functions as a system in which build from within organization, as 95% of their people start at entry level and then progress and prosper throughout the organization. This not only creates many wonderful opportunities to grow and advance, it creates a special camaraderie among fellow JJers, many of whom came up through the ranks together. This also explains why their hiring process is so rigorous. JJ `s system is as such that they are not just offering a job, they expect you to grow into one of their future leaders. From day one youll help develop or support exciting brands you know while working on projects that have a direct impact on their global, $61.9 billion sales in 2009. Shared Values Johnson Johnson`s management style of helping to shape and define what health and well-being means in everyday lives. Their products, services, ideas and giving now touch the lives of at least one billion people every day. They credit their strength and endurance to a consistent approach to managing their business, and to the character of their people. They are guided in everything they do by their Credo, a management document authored more than 60 years ago by Robert Wood Johnson, former chairman from 1932 to 1963, and by four strategic principles. Their company style is deeply rooted in their Credo and deeply in filtered into their employees and leaders. Johnson Johnson `s system is such that their overarching philosophy which guides their business is their Credo, a deeply held set of values that have served as the strategic and moral compass for generations of Johnson Johnson leaders and employees. Above all, their Credo challenges them to put the needs and well-being of the people they serve first. It also speaks to the responsibilities they have to their employees, to the communities in which we live and work and the world community, and to our shareholders. They believe their Credo is a blueprint for long-term growth and sustainability thats as relevant today as when it was written. The company behavioral style is that their values embodied in their Credo guide the actions of the people of the Johnson Johnson Family of Companies at all levels and in all parts of the world. They have done so for more than 60 years. These Credo values extend to their accounting and financial reporting responsibilities. Their management is responsible for timely, accurate, reliable and objective financial statements and related information. As such: They maintain a well-designed system of internal accounting controls. They encourage strong and effective corporate governance from their Board of Directors. They continuously review their business results and strategic choices. They focus on financial stewardship. Synergistic teams All of the above of Johnson Johnson `s skills, strategy, staff, structure, system, staff and shared value formed together and worked in cohesively to form a synergistic team of workforce that oversee the entire operation from sourcing materials ,production lines ,manufacturing to research and development (RD). It is seen as that a synergy is the energy or force created by the working together of various parts or processes. In Johnson Johnson, the baby care products are the result of synergy and quality reassurance as promise by the company. External Environment Environment cannot be controlled; therefore we should analyze the environment first then indicate the strategy that also reflects the organization structure subsequently. Political Economy Analysis The political economy of a nation defines the forms of interdependence amongst the political, economic, and legal systems, and also reflects they interact and influence each other. Political systems The system of government in a nation defined as political system which divided the 200 plus world entities into 2 dimensions that include the degree of collectivism versus individualism and the degree of democracy versus totalitarianism. More practically, individuals would be tied together to achieve the common or collective goals in the high context country, like South Korea, Japan, those people focus on the benefits of society and long-term relationship; individualism means democratic political systems and free market economies like Americans have free rights to vote in election. Myanmar, North Korea act as the totalitarianism that government absolutely controlled by one person or political party. Whereas, China exist the grey area that it has been a move toward greater individual free market economies, but the government is still a totalitarian dictatorship. If the political systems are high stable, the company would be decentralized; otherwise, the company would concentrate in the low stable situation. Although the political systems in say Japan (i.e. change in 3 prime ministers since 2007) is relatively unstable as compared to that of other Asian countries like Singapore, the Japanese government is more open in terms of local market entrance of multinational companies. Economic systems In market economy, production is determined by the interaction of demand and supply; besides, the government encourages free and fair competition between private producers, the representatives of governments like the Great Britain, US and France. The objective of command economy is the good of society; all businesses are state owned in command economy, such as Thailand, South Korea, and Indonesia. India is the typical example of mixed economy in which certain sectors of the economy are left to private ownership and free market mechanisms while other sectors have state significant ownership and government planning. The company would decentralize in the consistent economy system or concentrate in the inconsistent economy system. Legal systems For a business that operates globally, understanding the different legal systems play an important role of the process. Legal aspects help to facilitate business operations so therefore it is very crucial and a necessity for international business operators to have an understanding of the different legal systems around the world. Companies must take into consideration the legal structures of the country in which they operate in. Globalization breaks down barriers between nations and bring nation together in a global platform. But increasing investment among nations also makes it more difficult for those in different cultures to understand the rules of other countries. It is important to follow the legal system of the country in which business is conducted or the government has the right to have legal actions taken should laws be not comply. International Business Laws Businesses operate in a world in which the laws of different governments and judicial systems might conflict as they originated from different cultures. It is therefore necessary to have a basic knowledge of the legal system and also understand how does business law impacts commerce in the companys own country and overseas. The impacts of international business on business law facilitate the inclusion of standards in their company regulations or operations that address these tricky and complex issues. Social cultural environment According to Geert Hofstede Cultural Theory, the global social culture roughly classify as 4 dimensions which considered as costs. Individualism versus Collectivism The individualism and individual achievement is common in the Western Countries, both positive and negative implementation in individualism. The positive side is showed in competition between individuals rather than collective groups and the person get pay-for-performance motivation to compete within organization especially in the dynamism of US economy that encouraged person to take chances and tried new things with unique ideas (i.e. Steve Jobs). However, the individualists just focus task-based, they cannot develop a strong and long-term relationship with others which is the advantage of collectivism. US, Canada Australia is the classical individualist representatives that are different from Asia (i.e. South Korea, China) act as collectivists. Power Distance The degree of acceptance of hierarchy or inequality exists among the organization, the higher power distance (i.e. Japan, Vietnam) reflect in the decision making by the seniorities and reward as the status, position and experiences; in contrast, the decision making and authority took by the task representative and pay-for-performance reward represented in low power distance culture like Denmark and UK. Uncertainty Avoidance The degree of tolerance for uncertainty and ambiguous situation, the low uncertainty avoidance reflects the high risk taker and adaptability of new things (i.e. Australia, Singapore); the high uncertainty displayed the low tolerance for uncertainty issues like France and Italy, those countries need the structured organization or rules to obey so that French and Italians are difficult to overcome the culture shock when they sent as expatriate managers. Masculinity versus Femininity Whether the differences of work in gender roles accepted in society, Japan and China should be masculine society; the jobs of gender are distinct and form a male dominant society and person more focus on financial and material possessions. On the other hand, gender roles are overlapping in the femininity country, such as Thailand and Finland, people in those countries focus more on quality of life. Therefore, in the femininity countries, the purchasing power of lifestyle is relatively high which point out an appealing way to Johnson Johnson develop. Overall analysis Those external environments provide global risk insights for Johnson Johnson that is beneficial to JJ manage those risks as potential and risk to take advantage of the relative international business strategy to form and adapt organization structure in the long-term. Competitive Advantages Posters Five Forces Degree of Rivalry The middle-high rivalry is present with less number of competitors on Baby Care product line, like California Baby, Simple; but Johnson Johnson is dominant in the Baby Care industry and the economies of scale so that the firm reflects less intense competition. The cost of competitive advantage and promotions are relatively high, like the advertising and discounts; additionally, JJ has over hundreds history and good image of Corporate Social Responsibility (CSR) result them remain competitive rather than leave the industry. Next, the high rate of growth display the middle-high competitive situation overall in the industry. Threat of new entrants The threats of new entrants should be low despite of low barriers of entry in the lights of low costs of set-up. The brand equity of JJ is relatively high and it has great impacts in the industry so that a large number of suppliers prefer to sign contracts with it rather than the new entrants that benefit for enhancing suppliers brand and engaging more profits, Lafes Body Care is an example of new entrant who launch a new baby care product line in recent years. In addition to the switching costs for customers, customers are keen on the brand with quality guarantee using for baby or not the less discrepancy of prices. Threat of substitutes Some baby care products from say Pigeon Corporation and Drapolene are suggested by doctors (i.e. responsible to babies), but lack in brand awareness recognized by customers as renowned brands and those products are not easier to buy or package of those products are not portable for customers to bring; compared with them, Johnson Johnson baby care products differ from they could be bought in almost of all supermarkets under the world-wide distribution channels and be convenient to carry about. Hence, threats of substitutes should be low. Power of Buyers There are a lot of alternatives for customers contribute to the high bargaining power of customers, especially for the price-sensitive customers, who are prefer to the high-quality products with the lower costs in the traditional theory research. However, JJs Baby Care products are considered as the essential healthy pharmacy products for baby by an amount of loyal customers. All in all, the bargaining power of customers should be low-to-middle as its healthy baby brand image formed in customers mind around the world, even the adult females prefer to but baby products to care their skins. Power of Suppliers There are thousands of suppliers to provide the materials, goods and services that allow JJ Family of Companies to manufacture products, supply offices and other facilities to service customers around the world. JJ committed to working with small and diverse suppliers in terms of their abilities to support its long-run growth objectives and add value to its business through providing the innovative solutions to their marketing, manufacturing and RD efforts. Even though the various inputs from the suppliers, the competitive situations also exist among suppliers and large amount of substitute inputs contribute to the low power of suppliers. Financial environment Analysis on JJs operation results is essential for it allows its stakeholders to gain an insight on how JJ is performing on the global platform and whether the management strategy employed needs to be consistent or changed according to future market projections. Looking at JJs net sales figures in the last 5 years (Appendix 1), gathered from JJs 2009 annual report, we see a generally consistent growth in its net sales. Though there is a dip in worldwide sales figure of 2.9% ($61.9 billion) from 2008, this can be accounted with JJs spending on research and development ($7 billion) as well as acquisitions and collaborations. Although this will cause a reduction in JJs sales margin, it will benefit the organization in the long-run whereby profits will be reaped upon returns on investment. Currently, JJ is expanding its operations in the BRIC countries (i.e. Brazil, Russia, India, and China) as well as other fast-developing markets. This should be a continued project of JJ for at least the next 3 years to maximize its profits and increase its global market share. This is inline with JJs organizational vision drive superior business results and sustainable competitive advantage. Internal Environment Value Chain JJs corporate vision, to maximise the global power of diversity and inclusion to drive superior business results and sustainable competitive advantage is in line with its corporate objective of profit and growth. Both JJs vision and focus has direct implication on its corporate structure. This is reflected upon the process within JJs value-chain. In terms of JJs organizational structure, Human resource management (HRM) plays a vital role in the direct success of JJ as an organization for it is the people, most valued asset, that contribute to achieving the goals and objectives of JJ. At present, JJ hires experienced and capable leaders to bring the organization to greater heights and JJ does not stop there. JJ provides all top executives in training which include leadership development and management education in fields like finance and marketing. JJ prioritizes on the professional development of every employee for JJ believe that they are capable in developing leaders within the organization by exposing them to diverse fields and giving employees heavier responsibilities to assess their ability. As mentioned above where staff motivation is important, we as consultants believe that JJ should continue to train their employees and appraise the performance of employees in the next three years. This is so that JJ would be able to make better use of their employees capabilities and talents and this will benefit the organization in the long-run when employees are loyal to JJ. Focusing on JJs consumer goods of baby products, the in-bound logistics ties in with operations before linking with outbound logistics, sales marketing and finally, providing businesses and consumers with service. JJs in-bound logistics would include the purchasing of raw materials needed for the manufacturing of baby products and storing the raw materials in various designated warehouses. Operations will then occur whereby factory employees would have to work along a production belt with the help of machines and maintain quality checks as well as bottling of baby products. JJ would then distribute the ready products into containers for shipment, in allocated warehouses or directly to retailers and distributors. To aid JJs employees in convenient dispersal of information to sales staff, they have made use of MultiAid to resolve all marketing resource management needs. This increases JJs operational efficiency and gives the organization a head start on asset management for product ima ge, captured data and distribution to retail trade communities is readily accessible to employees with one click on the computer system. With regards to sales and marketing, JJ advertises by relating consumers with real-life scenario whereby a mother bathes her baby with JJs baby products and having the statement of products for the ones you love. There are two types of service provided by JJ business to business (B2B) and business to consumer (B2C). JJ provides its business partners and suppliers with business opportunities. This means that the degree of success experienced by JJ has direct impact and will benefit companies that do business with JJ. Consumers of JJ are exposed to gathering useful and relevant information when having purchased JJ baby products for JJ has formed a website (i.e.BabyCentre.com) and a online Baby Care Library to increase the closeness in customer interaction. SWOT Analysis Strengths (Internal) Weaknesses (Internal) Abundant financial resources Strong brand name Proprietary technology Respected brand image Wide product lines Economies of scale Committed employees Superior product quality Better marketing skills Good distribution skills Low customization Lack of flexibility Opportunities (External) Threats (External) Opening of foreign markets Rapid market growth Brand switching Demographic shifts Low barriers to entry Economic downturn Introduction of new substitutes products Rival firms adopting new strategies Strengths Johnson Johnson is a well-known healthcare brand which ranks No. 1 within the industry under one decade of its historical development with a wide variety of skincare products and superior product quality. Abundant financial resources are exploited by the RD department to employ the committed staff for creating and even innovating the hygiene products through proprietary technology and build up the respected brand image. Besides, it focus on product leadership excel at product development and professional skills so that it can offer customers the best products in the industry. As the facts show that, JJ expanded internationally around the world, like Asia (Singapore, China) that triggered by the better marketing skills. Additionally, the good world-wide distribution skills due to its global standardization strategy that allow JJ to generate great market shares by cost reduction that come from economies of scale and fast product development what based on stable relationship with local distribution agents and its respected brand image as well as superior product like baby care mainly. Weaknesses Global standardization is the main international business strategy to control cost but this also is its drawback that results in the low customization. In addition to the world-wide product structure, the managers lack of flexibility to face the challenge of changes in local markets. Opportunities In order to bring along the development of local economy, most of countries welcomes the international companies introduce their products to diversify the local economy. The increasing attentions of baby nurturance and its brand image prompt customers to purchase its products and grow rapidly in the global new markets. There is an opportunity to generate more market shares and enhance its brand image in the long-term in the lights of the rise in global demographic population reach to 7 billion that data collected from statistics of 2011, China and India act as the representatives; moreover, the superior product quality of JJ is the critical to attract customers switching from other brands. Threats JJ faces the threats of the low barriers to entry due to the low cost of set-up, and the proprietary product differences will be difficult to protect when the barriers are reduced so that the customers would switch to other brands more possibly. Another threat reflected by the economic downturn, JJ is difficult to manage the exchange rate risk under the global standardization strategy. Most important, JJ would be forced to stay at the passive threat that the customers would be attracted by its competitors and sales would be declined if rivalries adopting the new strategies. Outcome of SWOT Matrix Generally, Johnson Johnson holds strong competitive advantages after compare its pros and cons despite of few disadvantages of global standardization strategy. In another angle, JJ is able to switch the threats to opportunities in the lights of its calculus-based capability and resources. Growth Strategies adopted by Johnson Johnson There are both internal and external environments to be carefully evaluated when planning for a three years growth strategy plan for Johnson Johnson as what happen externally and internally will affect the company. These diagnoses are in reference to the SWOT analysis based on the company resources assets, intellectual property, and people. With careful consideration and by selecting market penetration growth strategy for a three year period, it will help them to gain more market shares through promotion and advertising from their strong marketing teams. Before planned the growth strategies, the firm should generate a lot of information about if the company is selling new, existing or emerging products in a new or existing market. From the diagnosis of the Porter`s model, understanding that the threats of new entrants are low and also credited to the high brand equity of Johnson Johnson, market penetration growth strategy defined by Ansoff is selected in the lights of situation that involves neither new markets nor new products, are forced to grow through this growth strategy. It is a strategy that is designed to give the business a greater percentage of market shares. Market penetration occurs when a company enters/penetrates a market with current products. This type of strategy usually seeks to gain a compet

Essay on Cheating and Plagiarism :: Exploratory Essays Research Papers

From the information I gathered for this paper, plagiarism is a bigger problem than we all think.   As far as I can tell plagiarism has been around since the existence of reading and writing.   Our human race sure hasn't helped this matter by inventing the printing press in the late fifteen-century and the Internet in the late twentieth century.   Plagiarism gets most of its press in the realm of education, particularly in places of higher education.   Aside from the information I attained threw traditional research, I poled a few students here at Lake Superior State University.   I got this idea from some of the articles I read.   I read this one article that was about a professor that said she estimated that 17% of the papers students turned in to her were plagiarized.   Those were the ones that she was actually sure about.   So when I did my pole I asked students if they had plagiarized a paper this semester.   The overwhelming response was...I plagi arize all my papers.   A whopping 100% of  Ã‚   the students I talked to plagiarized this semester and as far as I can tell, every semester.   No, this was not a scientific study, but it sure was shocking.   It is my guess that some of these people are ignorant, but a majority of them are lazy.   In the rest of my paper I will explain plagiarism in its many forms, discuss how the Internet has affected academic integrity, and highlight some of the ways teachers and professors are detecting and combating this problem known as plagiarism.   Ã‚  Ã‚  Ã‚  Ã‚   What is plagiarism?   Plagiarism's definition cannot be explained in a few words or even one or two sentences.   Plagiarism takes shape in most cases, one of six ways or in a combination of the six.   Here they are: 1.  Ã‚  Ã‚  Ã‚  Ã‚   Using another writer's words without proper citation.   If you use another writer's work, you must place quotation marks around the quoted material and include a footnote or other indication of the source of the quotation.1[1] 2.  Ã‚  Ã‚  Ã‚  Ã‚   Using another writer's ideas without proper citation.   When you use another's ideas, you must indicate with footnotes or other means of where this information can be found.   Your instructors want to know which ideas and judgments are yours and which you arrived at by consulting other sources. Essay on Cheating and Plagiarism :: Exploratory Essays Research Papers From the information I gathered for this paper, plagiarism is a bigger problem than we all think.   As far as I can tell plagiarism has been around since the existence of reading and writing.   Our human race sure hasn't helped this matter by inventing the printing press in the late fifteen-century and the Internet in the late twentieth century.   Plagiarism gets most of its press in the realm of education, particularly in places of higher education.   Aside from the information I attained threw traditional research, I poled a few students here at Lake Superior State University.   I got this idea from some of the articles I read.   I read this one article that was about a professor that said she estimated that 17% of the papers students turned in to her were plagiarized.   Those were the ones that she was actually sure about.   So when I did my pole I asked students if they had plagiarized a paper this semester.   The overwhelming response was...I plagi arize all my papers.   A whopping 100% of  Ã‚   the students I talked to plagiarized this semester and as far as I can tell, every semester.   No, this was not a scientific study, but it sure was shocking.   It is my guess that some of these people are ignorant, but a majority of them are lazy.   In the rest of my paper I will explain plagiarism in its many forms, discuss how the Internet has affected academic integrity, and highlight some of the ways teachers and professors are detecting and combating this problem known as plagiarism.   Ã‚  Ã‚  Ã‚  Ã‚   What is plagiarism?   Plagiarism's definition cannot be explained in a few words or even one or two sentences.   Plagiarism takes shape in most cases, one of six ways or in a combination of the six.   Here they are: 1.  Ã‚  Ã‚  Ã‚  Ã‚   Using another writer's words without proper citation.   If you use another writer's work, you must place quotation marks around the quoted material and include a footnote or other indication of the source of the quotation.1[1] 2.  Ã‚  Ã‚  Ã‚  Ã‚   Using another writer's ideas without proper citation.   When you use another's ideas, you must indicate with footnotes or other means of where this information can be found.   Your instructors want to know which ideas and judgments are yours and which you arrived at by consulting other sources.

Loyalty to Family in Barn Burning by William Faulkner Essay example --

Loyalty to Family in Barn Burning by William Faulkner The short story "Barn Burning" by William Faulkner is a stark look at the struggle of a boy to try to do what is right, or do what is best for his family during the post Civil War era. The main character, Sartoris Snopes is a poor son of a migrant tenant farmer who, in the opening scene is being questioned about the burning of a farmers barn by his father, Abner Snopes. The boy is torn between choosing what is right, telling the truth, or lying to protect his father. The boy is not forced to tell to judge about his father burning the barn, but is certain he would have told if asked. The father is a soldier from the Civil War and has a knack for burning down the barns of those who cross his path. Faulkner uses the symbol of blood to illustrate the theme of loyalty to the family.   Ã‚  Ã‚  Ã‚  Ã‚  Faulkner illustrates the theme of blood when he is to testify, and is pressured by his father to lie. In the makeshift courtroom, when the boy is put on the stand he is pressured because he knows that his father will do something rash if his son tells the truth. He also is told that some things are more important than the truth, that family is the most important thing. When Abner states, "You would have told them." This shows how the boy feels toward his blood father, and how even though it would have been a lie he should have testified in his fathers favor. This scene also reveals how the father feels about family. The father belie...

The Sunflower

Melissa Torres Period: 2 2/9/13 The Sunflower Dear Simon Wiesenthal, After reading The Sunflower and having mixed emotions during this book I made my decision. â€Å"What would I have done? † I would have done the same thing you did. Just walk away from all of it. I believe it would be a tough situation to think about and have a response to right then and there. Like Deborah says in her essay, â€Å"The question to be asked is not should the prisoner have forgiven the SS man but could the prisoner have forgiven him? This is obviously saying that no one has the right to forgive anyone on behalf of another. This request brings up several moral questions like, Is it alright to forgive someone who has done no harm to you? Can a person forgive someone on behalf of others? Can anyone really forgive anyone else, or is forgiveness in the hands of a higher power? The soldier asked you for his forgiveness just because you are a Jew, and in the soldiers mind, all Jews are equal. Even th ough you weren’t burned alive, shot dead, or in any other heinous acts in the concentration camps.How could his forgiveness, had he granted it, put the soldier at rest about the hundreds of Jews he has been a party to the murder of? I think you had no right to forgive the soldier. The soldier didn’t commit a crime against you personally, and for you to forgive him would have been an empty phrase with no meaning. The soldier should have asked for forgiveness between himself and all the Jews he murdered. Sven Alkalaj I like that Sven included in his essay what he went through in Bosnia. I agree with Sven that Simon made a good decision not forgiving the soldier.Just as Sven asks in his essay, â€Å"Who is entitled to speak on behalf of the victims? † Simon didn’t have much of a say just because they didn’t torture him. Just like Sven says, Simon was unsure if his response to the dying soldier was okay. It was hard for Simon to get over his response a nd wanted other peoples opinions on his decision. When the nurse attempts to give Simon some of the soldiers possessions. Simon refuses the package. It obviously shows that he didn’t want to do much with the soldiers. The holocaust was a horrible thing, and the killing of thousands of Jews was not okay. Forgetting the crimes would be worse than forgiving the criminal who seeks forgiveness† It is such a atrocious thing, its hard to forget and Sven said it would be bad to forget everything that happened. The Dalai Lama I don’t agree with Lama. He says â€Å"one should forgive the person or persons who have committed atrocities against oneself and mankind. † I am totally against what he says because forgiving the soldier would mean that Simon is okay with what he did. The soldier didn’t really care if the Jew was tortured or not because he just asked the nurse to find a random Jew.I felt like the soldiers apology was a lie and he just wanted to die in peace. But he doesn’t really deserve it after everything he did. Lama also says â€Å"but that is not the Buddhist way,† Lama’s culture is different and believes that forgiveness is okay. But if Simon was to forgive the soldier, it wouldn’t bring back any of the people he killed. The Jews he killed are piled up dead and accepting his apology isn’t going to change a thing. All the awful things that happened will always be in Simon’s mind. Melissa Torres Period: 6 The SunflowerIn The Sunflower, by Simon Wiesenthal the main character, Simon is put in an awkward situation and doesn’t really know how to deal with it. His development from the beginning of the book to the end of the book is kind of crazy. Towards the end of this book he realizes he made the right decision. Simon just needed a little bit of extra help to decipher if what he did was right. With condoning factors supporting the Nazi in The Sunflower is asking for forgiveness bo th out of guilt and amends, there is no possible way to decipher if he should or should not be forgiven.Simon was asked to go clean at a hospital. When he arrived at the hospital the nurse asked him if he was a Jew. Simon said yes and the nurse took him to the bedside of Karl, a 21-year old dying Nazi soldier. Karl was covered in bandages with openings only for his mouth, nose and ears. Karl wanted to tell Simon his story. Karl talked about his childhood and then the conversation came up to him being a Nazi. Karl admitted to shooting a mother, father and their two kids. Karl felt guilty about the hundred of Jews he killed and he didn’t want to die without coming clean to a Jew.Karl asked for forgiveness, he knew he was asking for too much from Simon but without his answer Karl couldn’t die in peace. Simon left the room without a word. When he returned to the hospital the next day, the same nurse came to Simon and told him that Karl had died. Over the next years of the war, time and time again, through all his suffering, Simon thought of Karl and wondered if he should have forgiven him. Over the years, every time Simon would enter a hospital, see a nurse, or a man covered with his head bandaged, he recalls Karl. Many years later Simon questioned whether he had done the right thing.He asked many people about his actions. A few of these people included Jews, Rabbis, a Catholic Cardinal, Christians and even an ex-Nazi. They all had different opinions and different reason of forgiveness. Faced with the choice between compassion and justice, silence and truth, Simon said nothing. Simon always wondered if he had done the right thing. As the book was coming to an end, Simon started noticing that he did the right think not forgiving Karl. Forgiving him wouldn’t bring back any of the people he killed. The Jews he killed are piled up dead and accepting his apology isn’t going to change a thing.Karl didn’t commit a crime against Simon pe rsonally, and for Simon to forgive Karl would have been an empty phrase with no meaning. Karl should have asked for forgiveness between himself and all the Jews he murdered. The main character’s development throughout the book showed that at first Simon wasn’t confident with his decision and always had the situation on the back of his mind. But towards the end of the book, Simon notices he did make the right decision to just get up, walk away without saying a word. Simon basically needed other peoples opinions to see that he had done the right thing.

The Metamorphosis

The Metamorphosis is a fiction novel that attempts to explore idealism concealed in fantasy. The protagonist, Gregory is a sales man who is the bread winner of the family. He is a child of the family, but works hard to take care of his family, including his parents. He has a very busy and tiring life. He is ever out on business trips or at work. His hard work is not in vain, he is able to meet the needs of his family. He does not like the job however, he is only striving to clear his parents' debts, after which he intends to quit. It is at this point that the story gets dramatic suddenly, he metamorphoses into a vermin. The family is shocked at first, then when they realize he is no longer beneficial, they decide to get rid of him. The novel does not dwell on the event. The reader is faced with the aftermath. The whole happening, the how, is missing from the text. Perhaps the account of this is missing because Gregory must have been asleep, therefore could not decipher changes in his body. The main theme in the story is alienation. The story follows a simple straight forward plot which present the reader with a chance to easily comprehend. Gregory is alienated from the society, his family and himself. He opts for a permanent elimination after his metamorphosis. This is due to the fact that life becomes almost unbearable. He is an insect with a human identity. The alienation in the storyThe story appears simple and superfluous. From the onset, where Gregory turns into a vermin, the reader's spirit is invoked into deep thought. The whole ideas seems irrational if not illogical, at least by the laws of science. We get to interact with the life of a business man, who can no longer fend for the family due to his new state. The whole story appears metaphoric as it goes beyond natural instincts.The story is carefully designed to make the user come to terms with it citation. This is to illustrate the truth of metamorphosis. Scientifically, metamorphosis is a process of irreversible transfiguration from one less developed form to a more developed form. In a story that attempts to create a fantasy in a real world, the reader is thrown into an unreal world that is unrecognizable by the mind. How can a man change into a Vermin overnight?As the story progresses, it gets clearer when compared with the present day industrial revolution. The advancement in technology makes the metamorphosis ‘real'. The story is symbolic and it gives a forecast into the future. The present day levels of alienation will be surpassed. The more the social Medias grow the more individualism grows. This shoots alienation to a whole new level.Much of the story is based on the after metamorphosis has taken place.it is only after he has turned into a gigantic insect that he begins to analyze his life. He had never thought about his interests at deep length. His main goal had been to work as hard as possible for the family. His parents had a debt which he had purposed to clear. When he turns into a vermin, he does not even for a moment ponder over the possibility. He is only thinking about how he is going to get to his job. To be able to sustain the family. He relates the situation with his inability to work, and laments about that only. He does not worry about how it happened. He quickly adapts to being an insect and hides behind the couch. He takes the whole life of an insect and alienates himself further. At the realization that he is no longer human, his family develops hostility. He becomes an enemy. The father wants to kill him while the mother faints. He is further alienated when the family gets ashamed of being with him. The members of his family thinks he is very ugly, dirty and scary. He also gets to develop the same attitude towards himself.We are showed how much serious it gets after metamorphosis has had effect. He is denied his rights. He is not a family member anymore. He has to adjust to a new life. Eating like an insect, sleeping under the couch among other sad realities. He has never had a chance to be close to anybody, since he has always been busy working. He had no personal life, his had been just work. It is only with his sister, Grete, whom he is a bit close with.He has always wanted to advance her studies in violin. He loved the way she played it. But now he could not even get a chance to watch her play, he was considered a nuisance.He loses track of his old life. He instead finds himself as a human being trapped in an insect body. He still yearns for his human lifestyle and hopes to incorporate it in his insect life. For instance, he does not approve of the decision by his family to remove the furniture from his room. His family assumes that he does not need them anymore since he is not a human now. But he does not cherish the idea of running around in an empty room. He however, is unable to make his wish known to them. His is an insect, with an ugly appearance. If he shows up to try to prove a point, it would only scare them and perhaps attract more hostility. Therefore he decides to maintain a passive nature. He prefers his room as it was previously as it reminds him that he is human. He wants to feel that he is still human, with feelings. He is not yet ready to lose his human identity as of yet. Earlier, he had a job and he was human, however, he was still alienated. He had work to attend to since he was the breadwinner of the family. Gregory was naturally motivated by the suffering of others. He didn't want any other member of the family struggling. He worried about their wellbeing and for this cause, he was always alone working. He would either be in restaurant rooms on business trips or at work on his own. His urge to help his family is crystal clear, although this contributes actively to his alienation. The novel vividly describes Gregory's plight before he undergoes metamorphosis. He starts lowly, then with hard work and great effort, he is able finally, to feed the family comfortably. The family is happy at his efforts, but does not make any attempts to understand his personal life. The family gets used to the provisions he makes. The family alienates him and does not see beyond the money he makes.Gregory dislikes his job. The job prevents him from living a life true to his lifestyle. He is forced into the job by circumstances. He plans on walking out, but cannot do so presently because he has a debt to clear. A debt he is paying for his parents. His selfless nature adds more to his personal sufferings as man. This makes his life unbearable even before his metamorphosis. He sticks to job he hates not because he wants to, but because of a more honorable cause. This, as expected, alienates him further. The protagonist, Gregory agrees to die, when the sister, with whom he had ever managed an intimate relationship with, finally decides that they need to get rid of him. â€Å"The decision that he must disappear was one that he held to even more strongly than his sister if that were possible. In this state of vacant and peaceful meditation, he remained until the tower clock struck three in the morning. The first broadening of light in the world outside the window entered his consciousness once more. Then his head sank to the floor of its own accord and from his nostrils came the last flicker of his breath.† (135pg). He approves of the idea partly because he thinks that it would do the family good. He thought he was already becoming a burden, and one who is used to reaching out to people, promptly approves of his death. This is the final stage and the most fatal permanent alienation he subjects himself to. The novel brings Gregory's alienation to light before and after metamorphosis. He suffers both as a human and as an insect. He suffers more as a vermin as compared to when he was still human. He can no longer go to work, thus the guilt weighs more heavily on him. He is now an insect and feels that he needs to disappear from the lives of his family members, therefore he opts for a permanent method. He dies, thereby alienating himself permanently.