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Samsung Electronics Business Plan Free Essays

Samsung Electronics founded in 1969 with its headquarters in Samsung Town, Seoul, is part of the Samsung Group, which includes dozens of companies with vast interests. Through the last 40 years, the company had risen to become a global leader in the consumer electronics brands market with its innovative products such as mobile phones, TVs, and monitors. At present, Samsung Electronics leads the Samsung subsidiaries with more than 157,000 employees in their various assembly plants and sales network across 65 countries around the globe. We will write a custom essay sample on Samsung Electronics Business Plan or any similar topic only for you Order Now With its revenue of $117. 4 billion in 2009, it has become one of the world class electronics company. Furthermore, Samsung Electronics industry is consumer electronics, Telecommunications and semiconductor. According to information of their corporate website, from its pioneer operations of an export business, the company has divested into electronics with specialty in digital, media, and microchips, memories, and systems integration. At present, the company’s innovative solutions on products and processes are recognized globally. The company attained a leadership position in the year 2009 when it surpassed leader Hewlett-Packard the erstwhile leader. Importantly, as a response to the downturn in the economy in 2009, Samsung Electronics of Seoul, South Korea, ‘implemented a structural reorganization to become more efficient to deal with worsening economic conditions. According to a Samsung spokeswoman Hwang Eun-ju, the changes were necessary to â€Å"effectively respond to the current global recession. † Samsung embarked on a management structural change from the sole Chief Executive Officer system, to a dual management structure with effective teams. Goals. Given revolutionary changes and opportunities digital age has brought to global businesses, Samsung electronics has and will continually respond with advanced technologies competitive products and innovativeness. Over the next five years and more, Samsung Electronics’ goal is to display unflinching commitment to making life easier and more comfortable for its consumers by taking advantage of the group’s key strengths: â€Å"New Technology,† â€Å"Innovative Products,† and â€Å"Creative Solutions. † Suffice it to say at this point that, in all the aforementioned goals, controlling cash flow and profitability will be an undertone. Products Samsung Electronics is the global leading manufacturer of memory chips, LCDs, and flat screen televisions, and is competitive in mobile manufactures. For over a decade, Samsung has maintained its leading position in microchip making. The company also manufactures an array of home appliances, TV/audio and video, cameras, and camcorders, monitors, and notebooks, and print solutions. In the area of wireless networking, Samsung Electronics developed protocols that were accepted internationally and used widely in foreign markets. Summary Organizational structure, control, and coordinating mechanisms are key variables for strategic implementation. An adaptive organizational structure facilitates changes in strategy, competitive moves, and changes in the environment. (Deresky, 2010, p. 257). Samsung Electronics which is a flagship of the Samsung group has carved a niche for its self in the consumer electronics market. Their major goal is to stay innovative to give value to their core groups- the industry, partners, and employees. In doing this however, an organizational structure that supports cash flow management and profitability will be erected to combat negative economic trends. References * Deresky, H. (2011). International management: Managing across borders and cultures (7th ed.).   Boston, MA: Prentice Hall. Samsung beats HP to pole position. Financial Times. Retrieved April 23, 2011 from http://www.ft.com/cms/s/2/c48d477a-0c3b-11df-8b81-00144feabdc0.html. Samsung Electronics Background. Retrieved, April 24, 2011 from ceridian.co.uk   www.ceridian.co.uk/hr/brochures/Samsung How to cite Samsung Electronics Business Plan, Papers

Health Promotion Paper free essay sample

The American Journal of Health Promotion defines health promotion as the science and art of assisting people in adjusting their lifestyle to move toward a state of optimal health, this is a balance between different dimensions including physical, emotional, social, spiritual, and intellectual health (ODonnell, 2009). There are three main levels of health promotion, primary, secondary and tertiary. This paper will go into detail about the five steps included within these three levels of health prevention. Social dimension involves the encouragement of a healthy living environment and also initiates better communication with patients and their families. Spiritual dimension connects patients to the real meaning of life and when to take charge. The patient will begin to understand the importance of their health and connect them to their personal beliefs. The physical dimension concentrates on physical well-being using exercise and strengthening cardiac health and endurance. Within this dimension patients begin to learn how to monitor their own vitals and be able to recognize the bodies warning signs of medical complications. We will write a custom essay sample on Health Promotion Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page With health promotion patient have the possibility of having a healthier life from birth to death. Primary Level of Health Promotion Primary health promotion involves health promotion and specific preventions. It encompasses taking a hands-on approach in educating patients about preventing health problems. The main goal is to dramatically decrease the risk of developing a disease or medical problem before it transpires. This level of health promotion is focused on education to help individuals to become more attentive of the importance of improving health and the actions that need to be taken at the primary preventive health level. Patients are taught how to use the correct preventive measures. A patient who has had testing and determined to be pre-diabetic can be educated on life style changes and eating habits. This is an example of primary health promotion. Also informing patients of the importance of immunizations such as pneumonia and flu vaccines are included in primary prevention. Specific protection involved in this level includes attention to personal hygiene and the use of sanitation such as that when in the hospital using hang sanitizer. Also it is important to educate patients for the need of nutrition and vitamins to increase nutritional status and to prevent further health complications. We as nurses can also prevent problems such as identifying patient’s allergies to medications, properly documenting this information to insure these patients do not receive this medication and potentially develop an anaphylaxis reaction. Prevention is always key, however most of the time diseases such as diabetes progress. Secondary Level of Health Promotion Secondary prevention involves early diagnosis and rapid identification of a disease before it advances and patients have signs and symptoms that become debilitating. It motivates people to move away from damaging actions and towards heathier habits such as diet and exercise. It also encourages screening and diagnosis testing for illnesses related to unhealthy behaviors. An example of secondary prevention is teaching patients the importance of colonoscopies as a screening tool to prevent colon rectal cancer. This stage of health promotion is geared towards preventing further complications and debilitation in patients that have an existing disease. Tertiary Level of Health Promotion Tertiary prevention level involves a patient who has a disease that has caused a disability that is irreversible. This level encompasses efforts that can help to reduce the effects of the disease by rebuilding functions through rehab and physical thearpy as well as closer monitoring to track the progression such as blood test or diagnosis testing. The main goal of tertiary care is to help return the patient back to a functioning capability by lowering the effects of the disease. An example of tertiary prevention would be: A patient who had stroke due to uncontrolled high blood pressure and now has trouble swallowing, walking and doing every day activites from the effects from the stroke. Physical therapy and speech therapy work with this patient to rebuild prior level of function. In conclusion health promotion no matter which level involves educating the patient. Primary prevention involves informing patient about diseases and how to prevent them from occurring. Once a patient has been diagnosed with a disease they are taught life style changes, medications and screening tools to prevent advancement of diseases. As soon as a patient has hit the tertiary prevention level they have a known disease that has need for rehabilitation to regain prior function. Each level is a tool to help patients gain knowledge about diseases to make necessary changes to prevent and control his or her health. This all happens through education that has properly been delivered to each individual regarding their specific care.

Recruitment and Selection free essay sample

There are four major types of legislation that affect recruitment and selection in a non-unionized workplace within Alberta. Those types of legislation being: †¢ Constitutional law †¢ Human Rights law †¢ Employment Equity legislation and †¢ Labour law/employment standards and related legislation Constitutional law as a whole is the supreme law of Canada and has precedence over all other legal means; it consists of a series of Acts and orders passed since 1867 by the British and Canadian Parliaments. Constitutional law does not directly affect recruitment and selection activities unless the recruitment and selection practices are challenged in a Human Rights Tribunal or court. Constitutional law sets limits and conditions on what federal, provincial/territorial, and municipal governments and courts can legally do to alter employment policies and practices. Therefore, the interpretation of constitutional law has a large influence on every aspect of Human Resource Management not just Recruitment Selection practices and programs. Human Rights laws across Canada prohibit discrimination in both employment and the provisions of goods and services. We will write a custom essay sample on Recruitment and Selection or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Grounds on which discrimination is prohibited in Alberta are: †¢ Race or colour †¢ Religion †¢ Physical or mental disability †¢ Age †¢ Sex (includes pregnancy and childbirth) †¢ Marital status †¢ Dependence on alcohol or drugs †¢ Family status †¢ Sexual orientation †¢ Ancestry or place of origin †¢ Source of income Human Rights legislation is enforced through human rights commissions or tribunals that have the legislated power to undertake actions that may be necessary to eliminate discrimination. Though prohibited discrimination varies across jurisdictions, there are six which all jurisdictions agree upon: race or colour, religion or creed, age, sex, marital status, and physical/mental handicap or disability. Employment equity legislation is the plan for compensation for employment disadvantages experienced by certain groups – women, individuals with disabilities, elderly employees, etc. The legislations is to eliminate barriers and give equal opportunities to individuals in the workplace. Through provision of consulting and education services, the Alberta Human Rights and Citizenship Commission support the development and creation of employment equity policies and programs. Employment equity is not only about fairness and leveling the playing field. It also helps attract and keep excellent employees who may otherwise be overlooked or avoided. Employment equity encourages employers to take advantage of the talents, skills and innovation that a more diverse workforce can offer. Finally, labour laws, employment standards and related legislation sets the stage for minimum age of employment, hours of work, minimum wages, statutory holidays, vacations, work leaves and termination of employment. These laws have little impact on the recruitment practice but take part in the selection practice by affecting what the employer is looking for and what a potential employee is looking for. Employers have a legal responsibility to ensure no unlawful discrimination occurs in the recruitment and selection process. The legislation above assists on guiding this. Direct discrimination occurs when someone is treated less favorably than another person because of a protected characteristic they have or are thought to have or because they associate with someone who has a protected characteristic. Indirect discrimination, or adverse effect discrimination, can occur when you have a condition, rule, policy or even a practice that applies to everyone but particularly disadvantages people who share a protected characteristic. Indirect discrimination can be justified if you can show that you acted reasonably, i. e. that it is ‘a proportionate means of achieving a legitimate aim’, or bona fide occupational requirement (BFOR). A legitimate aim might be any lawful decision made, but if there is a discriminatory effect, the sole aim of reducing costs is likely to be unlawful. Being proportionate really means being fair and reasonable, including showing that one’s looked at `less discriminatory? alternatives to any decision make. For a standard to be considered a BFOR, an employer has to establish that any accommodation or changes to the standard would create an undue hardship. When a standard is a BFOR, an employer is not expected to change it to accommodate an employee. However, to be as inclusive as possible, an employer should still explore whether some form of accommodation is possible anyhow. It is unsurprising that the culture of a particular work organization will influence selection decisions, with recruiters both consciously and unconsciously selecting those individuals who will ‘best fit’ that culture. In some organizations recruitment policy and practice is derived from their overall strategy which disseminates values into the recruitment and selection process. Though, individuals as well as organizations seek this ‘best fit’, providing evidence that many individuals prefer to work in organizations that reflect their personal values. Decisions made in the course of recruitment and selection process should be perceived as essentially fair and admissible to all parties, including people who have been rejected.

Idioms About Distance

Idioms About Distance Idioms About Distance Idioms About Distance By Mark Nichol The English language, rich with idiom, is replete with colorful words and phrases about measurement of distance. Here is a look at some of those expressions, roughly in order of the magnitude of the length being referred to. Colloquial phrases about distances include hairbreadth, referring, as the word indicates, to the thickness of a hair with the connotation of coming within an infinitesimal distance of doing something. The closing of this compound word, first known to have been used in the early 1600s, is unusual, as is the insertion of the plural s in the middle of the plural form: hairsbreadth. Similarly, one can refer to doing something â€Å"by a whisker.† One can also say that that a room or other place is so small, one could not swing a cat in the confined space. Two idioms that do not refer to literal distance but include figurative references to distance follow: To express that someone is not trustworthy, one can write or say, â€Å"I don’t trust [someone] any farther than I can throw him† (or her). To indicate that one does not want to get close to an object or a subject, one can refer to not wanting to touch something or someone with a ten-foot pole- or, rarely, a barge pole (referring to a long pole used to propel a barge, a long, flat boat used for hauling freight or debris, by pushing the pole’s end against the shallow bottom of the waterway). A small but more extensive distance might be described as a hop, skip, and a jump or spitting distance (not to be confused with the much more intimate striking distance, denoting sufficient proximity to hit someone or something), though these expressions refer to more than the literal distance, likely even more than â€Å"a stone’s throw†- literally, the distance one can throw a rock of indeterminate size. Meanwhile, something right in one’s backyard is no great distance. Many people are familiar with the expression â€Å"Don’t fire until you see the whites of their eyes,† attributed to various American officers during the Battle of Bunker Hill during the Revolutionary War. This admonition to withhold musket fire until the targeted enemy is close enough for a sure shot that justifies the use of precious ammunition had been used repeatedly in various forms for several decades before that conflict, however, and originated with a Swedish king in the early 1600s. It never achieved popular usage, though, even as a figurative expression. An expression from the American South refers to how many looks away a destination is; this term denotes how many landmarks one must look for before arriving. (â€Å"Turn right at the church, then, when you come to a big stump right next to the road, take the next left turn, and it’s right past the creek crossing† represents three or four looks, depending on whether the left turn after the stump counts as a look.) Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Expressions category, check our popular posts, or choose a related post below:20 Types and Forms of Humor15 Types of DocumentsWhat the Heck are "Peeps"?

Personal Philosophy Of Success Essay Example | Topics and Well Written Essays - 500 words

Personal Philosophy Of Success - Essay Example In my life, I have realized many things through self-motivation. I am a leader of a self-motivational group. When we were electing the chair, most of the members of the group were not ready for that challenging leadership responsibility. A sense of intrinsic motivation to develop my leadership skills burned strongly in me, and I accepted the position of chairperson. The group has recorded tremendous progress, and all the members have appreciated my leadership. Self motivation has also enabled me to maintain a good grade here in school. Covey’s (89) third habit of working with a priority list, has guided me in prioritizing my education. Accepting personal responsibility is another strategy I plan to apply in my life. For the time I have applied this strategy in my life; it has worked very well enabling me to achieve great success. Taking a personal responsibility assists me in ensuring I do not procrastinate the activities I should do. For example, I do not keep on postponing my assignments over the weekend, only to do them at the rush hour. Accepting that it is my responsibility and allocating quality time for them has enabled me record a lot of success in academics. I believe that accepting personal responsibility will enable me raise a successful family, and achieve the life goals that I have set for my life. Maintaining and renewing a positive attitude, as well as, a good rapport with other people, and making friends with them, is another strategy that has kept me going in life. Covey (209) advises that, the habit of interpersonal leadership enables one to see opportunities in other people. Success in life requires that a person allows friends in their life, because one cannot succeed alone. In my life, friends have been of great value. In the leadership, I am sure I would not have recorded the success I have realized, were it not for my friends. I

BHS 455 (Computer & Information Systems) Module 2 SLP Essay

BHS 455 (Computer & Information Systems) Module 2 SLP - Essay Example Now the aim of this module is to select the better information system communication technology that will involve the data and information collection and processing areas. Here I will describe the information exchange procedure and its purpose. This research will also outline the key Inputs, Processes and Outputs that are used in the overall communication system. UHB (University Hospital Birmingham) is the healthcare organization I have selected for the assessment for which we are going to implement the information technology system. UHB (University Hospital Birmingham) Foundation Trust was honored a excellent ranking for excellence of service as well as outstanding for utilize of resources regarding the patients life safety, this rating is established by the Healthcare Commission yearly Health repot 2007. Here I will outline the main departmental and organization structure of the University Hospital Birmingham. This departmental division will provide a great help regarding the technology needs assessment and technology implementation areas. This will also help us to outline the important data and information areas from where we can access the data for the better organizational data and information utilize. The basic aim of development of health care management and handling system is to provide a better working platform to the business and managing the hospital in a better way. For the University Hospital Birmingham it is really essential, because for such huge business we need a system that can centralize the whole working departments and management areas. The manual management of such system is really difficult so we need a system with better management capabilities, so there is great need of inter-departmental communication for the effective management of staffing, resources, treatment, finances, and demand, need and supply. We have planned an information system structure that will comprise the organizational LAN (Local