Risk Management Of Ambuja Cement Economics Essay

Risk Management Of Ambuja Cement Economics Essay Ambuja Cements was set up in 1986. In the last decade the company has grown tenfold. The total cement capacity of ACL as on CY07 is 18.5 million tonnes. Its plants are some of the most efficient in the world. Its environment protection measures are on par with the finest in the developed world. ACL follows a unique home grown philosophy of giving people the authority to set their own targets, and the freedom to achieve their goals. This simple vision has created an environment where there are no limits to excellence, no limits to efficiency. It has presence in the North, East and Western regions of India. Its domestic market share stands at 10.2% as on CY07. ACL has developed a unique homespun channel management model called Channel Excellence Programme (CEP). Over 7,000 dealerships and 20,000 retailers across India are covered under this model. This program emphasizes the relationship management approach to build strong business ties with the dealers and retailers. ACL largely expor ts to the Middle East. ACL was one of the first companies to be equipped with shipping fleet and make use of sea as a medium to transport cement across the globe. Sea transport costs one-third of road transport. It has a port terminal at Muldwarka, Gujarat that handles ships with 40,000 DWT. It is also equipped to export clinker and cement and import coal and furnace oil. ACL is the one of the most profitable cement companies in India, and one of the lowest cost producers of cement in the world. GACL has bulk cement terminals at Muldwarka (Gujarat), Panvel, Navi Mumbai and Surat. Risks in Company- Demand-supply mismatch could take time to stabilise, thereby putting further pressures on margins- Recently due to Slowdown of the cement demand a mismatch come into effect so due to excess production and supply of the cement company is bearing on the front of lower margins. Cement price / realisations to dip on account of demand slowdown- As mentioned above the demand slowdown impacted the prices to take it lower so company is having less profits which is adversily effecting the future growth projects lead out by GACL. Rise in input costs affecting OPMs- GACLs OPMs were at its peak in Q1CY07 after which it has seen a constant fall due to the rising prices of commodities like fly ash, gypsum, coal, crude oil, etc, rise in power fuel costs and rise in other expenditure. Higher clinker purchase pulls down margin- Higher clinker purchase pulled down the margin of the company. Ambuja is trading at a steep premium to its peers despite the fact that it does not have the best return ratios and best margins in the industry. Thus, we are maintaining our UNDERPERFORMER rating on the stock. Demand-Supply gap, overcapacity: The capacity additions distort the demand-supply equilibrium in the industry  thereby affecting profitability. Risks in Industry- Increased cost of production due to increase in coal prices. High Interest rates on housing: The re-pricing of the interest rates in the last four years from 7% to 12% has resulted in the slowdown in residential property market. Imports from Pakistan affecting markets in Northern India: In 2007, 130000 tonnes in 2008, 173000 Metric tones of  cement  was exported to India. This was done to keep the price of cement  under check. Effect of global recession on real estate: The real estate prices are stabilizing and facing steady slowdown especially in metros. There has been drastic reduction in property prices due to reduced demand and increased supply. Shifting supplies from export market to domestic market: ACL is the largest exporter among the Indian cement players. Its exports account for nearly one-third of the total exports from the country by listed players. ACL witnessed reduction in exports by 28% to 1.3 mn tonnes in CY07 vis-à  -vis 1.8 mn tonnes in CY06 due to diversion of exports to the domestic market on account of more lucrative prices in the domestic markets. The recent lifting of the ban on export of cement in the backdrop of waning demand for this crucial construction input from the real estate sector will have marginal impact on exports from India as the government had allowed export of cement from ports in Gujarat (accounting for 85% of the exports from India) on May 27, 2008. The ban was imposed on April 11 this year to curb the rapidly rising inflation. Competitors:  The Indian cement industry has a large number of fragmented firms. There is also a dearth of new players as incumbents have already procured key raw material sources, like limestone reserves on long-term leases. Further, large firms are continuously consolidating by acquiring smaller ones that find it difficult to attain minimum efficient scale of production. Product: Cement is a bulk commodity and a low value product. It is sold in 50 kg packs as OPC grade 33, 43, and 53. It is used in all construction activities as a primary constituent of concrete. Due to similar raw material inputs and production processes, there is no significant differentiation in the cement produced across firms. Environmental Issues:  Greenhouse gas emissions from cement manufacturing pose a serious environmental threat. Currently, the cement industry generates 5% of Indias total carbon-dioxide emissions.2  With stringent emission norms, the production process needs to be made environmentally sustainable. The cost of implementing new production processes that help reduce emissions can be offset by trading certified emission reductions (CERs). CERs are a component of national and international emissions trading schemes, implemented through Clean Development Mechanism (CDM) projects, in an attempt to mitigate global warming.3  Credits obtained through implementation of such projects can be traded in international markets. Risk Techniques used by Company- Company is expanding its operations by purchasing more units and invreasing the production capacity to further lower down the overall production costs to remain competitive in the industry. It also is reducing costs by making to reach to the Big suppliers which can provide quality materials in less prices. It is how company responded to the challenges. Post Impact of Risk Management techniques- Company has come forward in the industry and increased the operations in many states, also enhanced its exports and has posed a challenge before other companies.

Employment Law and Compliance Plan Essay

Atwood and Allen Consulting Bradley Stonefield Limousine Service Recruitment and Selection Strategies Recommendations Atwood and Allen Consulting Bradley Stonefield Limousine Service Recruitment and Selection Strategies Recommendations The Bradley Stonefield Limousine Service Company has been established to providetransportation to public. The first step is recruitment and selection of prospective new employees that will organize and man the business. The Human Resource Department must explore resources to find right candidates. Recruitment and selection team must addressing the job responsibilities and scope of work of each new position. The staffing process is normally divided into recruitment phase and the selection phase. Recruitment is the searching and attracting of job seekers and the selection is the part job seekers are chosen to get the offer to fill the vacant position. The Bradley Stonefield Limousine Service Company first step is planning human resource. Develop policies, system, procedure and goal setting and method of performance appraisal. Bradley Stonefield Limousine Service Company interviews should have standard company operating procedures and recruitment policies that take care of the recruitment process. These policy, systems, procedures were prepared and approved by Bradley Stonefield. It will be reviewed yearly to ensure compliance to new laws and new business environment or requirement. The Human Resource will periodically review and assess the current and futurehuman resource requirements.The Bradley Stonefield Limousine Service Company formal recruitment process begins when Bradley Stonefield decide or announce the start of the operation of his business. Look more:Â  google recruiting process essay Bradley Stonefield makes that decision because he will have to finance the whole endeavor or business. HR staff initiates the request and documentation. The recruitment request will be evaluated by Bradley Stonefield. He will take several factors in consideration in making his evaluation together with his HR staff. Among the factors he will have to consider are postings, the requirements, the financial constraint, and so forth. Once he approved the recruitment process it will be a go to implement. The job description and person specification is to be prepared by HR staff in consultationwith Bradley Stonefield. These will contain the details of duties and responsibilities to be performed by the selected individual. The Bradley Stonefield Limousine Service Company will advertise the job opening in major media of mass circulation and community service bulletins. The Bradley Stonefield Limousine Service Company will shortlist candidates for interview. If the applicant meets all the essential criteria defined in the job description the next process is the interview phase. The Bradley Stonefield Limousine Service Company will conduct a two part interview sessions two sessions for drivers. First is the personality, background, skillset interview, which is the preliminary interview. This also includes the authentication of driver’s license and drug test. Before the preliminary interview start, the candidates are required to fill application form. It will contain information such as the applicant’s personal biodata, job experiences, and reason for leaving previous employment. Successful candidates in the first interview will be required to come back for the second interview. Bradley Stonefield and HR staff will make decision who to hire. All candidates will be asked the same questions and will be presented the same situational scenario or event. All questions will be job related to determine the suitability of the applicant to the position being filled out, whether that is a limousine driver or customer service receptionist The Bradley Stonefield Limousine Service Company policies will serve as a guideline and administer the company employment process. The hiring procedure ensures that the most qualified candidates is selected. Bradley Stonefield uses a rigorous recruitment and selection process, which complies to the equal opportunity policy. The Bradley Stonefield Limousine Service Company recruitment strategies in vital in finding top talent. The recruitment strategies that are implemented by Bradley Stonefield Limousine Service Company are as follows: 1.) Recruiting through Internet. One of the advantages of using the internet is that it is easily accessible by anyone. 2.) Referrals. Recommended by friends, colleagues, acquaintances. 3.) Advertisements. Advertise job vacancies in the of newspapers great circulation. Again, it is extremely important that the selection process be evaluated regularly to verifyand confirm that the right applicants or employees have been selected or chosen. If Bradley Stonefield Limousine Service Company if the company has significant turnover in a given position, the process of recruitment and selection must be changed. People are a major component of any business, and the management of people (or human resource management, HRM) is a major part of every manager’s job. It is also the specialized responsibility of the HR department. HRM involves five major areas: staffing, retention, development, adjustment, and managing change. Together they compose the HRM system, for they describe a network of interrelated components. The HRM function is responsible for maximizing productivity, quality of work life, and profits through better management of people. Hiring manager, like Bradley Stonefield, must focus on recruiting activities aimed at attracting the right candidates for the job. Based on the needs and forecasts for future needs, Bradley Stonefield will need to direct his efforts toward the best option for recruiting the right candidates. For instance, focusing on traditional newspaper advertisements is appropriate for driver positions with the Bradley Stonefield Limousine Service Company. Selecting the right candidate requires identifying the specific skills, knowledge and qualities you seek and desire in a worker. This can pertain to the necessary skills and knowledge for the position itself, such as a specific degree or certification, and the desired personal qualities, such as a preference to hire employees with good moral and ethical standards. Other important parts of the selection process include conducting any necessary aptitude tests and conducting a thorough background check to ensure the employee meets the basic qualifications of both the position and the company.

Business Communication Mcdonalds - Free Essay Example

Sample details Pages: 11 Words: 3175 Downloads: 1 Date added: 2017/06/26 Category Marketing Essay Type Case study Did you like this example? McDonalds Here I choose a McDonalds of New Zealand for my assignment. I choose this organization because it is very up growing organization of New Zealand. The biggest reason for choosing this organization is that because I am working here and I know much more about that. Don’t waste time! Our writers will create an original "Business Communication Mcdonalds" essay for you Create order It all began in the USA in 1954 with a milkshake machine salesman named Ray Kroc. Ray received an order from the McDonald brothers hamburger outlet in California. He was fascinated by their operation the menu was simple and inexpensive but the hamburgers were good; the fries were made in-store; and the shakes were thicker than usual. McDonalds New Zealand opened its first restaurant in 1976 in Porirua. Today there are 150 McDonalds restaurants across New Zealand, with around one million people visiting our restaurants every week. In New Zealand, 80 per cent of McDonalds restaurants are franchised by local business men and women who own and operate their restaurants as independent businesses. McDonalds success is built on a foundation of integrity. Hundreds of millions of people around the world trust our brand and we earn that trust every day by respecting our customers and employees, and delivering outstanding quality, service, cleanliness and value (QSCV). Reference : https://mcdonalds.co.nz/about-us/organisation BUSINESS DEMOGRAPHICS McDonalds business model is based on providing consistent levels of service and quality products, and the values of Quality, Service and Cleanliness (QSC) is important to all who work at McDonalds NZ. All employees must provide a high level of customer satisfaction and maintain high standards of food preparation, presentation and cleanliness. Successful businesses respond to the changing needs of their customers in order to maintain customer loyalty and sustain market growth. The way people eat and what they eat is changing people are becoming more aware than ever of the importance of health and nutrition, the popularity of products such as coffee has soared and peoples working hours are increasing. In order to keep up with these market drivers, McDonalds has evolved its menus and restaurants with offerings such as salads, fruit, deli-style rolls, the McCafÃÆ' ©Ãƒâ€šÃ‚ ® concept and breakfasts. Responding to customer needs is part of McDonalds service principle. Customers are also becoming more interested in having information about their food, its production methods, and the companies who supply it. McDonalds has responded to customer demand by making nutrition and other information easily available, ensuring customers can access information whenever they want. Direct communication with customers is extremely important to McDonalds not only to launch new products or promotions, promote a balanced lifestyle or Ronald McDonald House Charities, but also to counter misinformation or urban myths surrounding the business. It is vital that McDonalds is able to counter these claims about the company and its products in ways that are accessible to every customer. Some of the methods McDonalds uses are: ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Television commercials ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Brochures, tray mats and leaflets (available in-store or as a download from the McDonalds website www.mcdonalds.co.nz) ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ M agazine and newspaper advertisements ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Radio commercials ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Public relations ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Speaking opportunities ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Internal newsletters ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Country-specific websites. Using a wide range of communication channels ensures the company is able to reach every demographic with the most appropriate medium. Reference: https://www.oppapers.com/subjects/mcdonalds-demographics-page1.html ORGANISATION GOALS McDonalds wants to deepen their connection with the customer by providing great service and experience in every restaurant, every time. The usage of different activities allows McDonalds and the Customers to have a relation between them. Mission Statement: McDonalds vision is to be the worlds best quick service restaurant experience. Being the best means providing outstanding Quality, Service, Cleanliness, and Value (QSCV), so that we make every customer in every restaurant smile. McDonalds Goals and Objectives: 1. McDonalds vision is to be the worlds best quick service Restaurants experience. 2. McDonalds is committed to maintaining and developing the best food products in the quick service restaurant market. 3. In order to deliver this, the company has made a number of commitments to food safety and nutrition. 4. Lead the Quick Service Restaurant market by a program of site development and profitable restaurant openings, and by attracting new customers. Increasing sales through promotions will enable them to continue their program of expansion. 5. McDonalds have an objective to continual enhance and improve their menu. This will better satisfy their customers and give customers more reason to visit. Many ideas for new items on the menu come from the franchisees responding to customer demand. Consumer tastes change over time and McDonalds has to respond to these changes. 6. To be a socially responsible company. 7. To provide good returns to its shareholders. 8. To provide its customers with food of a high standard, quick service and value for money. Reference: https://www.oppapers.com/subjects/aims-and-objectives-of-mcdonalds-page1.html Organization Culture and Ethics McDonalds has a vision that encompasses employees and the surrounding communities. They believe that satisfied employees excel in quality customer service. McDonalds also maintain commitment to stakeholders, and the environment. McDonalds corporate culture is to do the right thing for their employees, the community and the customers they serve; this commitment is just as important to them as serving hamburgers and French fries. In addition, they provide support to local developmental projects, school and youth programs; moreover, the Ronald McDonald house provides support for the well-being of children around the world. McDonalds has a people vision to be the best employer in each community around the world. [They believe that their] People promise and people principles express [their] commitment to respect, recognition, openness, and employee development. Diversity is integrated into [their] business operations and planning around the world. A code of conduct and ethics is c onducive to running any business. In promoting these positive actions throughout the company they should be clear and concise and include all people involved throughout the entire company. These policies should have a clear view on how to treat your customers or clients in a respectful manner and how to deal with your coworkers and customers in an ethical and legal way. McDonalds Corporation, like most other businesses has a code of ethics and conduct policy. These two together compose what employees orofficers are generally expected to follow with respects to how the treat the public and each other. McDonalds policy seems to be different than most of the policies one would expect. Community involvement McDonalds has been an active part of New Zealand communities since 1976, and we are proud of the positive contribution we make. Our restaurants and franchisees play pivotal roles in their local area, and we take our responsibilities seriously to make sure we are a good neighbor and a good corporate citizen wherever we go. Junior sport: soccer and touch rugby McDonalds New Zealand is a long-term sponsor of junior sport in New Zealand, partnering with both junior soccer and touch rugby. Our supports helps more than 150,000 Kiwi kids get out there and active playing sport each weekend. Clean Up New Zealand Week Like other New Zealanders, we want to help keep New Zealand beautiful! Were a proud supporter of Keep New Zealand Beautiful, and each year in September, our restaurants take part in Clean Up New Zealand Week. Environment: our approach Our approach to the environment is evolving with the changing needs for environmental sensitivity. The 3Rs reduce, re-use, recycle have always been a part of our approach to helping the environment but we know theres more to it than that. Thats why McDonalds Corporation globally is teaming up with key environmental organizations to integrate environmental sustainability into all our business practices. Reference: https://www.mightystudents.com/essay/Mcdonalds.code.of.124044 Management of Knowledge Resources As one of the leading companies in the world and invading every country, there is no doubt that McDonald is the leader in fast food industry. This fact has been proven for so many years and this will not happen if the company did not apply any strategies with their resources and calculating their capabilities. The strategy may come in planning in the business setting. The process of developing and maintaining the goals and capabilities is reflected to its changing marketing opportunities. The corporate strategy lays in their institutional mission, supporting goals and objectives, an appropriate implementation. Resources and Capabilities of McDonald For the company, the strategy is concerned with matching a firms resources and capabilities to the opportunities that arise in the external environment. The resources and capabilities of a company are considered as a strategy. The increasing emphasis on the role of resources and capabilities as the basis for strategy may come in to two factors. First, the industry where the firm belongs became unstable and so the internal resources and capabilities of the firm are given more focus in formulating strategies. And second, the combination of the resources and capabilities of the firm became the superior competitive advantage and profitability. The connection between the resource and capabilities of a firm in the area of business makes a competitive advantage. It is because the capabilities and resources allow the organization to create value and gain some form of advantage from the rivals. The capabilities and resources may include the degree of business cycle literacy of the top of management team; deployment of various forecasting resources; a facilitative organizational structure that facilitates timely acquisition, processing, and dissemination of macroeconomic information as well as timely decision making relative to rivals; the observable application of a set of business cycle-sensitive management principles; and a supportive organizational culture that supports the firms management activities. With concern of knowledge management, McDonalds companies are primarily implementing the McDonalds system. The essence of systematization of knowledge is followed by every outlet with a detailed set of rules. Therefore, the operating practices became part of every employee and given a thorough attention from the management through the training programs. Reference: https://www.allfreeessays.com/topics/knowledge-management-strategies-of-mcdonalds/0 Group Dynamics Group dynamics is a joint action by two or more people, in which each person contributes with different skills and expresses his or her individual interests and opinions to the unity and efficiency of the group in order to achieve common goals. This does not mean that the individual is no longer important; however, it does mean that effective and efficient teamwork goes beyond individual accomplishments. The most effective teamwork is produced when all the individuals involved harmonize their contributions and work towards a common goal. There is a saying that many hands make light work. The essence of this statement is that more can be achieved as a collective than individually. There are numerous benefits of Group Dynamics. 1. Creativity We all have different skills, knowledge and personal attributes. By utilizing all of these different aspects in a team, more ideas can be generated. As more ideas are generated, more creative solutions are generated, leading to better results. 2. Satisfaction Lack of job satisfaction is often one of the key things highlighted in surveys of employees. Individuals working together as a team to achieve a common goal are continually developing. As they interact more energy and enthusiasm is created. When this energy is utilized, it produces results which positively impacts on motivation and leads to even more success. 3. Skills Even the best qualified individual cannot have all of the skills to do everything. Some people excel at coming up with the ideas. Others love the detail while there are those that focus on the big picture. There are others who can be counted on when it comes to implementing and follow through of a plan. The key point is that when a team works together, it has a huge range of skills available that it can utilize to deliver extraordinary results. 4. Speed Imagine that you have a project that needs research, pulling together a proposition, financing it, implementing it and delivering specific benefits. If one person was allocated this task, it could take months and maybe years to make it happen. By splitting up the project, work can move forward in parallel and the ultimate goal achieved faster. 5. Sounding board We all have a range of options open to us. If we are trying to figure out what is best, we might never move forward. In a team situation, other team members can act as a sounding board, allowing us to cut through the options and get on with those most likely to achieve the desired goal. 6. Support It is amazing the amount of camaraderie that is created in teams, especially when the going gets tough. People will often go to what seems like extreme lengths when they know that they can rely on the support and encouragement of the team. Never underestimate the significance of this in achieving results. Reference: https://essaysbank.com/essay/mcdonalds-case-study-3 Meeting Management Board Meetings The Board of Directors meets at least six times a year. Additional meetings are scheduled as necessary or appropriate in light of prevailing circumstances. The Chairman chairs all meetings of the Board of Directors. The Chairman, in consultation with the CEO, establishes an agenda for each meeting. Agendas are set so as to ensure that the Board will be able to fulfill its oversight responsibilities. Directors may at any time suggest the addition of any matters to a meeting agenda or raise for discussion at any meeting any subject that they wish, whether or not it is on the agenda for the meeting. The Secretary attends all meetings of the Board and records the minutes. The Vice Chairman, Chief Financial Officer and General Counsel also attend meetings of the Board. Any one or all of these officers may be excused from all or any portion of a Board meeting at the request of any Director. Restaurant Meetings The McDonalds management team has meetings every week where they reflect over what has occurred since the last meeting and discuss any problems they have encountered. The best way to have a good idea is to have a lot of ideas. This shows the purpose of having the meeting and it is clear McDonald follow this theory. The minutes and agendas are recorded for each meeting and if any managers are absent, they are kept up to date by the Store Manager who also distributes summaries of the meetings to everyone via email. To encourage the wider goals to be achieved, it is essential that all staff that is currently working in McDonald is focused in the same direction. This is embedded when new employees are told about the vision and mission statement at the induction stage so they know what McDonalds stands for and the direction that are heading in. This guarantees that all staff is aware of McDonalds wider goals. Barnett ORourke suggests It means addressing opportunities and needs so that your organization can achieve its goals An example is; as a short term goal on the Christmas holidays , all staff has been sent memos and have been emailed on the importance of this weeks. The activities and expectations they are holding are made clear for them to set the example. If the communication had not been made clear to all staff from the beginning the communication would not have had an overall staff contribution to the expected success of the promotion. STAKEHOLDERS Every business has stakeholders individuals, organizations or groups that have an interest in the organization and how it operates. Successful companies take into account the needs and requirements of their stakeholders. Companies usually assume if their sales are good, then their brand and reputation must be strong. But all too often, they dont have a clear understanding of the values that drive brand and reputation and actually sustain long-term profitability and growth. This leaves companies vulnerable to dangerous backlash between corporate values, and those of their stakeholders: customers, employees, shareholders, media, government, and community. Even well-known and seemingly successful brands and reputations have suffered from this backlash. Every stakeholder applies their personal and professional values to judge the performance of a company. Stakeholders for McDonalds NZ include: ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Customers ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Fran chise holders (franchisees) ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Employees ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Suppliers ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Regulatory bodies (e.g. national and local regulatory bodies including health and safety groups) ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Community groups ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Shareholders. Reference: https://answers.yahoo.com/question/index?qid=20071020051314AAPiEIV Networks McDonalds IT Limited can provide the following services with Virtualization Design Consultancy Implementation Reviews Audits Messaging / Communications Email and instant messaging enables your business to keep in touch and without it most companies wouldnt survive. Electronic communications have become an integral part of everyday life whether at work or at home. McDonalds IT assists by enabling collaborative messaging solutions that allows you to send and receive electronic interactive communications, throughout your computer network and to other customers via the internet. Using Microsofts latest email offering, Exchange 2010, McDonalds IT provide the necessary flexibility for secure access from any user, allowing teams to collaborate and communicate more effectively, regardless of location. McDonalds IT also specializes in email migrations from other email platforms, including Lotus Notes, Exchange 5.5, Exchange 2000, 2003 and Exchange 2007. We have designed and implemented one of New Zealands few Unified Messaging solutions. Remote Access Solutions 1. Microsoft ISA and TMG McDonalds IT has implemented both ISA 2006 and TMG to our clients. We can tailor these products to your requirements, be they web proxy, VPN or email protection. TMG can be scaled up to a Network Load Balanced configuration for an Enterprise client. We specialize in ISA 2004 upgrades to keep your Firewall at the very latest offering from Microsoft. 2. Microsoft Direct Access With the implementation of Windows 2008 R2, Windows 7 and IP v6, McDonalds IT can leverage Microsofts User Access Gateway (UAG). This approach removes the complexity that normal VPNs have. It allows seamless access to the corporate LAN regardless of location. Standout Features Syncs Windows, Mac and Linux computer File sharing supports public and shared folders with permissions Unlimited undo available Free Drop box iPhone/ iPod Touch app available Can sync across multiple computers Reference: from MDP folder of McDonalds Conclusion According to the findings, we came up with the conclusion that due to the different background and culture of the stay members and managers, language becomes a barrier as far as communication is concerned. Because most employees are from different culture and they are new in this work might hesitate to talk to the manager about their problems. In the meetings, employees are always asked by the managers are they satisfied with their jobs and with the environment of Mc Donalds, which will ultimately motivate them to satisfy the needs of their customers as well. Indian and Chinese staff member hesitates a lot because English is not there first language. We find that the level of satisfaction depends on the quality of service a customer receives. In this restaurant, both men and women deal with the customers because they are trained well before they join the staff. While dealing with different customers of different background they have to communicate accurately to satisfy the custo mers needs. In this family restaurant every staff member communicates well with the customers to fulfill the customers needs. They speak well in English.

The Constitutional Law Of The Canadian Charter Of Rights

1. Constitutional Law: The constitutional law defined in the textbook is â€Å"all laws in Canada that come into force in a dispute between a private person and a branch of government ( whether legislative, executive, or administrative) fall under the constitution.The constitution has precedence over all of the other legal means.† Unless the actual recruitment and selection practices are challenged in a Human Rights Tribunal or court, there is no actual direct effect on recruitment and selection as stated in the text. This means that the Canadian Human Rights Act states that all Canadians have the right to equality, equal opportunity, fair treatment, and an environment free of discrimination. However, if any of these were to be brought up it would be brought up in a Human Rights Tribunal, which is similar to court just not as formal. Section 15 of the Canadian Charter of Rights and Freedoms states that â€Å" every individual is equal before and under the law and has the right t o equal protection and equal benefit of the law without discrimination and, in particular, without discrimination based on race, national or ethnic origin, color, religion, sex, age and mental or physical disability†. It is important when recruiting for any workplace you are not discriminating in recruitment and selection process in any way. 2. Human Rights Legislation: This legislation forbids discrimination in both employment and the â€Å"provision of goods and services† across Canada. Section 8 of theShow MoreRelated Comparison of US Bill of Rights and The Canadian Charter of Rights1405 Words   |  6 PagesBILL OF RIGHTS The United States Bill of Rights came into being as a result of a promise made by the Fathers of Confederation to the states during the struggle for ratification of the Constitution in 1787-88. 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However, the Su preme Court of Canada rendered a decision that the Charter was provisionally violated by certain provisions of the Act, whichRead MoreEssay on The Canadian Charter of Rights and Freedoms1628 Words   |  7 PagesThe Canadian Charter of Rights and Freedoms was enacted under the Pierre Trudeau government on April 17, 1982. According to Phillip Bryden, â€Å"With the entrenchment of the Charter into the Canadian Constitution, Canadians were not only given an explicit definition of their rights, but the courts were empowered to rule on the constitutionality of government legislation† (101). Prior to 1982, Canada’s central constitutional document was the British North America Act of 1867. According to Kallen, â€Å"TheRead MoreAnalysis Of Atif Rafay And Sebastian Burns1253 Words   |  6 Pagesput behind American bars in 2003. Perhaps recognized as one of the most controversial yet defining cases in the history of Canadian law, United States vs. Burns, is noted for its i ntriguing story, its subsequent battle over extradition and its controversial use of evidence. Essentially, from a Canadian perspective, this benchmark case challenged the fundamental rights of Canadians embedded deep within our Constitution, and set a distinct precedent in handling extraditions. The brutal slayings ofRead MoreThe Canadian Charter Of Rights And Freedoms840 Words   |  4 PagesThe Canadian Charter of Rights and Freedoms is an important milestone in Canadian history. An effort through rigorous debate and compromise gave birth to this document that defines our collective values and principles by guaranteeing and protecting the fundamental rights of its citizens. Prior to the Charter, there was no gurantee in Canada that rights and freedoms would not be taken away by legislation. The Charter also allows courts to render the constitutional duty so that any decisions made areRead MoreThe Canadian Charter Of Rights And Freedoms1617 Words   |  7 Pages Since its inception in 1982 the Canadian Charter of Rights and Freedoms, very much like its primary architect Pierre Trudeau, has been one of the most celebrated yet controversial elements of Canadian politics and governance. Revealing how this dynamic emerged requires a nuanced understanding of the motivati on behind the Charter and the techniques it employed to succeed. The Canadian Charter of Rights and Freedoms, like the entire patriation process, was motivated by and mobilized support throughRead MoreIs The Canadian Charter Of Rights And Freedoms Perfect?1276 Words   |  6 PagesIs the Canadian Charter of Rights and Freedoms Perfect? Introduction The Canadian Charter of Rights and Freedoms is without a doubt one of Canada’s most important section entrenched in the Canadian Constitution. The Charter of Rights and Freedoms is a bill of rights enacted into the Canadian Constitution as part of the Canada Act in 1982. However, the Charter was Canada’s second attempt to protect the rights and freedoms of its citizens all throughout the country and on every level of governmentRead MoreThe Inclusion of the Notwithstanding Clause in the Canadian Charter of Rights and Freedoms1299 Words   |  6 PagesThe Inclusion of the Notwithstanding Clause in the Canadian Charter of Rights and Freedoms The inclusion of the Notwithstanding Clause in the Canadian Charter of Rights and Freedoms was an invaluable contribution in the evolution of the liberal democratic state. Not an endpoint, to be sure, but a significant progression in the rights protection dynamic. Subsequent to its passage in 1982 it became the primary rights protecting mechanism, however, its raison d`etre was as a neccessary concessionRead MoreThe Canadian Charter Of Rights And Freedoms1258 Words   |  6 PagesThe Canadian Charter of Rights and Freedoms was established in 1982 and was put into place by the Trudeau government. The purpose of the Charter was to protect the rights of Canadian individuals and to establish independence from Britain. However, one section of the charter sparked much controversy, this was section 33, also known as The Notwithstanding Clause. The purpose of this clause was to allow the state to override a right protected by the charter, for various reasons. These reasons includeRead MoreT he Charter Of Rights And Freedoms1363 Words   |  6 Pages The phenomenon of entrenching the Charter of Rights and Freedoms is not new to Canadian citizens, but it is a notion that is perceived in several ways. Many view it as a feature that disregards the fundamental right to democracy, an integral part of Canada’s political system. A functioning democracy is an important factor in providing citizens with the utmost rights and freedoms deserved. Society’s full potential is not being achieved if there are individuals who believe their principle of democracy