Krispy Kreme Doughnuts Case Study free essay sample

KK created incomes through four essential sources: on-premises retail deals, off-premises deals, item blend and apparatus, and franchisee sovereignties and charges. Nonetheless, as its market getting greater yet the business methodology getting radical and hazy, KK bit by bit pushed itself into difficulty. The emergency uncovered on 2004 when the company’s gaining was overestimated by the financial specialists. A progression of therapeutic measures were received which, shockingly, had little impact. As the KK’s inconveniences mounted step by step, most of the experts started to be cynical about the company’s stock and future. Gainfulness proportions for Quick-Service Restaurants at End of FY2003 5 The diagram above shows that the arrival on resources and the arrival on value for KK in 2004 were like the normal business level. It infers that the capacity of the firm to utilize venture assets to create income development and to be productive before influence was on a normal level, from which we could reach the determination that the disclosures about the company’s establishment bookkeeping rehearses were far less adequate to drive that much an incentive out f stock, as appeared in the show

Piracy Protections in Entertainment Venues Free Essays

At issue in the twenty-first century is the exchange off between the need of scholars, performers, craftsmen, and film studios to benefit from their work and the free progression of thoughts for the open advantage. Film (and music) industry members guarantee that encryption programs are important to forestall robbery. Others, notwithstanding, remembering the respondents for cases, for example, Universal City Studios, Inc. We will compose a custom exposition test on Theft Protections in Entertainment Venues or then again any comparative point just for you Request Now v. Corley, 273 F. 3d 429 (2d Cir. 2001), contend that the law ought to at any rate permit buyers of films, music, and books in computerized structure to make restricted duplicates for reasonable use. Robbery is a since quite a while ago discussed issue, explicitly in media outlets. It is contended that encryption programs are important to forestall robbery, securing the privileges of specialists just as creation operators. However, a significant inquiry on this issue despite everything remains; the topic of open advantage and free streaming thoughts for buyers needing constrained duplicates in computerized structure. However the privileges of the specialists makers despite everything remains leaving the topic of copyright infringement, the thought behind encryption is substantial yet just to a specific angle. Robbery won't have the option to be finished so quickly as long as the inspiration to do so despite everything remains, that is the genuine issue behind this discussion. The buyers ought to be permitted to make a predetermined number of duplicates as a reasonable use arrangement. On the off chance that a buyer decently purchases rights to an item they ought to be permitted to make duplicates for themselves through methods of PC and other computerized different issues identifying with the purchaser also, which may bring about this plan to be increasingly counterproductive rather than helpful. Rather than utilizing encryption it might be progressively gainful over the long haul to teach buyers of an item about theft. The expenses of items, for example, DVD’s and BLU-RAY duplicates has consistently expanded making a ton of customers manage with less expensive and pilfered variants of items. As a client of these items this is something that reverberates profoundly. Numerous organizations are starting to incorporate Digital HD with the acquisition of an item; implying that a client gets a reclamation code that thus permits them to download advanced duplicates for individual use. Consequently if somebody somehow managed to buy a duplicate of an item it is advantageous to all gatherings required to go to a specific understanding keeping up the parity of rights for the two gatherings. Permitting privileges of computerized duplicates to paying clients keeps up parity and advantages all gatherings included; illuminating the issue of copyright infringement for makers and specialists and reasonable use to the shoppers who buy the item. Step by step instructions to refer to Piracy Protections in Entertainment Venues, Papers

What Should Be The #65533;ideal Curriculum For Your Area Of Work Or - 1

What Should Be The #65533;ideal' Curriculum For Your Area Of Work Or - 1 What Should Be The ?ideal' Curriculum For Your Area Of Work Or Professional Practice â€" Assignment Example > Ideal Curriculum for Professional Practice or ExpertiseIntroductionIdeal curriculum needs to be designed by giving proper consideration to the professional studies that the student is going to attain at a professional level. For the students of medical profession, the selection of inquiry-based learning is the most appropriate option as they are in need of more investigation, discoveries, experimentations and questioning. Because of adopting inquiry-based strategy for designing their curriculum by teaching them by the use of inquiry-based teaching will accommodate the medical students with the best kind of learning and they will attain knowledge through pragmatic and practical means in place of theoretical means. The fact cannot be negated that theory is as important as practical but for the students of medical science, theory practical plays an important role. They are in need of proper practical along with theoretical study. Ideal curriculum that is designed for the students of medical science includes a major part in form of practical. Theory is given as much importance as that to practical. Fifty percent practical and fifty percent practical should be set in the curriculum by the trainers and teachers that are responsible for developing the curriculum. In this paper, the medical science curriculum based on inquiry teaching will be designed and evaluated, which will be proved as ideal. This paper will take into consideration all the aspects that are needed in the development of a curriculum that will be ideal in terms of inquiry-based teaching to medical science students. After introduction, an ideal curriculum that is needed by medical science students will be discussed and then problems related to designing and implementation of the ideal curriculum will be analyzed. Designing of curriculum and evaluation of the designed curriculum will come afterwards and after evaluation, the topic will be concluded. Ideal Curriculum and Inquiry Based TeachingBefore designing an ideal curriculum, the teachers, administration or the trainers who are involved in the development of a curriculum should consider the following points: They must be able to identify the needs and requirements of the students and should construct a curriculum that fulfils all the needs of the students under consideration (Laird and Stevenson 1993). They should be able to identify the educational needs of children along with their social needs to facilitate them with the best kind of curriculum that allows them to enjoy as well as gain information and knowledge of the required discipline (Nowlem 1988). The objectives related to development of the curriculum should be identified in order to develop an influential and ideal curriculum (Romiszowski 1981). Content that needs to be considered in terms of inclusion in the curriculum should be identified and evaluated. All the details concerning organization and arrangement of the content with its accordingly set timelines sho uld be considered while developing a curriculum. The administration, teachers and trainers are responsible for opting a suitable and appropriate strategy that should be set for the education purpose of the students (Romiszowski 1981). The strategy opted for teaching of medical science students is inquiry based teaching and their curriculum is developed accordingly. The teachers, administration and trainers should think of suitable methods of teaching the students such as for teaching medical science students, the opted method is that of inquiry based teaching in which, the students are allowed to ask questions for their understanding related to a topic and their knowledge is based on question and answer exercise. They are also responsible for thinking about how to evaluate the performance of students in terms of attainment of knowledge related to the subject matter (Nowlem 1988). They must also suggest ways by which, the curriculum is taken to the students like presenting through charts, diaries, printed photocopies for the students or through online websites (Seidel, et. al 2005). The teacher can also discuss the curriculum with the students to develop interest in them about the subject and its details. The most important aspect that should be considered by the administration is the educational environment that is provided to the students (Romiszowski 1981). The teachers, administration and trainers should consider and set an educational environment for the students that is flexible for them and lets them to study in a good environment (Spector, et. al 2005). The management procedure of educational practice should also be fixed by discussions between the relative personnel. In the management, the time needed for the completion of the course, the hours per day required in completing the educational course, number of teachers required for a class or a group of students, timings of practical and theory classes, holidays and other information related to the ma nagement of the educational course should be discussed by the management, teaching staff and training staff of the educational institutions (Laird and Stevenson 1993).

An Illustrated History of Photography

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Kal Gourav Madhusudan Das Free Essays

Utkal Gourav Madhusudan Das [pic] Madhusudan Das popularly known as Utkal Gourav, was born on 28th April 1848 in the village of Satyabhamapur, 20 kms away from Cuttack, Odisha. His father’s name was Choudhury Raghunath Das and his mother’s name was Parbati Debi. He had two older sisters and a younger brother named Gopalballabh. We will write a custom essay sample on Kal Gourav Madhusudan Das or any similar topic only for you Order Now Madhusudan Das had his primary education in the village high school learning all subjects including Persian. After his primary education he went to Cuttack High School (later known as Ravenshaw Collegiate School) and completed his secondary education. Later he went to Calcutta (now known as Kolkata) to pursue his MA and BL degrees. He stayed there for fifteen years and then returned to Cuttack and started his legal practice. He was the first Odia to get the Degree of M. A. B. L. from Calcutta University. He was not only a lawyer but he was also a social reformer and a patriot. He worked hard for the social, political and economical upliftment of the people of Eastern India. He was the founder of â€Å"Utkal Sammilani† which brought the revolution in the social development of Odisha. He gave away all his earnings generously for the higher education of poor children. He became a popular person among the Odia peoples. Many common people of Odisha called him as â€Å"Madhu Babu†. He was an admirable personality holding many high positions and honours in his entire life span. During the British rule Odisha was divided into four different States. To bring Odisha under one independent rule, he organised â€Å"Utkal Samilani† in the year 1903 and started a revolution called â€Å"Desha Mishrana Andolan†, that resulted in the emergence of Odisha as a new State. Apart from this he was also a writer and has written many famous articles and poems in both Odia and English language. The famous poems of Madhusudan Das are â€Å"Jati Itihash†, â€Å"Utkal Santan†, â€Å"Jananira Ukti† etc. Death Utkal Gourav Madhusudan Das died at the age of 85, on 4th February 1934. He till the last moments of his life dedicated himself for Odisha. His immense contribution towards the State and Nation would be admired forever and he will continue to remain as a source of motivation for the younger generations to come. How to cite Kal Gourav Madhusudan Das, Papers

Organizational Change Behavioural Concepts â€Myassignmenthelp.Com

Question: Discuss About The Organizational Change Behavioural Concepts? Answer: Introducation As the marketing manager I was accountable for raising a strategy to communicate the change. A change in an organizational structure is a process through which an organization undergoes changes. Changes can be in the form of goods or in relation to the process. For an organization it is important to implement different type of changes in terms of operational and functional terms. The most effective changes reside in gaining a desired market position by developing core competencies. Organizational change and behavioural concepts are vital for a business organization in dealing with the significant issues. The Bollywood Corner Indian Restaurant is making changes in the way of conducting business. They are introducing changes in the restaurant by taking orders through menu log and also i pads. The sudden change in the organizational change management has caused difficulty for me to manage the extra work-load. I implemented the change by looking onto the existing market needs. By impleme nting information and technology with the organizational development, it is possible to manage consumers in a well-defined way (Palmer, Dunford and Akin, 2009). The Technology based solution will help in creating appropriateness in managing the restaurant. I found various structural gaps at different level that created difficulty in managing changes. The existing issue is to equip the staff regarding the use of technology. It is difficult to train the technological criticality involved in it (Organisational development design explained .2017) Feelings Everyone in the restaurant is apprehensive about the changes taking place. In such a situation, it it has become tough for me to introduce change. The change has affected all the departments in the Restaurant. Previously the orders were taken manually. After the change, all the orders are taken in a digital form. The manager found difficulty in managing the changes at an initial stage. Every department was given 2 days training about the technology implementation. Incorporation of technology in the organization is an effective way to meet desired goals. The change has a wide impact on the organizational goodness. This will help in attaining a secured name in the international as well as local market (Rothwell, Stavros, Sullivan and Sullivan, 2009). The sudden change in the organization has affected almost all the employees. But mostly the waiters are affected due to the organizational change. They need time to gain knowledge about the equipments. It is tough to train them about the process. At an initial stage there were multiple issues regarding the order process. Later, with an effective training process, the employees were trained well to gain knowledge about the process (Storey, 2007). At present the employees are well equipped with the instruments and the process. Employees now understand the positive impact of technological tools in getting their task done quickly with less effort. Technology up gradation has reduced the workload of employees (Turner Parish, Cadwallader and Busch, 2008). Learning Connection The critical issue faced is to manage the employees. It is obvious to train the employees in an appropriate way to manage the organizational needs. It is difficult to change the work process. In beginning it is difficult to manage the situation in a well-organized way. There are problem related to change in the organizational goals and management. The only way to gain appropriate result is by designing the learning connection in a time-frame. Learning is always tough in an organization due to multiple reasons. I found difficulty in training employees at the beginning level. It is tough at the initial stage to equip each and every employee to be technologically competent. However, the orders were taken manually previously. Now with a change in the process it is critical to introduce the changes. For a well settled organization, changes play a critical role in managing activities. There was a continuous issue due to change in the process management. Employees were hesitant to accept th e changes and to implement it in their day-to-day life (Weiner, 2009). Change level The technological change is called as an incremental change. Under this process an employee see a modification in the business process. In current situation there is a complete modification in the process of taking order. The existing change is incremental as it has caused a significant change in the overall process. Technological change takes time in incorporation. It is a process that takes place in a systematic way. The value chain of an organization can be assessed depending upon the level of change and how fast the employees adopt it (Gollenia, 2016). The challenge I faced is in term of technology adoption. In such a scenario I decided to match up with the changes and developed a well-equipped organizational process to create awareness. The changes in the organization need to be introduces in systematic way. Innovation and changes are the life line of the Restaurant (Gibbons, 2015). Culture value and team The organization is built up of a strong team imbibed with strong moral values. There are few who are against changes but most of the employees feel happy about the change. It was tough to handle the team in the beginning but it is due to the heavy efforts of the accounting manager. He helped me in incorporating changes in a smooth way. The restaurant believes in taking risk by making innovative measures. At an initial stage it is tough to manage the changes due to resistance. Looking onto the current situation, it is must to develop effectiveness through learning and growth management (Booth, 2015). Process of change A small restaurant faces problem in managing the change. In case of a technological change it will be relevant to introduce a change in a systematically. The stages of change management can easily be leant through the Lewin Change model. This is one of the effective processes to introduce a change. I used the Lewin Change model to introduce changes in phases. This helps in grasping the changes in a systematic way. A well-define model helps in managing the change in a systematic way. Unfreeze: Basic changes related to the changes were introduced at this stage. Employees were given a brief about the change to be introduced. Few employees were not happy with the change and resisted. At this stage employees generally fail to understand the change. The changes were introduced in a systematic way by developing instantaneous goals (Bradley, 2016). Change: The change is introduced at this stage. Employees were given 2 days training on how to use the App to record the order. At this stage employees accept the change and form an opinion about the organizational objectives. It is important for the organization to implement the changes in a systematic way (Bridges and Bridges, 2017). Refreeze: After the successful training of the employees, the trained employees were asked to use the technology. The restaurant is experiencing major changes with implementation. At this stage it is evident to manage the changes. Employees were given an individual Ipad to take orders from table (Cameron and Green, 2015). Effects of past changes Previous changes in the organization were helpful enough to meet individual needs. It was difficult to incorporate the changes in the past. Employees were not happy with the changes. It is the toughest part of my job to equip employees with the change. by the time. I understood that Employees need time to accommodate themselves with the change in order to gain effectiveness. Employees have a tendency for not accepting the changes taking place as per their convenience. This has caused a problem in managing organizational effectiveness. In a growing organization it is evident to manage the changes according to their aspiration. The only focus of the organization is to develop effectiveness by incorporating changes at different level (Cummings and Worley, 2014). Employees behavior Employees do resist against the changes taking place in the organization. In order to admit their acceptance, it is important to manage the changes in a well an effective way. Organization can only manage the changes if they are able to gain market competitiveness. In this way they can manage the organizational goals. Their willingness depends upon the growth. Employees do face issue in managing the changes in the organization. They do not consider the changes as necessary. For making effectiveness, it is evident for the Restaurant to assess individual behavior and incorporate significant changes in order to manage organizational effectiveness (Daft, 2014). In beginning it is difficult to manage the changes in a well-defined way. In order to gain market effectiveness, it is important to incorporate changes in a definite way. Employee behavior needs to be analysed by conducting meeting. This will give them an opportunity to present their ideas. While implementing changes special atten tion was paid to managing operations development. Changes are important for a well-developed organization in order to procure maximum growth. As per my experience, it is tough task to manage the employees in a large sized business organization. Effectiveness in an organizational model can only be gained through implementation of effective change management theories (Demirkan, Spohrer and Welser, 2016). Conclusion To conclude, an organization does face issues regarding implementation of policies and goals. It is evident in the current scenario. Learning is important for gaining market competency. The purpose of the report is to assess implementation of changes. The technological changes introduced in the organization are hard to manage. Organizational change and behavioural concepts are vital for a business organization in dealing with the significant issues this creates dispute among the employees. The only way to gain appropriate result is by designing the learning connection in a time-frame. Learning is always tough in an organization due to multiple reasons. It is tough at the initial stage to equip each and every employee to be technologically competent. The changes are implemented by considering the change model. This helps in an easy implementation of policies and allow in managing effectiveness at workplace. Hence for gaining market competitive goals, it is important to implement resou rceful technology. Recommendations The major challenge was to train employee about the change and to provide them with a correct knowledge about the model. This tool allow in managing organizational effectiveness. Training tools were modified as per the general requirements. Employees were trained in a systematic way so that they can implement the practical knowledge well in meeting real life challenges. There are multiple issues regarding the procedure and management facilities regarding change management. It is effective for an organization to match up with the expectation of the employees. Changes are difficult for an individual to be managed. This reflects the ineffectiveness of the employees in meeting the regular targets. Changes disturb the organization for a time been due to ample of resistance from the surrounding. For meeting the individual expectations, it is necessary to match up with the desired goals. The organizational needs and growth has to be managed in order to meet the goals. In a long term growth plan, it is suggested to manage the changes in accordance to the objectives. Reaction of employees needs to be considered while undertaking individual opinion. On a long run, Organization can sustain the changes through innovative interventions these interventions are important for growth and development. Employees facing issues has to be handled critically. The issues have a long term impact on the organizational growth. It affects the sustainable environment and growth plans. Eventually it is important for the organization in matching up with the individual expectations. Training and development is crucial for the organization in gaining sustainable results and growth. In order to gain competencies, it is suggested to measure the competitiveness in the organization. References Booth, S. A. 2015. Crisis management strategy: Competition and change in modern enterprises. marketing. Bradley, G. 2016. Benefit Realisation Management: A practical guide to achieving benefits through change. CRC Press. Bridges, W., and Bridges, S. 2017. Managing transitions: Making the most of change. Da Capo Press. Cameron, E., and Green, M. 2015. Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Cummings, T. G., and Worley, C. G. 2014. Organization development and change. Cengage learning. Daft, R.L., 2014. The leadership experience. Cengage Learning. Demirkan, H., Spohrer, J.C. and Welser, J.J., 2016. Digital Innovation and Strategic Transformation. IT Professional, 18(6), pp.14-18. Gibbons, P. 2015. The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture. FT Press. Gollenia, L. A. 2016. Business transformation management methodology. Routledge. Organisational development design explained .2017.Online. Available at: https://www.southampton.ac.uk/hr/services/od-explained/index.page Accessed on: 14 September 2017 Palmer, I., Dunford, R. and Akin, G., 2009.Managing organizational change: A multiple perspectives approach. economics: McGraw-Hill Irwin. Palmer, I., Dunford, R. and Akin, G., 2009.Managing organizational change: A multiple perspectives approach. New York: McGraw-Hill Irwin. Rothwell, W.J., Stavros, J.M., Sullivan, R.L. and Sullivan, A. eds., 2009.Practicing organization development: A guide for leading change(Vol. 34).John Wiley Sons. Storey, J., 2007.Human resource management: A critical text. Cengage Learning EMEA. Turner Parish, J., Cadwallader, S. and Busch, P., 2008. Want to, need to, and ought to: employee commitment to organizational change.Journal of Organizational Change Management,21(1), pp.32-52. Weiner, B.J., 2009. A theory of organizational readiness for change.Implementation science,4(1), p.67.