Mapquest Case Analysis - 863 Words

MAPQUEST CASE * Current Situation Actually, the company is well positioned in the consumer’s mind and in the market because of its good strategies over the world. This company has evolved because at the beginning it was a company focus in mapping, printing and location information businesses, but then with the technology evolution they improved and adapted its products to the new market tendencies. * Key Question * How MapQuest could maintain its position in the industry and how it could increase its cash flow? * FIVE PORTER FORCES’ ANALYSIS * Bargaining Power Buyers The power of buyers is high because this company depends of the businesses and consumers’ demand. This is because they can decide where to buy†¦show more content†¦* Take advantage over the competitors with the use of the data base that they have. | WO Strategies: * Make merger and acquisitions in order to improve the marketing strategies. * Improve their advertising using new methods. | Threats * Potential competitors * Substitute products * Enhancement in technology evolution * Consumer preferences * Changes in the market | ST Strategies: * Make innovations for being over the potential competitors. * Use their financial position for acquire new technology. | WT Strategies: * Innovate and relaunch new products. * Keep contact with potential suppliers for long terms. * To do contract with suppliers. | Recommendations: * Getting product and image developments by increasing marketing operations. * The technology plays a roll very relevant in MapQuest, so the level of technology must be enhanced in order to get performance in cost efficiency and gain competitive advantage. * IFE MATRIX KEY INTERNAL FACTOR | WEIGHT | RATING | SCORE | Strengths | | | | | | | | * Brand image | 0.15 | 2 | 0.3 | * Good quality | 0.15 | 3 | 0.45 |Show MoreRelated HW2 Case Studies Classic Executive V2 4 Essay6307 Words   |  26 PagesSELECTED CASE STUDIES ANALYSIS This document has three short case studies that are considered classic. They are older but have timeless lessons. In addition, the case studies at the end of chapters 2 3 of your textbook are good. Deliverable: Read these case studies carefully and develop a short report (2-3 pages) to discuss the key lessons learned from each and the similarities/differences between the case studies. It is best to use a table of the following format for this analysis. You willRead MoreAnalysis and Proposed Changes for Kudler Fine Foods Internet Website1928 Words   |  8 PagesAnalysis and Proposed Changes for Kudler Fine Foods Internet Website Executive Summary: Kudler Fine Foods is a growing company striving to provide its customers with the finest foods and ingredients possible. To serve their customers even better, Kudler has implemented an Internet website to expand their business. Although this is an excellent idea, their current website is lacking in several areas. Our team of computer software specialists will examine Kudlers webpage and examine all of theRead MoreESRI Essay6995 Words   |  28 PagesChanging world.  © Jyoti Bachani University of Redlands Jyoti_Bachani@Redlands.edu 909 748 0545 909 748 8763 ESRI: Changing world. Case Synopsis Environmental Systems Research Institute (ESRI) is a privately held, debt free, company that is a global leader in Geographical Information Systems (GIS) software used for visualization and analysis of geographic data by institutional users across the globe. ESRI has pioneered this technology for four decades as it pursued its founder leaderRead MoreTime Warner Case Analysis12425 Words   |  50 Pages................................................................................  9   The  Economy  ...........................................................................................................................................  11   SLEPT Analysis (Social, Legal, Economic, Political, Technological factors)  ...........................................  11   Mission  Statement  and  Stakeholders  ......................................................................................................Read MoreThe Role of Gender in Consumer Behavior4442 Words   |  18 Pagesgender-related response. For example, knowing that males use spatial relationships to find locations while women typically rely on landmarks, we might want to reference both types of information on a website giving our location (within the past few years, MapQuest has developed map-based, orientation-based and even aerial-based directions to improved the functionality of its product for both genders). Quite possibly, the use of verbal cues (e.g. showing actual words) in a spatially complex advertisementRead MoreThe Growth of Obesity and Technological Change: A Theoretical and Empirical Examination16266 Words   |  66 Pagesby only modest gains in calorie consumption.3 Indeed, the immediate postwar period witnessed substantial growth in weight and declining consumption of calories. The lack of time-series correlation between calorie intake and weight suggests that an analysis of weight must account not only for food consumption, but also for changes in the strenuousness of work, both at home and in the market, caused by economic development. This idea is made even more compelling by apparent declines in the relative priceRead MoreMicrosoft Corporation (Analysis)17842 Words   |  72 PagesMicrosoft Corporation (MSFT) - Financial and Strategic SWOT Analysis Review Reference Code: GDTC22599FSA One Microsoft Way Redmond, WA 98052-6399 United States Phone Fax Website Exchange www.microsoft.com MSFT [NASDAQ] +1 425 8828080 Revenue Net Profit Employees Industry Publication Date: FEB 2012 69,943 (million USD) 23,150 (million USD) 90,000 Technology Communications and Company Overview Microsoft Corporation (Microsoft) is one of the leading providers of software and storage products and

Suicide A Serious Health Problem - 1689 Words

Suicide as any other life threatening illness is beyond our knowledge to understand what exactly causes someone to kill themselves or even attempt too. Suicide is a serious health problem that takes an enormous effect on family, friends, communities, as well as active military personnel and veterans. Suicide is only a permanent solution to a temporary problem. Suicide risk factors are features or conditions that can increase the chances that a person might think of taking their life. The higher the risk factors the higher the risk that they will attempt suicide. For example some of the health factors can be mental health conditions, depression, bipolar disorder, anxiety disorders, and substance abuse disorders are a few examples of†¦show more content†¦Suicide rates vary among demographic groups and that are in different regions around the country. There is not a count of suicide attempts within the United States. For starters an introduction to David Emile Durkhe im a sociologist, social psychologist and a philosopher with one of his most famous study of suicide where he classified different types of suicide based on the relationship from society and the individual starting off with his definition of suicide a social fact because it was driven by social causes This being said, He classified 4 different types of suicide number 1: Egoistic suicide: where one will become socially isolated.in a more detailed way a person who is self-indulgedent and lacking Altrustic feelings. one who cuts off from society to be alone. This type is common more towards the teenagers going through changes in their life, they will lock themselves away for days trying to forget the world and avoid dealing with their problems. The individual may feel that it s a good escape it does not benefit them and may lead them into a deeper depression. The second Type Altrustic Suicide, which resulted the individual from the taking of their own life due to higher commandme nts in other words, is committing suicide for the feeling that it will benefit others. For the third type Anomic suicide it is due to an individual dealing with a certain breakdown of a social circumstance for an example bankruptcy. Where they feel like they

Organizational Behavior Procedures and Policies

Question: Discuss about theOrganizational Behaviorfor Procedures and Policies. Answer: Introduction Organization behavior involves the way people behave in their respective workplaces. Each organization has a distinct behavior influenced by varying organizational processes, procedures, and policies. Employees behavior in the organization depends on the organization culture and the set code of conduct in the organization. Varying organizations has different procedures and core values that guide the organizations activities aimed towards achieving the set goals and objectives. Today the workforce in our organization constitutes of both the millennials and the baby boomers. To manage such a workforce is tough and it needs a lot of technical expertise for organizational success. The millennials consist of Generation Y the echo boomers and the Generation Me (Alsop, 2011). The millennials were born in the early 1980s to the mid-1990s and early 200s. The millennials are a generation born in the advent of high technological advancement and globalization. Meanwhile, the baby boomers consist of post-world war, two babies. The group consists of people born between 1946 and 1964 (Becton, Walker and Jones, 2014). The two generations behave differently in the workplace. The purpose of this essay is to determine the different types of leadership styles and appropriate for millennials and baby boomers. Each generation needs a suitable leadership style and approach for the success of the organization. It is critical for the human resource managers to learn and train to be equipped with the different leadership styles. The baby boomers have different characteristics from the millennials. The baby boomers are associated with upholding the traditional values (Pisarski, Polzin and Murakami, 2016). They have a preference for maintaining the societal values. The baby boomers prefer using a designated or standard procedure to achieve a set target. The baby boomers were the first people to genuinely initiated change in the workplace. The behavior of baby boomers in the workplace is respectable and carry themselves with the utmost respect to the managers. The gap between baby boomers and the management is bigger than that of millennials and management (Arvey and Zhang, 2015). The millennials are a lot more aware of the trends and issues in the world. The millennials work towards reducing the gap between management and employees. They need to bridge this gap and make the employees and employers to work together for greater productivity. The millennials attitudes and expectations at the workplace are high. They vision a workplace offering the quality of work life balance. The millennials attitude towards work is thus different from the baby boomers. The millennials are aware of what an ideal workplace should resemble thus the need for managers to offer the needed resources to assist the millennials. They have an expectation of being in a challenging work environment where the tasks they do are not often as repetitive as what baby boomers are used to. The millennials believe in change and technological advancement (Sudheimer, 2009). They expect the leaders in the organizations to offer advanced technological equipment to help in completing the tasks. Unlike the baby boomers who are resistant to change, the millennials believe change is vital, and the organization has to involve them in the process of implementing change. Leadership Styles There are several leadership styles that leaders apply in organizations. Though some leaders use only one, it is important to apply different styles for both millennials and baby boomers. For the purpose of this essay the leadership styles that we will focus on include; transformational, authoritarian, democratic, paternalistic, transactional and Laissez-faire (Hussain and Hassan, 2016). Some of these styles such as democratic leadership style may suit both the millennials and the baby boomers while some of the styles may only suit a distinct group. It is thus up to the managers to identify the best style to use when leading both these groups inside the organization. Effective leadership is key to the accomplishment of organization goals. The leaders thus need to apply the best leadership styles to achieve success. Effective Leadership Styles for Baby Boomers Authoritarian Leadership Style The authoritarian leadership style is associated with dictatorship. The leader dictates organizational policies, processes, and procedures. The leader solely decides on the types of goals to be achieved and coordinates as well as directs all the activities aimed at helping the organization to achieve set goals and targets. In addition to dictating all the activities of the organization, the leader only forms a professional relationship. This leadership style is associated with result-oriented leaders who do not care about the methods used to get to the objectives. The leaders view employees as tools to use to attain their set targets and thus cannot create any form of relationship with the employees. Authoritarian leaders believe in direct supervision that is suitable to the baby boomers. The baby boomers believe in a single leader who is believed to have the required knowledge and expertise. The baby boomers believe that leaders are often right and they should not be questioned. Aut horitarian leadership style would thus suit the baby boomers who are ignorant of weak leadership approaches (Yu-Mi and Yang, 2015). To a baby boomer, planning is not essential as that is the leaders task. An authoritarian leader would thus influence baby boomers, control and coordinate all their efforts effectively towards the achievement of a set goal and objective. Transactional Leadership A transactional leader uses contingent reward and management by exception to influence the activities of their followers (employees) towards the attainment of organizational objectives. These type of leadership focuses on motivating employees by establishing reward and punishment systems (Schrobsdorff, 2015). The contingent rewards are for recognizing the best-performing employees in the organization. The reward system encompasses of factors such as material rewards and psychological rewards. The best performers in an organization are awarded and given incentives to improve even further in their performance. On the other hand, poor performers are punished to improve their individual performances. Transactional leadership tends to aim at direct actions to achieve their set targets. Transactional leadership suits baby boomers in that the leaders will work with the existing structure to achieve the set goals and objectives. These types of leaders are not change oriented and can be compa red to theory X managers (Worth, 2016). This leadership style is mainly focused on maintaining the status quo. Baby boomers fear the unknown and are no risk takers. They are comfortable of repeating the same tasks all their professional life provided they get their pay packages they are very comfortable. Transactional leaders thrive by making employees fear them; hence, the employees have easily bossed around for the company to make profits in the end. Paternalistic Leadership Style In this leadership style, a single individual (leader) influences the activities of every employee in the company just like a parent does to the child. The leader thrives through gaining the complete trust and loyalty of the employees. The leader brainwashes the employees by supplying complete concern for his workers to gain their trust and loyalty. In this leadership style, no member of the group is allowed to work independently without the knowledge or consent of the leader. The leader strives to establish a solid relationship with the employees to be able to influence their activities and thoughts. The behavior of employees in such a firm is uniform with every distinct issue passing through the leader. This type of leadership is suitable to the baby boomers who do not need control over their tasks. The leader represents a fatherly figure to all the employees (Di Gennaro et al., 2016). Baby boomers are not very inventive and do not seek the power to have control over their assigned tasks. Also, baby boomers thrive in close or strict supervision thus have no issues with a dominant leader. The paternalistic leadership style is efficient in firms that have a more formal plus hierarchical organization structure where innovation and creativity of the employees are not required. Effective Leadership Styles for Millennials Transformational Leadership Transformational leaders are a source of inspiration to their employees thus the suitability of the leadership style to the millennials. Transformational leadership style is the complete opposite of transactional leadership. The leaders are not limited by the perception of their followers. Transformational leaders initiate and support a positive change of the organizational processes, policies, and procedures. Under this type of leadership, an employee has the flexibility and the necessary incentives for a good performance. A transformational leader is charismatic (Zehir et al., 2014). The leader has a self-promoting personality that encourages the right behavior amongst employees to become innovative. The leader has a great energy level that is transformed to the employees who are encouraged and motivated to perform better. Transformational leadership style is closely associated with risk taking. A good and efficient leader have to be a risk-taker, someone who thinks out of the box and is ready to step out of the comfort zone to ensure the growth of the company. One important behavior of millennials is the need to take risks and become innovative. A transformational leader influences the behavior of millennials positively, creating a positive atmosphere in the workplace and giving employees job control (Bodenhausen and Curtis, 2016). Employees are influenced to be great team members and support each other positively. The organization moves forward as a single unit with each employee involved at every critical stage aimed towards achieving a set goal and target. Laissez-Faire Leadership Style Initiated in the year 1939, the laissez-faire leadership style is employee oriented. In this leadership style, the staff is given the power to make decisions in the organization concerning their work. The employee is not supervised or often influenced by the actions of their leaders when it comes to their tasks. This leadership style is particularly useful in companies that have extremely talented and ethical professionals. Such employees would know how to handle their respective tasks with a common aim of achieving the set objectives. In laissez-faire leadership, the management has total trust in the judgments of the employees. Though the employees are guaranteed freedom when it concerns their work, they can always seek assistance whenever they want. The millennials would thrive in such an environment (Gavatorta, 2012). Such an environment encourages innovative behavior and high team spirit levels. The belief that management shows to the employees creates a good environment for crea tivity. The employees have a good rapport with the management who their task is to provide regular feedback to their employees. This leadership style brings out the best out of the employees. One big advantage associated with this leadership style is the ability to positively contribute to the quality of work life of the employees. The millennials are particularly critical of work life balance; thus this leadership style suits them (Chuan et al., 2015). Leadership Style Effective for Both Millennials and Baby-Boomers Democratic Leadership Style Democratic leadership style constitutes of the leadership of the people, by the people and for the people. The leadership style is mainly used by leaders who love to share decision-making abilities. This particular style is suitable for both baby boomers and millennials. Though the two generations have notable differences between them, the democratic leadership style would suit them both. Though it would suit both the generations, it is more effective to the millennials than the baby boomers. The baby boomers would have the opportunity to make family choices that are beneficial to all of them. The baby boomers prefer moving together in a single unit, and democratic leadership style would strengthen the cohesion of the team (Patterson, 2007). Meanwhile, millennials would enjoy the leadership style more. Millennials prefer to be involved in the decision-making process especially when it concerns their tasks. For millennials democracy is very critical in change implementation; thus a de mocratic leadership style suits the generation Y more than baby boomers. Democratic leaders are intelligent and have the ability to make better decisions for all stakeholders involved with the business. Conclusion In conclusion, the millennials and baby boomers have distinct characteristics, behavior, and attitude at the workplace. It is challenging for managers to efficiently manage these two generations and achieve a set goal for the business. Leaders have to strike the right balance between which leadership styles can bring better results (LaPorte, 2016). For example, the baby boomers would be more productive under a transactional leader while the millennials would be highly productive under a laissez-faire leadership style. References Alsop, R. J. (2011). Mindful of millennials.Workforce Management,90(10), 5 Arvey, R. D., Zhang, Z. (2015). Biological Factors in Organizational Behavior and I/ O Psychology: An Introduction to the Special Section.Applied Psychology: An International Review,64(2), 281-285. Becton, J. B., Walker, H. J., Jones-Farmer, A. (2014). Generational differences in workplace behavior.Journal Of Applied Social Psychology,44(3), 175-189. Bodenhausen, C., Curtis, C. (2016). Transformational Leadership and Employee Involvement: Perspectives from Millennial Workforce Entrants.Journal Of Quality Assurance In Hospitality Tourism,17(3), 371-387. Chuan, L., Shu, W., Xue, S., Mengyao, L., Lie, W. (2015). The association between organizational behavior factors and health-related quality of life among college teachers: a cross-sectional study.Health Quality Of Life Outcomes,13(1), 1-12. DiGennaro Reed, F. D., Henley, A. J., Rueb, S., Crabbs, B., Giacalone, L. (2016). Discussion of Behavioral Principles in Journal of Organizational Behavior Management : An Update.Journal Of Organizational Behavior Management,36(2/3), 202-209. Gavatorta, S. (2012). It's a Millennial Thing.T+D,66(3), 58-65 Hussain, M., Hassan, H. (2016). Leader's Self-Efficacy and Effectiveness of Leadership Styles.Abasyn University Journal Of Social Sciences,9(1), 86-102. LaPorte, C., Wright, P. (2016). Managing in the Legal Workplace Millennials.Law Practice: The Business Of Practicing Law,42(4), 60-61. Patterson, C. K. (2007). The Impact of Generational Diversity in the Workplace.Diversity Factor,15(3), 17-22. Pisarski, A., Polzin, S., Murakami, E. (2016). Commuting in a Post-Baby Boomer World.Public Roads,79(4), 18-25. Schrobsdorff, S. (2015). The Millennial Beard: Why Boomers Need Their Younger Counterparts. And Vice Versa.Time,186(24), 90. Sudheimer, E. E. (2009). Stories Appreciating Both Sides of the Generation Gap: Baby Boomer and GenerationX Nurses Working Together.Nursing Forum,44(1), 57-63. Worth, N. (2016). Who we are at work: millennial women, everyday inequalities and insecure work.Gender, Place Culture: A Journal Of Feminist Geography,23(9), 1302-1314. Yu-Mi, J., Yang-Hee, K. (2015). Work Satisfaction and Quality of Life in Baby Boomer: Focused on Retirement Preparation as Mediator Effect.Journal Of The Korea Academia-Industrial Cooperation Society,16(2), 1084-1091 ZEHIR, C., MCELDILI, B., ALTINDA?, E., ?EHITO?LU, Y., ZEHIR, S. (2014). Charismatic Leadership and Organizatioal Citizenship Behaviour: The Mediating Role of Ethical Climate.Social Behavior Personality: An International Journal,42(8), 1365-1375.

Medical Science

Question: How essay focus on the use of artificial intelligence in the field medical science? Answer: The essay focuses on the use of artificial intelligence in the field medical science and the possible threats it might possess to the human kind through the big picture approach and adhere to the ethical aspect of the matter. Artificial intelligence is a term coined by John McCarthy, which is related to science and refers to intelligent agents that imitate the human gestures and rationale thinking of human in a given environment. Artificial intelligence has achieved specialisation in the following fields- computers that comprehend human languages, programs that can take a human like decision in real life situation and games which allow humans to play against computers (Nilsson, 2014). Though artificial intelligence has evolved and come long ways since the term was coined yet, there are ethical issues arises when artificial intelligence encroach the territory of the better judgment of the doctors or specialists in the field of medicine. Researchers are working day in day out to increase the efficiency of the artificial intelligence in all the fields and have achieved extraordinary consequences. Artificial intelligence has been designed to assist the doctors in reducing the mortality in cases patients awaiting medical assistance from the specialists. The neural network of brain is efficiently imitated by the artificial intelligence resulting in accurate diagnosis of some diseases through the analysis of the diagnostic criteria and spectral information (Fieschi, 2013). The Da Vinci Si HD Surgical System has already created waves with surgical robotics. Such robots are used in delivering minor incisions, reducing the pain of the patient and minimizing the need for medication and reducing hospital stay consequently diminishing the burden of cost of medication. Modernising medicine is a web based treasury of medical insight and information. It helps doctors to search for alternative drug required for particular disorder or medical condition by the database regarding previous medical cases and their remedial medicine. It's a seamless way to decide on the drugs that need to prescribe by the doctor (Bennett Hauser, 2013). The database is huge and includes all the medical details of patients and the treatment they went through prescribed by the doctors. These are homegrown systems in which a medical college of university stores up their data and through the artificial intelligence derives the assistance in the form of suggestions regarding medicines and the treatment that the patient should undergo. This is a revolutionary technology for the doctors as it reduces the diagnosis time and the time required for the doctor to come up with the drug to be prescribed. Through the naked eyes the benefits artificial intelligence provides looks tantalising but through the lens of ethics and morality it become compelling to draw the line between recommending a suggestion to the doctor and making a decision on its own without the final call of the doctor has to be drawn. The benefits cited above are path breaking and deserves appreciation but the implementation of the technology during an operation or surgery without the presence of a doctor still sounds dangerous and risky. Several factors might hinder the efficient performance of the artificial intelligence. The major issue is that the medical databases are not centralised that means if special case arises which might have happened in one part of the world might not have been passed on to the other part of the world. The database has been continuously updated. The lack of the centralised system would hinder the accurate diagnosis and remedy for the special cases (Cohen Feigenbaum, 2014). However, a doctor with his better judgment might have held the treatment and ask for assistance from fellow or senior doctors and come to conclusion. The artificial intelligence might have become intelligent but they still lack the human emotions that highly guide the thought process and instincts of the doctor. The major aspect that surpasses the benefits of the artificial intelligence is the reliability on the dependency on technology that lacks the compassion and subtle sensitiveness that a living doctor would possess while tending a patient that affect the confidence of the patient. What if the technology fails to operate due to technical error: what if the system crashes and consequently the robot create an incision on the wrong side of the body: what if the database falls short and suggests a wrong medicine for the patient. These question needs to address while dealing with the artificial intelligence as no matter how intelligent the technology has become artificially it has not surpassed the natural human intelligence. References Bennett, C. C., Hauser, K. (2013). Artificial intelligence framework for simulating clinical decision-making: A Markov decision process approach. Artificial intelligence in medicine, 57(1), 9-19. Cohen, P. R., Feigenbaum, E. A. (Eds.). (2014). The handbook of artificial intelligence (Vol. 3). Butterworth-Heinemann. Fieschi, M. (2013). Artificial intelligence in medicine: Expert systems. Springer. Nilsson, N. J. (2014). Principles of artificial intelligence. Morgan Kaufmann.