Distribution decisions Essay Example for Free

Distribution decisions Essay The tutorial about distribution decisions deals mainly with establishing an effective and efficient system that will make the products accessible to the market. It teaches the different channels of distribution including the process of ordering, handling and shipping, storage, display, promotion, selling, and information feedback. The channels include resellers, specialty service firms who are important although a little costly. There are two kinds of channel arrangements: independent (no binding relationship), and dependent (has binding relationship). Also, there are three kinds of distribution systems: direct distribution systems, indirect distribution systems, and multi-channel hybrid systems. The tutorial also warns of the issues in establishing channel relationships such as delivery, profit margins, other incentives, packaging, training, and promotional help. The tutorial on retailing examines retailers as a type of resellers of a product to consumers who only want to buy in small quantities. Their main concerns are customer satisfaction, ability to acquire the right products, product presentations, traffic building, layout, location, and keeping pace with technology. Retailers are categorized in many ways; included in the tutorial are: target markets served (mass, specialty, exclusive market), product offerings (general, multiple lines specialty, single line specialty merchandiser), pricing strategy (discount, competitive, full price pricing), promotional focus (advertising, direct mail, personal selling), distribution method (store-based which can be stand-alone, strip-shopping center, shopping area, and regional shopping mall; and non-store sellers which can be online sellers, direct marketers, and vending), service level (self, assorted, full service), and ownership structures (individually owned, corporate chain, corporate structure, contractually licensed). There are also a variety of retail formats which are mom-and pop, mass discounters, warehouse stores, category killers, department stores, boutique, catalog retailers, e-tailers, franchise, convenience store, and vending. In wholesaling, the sellers sell in bulk to their consumers. Their main concern involves disinter-mediation, facility location, transportation costs, adapting to new technologies, and offering non-product assistance. They are categorized according to products carried (general and specialty merchandise), promotional activities (extensive and limited promotion), distribution (stationary location with customer and not customer accessible; and non-stationary location with mobile and no facilities), service level (full, limited, and no service), and product ownership (do take and do not take title). Wholesale formats consist of general and specialty merchandise, contractual, industrial distributors, cash-and-carry, truck, rack jobber, drop shipper, broker, and agent. In managing product movement, three tasks are important which have a cost-service tradeoff: ordering and inventory management, product storage, and transportation. Ordering and inventory have to be managed by considering order entry and processing, demand forecasting, customer knowledge, channel relationship, physical product handling, storage and transportation. The tutorial is effective in a sense that it takes the learner through a step by step process in understanding the definitions of terms, what the different topics are about, and gives the learner an idea on how to apply the process in real marketing situations. The tutorial is also effective because it is simple and easy to understand. It also breaks down complicated topics and lays them out in an easy-to-understand manner. The only problem with the tutorial is that it lacked examples of real life situations to which the approaches were used, especially since examples often makes everything clearer and makes the whole presentation have more real life applications and not just theoretical things that can be skipped In the issues in information and IS, information exchange and communication is very valuable between the company and their distributors. Any decision by marketing should be communicated internally in production. The IT manager is to integrate the communication among production, marketing and distributors to streamline everything. A sophisticated tracking of orders and products is also necessary among them.

Explore The Background To Change Affecting Pizza Hut Business Essay

Explore The Background To Change Affecting Pizza Hut Business Essay Pizza Hut is one of the flagship brands of Yum! Restaurant Int. which also has subsidiary businesses and famous brands like KFC, Taco Bell, AW and Long John Silvers under one brand umbrella. It is the worlds largest pizza chain more than 13,000 restaurants across 97 countries. Pizza Hut increases his operations in last five years. In India,  Pizza Hut has  143 restaurants across 34 cities, including Delhi, Mumbai, Banglore, Chennai, Kolkata, Pune and Hyderabad. Great taste and quality, variety of pizzas and trademark dining experience have made it possible for the company to for double-digit growth and scale up its presence to its current size. With a 27 per cent market share of the eating-out market and over 70,000 footfalls per day across the country Pizza Hut started its business from India in 1996, and opened its first restaurant in Bangalore. Pizza Hut maintained significant growth and acquires a maximum share of pizza market and sustained growth rate of above 40 per cent per annum. Pizza Hut operates through 95 outlets across 24 cities in India which gave employment nearly 5000 people by the end of 2009. Pizza Hut invested about US$ 35 million in India so far through YUM! Corporate franchisee Brands Inc is the owner of worldwide chain of pizza outlets listed in Fortune 300 Company .Since 2008 it generated more than $36 million through sales. http://www.pizzahut.co.in/dinein/aboutpizzahut.php Task 1 Outcome: Explore the background to change affecting the organization Change can be implemented through various models such : Kotters eight step change model ADKAR Model Business process re-engineering Kotters eight step change model 1. Increase urgency inspire people to move guide and group them to make objectives real and relevant. 2. Build the guiding team Make the groups with the right people in right place with their appropriate skills and levels. 3. Get the vision right Arrange and make the team to establish a vision and strategy focus on creative aspects which is necessary to drive service and efficiency. 4. Communicate for buy-in Involve as many people possible for improve the work, exchange of information and communication between the essentials and give response if any needs from people. 5. Empower actions Processing to Remove obstacles, make promotive feedback and support from leaders and top management for reward and identify progress and achievements. 6. Create short-term wins Set objectives and aim which are easy to obtain in big size substantial work. Manageable numbers of initiatives. Finish current working functions and stages before starting new objective function. 7. Dont let up Promote the growth of the institution and relating work and encourage determination of ongoing change support and encourage ongoing progress which reports highlight obtained and big significant prospective work. 8. Make change stick Recruitment promotion and change of leaders which enforces the value of success. http://www.associatedcontent.com/article/237685/[emailprotected]_pg4.html?cat=3 ADKAR MODEL Change often brings high levels of stress and disturbance to people.ADKAR change method in the corporate world often eliminates many of the negative and harmful effects associated with new procedures. 1. Awareness. Gives benefits to all levels of staff and aware them about need of changes to the organization, changes for the sake of seldom is useful. Change is to apply for improvement of the business operation which helps to be competitive in market. This is very necessary for success. 2. Desire.  It is necessity that management responsible to encourage the desire of their employees to support and be active by participating in the prospective change in organization. 3. Knowledge. It is managements responsibility to provide the training and education to its employee change methods of the new procedures, and software. Sometime it is useless to do work in change environment without sufficient knowledge about the goals desired by organization. 4. Ability.  After getting a desired knowledge employee is involved needs to be given the training to achieve and set to new change to be made which affects successful for organization. 5. Reinforcement:- According to study it has proven that any person who perform and repeat the task continuously for 21 days, it will become a habit of that person whether it is good or bad for him. Reinforcing new habits of the employees improve the success of the change made. http://www.kellyservices.com/eprise/main/web/us/hr_manager/articles_aug08_akdarmodel Business Process reengineering Business process reengineering is a radical thinking of organizational process; this is a very fundamental consideration. This a fundamental and prime steps undertaken to enterprise resource planning implememtation.basically BPR analyses and suggests the structural changes to be made for organization. This identify very important because it helps organization should be customized and design itself to become ERP friendly. If organization is unable to stands with the external changes then the best way to manage is adopt the changes according to environment and apply the changes in it. Study has been proven that if any changes are imposed in organization then sudden changes are not all time works in proper way because the improper method applied to it. It need plan to apply it; this can be avoided by the use of BPR in practically. Davenport (1992) prescribes five approaches to BPR model which are follows: 1) Develop business vision and process objectives 2) Identify business process to be resigned 3) Understand and measure the existing processes 4) Identify Information Technology levers. 5) Design and build a prototype of the new processes (valuebased management, 2008) Pizza Hut has recently undergone a huge change to enhance the business and to give better service for customer; this is due to demand from the customers and improvement suggestion. According to responses Pizza Hut made some changes in their services some of them listed below. Franchise system: System adopted for store forcast, monitor performance, worker uses and food ordering and inventory management of business. One specific reason behind adopting this to apply technology and service better through management information system. Now these systems are supported by a skilled internal team to make sure customers get the best use from them. (A pizzahut fanchise, 2008) http://www.pizzahutfranchise.co.uk/html/technology.html. Leadership Style: In running business with standard models and ideology of leadership there was something missing about the importance of human beliefs they need some changes and they made it in practical life importance of the human heart in driving a companys human drive and path of success to inspirational motivation in change management situations. Real time performance reporting Development in technology which can monitor the progress of business anytime, anywhere via remote log-in functionality. Online recruitment system for the applicants and team members only who meet the minimum success criteria added to shortlist. Online training for managers and team members. Digital marketing including online and mobile handsets. http://www.pizzahutfranchise.co.uk/html/technology.html First of all let us understand the meaning of strategic intervention:-It is a technique of influencing element that is used to modify the existing elements of business process there are three standard strategic intervention methods namely. HR intervention Strategic leadership Team building HR intervention: There are different issues and procedures needed to run business organization and being success to achieve their goals. Human Resources comply with these procedures very well.they prepares organization guide for the managers, performance management, succession planning systems, and several other works for the betterment of organization. So HR intervention is always necessary, it stays the organization up to date with legal compliance. Strategic leadership: Strategic leadership involves managing through others, managing entire enterprise, making changes according to requirement. Managing human capital is very critical skills of strategic leader. Commercial innovation, and manage the knowledge is also major functional activity of the leader. Its very important to obtained a good strategic leadership for success of an organization. http://asso.nordnet.fr/adreg/Hitt%20et%20al%20strategic%20leadership.pdf Team Building: A team building can be defined as a group of people who collectively work towards a pre-defined goal utilizing experience and knowledge in an office helps to nourishes better and open communication between the employees themselves, it also makes fosters to develop the relation between employees and the higher management. It goes a long way in improving professional relation. Team building in the workplace significantly contributes towards  employee motivation  and building trust among the employees, thereby ensuring better productivity. http://www.buzzle.com/articles/team-building-in-the-workplace.html Human Resources intervention techniques I would recommend in introducing ` change: Since last five year we have seen drastic changes in other departments of Pizza Hut. Whatever the changes made it is working very well. Changes they adopt technology, leadership style and franchise system going well. This is internal part of the business which is basic and playing important role in upgrading the function of business. On the other side of business and decision making there would another change to be happening in Pizza Hut. Human Resources is major body of an organization i.e. Pizza Hut. HR is also responsible for other operations of business issues like training programmers, individual growth of employee. Career make progression path drive the culture of Pizza Hut. Finance and accounting is vital for Pizza Hut. But i personally think that they are giving much importance to their function because lack of decision making process, delaying in improper assessment of payment of employees, so there would be need for the change in the same. More than 13,000 thousand employees are working on weekly payroll system and 2000 are working on monthly basis, in present company is using bureau system. it need change to innovative technology for accessing the payment system. The functionality and flexibility of the new system would make simple and help for further improve the HR and payroll services which provide for all restaurant teams. After all Salaries is simply a payment for the supply of services to the company. Wouldnt HR be better off focusing on Employee Development and other training programmes, rather than dealing with errors in the payroll. Task 2: Outcome:- Understand Issues relating to strategic change in the organization a) Following some generic background relating to strategic change has been introduced in Pizza Hut which shown good improvement in companys progress. Here I also elaborate some functional areas which have changed it drastically. 1) Customer expectation: Fast food industry is growing day by day, and new varieties of food are coming in market. so the customers expectation are growing more and something different from other food companies. Food market is going global means international food tastes are available in many restaurants. So the variety of taste demands more from consumers. There is need to fulfill the customers expectation about the change. 2) Competitive edge: In global market there is always a competition among the food companies. Pizza hut also facing a tough competition. Dominos pizza is a major competitive player of pizza hut holds approximately 20% of market as compared to pizza hut is 46%.remaining market share is hold by small companies nearly about 32%. So planning and strategy is important to be competitive in market by making some different kind of variety pizzas, pastas etc. 3) New technologies: Sometimes only advertising is not the only way to sell the product, technology will definitely play important role. For pizza hut upgrading technology, advertisement through social networking websites, Online advertising, mobile marketing, sponsorships, tie up with local but popular brands, etc are technological ways to get marketed. Online advertising, mobile marketing, sponsorships, tie up with local but popular brands etc. need for change for better result. 4) Economic changes in market Every year there is a fixed budget to run the business including the extra money is given to them for flexible financial operation. But external environment are not remains constant, like economic policy of government, prices of commodities, increase in tax etc.it impacts the financial policy of business, pizza hut is direct customer oriented business so if the external forces or environment changes it directly effect on business so they need to change at that time. Drivers that motivated Pizza Hut to above consider Change as follows: Technological Advances Loss of markets Economics Technological Advances: To attract customers and to give him better and fast service it is necessary to adopt of technological changes, so it could help them to be competitive in global market. if we consider pizza hut there is good scope to introduce Online ordering system, discount E-coupons, Happy hours schemes etc.result of this new technology adoption pizza hut could get good response from customers, these technological advances will give satisfaction of good service to customers, instant service. Loss of markets In competitive market the business progress is reflect by their market share data. Loss and gain of market share is depends upon quality and service given to customers, so it is a very critical to obtain a market share and keep it progressive. Pizza hut is a competitive with dominos pizza, compare between them is at present pizza hut is holding approximately 46% and dominos 20%.this means dominos losses their market compare to pizza hut. So in business, market share is plays important role for prospective growth of business. Economics Every business organization having its own economic policy to run business in market. business economics is diversified towards market means external forces always impact internal structure of the economic policy of individual organization. Financial status, liquidity of funds etc are related to finance matters of company, demand and supply are integral part which depends upon the requirement from the external market, external forces such as economic downturns,policy,inflation and deflation in market, interest rate, are directly affect economy of business. If Pizza hut is doing their business so above economical factors effect on pricing of product increases in pizza prices due to cheese price increased. So above three are main drivers of change in business organization. 2.b) The main resources that pizza Hut needed for the implication are as follows: 1) The HR department: It has a desirable reputation and is a fully integrated part of the organization, playing a key role in most business decisions. HR supports the restaurants and the Restaurant supply chain where it is really needed. Pizza Hut made good improvement in human resource so ensure that 70% of all vacant positions are filled internally. Pizza hut also arrange annual achievement award programmes to employees who achieved special in current year. Fast-moving, sociable atmosphere keep by company to work friendly in workplace. If HR failed to respond to need for strategic change then it could be going difficult to handle the training programmes, supply change management system, decision making.so to give a better prospective to company then HR should not be failed work. 2) Information technology: Pizza hut shown its changes in IT department since 5 years. IT department doesnt just cover the RSC but its responsible for all the systems across more than 680 Restaurants. Company upgrade IT services which are looking at the process of bank reconciliations, maintaining infrastructure. IT reduces the work pressure and give more accurate service, so in pizza hut for customer satisfaction it plays very critical role because ordering the menus, online order coupon etc.are targeted online customers. If IT failed then it will directly impact on turnover of business. so IT must work regularly and perfectly. As a department were very dynamic and forward-thinking, driving change from the inside of the organization out. Whats more youll benefit from the long-term job security of working for a big global brand and enjoy a favorable work/life balance, without compromising on the sort of technical challenges that keep the job interesting. Task 3 Outcome: Develop systems for understanding and involving others in the process of change a) Key stakeholders Tricon global restaurants: TGR is a famous largest restaurants company with brand name Yum! based in Louisville, KY having restaurants with more than 36,000 restaurants in over 110 countries and territories and more than 1 million associates. Yum! Is got his position numbered #216 on the Fortune 500 List, with nearly $10 billion in revenue in 2009. Four of TGR restaurant brands   KFC,  Pizza Hut,  Taco Bell   these are the global player of the chicken, pizza, Mexican-style food and quick-service seafood categories. http://www.yum.com/company/ourbrands.asp Suppliers: Suppliers to pizza hut for the products like toppings, cheese,chicken will help to make the product more successful and give assurance that the product will not make a loss to company. Suppliers are always belief on pizza hut for making a good relationship between them. They is interdependent to each other. They have bound to give good business to each other in any circumstances. So supplier is also major stakeholder of pizza hut. Customer and public: Customers and the public the final major stakeholder of pizza hut because will be the ones that will buy and consume the product, every company design their product keep in mind to customers only. Not all stakeholders want the same thing. So besides industrial stakeholders or any other business organizational stakeholders are indirectly dependent upon consumers and customers. Proposed system to involve stakeholders in the process of change By taking a thread of above discussion about the stakeholders in Pizza Hut, like business organization, suppliers, customer and public. We are going to make a proposed system or any model to describe the involvement of above in the change of an organization. We have discussed Tricon Global Restaurants, suppliers, and customers as a public. So Pizza hut need to be any change in future for making any business strategy, company should consider above participants for decision making process. To expand or to make objective of company pizza hut to discuss all the ideas and matters regarding to funds within the corporate context to its business enterprise stakeholder i.e. TGR because this company invested a major money and gives financial support to pizza hut. So the concern about TGR is must for pizza hut. Secondly suppliers who give his best service by supplying cheese, pizza bases, toppings, paperroni etc. to make product like pizza and other variety products. Customers and public without it would not be possible to achieve success for any company because they are the final destination where any product gets consumed from the market. So public are crucial part of the business organizational change. Now we can interrelate the above categories in following manner Tricon: Financial support to pizza hut. Suppliers:-Immediate supply of cheese, cheesebase, supply on demand. Cutomers and public:-final destination of consumption. b) By considering the above factors which are involves in system change management also have some advantage and disadvantages described below. Advantages: 1) If Stakeholders is a business organization then good advantage is fund flow from such a stakeholders is always good on the other side they also have investor of another companies which will beneficial to make their business grow in market and wider range of objectives. 2) If the stakeholder is major stakeholder in company then his company personally incorporates in financial matters of investing company for getting better business in market. Disadvantages: 1) We know that supplier is a playing a key function in business but he is not only one to whom company liable to tie up for business. Pizza hut cant concentrate his function on suppliers to give specific business from him. and totally depend on demand from the external environment. 2) Pizza Hut business is running only upon consumers. Where they always have their likes and dislikes. taste and variety of foods, different menus, and special deal on menus are the main attraction of customers.if the pizza hut is able to give good service then it directly affects the profit of the business. 3.c) Change management strategy with the key stakeholders 1) Identify stakeholders: Stakeholders can be identify by making survey and ability of stakeholders to take stake in relative company, think of all the people who are affected by stakeholders work, who have influence and power over it. 2) Prioritize stakeholders: our company has a long list of people and organizations who affected by our companies work. May be some of them having a power to block or advance.and another one is they are interesting in our companies work. 3) Mapping profiles of stakeholders: Pizza Hut can map the profile of stakeholders in four categories: High power, interested people: these people our company must fully engage and make the good efforts to satisfy. High power, less interested people: Limit the work with these people to make them satisfied but not beyond their capacity. Low power, interested people: keep communicate with these people adequately and talk to them to ensure that no major issues are arising. These people are always be helpful and concerns about project work of investing company. Low power, less interested people: keep monitor these people but not exceed communication about certain limits. http://www.mindtools.com/pages/article/newPPM_07.htm ( Mind Tools Ltd, 1996-2011) d) Strategy for managing resistance to change is discussed as follows. 1) Open communication :- Pizza hut undergone changes in last five years, company needs more changes to be done in nearest future I would be started with open communication with employees ,workers, and other participants of business .first I would like to tell them why we need the changes? Then which change particularly they need and what are benefits for all peoples relating to it. Open communication always plays crucial role because with this we can exchange the information of both the sides and understand the opinions. so it is very good medium to managing resistance to change. 2) Involvement: I would like to discuss about the role of employees and worker in Change in pizza hut would also change their role and gives more responsibility and will increases the opportunities on achievement, also to give specification on involvement in decision making process that could motivate employees. 3) Feedback:- Getting feedback from the employees,subodianates is always important because it helps to understand their views and opinion about change happened in organization.So it would be a better way to managing resistance in change in organization. Task 4 a) I here chose McKinseys 7S model for implementing change of Pizza Hut: 1) Strategy:- Pizza hut strictly follows norms to attain the quality product for best operational strategy to attain the customer satisfaction namely C.H.A.M.P.S a) Cleaningness: Of all restaurants to give quality foods and serve better to customers. b) Hospitality: Good way of communication, respect and entertain customers. c) Accuracy: Serving food in time with accuracy and maintaining quality of taste. d) Maintenance: Handling of staff, relationship with customer, and servicing of equipments. e) Speed:- delivering food in time 2) Structure:- Consider an individual outlet as a business organization pizza hut design their management structure like support manager who manages the shift of working team member, deputy designed manager handling training of new recruits, deputy manager works for operational departs like profit and target business, restaurant general manager looks for the functioning of all finanve,orders,quality.etc 3) System:- The great thing about pizza hut is ,it is a business of franchises system, Delivery system is a major function of business and almost 20% of orders done by delivery mode.frinchises and head office staff work are closely together to achieve their objects. http://www.whatfranchisemagazine.co.uk/franchise-finder/franchisor/pizza-hut/food-HYPERLINK http://www.whatfranchisemagazine.co.uk/franchise-finder/franchisor/pizza-hut/food--catering/HYPERLINK http://www.whatfranchisemagazine.co.uk/franchise-finder/franchisor/pizza-hut/food--catering/-catering/ 2010 What Franchise Magazine 4) Shared values:- Pizza hut have a special quality of organizational life. Cultures determine much of every transaction happens which is centralize across an organization. While managers are aware of their cultures, they are often unsure about how to influence.emlpoyees and each participants in pizza hut business respects the beliefs and principles of pizza hut. 5) Skills:- Pizza hut is always respecting the skilled employees, something innovative and different ideas are always welcome in pizza hut, new recruiters also get training to ensure and to put up their skills from knowledge to practicle life. 6) Style: Every menu of pizza hut has its unique style; they always try to make something different from other competitors recipe. Unique approach to customers attract with diff.styles adopt by pizza hut. 7)Staff: Pizza hut staff members always like to greet and serve the customers and preparing great food behind the scenes, team members are friendly, outgoing and eager to please. They are passionate and enthusiasms tic, they have ability to handle fast paced working environment. b) How would you implement one or more model(s) in your chosen organization, what improvements do you expect to achieve by implementing your chosen model(s), and how would you measure these? (AC: 4.2, 4.3) 4. b) Change Implementation Plan with Business Process Re-Engineering (BPR): Business process reengineering is a radical thinking of organizational process; this is a very fundamental consideration. BPR analyses and suggests the structural changes to be made for organization. Implementation of BPR in pizza hut explained below: Davenport (1992) prescribes five approaches to BPR model which are follows: 1) Develop business vision and process objectives: A vision of the Pizza hut after the change takes place; the school which provides high quality education with new technology and supports updated curriculum that helps to increase the ratio of university entrance exam success Pizza hut holding a great share in US and European market rest of these they want to dominant in china brands with profitable expansion. They have good plan to be the best at providing branded restaurant choice with multibranding. 2) Identify business process to be resigned Day by day competition being so strong in food servicing industry. There will be a threat of imitation products which will surely be a problem to be dealt with. So in future if other imitated products come in market then pizza hut will have to adjust or to find out variety of product to accommodate change in market. 3) Understand and measure the existing processes If we consider the promotions and marketing of pizza hut they may have to be bigger and better than the competition of nowadays, if think about product development the product may need to be altered to give it that little bit of competitive edge. Forexample stuffing the crust with cheese or giving a free topping with the purchase would help give Pizza Hut an edge over the competition. 4) Identify Information Technology levers. See pizza hut using IT since many years and changes has been made according to requirement. in the IT business context the online ordering system will going to be very competive,so that we need to be adopt more technological appliances and advanced technology in prospective years. 5) Design and build a prototype of the new processes If we basically think about the business process it will need flexibility in operation and product life cycle stages to be a market leader. It will need a great marketing plan which will be suited in new product segment .Promotion and advertising will be using for marketing so it will make target a very profitable. Reference Internet References. 1) (A pizza Hut company, 2010) http://www.pizzahut.co.in/dinein/aboutpizzahut.php 2) (A pizzahut fanchise, 2008) http://www.pizzahutfranchise.co.uk/html/technology.html. 3) (A Associated Content , 2011) http://www.associatedcontent.com/article/237685/[emailprotected]_pg4.html?cat=3 4) (A kelly services incorporation, 2011) http://www.kellyservices.com/eprise/main/web/us/hr_manager/articles_aug08_akdarmodel 5) (Strartgic leadership) http://asso.nordnet.fr/adreg/Hitt%20et%20al%20strategic%20leadership.pdf 6) (A Buzzle.com, 2010,2011) http://www.buzzle.com/articles/team-building-in-the-workplace.html 7) (A Yum corporation , 2009) http://www.yum.com/company/ourbrands.asp 8) ( Mind Tools Ltd, 1996-2011) http://www.mindtools.com/pages/article/newPPM_07.htm 9) (magazine, 2010) http://www.whatfranchisemagazine.co.uk/franchise-finder/franchisor/pizza-hut/food-HYPERLINK http://www.whatfranchisemagazine.co.uk/franchise-finder/franchisor/pizza-hut/food--catering/HYPERLINK http://www.whatfranchisemagazine.co.uk/franchise-finder/franchisor/pizza-hut/food--catering/-catering/

Ken Keseys One Flew Over the Cuckoos Nest Essay -- Ken Kesey Flew Cu

Ken Kesey's One Flew Over the Cuckoo's Nest The theme of this story â€Å"One Flew Over The Cuckoo’s Nest† according to Daniel Woods is â€Å"Power is the predominant theme of Ken Kesey's 'One Flew Over The Cuckoo's Nest': who holds power, who doesn't, who wants it, who loses it, how it is used to intimidate and manipulate and for what purposes, and, most especially, how it is disrupted and subverted, challenged, denied and assumed† (http://www.gradesaver.com/ClassicNotes/Titles/cuckoosnest/essays/essay1.html). No, it is not McMurphy who flew over the Cuckoo’s nest, or Harding, or Taber. It wasn’t Martini or Cheswick, or Bibbit, Chief Bromden or Bancini. The journey of crazies that flew over the Cuckoo’s nest was in the asylum, but they were not patients. The mad people in this scenario were paid to be mad. Nurse Ratched, Dr. John Spivey and other staff, like Washington, were salaried each day to come into the asylum and impose dreadful doses of mental (and sometimes physical) hurt on the so-called "nuts" whose lives consisted of white hallways and white floors. McMurphy lost his life because he saw the reality in the asylum, the Cuckoo’s nest. He lost his life because he had not yet been in long enough to grow resistant to the brutal treatment that he received. He lost his life because he figured out who the real nuts were and, unlike the other inmates, McMurphy still knew enough of fairness to comprehend and want to remove the dreadful unfairness being done to the powerless patients inside the asylum. Randall McMurphy is ushered through the hospital doors by two attendants dressed in white. Among the white walls and floors, McMurphy, wearing scuffed blue jeans, a black leather jacket and a black tight cap, represents a figurative interference of the exterior world entering this sterilized, bitter hospital. Upon entering the ward that is too become his final resting place, he jokes with the current patients, wears a deceitful smile and a deck of cards is rolled up in his sleeve. Immediately he questions the rule of the institution to require all the patients to take medicinal pills, regardless of their sickness or disease. In just these opening scenes of the movie, director Milos Forman has foreshadowed Randall McMurphy’s future: McMurphy enters the asylum wearing black, the color of death, and right away he shows disobedience against authority by questioni... ...o. Nurse Ratched can be easily recognized as a bad character and McMurphy as the gallant rogue that challenges her authority. The movie was so successful that â€Å"In February 1976, one flew over the cuckoo’s nest was rewarded by the academy with nine Oscar nominations†. (Entertainment Weekly). When McMurphy returns from getting his second dose of electroshock therapy and a lobotomy, as punishment for his attempt to strangle Nurse Ratched to death, he is barely human. Two doctors tuck him into bed because he is too weak to do it himself. The arrangement has beaten Randall McMurphy at the game of life. He lies like a vegetable in bed, unaware to the outside world. He is not able to rebel against the doctors. He cannot lead the patients in a rebellion. Chief Bromden sees that McMurphy’s future has been stolen, along with his manhood, and suffocates him to death with a pillow. McMurphy lies dead in bed. In dying this way, his recollection is sealed among his fellow patients. He can die as a sort of martyr for the men in the little microcosm of a world inside the hospital walls. In one sense, McMurphy was crazy. It was optimistic and crazy to think that he could change such a system.

Affirmative Action: a Permanent Approach Essay example -- Essays Paper

Affirmative Action: a Permanent Approach One of the hottest debates in recent history has been the validity of a Civil Rights policy called affirmative action. The policy proposes â€Å"preferential treatment† to certain groups based on their minority status, giving them an advantage in job employment and some areas of education. The question asked most often is whether it is constitutional to give advantages to certain groups, excluding some, based solely on their race or ethnicity. It is up to our legal system to use â€Å"strict scrutiny,† or consideration from every standpoint, to assess the issue, which is â€Å"a cost-benefit test measuring whether a law that falls (according to the Court itself) squarely within the prohibition of the equal protection guarantee is justified by the [e]specially important social gains that it will achieve† (Rubenfeld, 1997.) Some claim that it will achieve justice, while others think that it promotes forms of discrimination and further separates our society into racial groups. I intend to outline a compromise between the opposing sides, the main goal of which is to utilize justice and equality in coming to a solution that includes every point of view. I feel that this is necessary because minorities in America are underprivileged, and for that reason some measures need to be taken, specifically in education, to induce social equalization. On one side of the controversy, many groups feel that affirmative action â€Å"may be the first instance in our jurisprudence of a constitutional doctrine unconstitutional under itself,† or that affirmative action is a constitutional document that is unconstitutional because it discriminates against a certain group of people, namely white males. These groups clai... ...er 10). Diversity in the workplace. The CQ Researcher Online, 7. http://0-library.cqpress.com.bianca.penlib.du.edu:80/cqresearcher. Jost, Kenneth. (2001, September 21). Affirmative action. The CQ Researcher Online, 11, 737-760. http://0-library.cqpress.com.bianca.penlib.du.edu:80/cqresearcher. Masci, D. (1998, January 23). The black middle class. The CQ Researcher Online, 8. http://0-library.cqpress.com.bianca.penlib.du.edu:80/cqresearcher. Rubenfeld, Jed. "Affirmative Action," Yale Law Journal 107.2 (1997), Questia, 5 Mar. 2004 <http://www.questia.com/>. Stroud, Sarah. "The Aim of Affirmative Action," Social Theory and Practice 25.3 (1999): 385, Questia, 5 Mar. 2004 <http://www.questia.com/>. Worsnop, Richard. (1996, February 23). Getting into college. The CQ Researcher Online. http://0-library.cqpress.com.bianca.penlib.du.edu:80/cqresearcher.

The Cowardly Rev. Arthur Dimmesdale in Hawthornes The Scarlet Letter :: Scarlet Letter essays

The Scarlet Letter:   The Cowardly and Weak Dimmesdale    In the book The Scarlet Letter, the character Reverend Dimmesdale, a very religious man, committed adultery, which was a sin in the Puritan community. Of course, this sin could not be committed alone. His partner was Hester Prynne. Hester was caught with the sinning only because she had a child named Pearl. Dimmesdale was broken down by Roger Chillinsworth, Hester Prynne’s real husband, and by his own self-guilt. Dimmesdale would later confess his sin and die on the scaffold. Dimmesdale was well known by the community and was looked up to by many religious people. But underneath his religious mask he is actually the worst sinner of them all. His sin was one of the greatest sins in a Puritan community. The sin would eat him alive from the inside out causing him to become weaker and weaker, until he could not stand it anymore. In a last show of strength he announces his sin to the world, but dies soon afterwards. In the beginning Dimmesdale is a weak, reserved man. Because of hi s sin his health regresses more and more as the book goes on, yet he tries to hide his sin beneath a religious mask. By the end of the book he comes forth and tells the truth, but because he had hidden the sin for so long he is unable to survive. Dimmesdale also adds suspense to the novel to keep the reader more interested in what Reverend Dimmesdale is hiding and his hidden secrets. Therefore Dimmesdale’s sin is the key focus of the book to keep the reader interested. Dimmesdale tries to cover up his sin by preaching to the town and becoming more committed to his preachings, but this only makes him feel guiltier. In the beginning of the story, Dimmesdale is described by these words; â€Å"His eloquence and religious fervor had already given earnest of high eminence in his profession.†(Hawthorne,44). This proves that the people of the town looked up to him because he acted very religious and he was the last person that anyone expected to sin. This is the reason that it was so hard for him to come out and tell the people the truth. Dimmesdale often tried to tell the people in a roundabout way when he said â€Å"†¦though he (Dimmesdale) were to step down from a high place, and stand there beside thee on thy pedestal of shame, yet better were it so, than to hide a guilty heart through life.

Preaching to Every Pew: A Book Review Essay

Introduction   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The issue of immigration continues to be a thorny issue in the United States. The number of Hispanics and Asians is on the rise. Even if there are sectors in the society who want to limit the number of immigrants in the country, it can no longer be denied that immigrants play an increasing role in the fabric of the American society. Up to some extent, the authorities and the people in the society should be able to cope with this reality and make the best use of the situation.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As different races enter the United States, culture becomes richer and more diverse. The society, including the churches, should take note of the changes brought about by this phenomenon and reach out to people belonging to different cultural backgrounds. This multicultural setting, however, is a difficult thing to handle. There are different issues that have to be understood and dealt with if the churches would like to be relevant to all people groups. After all, the church is not only a church for White people but the Lord Jesus Christ repeatedly stressed the universality of the Gospel and the brotherhood of all humans.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Cultural diversity includes differences in language—and this not only involves the grammar and modes of speaking and writing. Rather, there are subtle nuances and differences in expressing metaphors and meaning, which is inherent in every language. As such, those who speak English as a second language would not easily understand metaphors and idiomatic expressions in the English language.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In addition to this, every culture has different practices, which would seem incomprehensible or downright crazy to people from another culture. If the lenses of a particular culture were used to understand another, then the result would be conflict and misunderstanding. Dealing with Multiculturalism in the Church   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The churches are not spared from this difficulty of dealing with multiculturalism. However, unlike the corporate world that explores how to deal with multiculturalism, churches are floundering with their efforts to reach out to people belong to different cultures. With this reality in North America, Nieman and Rogers’ book â€Å"Preaching to Every Pew† is a timely advice and provides a blueprint in dealing with multiculturalism.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The book is not merely the musings of two theorists. Rather, the authors did extensive research and interviews with pastors whose ministries are located in multicultural settings. Hence, their ministry is grounded in actual practice, thereby providing credence to the concepts and principles that they explore. Their approach is systematic and comprehensive. They cover all the major factors affecting the issue of multiculturalism.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The authors explore hospitality as a theological mandate for pastors and church members to deal with the cultural diversity in their congregations. Indeed, throughout the Old Testament, hospitality[1] is an important commandment of God. In the New Testament, hospitality was extended to Jesus and eventually to the disciples as they propagated the world to different areas of the world. Their setting then was also multicultural. Jesus, himself, offers a great example of cross-cultural communication. When Jesus was in Samaria, he transcended cultural differences and social differences when he talked and ministered to the Samaritan woman. When he spoke to the woman, he used terms and cultural references that the woman could relate to. If he did not, then the chances are, the woman will not listen to him and simply dismiss his claims. By looking at the example of Christ, we can see his sensitivity as well as the way he considered the cultural background of the person he is talking to. Through these theological principles, then, Christians are reminded of their roots and how they can emulate the example of Jesus and of the early disciples in dealing with believers from other cultural settings. This discussion is then followed by an examination of different cultural â€Å"frames† of the congregation. Cultural Frames Affecting Diversity There are four different cultural frames that the author explored: ethnicity, economic class, geographical displacement, and religious belief. These cultural frames were used by the authors in explaining the nature and dynamics of multiculturalism in the church. Through carefully crafted chapters, the authors described the cultural frame under consideration. After such a description, they listed down misconceptions and dealt with them point by point. According to the authors, the concept of ethnicity is more comprehensive than the term â€Å"race† because the former takes into account the communal identities of peoples instead of merely taking note of colors and physical characteristics. In addition to this, people who move to the United States are usually displaced geographically because of economic needs—they do not have much opportunity to work in their countries. As such, they choose to risk their lives and their identities by coming to America. As a result of the displacement, they become disoriented and they might feel that they do not belong to the new society where they relocated. Even if they were Christians from their places of origin, they still find it difficult to assimilate themselves to the American society that they find themselves in. In a sense, ethnicity becomes a question of politics and economics. Their social situation also has an important impact on the way they will accept or listen to sermons directed to them. Furthermore, because of their cultural backgrounds, they will have different views regarding Christianity and the message it brings. Economic class is another cultural frame through which immigrants view their world. Because they have to work a lot and meet their needs, a lot of immigrants would rather go to work on Sundays rather than attend church and listen to the sermon. This should also be taken into account by preachers. After all, a pastor or a priest talking to middle class families will not make much sense to an immigrant who is barely making a living, in the same way that middle class could not relate with preaching directed towards rich people. After dealing fully with the cultural frame, the authors then enumerate several areas in the frame under consideration, which preachers, pastors, and even priests should take into account as they minister through preaching to a multicultural congregation. In conclusion to the chapters dealing with these cultural frames, the authors suggest several strategies in preaching to a multicultural congregation. People from other parts of the world tend to bring with them their own religion. When they enter the United States, they might have come from a Buddhist, Islamic, or non-Christian religions. Each religion would have its own worldview and assumptions about the world. Hence, there is also a challenge in communicating with people from different religions. But in a manner of speaking, those who have a similar concept of a personal God might be easier to talk to than those from polytheistic religions. In the final chapter of the book, Niemann and Rogers provided a discussion on the ministry of preachers and their role in this fast changing world. Multiculturalism is another issue that they have to deal with if they were to minister effectively to their congregations. With globalization raging all over the world and as people become more mobile, the challenges of preaching can easily become gargantuan. The authors, therefore, provided several means in which preachers and pastors can do this. The authors dealt with cultural diversity in the churches. However, they did not dwell much on the social advocacy part of the issue. Nonetheless, the authors did a good job of helping church workers be jolted awake in dealing with cultural diversity. The world tends to be confusing and more difficult to deal with because of a great deal of issues. Yet, the authors have drawn upon God’s word and actual experiences in the field to draw out interesting concepts and strategies to deal with this cultural diverse world created by God. The Authors   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Both James R. Niemann and Thomas G. Rogers teach Homiletics. The former teaches at Wartburg Theological Seminary while the latter is Associate Professor at Pacific Lutheran Theological Seminary. Both authors are Lutheran in background. Even with their background, the authors were able to transcend denominational differences to become relevant to most denominations, including the Roman Catholic Church since the issue they are dealing with affects not only protestant churches, but every church in general. Cultural Diversity and the Challenge of the Times Cultural diversity can no longer be prevented. In fact, it might grow even more pronounced in the coming years as more and more countries become open to each other. Because of this diversity, people from different cultural backgrounds will have different and radical interpretations even if they were listening to the same message. Niemann and Rogers’ book helps preachers deal with this. In the process, they are also helping congregations in the long run in understanding God’s word preached to them.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   â€Å"Preaching to Every Pew† is a relevant book to our times—for mainline protestant denomination and even for the Roman Catholic Church. The book provides a comprehensive look at how culture shapes the worldviews of people and how it influences the already complicated process of communication. Since preaching is a form of communication involving the word of God, the authors then outline principles and practices based on scriptures and on actual practice so that preaching can be more dynamic in dealing with cultural diversity. In this regard, the book is a very useful tool for pastors, priests and even lay preachers. It helps them become more relevant and interesting. Hopefully, by consulting this book, pastors, preachers, and priests can avoid becoming boring and insensitive in the church. Rather, they can become dynamic and sensitive to the cultural diversity that God has instituted in the world.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The authors have provided great insights into the cross-cultural nature of society. These are grounded in biblical principles and practical application. Yet, there is no alternative for loving people and treating them as neighbors in accordance with what the Bible teaches. Differences may be there but through cross-cultural strategies, pastors, preachers and priests can truly help in making these Christians one although diverse. Conclusion   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The Church is Christ’s legacy. It is His instrument in working out His will on the planet. The church, on the other hand, even through its flaws and mistakes, is called upon to initiate people into the wonderful experience of following Christ. This is done best by preaching and actual means of reaching out to people.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The issue of immigration has been going on in the United States for the past decades. As this trend goes on, the Church is called upon to rethink its strategies and its framework in dealing with an increasingly becoming multicultural society. Although preaching is still a good way of reaching out to these immigrants, additional strategies are needed so that they can become more receptive to the message that the church has to offer. If they were tapped and immersed in the life of the church in the United States, these immigrants can add vibrancy and dynamism to the church through their different perspectives[2]. Christ, as the model of the Church, loved people and accepted them. In the course of his ministry, he showed cultural relevance and sensitivity. The church should no less than follow his footsteps. Otherwise, it fails to be relevant and it fails the mandate given to it by Christ.   Niemann and Rogers have done a great job in showing to the church and Christians alike how to devised strategies and techniques dealing with multiculturalism in the society and in the church. Bibliography Niemann, James R. and Thomas G. Rogers. Preaching to Every Pew: Cross-Cultural Strategies. Minneapolis: Fortress Press, 2001. Warner, R. Stephen and Judith G. Wittner. Gatherings in Diaspora: Religious Communities and the New Immigration. Temple University Press, 1998 [1] Niemann, James R. and Thomas G. Rogers. Preaching to Every Pew: Cross-Cultural Strategies. Minneapolis: Fortress Press, 2001. (p. 18) [2] Warner, R. Stephen and Judith G. Wittner. Gatherings in Diaspora: Religious Communities and the New Immigration. Temple University Press, 1998, p. 368.   

Om Strategy Analysis

OM analysis of Jordan Grand Prix With the recession periods coming of the global economy, it even increases the competition pressure for sponsorship money with more and more competitiveness. So it becomes more and more significant for every corporate to takes some effective measures in the operational management for a better operational performance. In this thesis, the author analyzes the case of Jordan Grand Prix in the aspect of planning and Control, Quality Management, Project Management and operational improvement.Specifically, it points out the measures and strategies Jordan takes in the process of advantage pursuit in competitiveness. For the success of Jordan Grand Prix, who want to test their capacity and future ability for new challenges, its main operational skills and change can be summarized as the formula one brand, three unique objectives, team work and more than five deep dives for a better management. Planning and Control The Planning and Control in OM of Jordan Grand Prix can be analyzed from Sequencing, Scheduling, Inventory and Queuing.In sequencing, since the aim of Jordan Grand Prix is to keep and pursue the competitive advantage, so the relevant lap factors should be optimized and controlled, like reducing and minimizing lap times in qualifying and racing, streamlining its key processes. While it is a consulting company but not a designing or building firm, several management measures are taken. The new design works are ? nished as quickly as possible firstly. Then the examining designs and discussed management processes are also done quickly. Thirdly, every part and skill on the ? or can effect change once change happens, which is improved. Moreover, as it increases the speed, it also has a right direction to go. Before it proposes a plan for working together with other team, it should know exactly where the machine is going, and how it could be made to run more smoothly. In scheduling, an interconnected network of people is allocated wor ks. people like car design,manufacture, test engineers, sales businessmen, and even the investors and the sponsors form a vast web, and they work together with the same objectives in different parts.In Formula One, money is thought of time from the aspect of the queuing. Jordan Grand Prix demands the focus in driver and engineer, which could have some effect on faster lap times and the ? rst sight of the ? nishing line.. In the second deep dive, it is the parts and supplies team in inventory. The supplier for outside materials seem be not in? uenced by the team, which is hardly controlled. In Deep Dive 4, there is an understanding for Jordan Grand Prix in detail and ground-up, including in the aspect of operations and resources. These operational strategies are expressed as the Jordan business strategy.Here, Jordan ? rstly finds ways to get higher efficiencies, and profit. It concentrates as the financial generation, which is the best ways to for keeping valuable personnel. Secondly , Jordan integrates the knowledge gathered at the beginning of the Deep Dive. These strategies are found out according to the Jordan Grand Prix’s overall strategy, which is the winner’s circle of the World Championship, a success in ? nance and being a family for workers. Quality Management In Formula One, every constructor and driver can understand their own performance exactly.Since the decisions of the business and companies execution can be judged according to that leader board, there is no permission for wrongdoing. On the other hand, Jordan is a quick developing firm with small scale, so it demands visible results in the competitive racing at once; so the more fast of each stage work is finished, the better the car is for the race. In the first deep dive, better communication can bring the pattern makers lots of information and organize better suppliers to stop the selection process ,which can get a more, better and quick work.Finally, achievable goals were analy zed and established for the practical result. A system is designed to set up a better idea exchange and provide a path for the necessary information which is good for the decisions based on the fact. Decisions are made, implemented and reviewed more quickly in the situation of the right data at right time. It increases the form and structure at the same time the ? air and ? exibility are not taken away. Senior staffs are also given the fresh ways for getting the information performance at different stage.The challenge of the first deep dive is to retain the style of the best parts and get rid of the key trouble at the same time, and build up a clear road for managers to express their idea freely and in the organization. The goal focuses on every worker in Jordan, so that a sense of unity and pride in its successful results forms. Since Jordan does not like the immediate solutions, so every engagement is specially designed for the targets. These Deep Dives in further ahead are thus g iven, informed by the need of Jordan Grand Prix with an quite deepening understanding. Therefore, a good quality is arrived at.Operations Improvement Improvements can be made for better, which have relationship with the systematic change, and it is often throughout the whole factory and organizations. In Ian Clarkson and Eddie Jordan’s discussions, Ian expressed that the potential advantages of a partnership is quite clear; since the speed of the cycle dictates the speed of its bene? cial effects are brought. So each change are put together to make the car performance better. For Jordan Grand Prix, it has three inextricably linked objectives; and the performance is measured the expression of the car in each race.Specifically, it is the time cost to finish e each lap in race. Jordan does not copy that success of other successful corporations in the same industry, but put forward its three objectives. They are the goals of the championship in the world, a success in ? nance and a family to work. Those objectives are working together: the win or loss is related with everyone in the firm. With new working ways, which is aimed at getting the best results of every team member, Jordan can harmonize its results and plans.For its business process reengineering process, an approach for progress that try to redesign the operations along the customer was thought of, who focused on improvement but not the function traditionally. For the Deep Dive 3, it further focuses on the design process of the new car and the design improvements way during and after the Formula One. Project Management In this part, the tools and techniques used to make project management successful will be introduced. Jordan Grand Prix appreciates the role of project planning in project management, which can be understood from several aspects.For Formula one, it is a measure for success as well a brand. The interest and spread renders it a world brand, with the cars smooth lines and their speed p otent associations; Formula One is also a pure competition. The decision of Eddie Jordan is to find outside help to improve the performance of this business; moreover, Jordan Grand Prix also should get a better organized and quicker to change. Jordan Grand Prix and its partner work together and the combing progress yields. For this great progress, it needs good communication, low cost and teamwork.Jordan would not just move the success experience of Eddie Jordan, and it ranked the ? fth place in the 1991 Championship. After then, it sets up three objectives aims to get the ? rst in every contest. Since all people want Jordan to become a fast growth and success in ? nance; so Jordan Grand Prix starts with a family feeling and a great place to work. For Jordan, it has a family relative good atmosphere so that the deep dive 2 can be carried out better. ‘Family values’ is overhauled, to get rid of the weakness and does not worse its strengths.A network of friends inside and outside the team is useful if they add to the corporate strength and performance of Jordan Grand Prix. Process identi? es what needs to be done and systems tell how things are done. Structure concerns who does things, and how they are done within management. In the structure, the process work stream cares about how Jordan can reduce the time for parts operation with more and fast work. It also cares about the priorities, and Jordan’s experience to on the most important design. So management structures change.An understanding and practical management structures is built up, with clearly roles that allow person to spread more effectively in and out the organization, to make the senior management be the heart place of the decision-making process. Every process structure is viewed inside from Jordan and a wider whole part, to make sure each task’s accountability clear. The restructure is also done during the project. The design office restructure wants to save time and mo ney for Jordan. To reduce the lead times, the joint customer and staff team is put forward for the potential improvements. .