Customer Service as It relates to the Small Business of...

Customer Service as it Relates to the Small Business of Maura Jean Co. Maura Jean Co. is a small business that is working hard to meet the needs and desires of their growing customer base. While doing so they are utilizing the internet and Face to Face interactions to deliver customer service in a meaningful, interactive way. By doing so they are touching on the deeper subconscious needs of their and the customer’s psychological needs of the biological chemicals: endorphins, dopamine, serotonin and oxytocin. They are striving to achieve what the United States Department of Labor deems to be Sewers and Tailors and begin earning the wages and yearly income as such. Customer Service is an important aspect to everything those at Maura†¦show more content†¦(Maund Moberg, About, 2013) Face to Face Maura Jean Co. will be participating in an up-coming craft fair as a means to meet customers in a more Face to Face setting. This will allow those at Maura Jean Co to utilize their verbal and non-verbal customer service skills to truly meet the needs of their potential customers. The face to face meetings will also allow them to create a more intimate and personal connection with their clients. Psychological Needs The use of customer service is across the board in many of the interactions that Maura Jean Co has. This can be from their shopping experiences of purchasing fabrics and necessary sewing supplies to the final interactions with a customer when an order has been received. All of these interactions can elicit sub-conscious chemical interactions within the brains of all parties. The web video â€Å"Why Leaders Eat Last† by Simon Sinek gives a list of these chemicals, Endorphins, Dopamine, Serotonin, and Oxytocin. (Sinek, 2013) While the intent of his video is to talk about leadership it inadvertently covers customer service and the chemical reactions felt by all. Endorphins Endorphins help block pain receptors felt by a person’s body when it is under stress of one kind or another and assists with endurance. (Sinek, 2013) For the sewer this chemicalShow MoreRelatedOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesUrbanization: In Search of an Urban Paradigm for an Urban World †¢ Howard Spodek 53 3 Women in the Twentieth-Century World Bonnie G. Smith 83 4 The Gendering of Human Rights in the International Systems of Law in the Twentieth Century †¢ Jean H. Quataert 116 5 The Impact of the Two World Wars in a Century of Violence †¢ John H. Morrow Jr. 161 6 Locating the United States in Twentieth-Century World History †¢ Carl J. Guarneri 213 7 The Technopolitics of Cold War: Toward

Movie Analysis Y Directed By Jean Marc Vallee

The film that I chose was C.R.A.Z.Y, directed by Jean-Marc Vallà ©e. This film is told in a span of 20 years, through a flashback by their second youngest son, Zac. Gervais and Laurianne have a baby on the day of Christmas, which plays an important role as this family is very catholic. Zac supposedly has a ‘gift where he can cure burns, and heal people but little do they know; his special gift is that he is gay. The film C.R.A.Z.Y uses diegetic elements, selecting specific events, and a four-part structure to display narrative. In the exposition, the viewers can see that his parents are very conservative. They go to midnight mass every Christmas, and throughout the scenes there is a cross or religious symbol in many scenes. Zac was born on Christmas so they called him their little baby Jesus, which coincides with the religious theme. This aspect of the movie becomes conflicting for the protagonist since he struggles with his sexuality. By the time that he is older, he begins to reject the Catholic Church, but secretly he still wants help from God. In one particular scene, he is lying in bed and he puts his hands together and whispers, Please†¦ Anything but that This part is particularly important to the narrative because it shows how desperate he is to be the ‘norm , because of his religious upbringing. Without the religious element, this story could have been panned out as a different film. In the resolution, a particular scene brings their family back together. Zac

Employment Relations Prepared

Question: Discuss about the Employment Relations Prepared. Answer: Introduction The report is on Managing for Performance given in a context. (Constructive Relations at Top Tracking Company) The report explains how the company's owners pump capital in promoting operations, and it tries to explain the core personnel in the business who are the management and workers and the system. The report describes the new managers practices that outdo each other with the other previous manager. The report also explains the risks to sustain the changes if the companys previous management continues. This report was initiated to explain the relationships between owners, management, workers and systems in an organization and how they influence each other to make the business prosper. It Also gives an eye on the new operations to be imposed by the new manager on the benefit of the personnel in the company as expected by George and other involved people in Top Trucking Company such as the drivers. How New Management Practices Complement the Other Managers A manager is a person who has control or direction of a company. For a company to run well, it needs to have a good manager who has proper characteristics and attributes to be one. An ideal manager encourages workers to perform sincerely. Good leaders typically practice mostly on empathy and putting into his mind the employees weighing managerial characteristics with respect and communication skills to satisfy the requirements. (Huselid 1995). As in our context (Constructing relations at top trucking company) we meet two managers. The first one who was not a good director and a good manager who led the development of the enterprise. In this report, the complement of the new yard manager on his new workplace practices introduced is as followed regarding their characteristics. Empathy Empath Organizations can encourage feelings of workplace and help managers improve their consideration to workers. (Gentry Weber Sadri 2007). Ideal managers work with their workers to set strategies, and then execute them. Our new manager at first when came in the thought of a way of improving the company without blaming the previous manager. He, therefore, communicated to his employees and worked together slowly until the company was well performing unlike the other manager who could continue yelling to his workers hence poor performance Leadership Managers must oversee the team they lead. Leadership characteristics include stability, interest, and confidentiality. Managers show emotional control by rejecting stress and frustration. (Renz 2016) The new companys leader was a breath fresh air since he had leadership qualities in which he had no knee-jerk reaction when problems arose since he was solving them by checking the problems and exploring the issue rationally other than the other manager. Communication Managers must become efficient in learning social communications if they wish to succeed in their areas of leadership. (Munter 1993). Managers must be able to have excellent communication skills. They discuss with employees who attend to them, other managers and clients. Directors also improvise communication among employees who report and listen effectively to them. They use their time to hear what workers and customers should complain of and can interact that they took note of what was said and act in a required way. The newly employed manager began to talk to his drivers and their union representatives on issues solving them to come up with a solution which led to improvement their relationship and understanding hence moving to achieve a common goal. Problem-Solving Real managers can notice and give a solution to problems. Whether it's a special issue, an ideal manager can think of solving the problem, then process the solution. A good manager also takes responsibility for problems that come in rather than citing them on workers. They take an ethical method to solving the problem. In our context, we see our new manager solving problems wisely. (Adrian Wilkinson 1999). When problems arose, he didnt blame drivers but checked things out and examined the issue critically rather than having a false reaction. Unlike the other manager who could yell to workers as if it was a bad day. Caring A good manager put in mind the safety and health status of his workers. ( Forte 2004). A good manager should organize organizations that protect the employees by providing them with correct gadgets and health checking frequently. As indicated in the book, the new director consciously worked in improving occupation health and safety, unlike the other manager who never put across such an idea since workers just remained they were. Service provision A good manager should be dynamic and provides regular training and other services that will keep employees well fitted with skills to perform any tasks and face unexpected occurrences. (Delaney Huselid 1996). The new manager in the book offered more training to drivers both technical, and in customer service which prepares workers for any incident and handles their job well unlike the other manager who never even had time to interact with employees politely to understand problems that faced them. Risks to sustain the changes if George or the yard manager continues. Although the new leader seemed cooperative with personnel in the yard and some changes were seen, it was because of risking to sustain the changes for the yard manager and George to keep on improving the yard in its operations as they move on to their management. (Lado Wilson 1994). Since they allowed some of the visitors from different areas to benchmark their activities in the yard, this could lead to their valuable secrets to known on their calling improvements in the yard. The visitors could then implement their strong knowledge into their yards in different areas and thus leading to competition with George and the new manager. The manager also took a risk on a legacy of failed changes if he could fail to achieve or implement them as he shared the data about the yard's achievements with the drivers and the union of which the manager may not be prepared to face this challenge. The new manager also came in with new trucks and the drivers uniforms. As he had already started this project, he was, therefore, to ensure that he maintains the provision of new vehicles and driver's uniforms whenever they demanded at the right time. By doing this, he offered himself a risk of the personnel in the yard to raise complaints if he failed to maintain this. (Van der Meer-Kooistra Vosselman 2000). George converses with the new manager in a humble way for the improvement of the companys operations. The manager should, therefore, ensure he maintains the spirit to give George the morale in the team work for the betterment of the enterprise. If the manager starts to patronize him, then the risks of declining George's moral towards the spearheading of the attainment of the companys set goals. By installing a new computer in the warehouse, the risk was that they were going to incur extra charges on the maintenance of the system and to employ a specialist who could operate the computer. (Davis, Ben-Natan Copeland 1998). Blue Collar Unions or Public Service Sector. The Blue-Collar Unions are therefore more likely to intervene with the yard, unlike the Public or service Sector Unions. These are the unions that represent ground service employees such as the drivers in the Top Trucking Company. Blue collar unions qualify to engage in the changes imposed by the new manager in the yard since the employees engage themselves in a manual work that is non-agricultural being that this union involves with the persons who performs non-agricultural manual work. (Hamermesh 1971). The Top Trucking Company is a private company, and thus the Blue-Collar Union fits to engage in the workplace. The Public-Sector Union does not qualify to be involved in the company since its main aim is to represent interests of employees within the public sector or government organizations only. How to Find Am Right. There are some realistic anecdotal materials of unions denying the kinds of work rule changes that are implied by improved systems, but there are also occasions in which unions were involved with workers condition. (Osterman 1994). Being that the Blue-Collar Union like the Transport Workers' Union requires one only to have specialized training, licensing or certification with not a must to be of a higher level of academic education, I then find that this is the union to work with the Top Trucking Company. Conclusion In conclusion, the report has therefore been of significance to the students since they can develop some of the skills such as in the use of employment relations between the management and the employees for the goals of the organization to be attained. (Hedlund 1994). An active manager who is ready and able to cope up with his/her juniors is of help for athletic endeavors of any organization as the new manager in Top Truck Company did which led to the invention of strategies that the employees and George found them high as compared to the previous period. References Hendry, C. (2012). Human resource management. Routledge.Adrian Wilkinson, (1999) Employee Relations, Vol. 21.Huselid, M. A. (1995). Academy of Management Journal, 38(3), 635-672.Delaney, J. T., Huselid, M. A. (1996). Academy of Management Journal, 39(4), 949-969.Lado, A. A., Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency-based perspective. Academy of management review, 19(4), 699-727.Hamermesh, D. S. (1971). White-collar unions, blue-collar unions, and wages in manufacturing. ILR Review, 24(2), 159-170.Osterman, P. (1994). How common is workplace transformation and who adopts it?. ILR Review, 47(2), 173-188. Davis, M. L., Ben-Natan, O., Copeland, B. W. (1998). U.S. Patent No. 5,742,829. Washington, DC: U.S. Patent and Trademark Office.Van der Meer-Kooistra, J., Vosselman, E. G. (2000). Management control of interfirm transactional relationships: the case of industrial renovation and maintenance. Accounting, organizations and society , 25(1), 51-77.Forte, A. (2004). Business ethics: A study of the moral reasoning of selected business managers and the influence of organizational ethical climate. Journal of Business Ethics, 51(2), 167-173.Munter, M. (1993). Cross-cultural communication for managers. Business Horizons, 36(3), 69-78.Gentry, W. A., Weber, T. J., Sadri, G. (2007). Empathy in the Workplace: A tool for effective leadership. A Center for Creative Leadership White Paper. Retrieved from https://www. ccl. org/leadership/pdf/research/EmpathyInTheWorkplace. pdf.Hedlund, G. (1994). A model of knowledge management and the N?form corporation. Strategic management journal, 15(S2), 73-90.Dahlstrm, K., Howes, C., Leinster, P., Skea, J. (2003). Environmental management systems and company performance: assessing the case for extending risk?based regulation. European Environment, 13(4), 187-203.Renz, D. O. (2016). The Jossey-Bass handbook of nonprofit leadership and management. John Wiley Sons.