THEORETICALLEGAL CREATION OF MYTHICAL COMPANY Research Paper

THEORETICALLEGAL CREATION OF MYTHICAL COMPANY - Research Paper Example This company will produce cars along with light weighed trucks that would ride on an average 135 miles with a gallon of fuel. This company has been well initiated through the government, the economy and the determination of the angel investors who aimed towards creating fleet of vehicles that satisfies the consumers’ demands and exhibits high level of performance and emits nearly zero level of carbon. The company will be based in North Carolina because it expects to utilize the employment and manufacturing capacity left behind by the emigration of the major companies producing furniture. It has been estimated that tax breaks will exceed $180,000,000 during the coming 30 years and East Coast utilization equivalent to the Silicon Valley will add value to the local economy. Due to the conversion of the current tax subsidy level of the US government to ethanol production at the rate of only 50% of the spending in the current budget, the first 1 million cars produced by the company would become feasible to be sold at such a cost that general public will accept. After enjoying the initial profitability generated by the low cost cars, the economies of scale and competitive market will allow the cost to come in line with the customers’ expectations. The present budget condition is the most appropriate one in order to take advantage of the ineffectual subsidies on ethanol. The present economic condition provides the best environment for an organization like Future Inc. The venture would produce an environment friendly, fuel-efficient product that offers comparatively lower cost of ownership than its substitutes in the automotive industry. 2. Lawsuits This portion of the report demonstrates the policies (basically, the ethical and the fair policies) that Future Inc will undertake with regards to the lawsuits in US. The company aims to conduct business for the sake of community’s benefits, be it local, national or international. Thus with regards to t he lawsuits, the following policies would be followed by the company: Policies The company aims to follow the policy towards increased security of energy. It will look after the proper maintenance and disbursement of the energies to be emitted during the process of manufacturing as well as during the process of dispatching the products. The company aims to deal with professionals experienced in the field of energy security so that complete security can be assured to the customers. The second policy that the company aims to follow is related to the reduction in costs of energy. It assures that the cost of fuel consumption by the natural gas vehicle that would be produced will be much lower than its substitute products or the cars run through petrol and diesel. The third important policy of the company is towards reduction in air pollution. The company proclaims that use of natural gas as fuel consumption will ensure comprehensive reduction in creation of pollution that harms communit y in several ways. The fourth policy that the company would follow is aimed towards reduced greenhouse emissions. Natural gas ensures near zero emission of carbon and it also ensures to create conducive environment to survive. The company will undertake its fifth important policy in the form of utilizing local resources as much as possible. Through the use of

Human Resource Essay Example | Topics and Well Written Essays - 2000 words - 1

Human Resource - Essay Example The suggested leadership approach for the resistance effort is LMX, particularly for paternalistic or team-based organisational cultures. Leaders are recommended to develop buy in through tapping initial quality relations and the use of evidence to support their arguments. These leaders have ethos, but they must boost logos and pathos appeals to became convincing to employees and management alike. Through their communication and networking efforts, they are believed to create a scintillating force that can resist harmful or unproductive organisational changes. If changes can be attained through strong leadership, a similarly engaging leadership can also result to powerful resistance efforts to changes. Managing resistance to organisational changes has been examined in numerous management, organisational behaviour (OB), and psychology journals. Van Dijk and Van Dick (2009: 144) noted from their review of literature that several management science and OB articles in particular see resi stance as an obstacle to organisational development and success. Recommendations are commonly provided to avoid, control and reduce the causes of resistance (Cummings and Worley, 2009: 165; Kwahk and Kim, 2008). Moreover, a number of studies wholly focused on the change agent (Kwahk and Kim, 2008; van Dam, Oreg and Schyns, 2008). When journals examine employee perspectives, they do so with the purpose of understanding the causes of resistance, so that they could be identified for resolution later on (Meyer et al., 2007) as if all forms of resistance are problematic and unproductive per se. Scanty research has been done on why employees oppose particular kinds of changes and how they can go about preventing the implementation of unhelpful/damaging change efforts. This essay fills this information gap through exploring existing literature and applying concepts and studies to the process of effectively resisting organisational changes that are unbeneficial or harmful to employees or ot her stakeholder groups. This essay agrees that some organisational changes should be opposed, especially when goals, processes and outcomes are unclear and when potential for harmful/unbeneficial consequences exist. It reviews some of the causes of resistance to organisational changes and what employees can do to effectively resist these changes. Its main objectives are: 1) to review literature on the common causes of resistance to change and 2) to provide recommendations on how employees can effectively resist change without jeopardising their welfare and employment status. This essay does not aim to manage resistance to changes, but to help students and managers understand the conditions, where resisting changes may be good for the organisation, particularly, when the change goals, processes and outcomes would not be beneficial or would be detrimental to stakeholders. The reviewed literature shows how the management can effectively respond to employee resistance to changes while o ther studies and books examined the varied reasons behind resistance to changes. The framework for resistance is presented below (see Figure 1). Nevertheless, these studies do not identify that some of the possible reasons for resistance are due to lack of clarity and/or benefits and misalignment with personal ethical beliefs