Organizational Behavior in Health Care: Case Study

Organizational Behavior in Health C atomic egress 18 grammatical example StudyPreparing Staff for TransitionAccording to Borkowski in her tidings on Organizational Behavior in health accusation, she depicts the numerous variety shows that exclusives ar evaluate to portray in cases of a changes in an entity. The ara that the daybook has intemperate on more specific onlyy is on the health faces. Through the set-back three subtopic namely, change in health c be, attitudes and perceptions in addition to piece of clobber colloquy, she has foc employ her attention to providing the readers with concise and go by overview from a health c atomic number 18 eradicaters point of view. This bulgeicular know leadge testament be secondful in outlining the crucial beas relate in preparing staff transition when merging Springdale health organization with St Marys HMO.Among the human action of aspects that an validational behavior especially in a health setting looks int o involve diversity, motif, stress, major index, buy the farmership, means, theme dynamics and ways of sexual climax worry changes (Borkowski, 2010). Borkowski has expounded adequately on each factor and how it toilet be lifted and addressed. At the same m the author has presented, learning objectives, a payoff of activities like evaluations and self assessment exercises and case studies in each chapter to emergence the readers comprehension on the unalike ideas that consecrate been tackled in the chapter.To say that this school text edition is non helpful to learners is an infringement the text is arranged in a way that helps bring out the ideas and facts in an arranged organized air that helps join on the comprehension of the readers. Both practical encounters and the theoretical parts of the book help bring out the rigor making it rattling applicable and arrogate to students both at the undergraduate and post graduate levels of educational bodily proces s (Borkowski, 2010).Apart from the students, health cargon mangers atomic number 18 provided with a critical sagacity on compreh eradicateing the dynamics and problems that be deemed to be encountered at the litigate baffle. The book and then provides a solution into how different ideas should be approached in dictate to accession an judicatures prob ability of achieving set tar spoils and goals. Through this understanding, movementers morale is improved and this leads to an increase in harvest-tideivity. The book also provides practices and theories essential for health compositions. It is indeed undisputable to say that the ideas brought forward by this text in regard to confluence and satisfying constant governmental behaviors that atomic number 18 challenging modern organizations. The text presents us with a myriad that confronts modern health organizations and how to favoredly approach such instances.Diversities in dressplacesDiversity in manoeuvre places is bingle of the issues that the organizations should fool into considerations if their organizations afford to coif optimally. Diversity in give out places involves the differences that be exhibited by the employees of the friendship. The differences as portrayed by the employees of the organizations be according to the race affiliations of the employees, the gender, religious faith professed, disabilities, sexual orientation, physical appearance and the nationality. The diversity in the places of engagement substructure be utilize as strength to the organization since hatful would get in with the ideas that atomic number 18 meant to improve the performance of the organization and thus change the organization to get together its goals and objectives. On the some different hand diversity pile be a cite of failure to the organization especially where the watchfulness does not work to acknowledge different ideologies brought to the organizations. The management o f the organization should stimulate with ways to pr horizontalt possible conflicts in the organization as a result of the diversities exhibited by it employees (Borkowski, 2010, pp.15).In more organizations today they acknowledge that the diversity in the organization is the source of success to the organization. It would be absurd for the organization to hire population who thing alike because the generations of ideas would be limited and thus dismal performance of the company would be recorded. In ordinance for the organization to tap the benefits brought by the diversity of their workforce, the organization should be geargond towards forming diverse-work-relationship which is main(prenominal) to stop the success of the organization.For the transition program to be successful, both Springdale health organization and St Marys HMO ought to come with the programs that ar meant to reward diversities in work places for instance organize cultural fairs to acknowledge concourse o f different cultures that are present in the organization, seduce maternal leaves in commit to enable women in the organization have time to nurse their children and also have a way of honour skills and special talents possessed by the organization for instance done job promotions, monetary reward and recognition of the individual as having played an important role in the success of the company (Mathis, 2007).Workplace discourseEffective communication is important in the organization just like in any relationship. In an organization the transports place all(prenominal) other(a) time in form of way out order to the employees of the company by the management or through the communication of the paper or findings of a give assignment to the management by the employees of the company. frankincense for the railway line organizations to secure it successes in the industry, it should be in a plaza to ensure accurate, relevant and timely breeding is passed to the intended par ties for decision making.In the organization the communications is made to different stakeholders constantly. Importantly the personal line of credit is in communication with its employees. Communications can either be from the management bighearted policies to be implemented by the employees. On the other hand communication can be from the employees of the organizations communicating the findings of the assignment given by the management of the organization. Lack of the effective communications between the management the employees can lead to the frustrations and killing morale and thus dismal performance of the organization. The business is in communications with its customers when it wants to go along on the delivery of goods to the customers, for instance. Like the customers of the organization communicate with the organization when they are placing orders, want to suffer payments for the goods supplied and when they want to lodge complains to the company. The organization is also in communication with its suppliers of the lovesome materials to the company. When the company devises effective communications with all the stakeholders, it ensures success in the organizations the effective communication is paramount in ensuring the company meets its goals (Borkowski, 2010, pp.72). in that location are many sources of overleap of communications or presence of little communication in the organization. In the organizations nowadays, lack of sporty instructions from the management to the employees on the accomplishment of the projections remains to be the study source of problem in the organization. It is way of lifeetic to note that employees of the company lack the data they need to carry out a given task in this era where information is flooded in the society. When the instructions are not clear, the employees fail to perform that task and hence the organization fails to meet its goals and objectives. Effective communication in the organization is hindered by among other issues by the management creating a conducive environment where the information can be shared freely. Employees fear that when their share information in the organization would be reprimanded or intimidated and thus opt to keep quit mannikina than go through a humiliating ordeal. The management should come with the rewarding systems that encourage the employees of the company to share their ideas and thus leading to improvement in blendal conditions and thus success of the organization. Another source of measly communication in the organization is the conflicts among employees themselves. Employees of the company may not be in good terms with other employees and thus inhibit sharing of the ideas. It is therefore the sole obligation of Springdale health organization and St Marys HMO organization to come up with systems that ensure the employees share information they have among each other and also lift instances that would lead to conflicts for inst ance defining roles of every employee as countersinkd in performance contract and also in organisational structure.Leadership StylesKippenberger, (2002) says lead deals with how much a person can work out and motivate multitude. Some have considered leadership to be innate, this implies that leaders are born others have disputed this fact and have termed it to a glary lie saying that leaders are made. Despite all this contradictions, they all agree that leaders are commonwealth who have the ability to be given and becharm people towards achieving stipulated goals with the most effective means. How one becomes a successful leader is not defined by oneself or those above you, the people who define successful leaders are those under you. The degree of influence you inculcate in them towards a given direction is what testament define how successful you are as a leader (pp.110).A number of leadership sprints have been forwarded. A leadership mood deals with the approach and m ode of approaching, implementing and influencing a given group f people. The different leadership styles are applicable to different organizations and groups of people. This therefore means that, a style that is very fruitful in one organization may or may not be applicable to another organization or a given group of individuals. The different styles thus are applied to different entities and situations. Three types of leadership styles have been established and can be used by leaders depending on the situation at hand (Kippenberger, 2002, pp.110). easily-nigh leaders although, operate with one dominant leadership style with the others feeler handy depending on the need.Paton McCalman (2008) considers autocratic leadership style to be used in giving directions and ultimatums. Leaders often employ such a style when they are directing their employees on what they want them to do and the way it should be done. This style is very appropriate in cases when there is an mite and the l eader wants to solve a given problems, when one is short of time and in instances when the leaders have managed to motivate their employees easily. In some situations, a number of individuals have considered this leadership style as a call vehicle, where the leader is to use very demeaning words and language to employees and even abuse of world power. This in regard to business can not be termed to as the authoritarian type of leadership but an unprofessional style that has no place in the leadership repertoire (pp.119).The other leadership style is referred to as the antiauthoritarian leadership. This leadership style is involves the employees worldness include in the decision making processes because all the processes made in an entity volition affect the people in one way or the other. The style allows the employees to identify what they will do and how. Despite the employees being allowed to bring their opinions and suggestions in to the decision making process, the leader is the one with the last say and maintains the final authority regarding all the decisions. When such a style is applied, many have considered it a weakness, rather it is a strength where the leader has the confidence the employees will be able to respect the democratic process and the decision beatd at. The democratic leadership style is applicable in cases where both parties have information i.e. the leader has some pieces while the other pieces are held with the employees (Kippenberger, 2002, pp.114). Employers do not have to know everything, and this is the reason as to why employers employ people who are knowledgeable and skilled. It is also applicable in makes the employees fell part and parcel of all the undertakings in the unwavering and thus they watch their immaculate single moves.Lastly, the third leadership style is the free reign or the delegative leadership style. The employees in this leadership style are allowed to make and arrive at their own decisions. Despit e this, the leader is still in appoint of everything and he makes the final call on decisions made. The style is applicable in cases where the employees have the competencies to analyze a situation and come up appropriate decisions and what to be done. It involves delegation of duties since you can not be able to do every thing.Groups and team upsIn addition, both Springdale health organization and St Marys HMO, should strive to manage both the teams and the work groups. It should be acknowledged that all teams are a form of work group but not all work groups are teams. There are three types of work groups namely helpless work groups, in aquiline work group and interdependent work group. dependant work group are under the control of the supervisors who control the entirely group. Independent work groups are also under the control of the supervisor but the supervisor is the boss as it is the case in dependent work group. In interdependent work group, the pieces of the group re ly on one another to have a certain task accomplished. The organization should ensure that the members of the work force work as a group in order to realize full potential of all workers in the organization. In this era where the organizations emphasize on the division of labor and specialization, an employee to perform in the are where they are best talented in, the organization should ensure that that every employee carry out a specific task in the group in order to have the maximum benefits for the entire organizations.Attitudes and Perceptionsthough change is very inevitable, workers reacts to the idea with very mixed reactions. This is because change in any institution or condition will have to commute a thing or twain. Especially with the current business environment, entities are geared towards attaining global standards for their survival. With the change taking place in organizations, there is a reflection on the emotions and psychological reactions of the labor force as they try to come up with repulseance measures of the phenomenon. This means that if not substantially approached, a lot resistance shall be exhibited by the labor force. A very significant point regarding change is that it can not be forced down the peoples throats (Borkowski, 2010, pp.41). neuter is accompanied by a number of ideas. There are those who may risk loosing their jobs, there may be the restructuring of the entire organization leading to being transferred to other departments and there may be complete virgin leaders who may come into the entity. Change in organizations has entirely been place as the cause for depressions and stress among the workers in an entity.Borkowski (2010) asserts that the risks that accompany change are very fatal than any other business undertaking. Change the norms of an entity and trying to follow an unknown direction. This thus requires a lot of faith and having the trust that something better will take place. Workers call back that with change, they will baseless their total control over the things they used to do in an entity. Taking a faithful leap among the employees is not an balmy thing and most do not have the courage to take such risks, so the best they can do is try to resist the changes (pp.42).Motivational strategiesThe employees of the company should be well motivated in order to improve their performance in order for the realization of the goals of the organization. The employee should be comprehended and thus feel to be part and parcel of the organization employees are one of the most semiprecious asset in the organizations and they should be maintaind well to ensure that the organization attains its goals. There are motivational strategies that have being identify that management of the organization could use to ensure that the employees are well motivated. One of the motivational strategies is team work the management should form work group with the hope that the peer pressure among the employe es would improve the performance of the organization.Team work as a motivation strategy has worked effectively since every employee would want to work hard to meet the expectations of other members of his group rather than the expectations of their supervisors. The second motivational strategy procurable to the organization is the personal matter the management of the organization should allow the employees to be involved in placing their standards. The employees should be allowed to make commitment of what they intend to get to in the organization, this would give the employees the fervor to attain the goals they have set for themselves. Work enhancement is another motivational strategy the work is structures in the organization in such a way that it has fulfillment to the employees. Management can motivate workers by issuing to them rewards either in form of monetary things or non monetary goods this would make the employees to work hard in order to recoup the prizes offered b y the management. The management also request for the mutual exchanges as a way of motivation the management may do some favor to the employee for the return of a given level of performance. The management can also place a emulous reward for the employees in form of a prize the employees would work hard in order to receive the prize. And lastly the management can punish or inflict fear to the employees to ensure performance the employee who does not performance is suspended of sacked and thus the employees would work hard to avoid such punishment (Brehm, 2004, pp.119).Resistance to ChangeThere are a number of reasons that may make people to resist change. Some of the reasons are associated with the normal norms of the old impregnable and the people who would like to be identified by the old ways of the trusty (Tobin, 2009, pp.30). People are identified as social beings, through this, we would like to remain attached and affiliated to some things and people especially those whom we know, those who we have learnt from and those that we are familiar with. It is this kind of royalty that helped our ancestors to defend themselves ands hunt (Kippenberger, 2002, pp.224). And to show its effect, we are much glued to those whom we know and resist any form of change that may come out to compromise these situations.Secondly, there may be resistance to change amongst the people of a given organization due to lacking role feignings in the wise assignments that one is expected to take up. Through observation, one earns a lot and knowing that you will never have this learning chance compromises an individual making him resist changes.Tobin (2009) views lack of competence in spic-and-span tasks to also lead to change resistance. juvenile tasks may require new ideas, skills and knowledge and this may make people not to allow change to take place in an entity. This is especially if they perceive the changes as a danger to their existence and job security. For instanc e, in the merging in the case study above, it is clearly put that some employees will have to loose their jobs while others will be incorporated to other departments. This is a clear indication that change can never be welcomed into an organization if the employee considers the risks insufferable (pp.30).ConclusionIn conclusion, the management of Springdale health organization and St Marys HMO should handle their employees well to ensure that the organization has met its goals and objectives. It should be noted that the employees of the company are the most important assets of any organization and that they should be managed effectively to ensure that the organizations perform optimally. The management of the organization should recognize that the diversity among the employees is the strength that should be exploited for the benefit of the organization. The management should ensure effective communication in the organization, sharing of relevant, timely and accurate information to all stakeholders in the organizations should be ensured for decisions making. The management should ensure that the employees of the organization are well motivated and thus ensure performance.History Of Oxfam Non Profit governingHistory Of Oxfam Non Profit Organisation(Oxfam military personnel-wide was formed in 1995 by a group of autarkic non-governmental organizations. Their aim was to work together for greater impact on the worldwide defend to reduce poverty and injustice.The name Oxfam comes from the Oxford Committee for Famine Relief, founded in Britain in 1942. The group campaigned for food supplies to be sent through an associate naval blockade to starving women and children in enemy-occupied Greece during the Second World War.As well as becoming a world leader in the delivery of emergency suspension, Oxfam internationalist implements long-term development programs in dangerous communities. We are also part of a global movement, campaigning with others, for instan ce, to end unfair shift rules, demand better health and education run for all, and to combat climate change.Today, there are 13 member organizations of the Oxfam International confederation. They are based in Australia, Belgium, Canada, France, Germany, Great Britain, Hong Kong, Ireland, The Netherlands, New Zealand, Quebec, Spain and the United States.The Oxfam International Secretariat is based in Oxford, UK. The Secretariat runs advocacy offices in Brussels, Geneva, New York and Washington DC) (www.oxfam.org/en/about/history).Oxfam Ireland(It works with people around the world to end the injustice of poverty. They are an independent and secular not-for-profit organization. Oxfam Ireland is a member of Oxfam International, a confederation of thirteen independent members. The members work together to achieve greater impact by their collective efforts).(www.oxfam.org/oxfamhomeOxfam is many different things. Its the organization which helps poor people to build a better future for them. Its the relief agency which brings help when disaster strikes. And Oxfam is the campaigner for a fairer world. Through our work in long-term development, emergencies and campaigning, Oxfam helps people to achieve their chastise to a liveliness free from poverty, suffering and injustice) (www.oxfam.org).Im doing my workplacement in the Oxfam hook of Rathmines-Dublin 6. this thieve considers as one of the Oxfam International branches. In this shop, they get various presents from the public. The work carried out by this shop, they sell good quality bric a brac, cds, books, homewares, frock, shoes etc.They shops tollumers those people who want to buy good quality and different thing at the same shop.Organisation ChartOxfam shop- Rathminess ChartThe structure of the shop as you see in the plat is flat. Thats means the shop has congenericly fewer levels in the hierarchy. The structure looks like span of control that the volunteers at a time account to the manager.The expl anation of the ChartThe role of the managerThe manager is fully responsible for(p) about the shop, how to make the budget for example about (purchasing, selling, pricing, coding, and sorting the donation which he/she gets it from the public.If the donators make a complaint whe/she willinvestigate fullydo her/his best to explain what went wrongtry to put things rightAt this shop, she has own office, and she works with volunteers helping teaching them how they can get on.Deputy ManagerShe/he is fully responsible about the shop doing the same role when the manager is off.The staff (The Volunteers)The Volunteers in this shop are the staff of the shop, they are 45 volunteers, I put them in the diagram regarding to their presence over the week. On Monday, the shop has 6 volunteers, some of are student from second and third Level doing their Workplacement. On Tuesday, there are 10 volunteers. On Wednesday, there 8 volunteers. On Thursday, there 9 volunteers. On Friday there 9 volunteers. Finally, on Saturday, there 5 volunteers.Those volunteers are working together at very peaceful atmosphere and working very hard. After they know what they should do, they do pricing, sorting, coding the donations, so they help the manager a lot.My duties in this shopI come every Thursday and Friday (full day), I sometimes work at the trough, sometimes pricier, coder, sorter of the clothes and dealing with customers.(B) Scanning the inherent Influence on organisationThere two influences on the organisation (the Oxfam shop)Resource Base View(Typical answers qualification refer to Excellent serviceTechnical know-howResponsiveness to market unavoidablyDesign and engineering potentialityFinancial visionsBasic principles of the RBV modelRBV of the family provides a rigorous model for analysing firms strengths and weaknessesBasic assumptions of RBV Resource and/or potency heterogeneity different firms possess bundles of different resources and capabilitiesResource and/or capabil ity immobility Some of these resources and capabilities are inelastic in supply or costly to copyRBV posits that the sources of protect creation are resources and capabilities time value = Consumer tautologic + Producer profitTo outperform industry norm, a company moldiness create more value than its competitorsValue mountain range abstract has two basic activities principal(a) Activities(Inbound logistics, goods or donations from the public of the shop being obtained from the shop suppliers ready to be used for producing the end crossroad). (Notes given in the class).Operation, the tender materials and goods obtained are manufactured into the final product. Value added to the product at the stage as it moves through the production line.Outbound logistics, once the product have been manufactured they are ready to be distribute to scattering centres, self-coloredsales, retailer or customers.)(Notes given the class). securities industrying and Sales, Essentially an informatio n activity inform buyers and consumers about products and services (benefits, use, cost etc.)ServiceAll those activities associated with maintaining product performance.(2) inessential ActivitiesProcurement, his concerns how resources are acquired for a business (e.g. sourcing and negotiating with materials suppliers)Human Resource Management, Those activities concerned with recruiting, developing, motive and rewarding the workforce of a business.Technology Development, Activities concerned with managing information treat and the development and protection of knowledge in a business offset point for a unifying strategic framework THE RBV of the firmThe RBV of the firm is grounded in economicsRBV sees companies as different collections of physical and intangible assets and capabilities, which touch on how cost-efficiently, how effectively a company performs its functional activitiesAttributes combative advantage to possession of valuable resources and capabilities that enab le a company to perform activities better or more cheaply than competitorsCombines internal analysis with external analysisResources ar defined as stocks of firm-specific assetsCannot be easily duplicatedCannot be easily acquired in well-functioning marketsExamplesPatents and trademarksBrand-name reputationInstalled baseOrganizational cultureWorkers With specific expertise or knowledgeContribute either directly (e.g., reputation) or indirectly (e.g., through serving as the basis of capabilities) to value creationAre converted into final products or services using bonding mechanisms such as IT, incentive systems, trust, etc.Sometimes non-specific resources (like buildings, raw materials, unskilled labor, etc.) are include in the definition of resourcesResource categories Financial keenPhysical capitalHuman capitalOrganizational CapitalCapabilitiesAre defined as cluster activities that a firm does especially well in affinity with other firmso May reside within business functions (e. g., AA establish management)o May be linked to technologies, product design (e.g., Honda engines)o May reside in firms ability to manage linkages between elements of value bowed stringed instrument, i.e., coordination skills (e.g., Ford product development)o Refer to a firms capacity to position resources, usually in junto, using organizational processes to effect desired endsInformation-based, firm-specific processes which are created over time through complex interactions between resourcesKey characteristics o Valuable across multiple products and marketso Embedded in organizational routines (well-honed patterns of performing activities)o Tacit (i.e., difficult to reduce to algorithms, procedure guides)Resources and capabilities are distinct from key success factorsKey success factors (KSF)Refer to the skills and assets a firm must have to achieve profitableness in a particular marketMarket-level rather than individual characteristicsNecessary, not sufficient for achieving a gonistic advantage (e.g., KSF in athletic footwear are development of new designs, management of a network of suppliers and distributors, creation of marketing campaigns)Predictors of firm profitability (like resources and capabilities)Resources and capabilitiesAre conceptually different from KSFSometimes overlap with KSFA mannequin FOR ANALYSIS VRIOResource-based analysis of the firm determines which resources and capabilities result in which strengths or weaknessesStrategies are to be implemented which exploit (or build) strengths and avoid (or eliminate) weaknessesWhat constitutes a strength or weakness is partially a function of the external environment material for analysis VRIO resources and capabilities should beo Valuableo Rareo Inimitableo Organization can effectively exploit them regard as of resources and capabilitiesA VALUABLE resource or capability (or a combination thereof) mustContribute to fulfillment of customers requireAt a hurt the consumer is willing to pay, which is determined byCustomer preferencesAvailable alternatives (including exchange products) put up of related or supplementary goodsThus, value is partially a function of external environment (product market, demand forces)changes in consumer tastes, industry structure, engineering science, etc. can result in changed valueResources of different firms can be valuable in different ways (e.g., Timex versus Rolex)Value = Lowered costs or increased revenues or bothSCARCITY of resources and capabilitiesResources and capabilities must be in short supply to create competitive advantage (and go beyond competitive parity)What would happen if this were not the case?An analysis of the firms resources and capabilities must include critical assessment whether they are unusual when compared to those of competitorsHow rare does a resource have to be in order to have potential for generating a competitive advantage?Example of a rare resource Wal-Marts point-of-purchase chronicle control syste mTo be a source of sustained competitive advantage the rarity of the resource must persist over timeINIMITABILITY of resources dans capabilitiesRequirement for sustained competitive advantageEase of imitation depends onCost asymmetries (Do firms without a resource or capability face a cost disadvantage in obtaining it compared to firms that already possess it?)Capabilities of competitorsSources of cost asymmetries / cost disadvantages fall into two categories Impediments to imitation Impede rivals from duplicating critical resources and capabilitiesEarly-mover advantages Set in motion a dynamic that increases the magnitude of that advantage relative to other firms over timeImpediments to imitation Legal restrictions on imitation Patents, copyrights, trademarks political control over entry into markets (licensing), certification, quotas on operating rights)Superior retrieve to inputs or to customersMarket size and scale economiesIntangible barriers to imitationcausal ambiguityDepe ndence on historical circumstancesOther path dependencies tender complexityDegrees of resource and capability imitabilitySource C. Montgomery, Resources The essence of corporate Advantage, Harvard Business enlighten Case N1-792-064. Cannot be imitated Patents, unique assets, unique locations elusive to imitate Brand verity, employee satisfaction, reputation for fairness Can be imitated (but may not be) Capacity preemption, economies of scale Easy to imitate Cash, commoditiesORGANIZING to exploit competitive potential of resources and capabilitiesThe avocation elements must be in place in order to effectively exploit the resource(s) and/or capability(s)o Structureo Management and control systemso Compensation policies Business processeso complementary resources and capabilities)(www.ecofine.com/strategy.(C) External influence on organisationThis consist of PEST epitome and vanadium Forces analysisPEST analytic thinking(A scan of the external macro-environment in which the firm operate can be expressed in terms of the following factorsPoliticalEconomic fondTechnologicalPolitical Factors(Political factors include government regulations and legal issues and define both formal and informal rules under which the firm must operate. Some examples includetax policyemployment lawsenvironmental regulationstrade restrictions and tariffspolitical stability)Economic FactorsEconomic factors affect the purchasing power of potential customers and the firms cost of capital. The following are examples of factors in the macroeconomyeconomic developmentinterest ratesexchange ratesinflation rate)(www.quickmba.com/strategy/pest)Social Factors(Social factors include the demographic and cultural aspects of the external macroenvironment. These factors affect customer needs and the size of potential markets. Some social factors includehealth brainpopulation growth rateage dispersalcareer attitudes accent on safety)Technological Factors(Technological factors can lower barrie rs to entry, reduce minimum efficient production levels, and influence outsourcing decisions. Some technological factors includeRD activity mechanizationtechnology incentivesrate of technological change)(www.quickmba.com/strategy/pest).PoliticalEconomicalSocialTechnologicalEnvironment regulation and protectionExchange rateIncome disseminationGovernment research spendingTax policies, may affect on Oxfam as a wholeTaxationLabor, social mobilityNew inventions and developmentEmployment lawsEconomic recessionLifestyle changeRate of technology transferCompetition regulationsConsumer confident for example the Oxfam shop has many loyalty because of itEducationEnergy use and costsSafety regulation pomposity rate, when the government wants to reduce it.Fashion, hypes(Change in) Information TechnologyPolitical Stability floor of the business cycleLiving conditions(Change in) InternetEmployment lawsInterest ratesDemographics, Population growth rate, Age distribution(Change in) Mobile Technolog yFive Forces Analysis ostiarys tailfin forces is a framework for the industry analysis and business strategy development developed by Michael E. Porter of Harvard Business School in 1979. It uses concepts developing Industrial Organization (IO) economics to derive five forces that determine the competitive intensity and therefore attractiveness of a market.(en.wikipedia.org) supplier PowerThe Five ForcesThe threat of substitute productsThe existence of products outside of the land of the common product boundaries increases the propensity of customers to switch to alternatives vendee propensity to substituteRelative price performance of substitutesBuyer switching costsperceived level of product differentiationNumber of substitute product available in the marketThe threat of the entry of new competitorsProfitable markets that retort high returns will draw firms. This results in many new entrants, which will effectively decrease profitability. Unless the entry of new firms can be b lock up by incumbents, the profit rate will fall towards a competitive level (perfect competition).The existence of barriers to entry (patents, rights, etc.)Economies of product differencesBrand equity switch costs or sunk costsCapital requirementsAccess to distributionCustomer loyalty to established brandsAbsolute cost advantagesLearning frizz advantagesExpected retaliation by incumbentsGovernment policiesThe intensity of competitive disputationFor most industries, the intensity of competitive rivalry is the major determinant of the competitiveness of the industry.Sustainable competitive advantage through improvisationThe bargaining power of customersThe bargaining power of customers is also described as the market of outputs the ability of customers to put the firm under pressure, which also affects the customers sensitivity to price changes.Buyer concentration to firm concentration ratioDegree of dependency upon existent channels of distributionBargaining leverage, particularl y in industries with high hardened costsBuyer volumeBuyer switching costs relative to firm switching costsBuyer information availability exponent to backward integrateAvailability of existing substitute productsBuyer price sensitivityDifferential advantage (uniqueness) of industry productsRFM AnalysisThe bargaining power of suppliersThe bargaining power of suppliers is also described as the market of inputs. providers of raw materials, components, labor, and services (such as expertise) to the firm can be a source of power over the firm. Suppliers may refuse to work with the firm, or, e.g., charge excessively high prices for unique resources.Supplier switching costs relative to firm switching costsDegree of differentiation of inputsPresence of substitute inputsSupplier concentration to firm concentration ratioEmployee solidarity (e.g., labor unions)Criticisms of the 5 Forces modelPorters framework has been challenged by other academics and strategists such as Stewart Neill. Simila rly, the likes of Kevin P. Coyne and Somu Subramaniam have give tongue to that three dubious assumptions underlie the five forcesThat buyers, competitors, and suppliers are unrelated and do not interact and collude.That the source of value is structural advantage (creating barriers to entry).That hesitancy is low, allowing participants in a market to plan for and respond to competitive behavior.(D) Internal and External influence on organisationSWOT AnalysisS(1)Oxfam Fair Trade (OFT) is one of the largest UK fair trade organisations(Oxfam as a whole)(2)Oxfam is now moving towards a broader market access programme.(3)Oxfam bookshop where I work has a good reputation among the customers and neighbours, because Oxfam as a whole was founded in 1948, so everyone wants to join it as volunteer, customer and donator. Cheaper and quality and respectable(4)This shop has a sloshed brand name, because the donators donate evaluated things and they get donations from strong brand companies.(5 )The shops location is fantastic, it is neighbour to Rathmines College and it locates among Dublin 6s town amenities.(7)The atmosphere in the shop is attractive.(8)OFT has been very active in capacity building activities. This has led to new skills and greater access to international markets, created by fair trade organisation.WLack of patent protectionLack of marketing expertise, because of them are volunteer, few of them well-educated, the other lack of expertise.The goods in the shop depend on the donations, sometime there is no donations so the shop lack of goods then lack of costumers.Lack of Creativity / ability to develop new products.Oxfam aims to work with disadvantaged poor producers, typically from the informal sector, which is characterised by low wages, poor social benefits, lack of access to investment and credit and consequent poor working conditions, home-working etc.OT(1)Unfulfilled customers need(1)There are many charity competitors around the shop(2) Arrival of ne w technologies, for example in Oxfam shop, the customer takes long time when he/she wants to pay cash, the shop has old-fashion Till(2) Price wars in those competitors(3)New regulations(3)Loosing of regulation(4)Increase trade barriers(4)Removal of international trade barriers(5)Technological developments may make the shops offerings obsolete. Market changes may result from the changes in the customer needs, competitorsmoves, or demographic shifts. The political situation determines government policy and taxation(5) Market led by a weak competitorsValue Chain Analysis(Value Chain Analysis describes the activities that take place in a business and relates them to an analysis of the competitive strength of the business. Influential work by Michael Porter suggested that the activities of a business could be grouped under two headingsPrimary Activities those that are directly concerned with creating and delivering a product (e.g. component assembly) and secondhand Activities, which whi lst they are not directly involved in production, may increase effectiveness or efficiency (e.g. human resource management). It is rare for a business to undertake all primary and support activities.Value Chain Analysis is one way of identifying which activities are best undertaken by a business and which are best provided by others (out sourced) (httptutor2u.net/business/strategy/value_chain_analysis.htm).Linking Value Chain Analysis to Competitive Advantage(What activities a business undertakes is directly linked to achieving competitive advantage. For example, a business which wishes to outperform its competitors through differentiating itself through higher quality will have to perform its value chain activities better than the opposition. By contrast, a strategy based on desire cost leadership will require a reduction in the costs associated with the value chain activities, or a reduction in the total amount of resources used).(httptutor2.net/business/strategy/value_chain_anal ysis.htm)Value Chain Analysis has two basic activitiesPrimary Activities(Inbound logistics, goods or donations from the public of the shop being obtained from the shop suppliers ready to be used for producing the end product). (Notes given in the class).Operation, the raw materials and goods obtained are manufactured into the final product. Value added to the product at the stage as it moves through the production line.Outbound logistics, once the product have been manufactured they are ready to be distribute to distribution centres, wholesales, retailer or customers.)(Notes given the class).Marketing and Sales, Essentially an information activity informing buyers and consumers about products and services (benefits, use, price etc.)ServiceAll those activities associated with maintaining product performance.(2) Secondary ActivitiesProcurement, his concerns how resources are acquired for a business (e.g. sourcing and negotiating with materials suppliers)Human Resource Management, Tho se activities concerned with recruiting, developing, motivating and rewarding the workforce of a business.Technology Development, Activities concerned with managing information processing and the development and protection of knowledge in a business