School Secretary Assignment Example | Topics and Well Written Essays - 2000 words

School Secretary - Assignment Example Keeping of school records is of benefit to the educational department and the individual skills as it helps keep a record of crucial student information. This paper discusses some of the procedures involved in the above aspects and their importance in the New York department of education. A school secretary is an important figure in the school administration and provides support to both parents and students and the entire school community. To be a secretary you need to have a well organized and set up office and working in a school environment as a secretary is and added advantage (Hart). Several skills are required to be an excellent school secretary, some of these include proper communication skills both verbal and non verbal, you need to have experience in this job to be able to have good relations with people as part of the job description is to be social and friendly, to have great skills such as computer skills, and organizational skills. Duties and responsibilities of schools secretaries include receiving phone calls and transmitting messages from one person to another. The school secretary is involved in sending mails and receiving mails on behalf of the school community. These makes use of good written communication skills, the secretary should also be good with typing skills and should be punctual at all times. The secretary should have good communication schools also because he or she mingles with students, teachers, visitors and the entire school community. The school secretary is also involved with handling finances such as paying invoices and receiving payments so the secretary needs to be honest in all the duties to have a clean relationship with the school community. The school secretary is the source of information and the link between students and parents within the school. The visitors, parents and other officials make dates with the school management through the secretary. In most situations a school se cretary is

Discuss the theory of purchasing power parity, by considering its Essay

Discuss the theory of purchasing power parity, by considering its various forms and examining critically its assumptions and the - Essay Example The rate of exchange between two currencies can be termed as equilibrium when there is an equivalence in the purchasing powers of these countries at the domestic level (Taylor & Taylor 2004, p. 135). The theory of Purchasing Power Parity The formula for calculating purchasing power parity is as follows: S=P1/P2, where S refers to the rate used to exchange currency one with currency two, P1 is the price that good â€Å"x† costs when purchased in currency 1, and P2 is the price at which good â€Å"x† sells when purchased in currency 1. Based on the Purchasing Power Parity, there is an adjustment in the exchange rate in order to ensure that similar goods in two countries can be bought at the same price when the same currency is used to express the value of the good. There tends to be various forms that the Purchasing Power Parity takes. Some of the most common forms that this theory takes include the absolute Purchasing Power Parity and the Relative Purchasing Power Parity (Apte et. al., 2001). The concept of Absolute Purchasing Power Parity holds that the rate of currency exchange between two countries remains the same as the price level ratio in these countries. The absolute PPP borrows from the law of one price. Based on one price law, the cost of a certain product should remain constant across several countries. The similarity in price should be  in accordance to the currency value in the economies of both countries. This should take consideration of all other prices, such as trade regulations and other factors affecting market demand and supply, which should remain the same between these countries. The absolute Purchasing Power Parity also holds that there the purchasing power of the foreign and the domestic policy should remain the same. This means that there should be no variation in price when a consumer wants to exchange a foreign currency for a domestic currency, or a domestic currency for a foreign currency (Almas 2012, p. 1093). In orde r to meet the premises for the absolute Purchasing Power Parity, several conditions have to be fulfilled. One condition that must be met is free trade of the goods from each country in the international market. The other condition is that there ought to be a compromise of the price index of the price index for each of the two countries, which will be involved in the exchange of goods. Absolute PPP can result from the differences that exist in weighing, regardless of the fact that the law of one price can hold for certain goods across nations. While determining the absolute purchasing power parity, there is a tendency to examine the changes taking place in the level of the prices, which can be calculated easily (Apte et. al., 2001). Relative purchasing power parity can also be regarded as another form that the theory of PPP takes. Relative PPP focuses on the changes in the inflation rates, which may be anticipated, in relation to changes in the exchange rates between countries. The r elative purchasing power parity explores the change and variations in prices that take place between two countries. Relative PPP posits that there tends to be a change in the exchange rates in order to ensure that the variations and differentials, which inflation causes, can be compensated for and covered (Almas 2012, p. 1097). In the relative purchasing power parity, the formula that explains the relationship is as follows: S1/S0= (1 +

Defence Diplomacy Essay Example | Topics and Well Written Essays - 1500 words

Defence Diplomacy - Essay Example Prior to doing so, however, it is necessary to commence with a definition of the terms, such as would frame our understanding of it componential elements and implications: "To provide forces to meet the varied activities undertaken by the MOD to dispel hostility, build and maintain trust and assist in the development of democratically accountable armed forces, thereby making a significant contribution to conflict prevention and resolution."1 In accordance with the above cited definition, the importance of Defence Diplomacy within the context of international and inter-state relations may be affirmed. Quite simply stated, the exigencies of defence diplomacy emanate from the fact that it serves both to solidify inter-state defence relations and, in optimal situations, for the negation of nascent military/security threats. As Aldrich (1994) contends the very nature of the twentieth century as the bloodiest and most violent the world had ever witnessed, led to the evolution of defence diplomacy. World War I, followed just two decades later by World War II, left millions dead, cities and countries destroyed, economies shattered and civilisations in ruin. The horrors of these two wars, not to mention their cost, underscored the importance of diplomacy as a preventative strategy and defence diplomacy as a national security imperative. In other words, defence diplomacy is the by-product of incalculably violent and insupportable, protracted warfare. Within the context of the aforementioned, diplomatic missions proliferated and assumed reciprocal, voluntary form. These mission came to embrace a military, more specifically, a defence purpose and as such, the spread of diplomatic missions implied the parallel proliferation of defence attaches offices. These offices, representing a country's military, its Armed Forces abroad, soon evolved into an integral component, not just of military defence but, of Military Intelligent Services. As such, they did not simply function as the purveyors of defence and military-related information but acted in such a way so as to maintain national security interests and to fortify the represented state's international military alliances. The importance of Defence Diplomacy and, by association, the institution of the Defence Attach, continued to expand from inception onwards. On the international level, the Cold War most certainly established and promoted the importance of the said institution. The value of the said institution directly derived from the importance of national defence and national security interests and, accordingly, within the context of an ever connected and interrelated world, has increased. Within the geographic parameters of the Arab Middle East, Defence Diplomacy assumed unique importance. As recent events, if not those of the past five decades, have illustrated, the region is subject to numerous threats, many of which have the potential to function as regime destabilisers. The implication here is that, just as did other countries and regions, Arab nations recognised the exigencies of Defence Diplomacy and accordingly, ensured the evolution of the institution of the Defence Attach within the context of the Military Intelligence Directorate. In so doing, Arab nations effectively expanded the range of the mechanisms and instruments they deployed for

The Exodus and Yahwehs Relationship with the Hebrews Essay

The Exodus and Yahwehs Relationship with the Hebrews - Essay Example This was instrumental in the creation of the country of Israel. The Zionist movement derived its inspiration from the Exodus that is described in the Old Testament of The Holy Bible. This then becomes the point in history that provided the Jews with an incident to look up to and a precedent to live up to. This paper shall look at the different aspects of this historical connection and the relationship that Yahweh had with the Hebrews. According to Rabbi Irving Greenberg, the main aspect of the importance of the Exodus is the fact that it can be connected to the modern secular concept of upliftment. The Jewish idea of liberation from Exodus can be applied, according to him, to the modern concepts of economics that seek to look at development and justice for the poor and the weak. This is exactly what God had attempted to do during the Exodus. The Exodus had provided an opportunity for the poor and the weak to migrate from a tyrannical Egypt to the Promised Land where they could then a ttain a standard of living that would be humane and just. The idea of justice is thus, what God promises in return for faith. Greenberg’s ideas are a bit far-fetched in as much as they equate faith and economics. However, it is also true that the ideas of empowerment of the weak are present in both modern economics and the ideas of religious justice. The Exodus is remembered in present times through acting out the exodus in one’s own life.... In this sense, the exodus has a greater significance. It can also be seen in a metaphorical sense whereby the exodus becomes a movement for personal fulfillment and personal empowerment. This then also becomes for the Jews of the present, a call to create a better world. It becomes a call to utopia in the world, in the way that the God of the Old Testament envisaged it. The collective action of the Exodus is then looked upon using the lens of personal religious involvement. The conflation of the personal and the religious then becomes an important part of the observance of the remembrance of the Exodus. Yahweh, the God of the Hebrews, during the Exodus, made it clear that he would provide protection to them during their movement from Egypt to the land that he had promised them (Berit). This concept of the protection of Yahweh always being present is then an important part of the life of a Jew even in present times. The basis of the Zionist movement has remained this implicit faith in the protection that would be offered by god to the people who have faith in him. The people who migrated to what is today known as Israel too had in them this faith. They were confident of the promise that Yahweh had made to them. Their identity was based largely upon this promise and this bound all Jews into one group. This then has been instrumental in the creation of an identity for the Jews of modern times in different parts of the world. The importance of this lies in the fact that a moment in history that had passed much earlier is held up as important for the creation of the identity of a later generation. The religious significance of the Exodus and the relationship between the Hebrews and Yahweh lies in the bond that is created between

HCI Assignment Example | Topics and Well Written Essays - 2250 words

HCI - Assignment Example This application could benefit students especially those who happen to be very committed. Such software would help students participate more in class by making things easier for them. Students relax as they wait for their lecturer to come to class and comment on their work but if they would share their work among themselves, comment on each other’s work and share learning material, they would more active. This paper entails the development of a possible mobile application that can unify a team of students around a design, especially in a class. The application can only be used in smart phones or tablets. The mobile application in this project would enhance the exposure to relevant information which would grant students a chance for creating, analyzing and evaluating information hence developing their critical thinking skills. After accessing collective information from classmates, a student will synthesise the information into ideas and present reasonable work (Microsoft.com, 2013). This process alone will encourage crucial thinking and more importantly, their scepticism. Students would also be encouraged to share all they learn in class and beyond their class setting. They would also be able to process their researches properly and then discuss all their concerns with their lecturers. The audience targeted by the mobile application are mainly students and their lecturers, but parents could be part of the audience in order to monitor their children closely. Typically, team sharing leads to increased communication amongst the team members, which would be a significant improvement to the students given the use of the proposed mobile application. Due to its aspect of allowing the sharing of data, the mobile application will offer students a platform perfect for study group formation (Microsoft, 2013). Teachers may also join by setting up pages with regard to particular projects and lesson plans. Students may not be the only ones to collaborate but also

Bachelor Degree Essay Example for Free

Bachelor Degree Essay The need for competent bedside nurses has drastically increased and so will it continue in the future. The level of basic education that a nurse should have has always been an issue of debate and controversy. The ADN program is shorter and more concise which focuses on the clinical skills and is more tasks oriented. It lacks the theory and science behind nursing as a profession. ADN nurses usually have 2-3 years education and are focused to provide individualized care to their patients based on their diagnosis. The BSN program is a four-year degree, which is knowledge, theory and research based and the emphasis is on the entire picture of the field of nursing. The BSN nurse would use the researching and critical thinking background of her education to care for patients. Many do not realize there is a difference between the two. Both associate degree graduate and baccalaureate degree graduates take the same NCLEX board exam for licensing and enter the same job. Unlike associate-degree nursing programs where the nurses function primarily at the bedside in less complex patient care situations, the BSN program prepares the nurse to practice in all health care settings critical care, outpatient care, public health, and mental health. The American Association of Colleges of Nursing has posted a detailed position statement (2000) and fact sheet (2010) on their websites endorsing the position that the minimum entry level requirement for nurses be a BSN degree. The BSN nurse is well-qualified to deliver care in private homes, outpatient centers, and neighborhood clinics where demand is fast expanding as hospitals focus increasingly on acute care and as health care moves beyond the hospital to more primary and preventive services throughout the community. At increasing numbers of hospitals nationwide, baccalaureate-prepared nurses are being utilized in ways that recognize their different educational preparation and competency from associate-degree nurses. In these differentiated practice models, BSN nurses not only provide more complex aspects of daily care and patient education, but also design and coordinate a comprehensive plan of nursing care for the entire length of a patients stay from pre-admission to post-discharge including supervising nurse’s aides and other unlicensed assistive personnel, designing discharge and teaching plans for patients, and collaborating with patients, physicians, family members, and other hospital departments and resource personnel. Evidence shows that nursing education level is a factor in patient safety and quality of care. As cited in the report When Care Becomes a Burden released by the Milbank Memorial Fund in 2001, two separate studies conducted in 1996 – one by the state of New York and one by the state of Texas – clearly show that significantly higher levels of medication errors and procedural violations are committed by nurses prepared at the associate degree and diploma levels as compared with the baccalaureate level. These findings are consistent with findings published in the July/August 2002 issue of Nurse Educator magazine that references studies conducted in Arizona, Colorado, Louisiana, Ohio and Tennessee that also found that nurses prepared at the associate degree and diploma levels make the majority of practice-related violations. AACN and other authorities believe that education has a strong impact on a nurse’s ability to practice, and that patients deserve the best educated nursing workforce possible. A growing body of research reinforces this belief and shows a connection between baccalaureate education and lower mortality rates. Baccalaureate nursing programs encompass all of the course work taught in associate degree and diploma programs plus a more in-depth treatment of the physical and social sciences, nursing research, public and community health, nursing management, and the humanities. The additional course work enhances the student’s professional development, prepares the new nurse for a broader scope of practice, and provides the nurse with a better understanding of the cultural, political, economic, and social issues that affect patients and influence health care delivery. Throughout the last decade, policymakers and practice leaders have recognized that education makes a difference. (http://www. aacn. nche. edu/media-relations/fact-sheets/impact-of-education. References http://www. aacn. nche. edu/media-relations/fact-sheets/impact-of-education. (n. d). The Impact of Education on Nursing Practice . Retrieved May 21, 2013, from http://www. aacn. nche. edu/media-relations/fact-sheets/impact-of-education.

Performance Management At General Motors (GM)

Performance Management At General Motors (GM) The following assignment explores General Motors Europe in four dimensions as set out by learning outcome spertaining to performance management module. The four learning outcomes (LO) would measure, LO1: Setting GME performance targets to meet strategic objectives. LO2: Agreement on team performance targets and subsequent contribution to meet those objectives. LO3: Monitoring and control process for the goals. LO4: Politics of personal interaction of Sir Leahy. A discussion on his leadership, persuasion and influencing skills. In order to achieve these learning objectives, the author has drawn upon from his practical work experience together with the primary and secondary research through various resources. This article would primarily be divided into two segments within the domain of learning objectives as defined above. The division would be between Performance Management and Performance Measurement. Performance is defined as potential for future successful implementation of actions in order to reach the objectives and targets. The article shows that performance is constructed by the management system and by managers from his own experience of working at GME and taking a more macro view of the organisation. Performance management explains performance measurement and gives it meaning. (Lebas, 1995) Setting performance target to meet strategic objectives General Motors, one of the worlds largest automakers. GME was founded in 1908 by William C. Durant. GM headquarters is in Detroit, GM employs 209,000 people in every major region of the world and does business in more than 120 countries. GM has been the global automotive sales leader since 1931.GM and its strategic business partners produce cars and trucks in 31 countries, and sell and service these vehicles through the following brands: Buick, Cadillac, Chevrolet, GMC, Daewoo, Holden, Isuzu, Jiefang, Opel, Vauxhall, and Wuling. GMs largest national market is China, followed by the United States, Brazil, the United Kingdom, Germany, Canada, and Russia. General Motors Europe acquired operations from General Motors Corporation on July 10, 2009, and references to prior periods in this and other press materials refer to operations of the old General Motors Corporation. GME is running business with revenue of $135.6 billion (GME, 2010a). GME is using different performance management tools . In this assignment score card methodology is discussed that GME is using. Balance Score Card can be used as a short and long term fortheir financial and non financial performance measurement. There are four parts of balance score card; financial perspective, internal business perspective, customers perspective,learning and growth perspective. Balance Score Card is like your cars dash boardwhere there is indicator on as you drive, you can look at the dashboard to obtain real-time information such as how fuel, speed and the distance youve traveled or even anyfaulty system etc.Its known to help companies and implement the changes required to meet their business goals (Pangakar Kirkwood, 2007). The balance score cardenables the companies to develop a more comprehensive view of their operations andto better match all operating and investment activities to long- and short-term strategic objectives (Punniyamoorthy Murali, 2008). Link of each perspective in the Balance Score Card (BCS) High performance work system (HPWS) is also another method to explain the situation in General Motors. Independent work teams, open systems and performance-based pay are known collectively as high-performance work systems (Rouse, 2000). HPWS have also come to be known as high involvement work systems, flexible work systems and high commitment work systems (Aghazadeh Seyedian, 2004) In other words, they are simply work practice that can be deliberately introduced in order to improved organizational performance. The main focus of HPWS is rearranging work so that the employees participate in decisions that affect the everyday operations of an organization. There are three potential factors that can affect high performance work system in General Motors; retrenchment of workers, technology used and layout design. A worker is the key success to any organization. Retrenchment will cause General Motors to lose talented workers subsequently lose competitive edge. To survive in the changing environment, a company must rely on their workers creativity, ingenuity problem solving ability and strong team work. Workers are able to make their own decision on the best way to accomplish their work. The knowledge and skill shared will create a high performance work system. For example, an engineer in General Motors is developing a fuel efficient engine. Engineer A may need assistants from Engineer B, however when GM decided to retrench workers, Engineer A will face difficulty in developing the engine. Performance of employee can be boost through team works. A study by Thompson, Baughan and Motwani indicates that company such as General Motors, Proctor Gamble, Xerox Corporation had huge increase productivity as high as 250 percent and double their profit (1998). The use of technology is another feature in High Performance Work System. All managers in every department of General Motors are able to identify the technology they use in their organization. The application of Human Resource Information System that can store information on workers that can assist managers in deciding which employee is performing and which is not. The use of technology without human operating it is also meaningless. Managers in General Motor can identify whether the qualified workers are able to operate the tools or not. 1.1 The link between team performance and strategic objectives As it is clear from the figure that all the perspectives link eachother. So all the four parts directly effect the strategic objectives of the company. This principle is used at strategic level. 1.1.1 Organisations Strategic Objectives Goals of GME Lead in advanced technologies and quality in creating the worlds best vehicles Give employees more responsibility and authority and then hold them accountable Create positive, lasting relations with customers, dealers, communities, union partners and suppliers to drive our operating success Strategic Objectives of Organisations Financial Growth: Increase the revenues, gross profit and sales. Financial Efficiency: To improve overall productivity. Current Customer: To expand sales to existing customers, To increase customer retention, To increase customer loyalty, To create and use a customer database. New Customer: Introduce existing products into a new market, Anticipate future customer needs through customer feedback. Customer Service: Improve our service approach for new and existing customers. Product/Service/Program Managment: To have all product meet standard of  excellence guideline. Operations Managment: To continually improve internal process to realize  efficiencies, Capitalize on physical facilities (location, capacity, etc.) Improve organizational structure.Redirect or restructure  available resources. Technology Managment: Increase efficiencies through use of wireless or virtual  technology. Communication Management: Improve internal communications. Customer Management: Acquire enhanced CRM data mining capabilities. Marketing Management: To continuously broaden our customer database by  getting new information on customer characteristics  and needs. Develop and implement a promotional plan to drive  increased business. Channel Management: To aggressively strengthen our upstream channels. Improve the distributor and supplier relationships. People: To hire, develop and maintain the right people, in the right place Employ professionals who create success for customers. Training:Develop broad set of skills useful for customer support. To develop the leadership abilities and potential of our team. Strategic Objectives of GME Integrity: We will stand for honesty and trust in everything we do. We will say what we believe and do what we say. Continuous Improvement: We will set ambitious goals, stretch to meet them, and then raise the bar again and again. We believe that everything can be done better, faster and more effectively in a learning environment. Customer Enthusiasm: We will dedicate ourselves to products and services that create enthusiastic customers. No one will be second-guessed for doing the right things for the customer. Teamwork: We will win by thinking and acting together as one General Motors team, focused on global leadership. Our strengths are our highly skilled people and our diversity. Innovation: We will challenge conventional thinking, explore new technology and implement new ideas, regardless of their source, faster than the competition. Individual Respect and Responsibility: We will be respectful of the individuals we work with, and we will take personal responsibility for our actions and the results of our work. Sourse: gm.com 1.1.2 Workforce requirements that are capable of achieving the  organisations objectives General Motors Europe is using the hierarchical approach. In this method each and every employee is controlled by the respective supervisor. And each supervisor gives the performance report of the employee to the top management. In GME every employee is loyal. The company place the right employee to the right job to achieve the objectives of the organisation. There are 209,000 employs of the company. Each and every employee get the proper training for its job which helps the organisation to achieve the objectives with the help of compitent employs. 1.2 Tools and Techniques available to set team performance targets The following important purposes are derived from different resourses including General Motors website,articles,General Motors final reports. The operational performances of GME are reported and viewed on the quarterly at board level and than the summary report is send to the top management. The performance of employs are checked with the help of score card. I gives the daily performance measurement which could be also used for the long term strategic purposes. Daily , weekly and monthly targets are reviewed regularly. An important consideration is to make sure the objectives remain appropriate and robust measures of performance in the company. GME core purpose is to create value for customers to earn their lifetime loyalty. GME,s success depends on customers. The customers who shop with them and the people who work for them. If customers like what the company offer, they are more likely to come back and shop with them again. If the GME team find what the company does rewarding, they are more likely to go that extramile to help their customers. 1.2.1 Processes that deliver outcomes based on organisational goals and aims GME use balanced score card methodology throughout its organisational operations. Every department change the balance score card according to their needs. These performances are measured during team meetings at lower level and is discussed at strategic level. 1.2.2 Appropriate methods for evaluating performance Each and every employee has Personal Development Planning folder. This folder contains all the performance appraisals, the training already given and the future training needs and some departmental performance data. Again the score card helps the company to identify the improvement . 1.2.3 Review capacity and capability of current work force Using the current work force GME has become the largest company and employer in Europe private sector.GME is still expanding by leaps and bounds and earning higher profit than before.The market has enough labour to cater for the recruitment at Europe level. However, for international operations,the recruitment is carried out at local countries. With the current workforce of 209,000 people, the company is more than capable to sustain itself against any future expansion plans. 1.2.4 Plans to meet long term, medium and short term requirements Increase General Motors U.S. market share to 33% Improve customer satisfaction as evidence by points of market share, not fractions GMs Future Hydrogen Power Plans (Mike Floyd, 2010) GM Cuts Unnecessary Spending GM Sales Soar 11.4 Percent In March On Market Shift First Posted: 04/ 1/11 Medical plan and insurance for the employs All of these plans meet the objectives criteria and are in alignment with the growth. 1.2.5 communicate workforce plan GME communicates above mentioned plans through its staff briefings, pamphlets, staff benefits periodical, staffs own website, intranet, films and advertising. The use of flexi hours is very popular in organisation at GME due to the nature of people doing part timer jobs at operational end therefore each department maintains a rota and extra hours available folder through which employees can communicate and leave message for each other along with using staff message boards. The formal training program in GME consists of five components, of which the first three are available through GM University, which is one of the largest corporate educational programs in the world. General Motor has established a learning organization and culture for its employees across the entire enterprise.GM University is designed to align the companys training investment with its business needs, and disseminate best practices and core value. Foundation skill training (i.e. computer software, GM history and business orientation) Functional specific skills and techniques Leadership and professional development On-the-job training in each department In addition, GM supports advanced education and certification through tuition assistance, Cardean e-MBA program, and technical education programs. Tuition Assistance Program: This program regular active salaried employees are eligible for tuition assistance upon date of hire. Graduate Education: Variety of graduate programs are available throughout GM. Checked with the operating unit of interest to you for individual opportunities. On-Site Classwork: Number of educational courses are offered in conjunction with educational institutions throughout the United States. New Hire Mentoring: The GM New Hire (GMNH) is the unique support system for new GM team members. Simply put the GM new hires are paired with our experienced GM team members with the primary objective of professionally transitioning and developing new hires into the GM culture. Providing and enabling to experience professional growth, corporate culture, new ideas and perspectives, while driving for business results. Mentoring is critical as move into the future. The new hires of today, will be our leaders for tomorrow. 1.2.6 Improvements made are in line with the organisations vision and objectives Total worldwide vehicle sales $8.4 million in the year Offering a lease product in certain geographic areas In the year ended December 31, 2010 company worldwide market share was 11.4%. Total of 20,215 distribution outlets throughout the world. Currently offer 19 FlexFuel vehicles for the 2011 model year. Increase the volume of vehicles produced from common global architectures to more than 50% of company total volumes in 2015. Diesel vehicles have become important in the European marketplace, where company encompass 50% of the market share. 1.2.7 Improvements to reduce gap between what customers and  stakeholders want The success of the GME means that the stakeholders at all levels are very happy with the performanceof company. GMEs share is considered to be the most reliable on the market.The gap between customer and stakeholders is substantially reduced by keeping the community and different stakeholders at the heart of scorecard where the progress is checked on recurrent basis. Agreeing Team Performance Targets To Meet  Strategic Objectives This sections aims to look into the team performance targets which match with theultimate strategic gains. 2.1 Required Performance Targets Within Teams Against Current Performance It is the duty of the company to engage with the community and find out about their local shopping preferences. Teams are urged to be polite, helpful and cordial . every company have targets. These targets are compared with the year on year,season on seaon and like for like weekly targets. All the section managers and staff have the access to the relevant information and these targets are reiterated through an internal communication channel. Every single staff working at company has targets. 2.1.1 The type of skills, knowledge, understanding and experience required to undertake current and planned  organisational activities At operational level, there is not much need for high skills required but along with the increment in the hierarchy of the management, the relevant skills are also increased. For example, sectional managers have to be versed in time keeping and management, store managers are more project oriented and have to be more financially aware. GME identify the training needs of its staff. As the company is becoming more technologically oriented, company is investing a lot in the training of systems such as self help check outs monitoring and online reporting. Company employees can manage their own profile these days online and have their personnel related matters sorted through this channel. All this need to be communicated and people are trained through GME Academy. 2.1.2 Systems for collecting and assessing information on the overall performance of theorganisation to identify opportunities for improvement GME relies heavily on digital ways of collecting and assessing information. Although, it does engage with community through local leaflets and local surveys but on strategic level it engages through CSR (corporate social responsibility) initiative. It has found out that it needs to invest ingreener and more fair trade products. Every transaction at GME front end is stored for 5 years,this huge amount of data helps to analyse and compare sales data on the overall performance. 2.2 Encourage individual commitment to team performance in achieving organisational objectives. Staff members are encouraged through motivational techniques such as staff value awards competition, employee of the month and encouragement for every staff to become team members. Such techniques help raise the staff morale ultimate resulting in getting individuals commitment. 2.3 Context of delegation, mentoring and coaching to achieve organisational objectives The concept of mentoring is used at graduate training schemes where graduate recruits get their mentor for a year or so period. Operational staff tend to get more coaching and any limitations in their skills are catered for locally in the staff training room. At grass root level there is not much of delegation involved, more or less the operational teams do the jobs that they are asked to do with avery little chance of job rotation. 3 Monitor activities to improve team performance A strategy implementation to improve team performance process has to be a top to bottom approach. Communication lies at the heart of strategy implementation. If the top management doesnt have the required motivation coupled with strong communication channels then it would behard to monitor any strategic systems and processes. (Mabey 2002). Therefore, GME has adopted various channels for the smooth flow of information and introduced various checks and balances so that the balance score card is measured according to the objectives set. This whole process encompasses the involvement of supervisors, team leaders and other managers during staff appraisals which are conducted twice a year. Employees are encouraged to take part in company development programme which is labelled as personal development planning(PDP). Every employee develops his own objectives. The progress is monitored through PDP folder and staff appraisals. Identification of the work objectives, key dates and support materials are provided by the management and also at their daily and weekly staff meetings so that staff can measure their contribution. The balanced score card is considered to be used for organisational fitness for the purpose and is classified as the in-out approach to controlling strategic performance. Balanced score card helps to strengthen the core competencies of an organisation and enables workforce to sustain the competitive advantage in the market. (Prahalad and Hamel, 1990; Teeceet al., 1997). 3.1 Monitoring team performance Following a resource based review of the adopted balance score card methodology at GME. It encapsulatesthe daily, monthly, quarterly and annual strategic control and the steps through which it iscontrolled and monitored. Balanced score card focuses on alignment and integration of the human activity factor with the operations. It conditions how people work instead of directly trying to influence people (employees and community) what they should achieve. The balanced score card helps to review the objectives and progress through all structures of management and at all levels. GMEs recurring operational issues are discussed at weekly or monthly basis whereas, the strategic issues come up more often at managers meetings on quarterly basis. This is in alignment with the classical view of the balance score card evolution. 3.2 Evaluation of team performance against agreed objectives Team performances are evaluated through 360 feedback, team briefings and by adopting Demings PDC approach. The areas of improvement are defined and are communicated at once throughTeam Exercise. 4 Contribution of influence and persuasion to team dynamics Since the evolution of different management theories, the modern business world uses a mix of all these. Employee motivation through monetary means is still a bigger factor behind better labour output. The contribution of these motivational techniques to influence the team dynamics is measured in this section. 4.1 Methodologies to gain commitment to action GME management uses a combination of Taylorism and Maslow theory of need such that it enriches the job satisfaction by really involving its staff into decision making allowing them to become a part of the organisation and by giving them monetary incentives through bonus and other performance related pay increments. This is a proven methodology to gain GME Staffs commitment in achieving the targets. GME employs over 209,000 and all of them take part in Staff Question Time Sessions which enables the company management to obtain a valuable feedback about the work conditions (Email GME, 2011). This is a 360 degree exercise such that it not only gives feedback to employees but also enables staff to share their experience and opinions to help serve customers better. Staff Training and development is another successful tool that company use to engage with its staff and to enrich their experience of working with them. A good programme such as HPWS (High Performance Work System) is highly eff ective in experienced staff retention. Staff retention and loyalty is a trademark of every successful organisation. 4.2 Impact of individual dynamic on securing commitment to action The impact of the chief executive on securing its staff s commitment to action is distilled at all levels of GMEs organizational structure. For any strategic action has to be channelled through effective top level management. GMEs current boss has earned industry as well as its employees respect by achieving various awards and taking GME,s success to an unprecedented level. Conclusion The above assignment has tried to explore GME within four learning outcomes as specified aboveand has found that due to visionary leadership and innovative performance management measures. The four learning outcomes inspected setting of performance targets through the purpose and balance score card methodology adopted by the company. GME further uses various controlling and monitoring mechanism together with its High Performance Work System to help implement its objectives. Different motivational techniques are used to build up the morale and generate higher labour output by the team members.These teams include enrichment of employees experience through training and development,sharing of success through shares and profits incentives. And eventually, the all important strategic leadership has been discussed. It is argued that without the visionary leadership of management GME would not enjoy the benefits that it is enjoying today. Despite being the leading supermarket, GME continues to expand into more diversified portfolio and the author of this article, having worked in one of the stores, feels confident that the trend would continue in the foreseeable future.