Identifying and Clarifying Opportunities Case Study

Distinguishing and Clarifying Opportunities - Case Study Example This way to deal with dynamic may act like perhaps the greatest test for future endurance and development of MLR. MLR is situated as an easygoing, full-administration café that takes into account a loose and carefree group. The chain endeavors to pull in individuals who appreciate mingling and accommodation. The administration anyway wouldn't like to extend the café as a bar, sports bar or other drinking foundation. The current situating depends on the establishing individuals own encounters and not on any advertising research. MLR contends in the commercial center on the board of separation. The café offers a mark dish which is predictable with consumer’s inclinations for more advantageous eating regimens. The organizers didn't utilize contributions from customers before finishing these significant advertising choices. In like manner, there has been no push to fragment the market on any quantitative or refined market appraisal device. MLR is by and by confronting income issues. The expenses have risen, anyway the income has not expanded proportionately. The eatery has aggregated huge measure of obligation. Overwhelming premium payout is exacerbating the issue of huge money surges. The yearly deals of MLR have risen reliably from $1,472,000 in 2006 to $ 17,222,000 out of 2009. The anticipated deals of $22,329,000 for the year 2010 speak to a 30 percent development over the earlier year. By all accounts, these figures propose that MLR is doing really well. Anyway they cover some significant perspectives that need consideration. As a matter of first importance is the way that pace of development in deals has been falling each year as portrayed in the table beneath. Notwithstanding this log jam in the business development rate, income per store has kept on expanding each year. During the financial year finished April 30, 2009, which incorporated the more regrettable piece of the monetary downturn, the normal income per store was $1,435, up from $1,372 during the relative

The Declaration of Independence Essay Example | Topics and Well Written Essays - 1000 words - 1

The Declaration of Independence - Essay Example Proposition proclamation: The Declaration of Independence is the most noteworthy occasion that has occurred throughout the entire existence of the district and the country and subsequently ought not be given a lesser status as a battle for equivalent rights and equity. â€Å"Drafted by Thomas Jefferson between June 11 and June 28, 1776, the Declaration of Independence is without a moment's delay the country's most valued image of freedom and Jefferson's most suffering monument† (National Archives n.d)1. An investigation of writing uncovers that the central standards inserted in the Declaration of Independence are the ideas of opportunity, autonomy and relationship (Armitage)2 are the segments of freedom. This gives strong proof of its noteworthiness as to being the most significant of every American report which incorporates all the ideas referenced previously. It is contended that the three ideas which structure the establishment of the Declaration is incredibly huge when con trasted with different occasions that happened in the nation. The article by Armitage gives instances of the three ideas as given beneath. ... The Declaration of Independence and the wordings in the real archive had an impact in the inevitable cancelation of subjugation in the nation. For instance, individuals and gatherings over the United States, particularly in the North defended nullification on one of the focal ideas of the Declaration. â€Å"The abolitionist subjection development in the United States drew, as did Lincoln himself, drew upon the â€Å"created equal† standard perceived in the Declaration of Independence† (Anastaplo 2001)4. There is no contesting the way this was an authentic milestone occasion throughout the entire existence of the nation and was affected by the Declaration (occasion and content) talked about in the paper. Another case of this impact can even be followed further back, during the Massachusetts Ratifying Convention in 1788 when Washington was the President of the Constitutional Convention. Gen Thompson supporting cancelation of servitude said something routed to the Washingt on †â€Å"Mr. President, will it be stated, that after we have set up our own autonomy and opportunity, we make captives of others? (Henretta et al 2009)5. While no evident outcome rose up out of this show, the above proclamation shows the effect (the significance and substance) of the Declaration of Independence had on Gen Thompson himself and likeminded delegates in the then government. This shows at any rate in two occasions (given over) the Declaration of Independence had an impact in affecting abolitionist bondage estimations and the inevitable abrogation in 1865. The third and last contention supporting the interesting and most elevated critical status is the effect it made with respect to the idea of freedom and its

Questions for Your Next One-on-One Meeting

Questions for Your Next One-on-One Meeting One-on-ones might sound like a necessary evil of being a manager, but they actually are an important part of running a successful team. But simply organising meetings is not going to bring fame and fortune for your team. The key to successful meetings often lies in preparation and in asking the right questions.If you want to make the most of your one-on-ones, then here are some of the best questions you can ask at your next meeting. We’ve also outlined the most important elements of running a successful one-on-one and the things you need to avoid.Whether you are a manager or the employee, the below information can help you focus on the right things at your next meeting and to impress your team with your knowledge. © Shutterstock.com | Sergey NivensIn this article, you will learn about 1) the importance of one-on-ones, 2) the elements to make one-on-ones a success, 3) essential questions for one-on-one meetings, 4) things to avoid during one-on-ones, and 5) final thoughts.THE IMPORTANCE OF ONE-ON-ONESOne-on-ones are usually considered a bit of a waste of time and many, employees and managers alike, have bad experiences to share. But that is not because the basic concept of one-on-ones is somehow flawed, but rather because most managers don’t know how to build a successful one-on-one.These little meetings are at their best a team building exercise and something that can save the team from a lot of hassle later on. This is because the short meetings can help the team to solve and focus on these key things:Streamline performance â€" One-on-ones make it easier to correct performance. They guarantee you catch the minor errors in the work and the meetings allow correction of these errors before th e problems turn into bigger issues. They also make it easier to reward the employee, which in itself will help boost team morale.Ensures the team is on the same page â€"In a hectic work environment it is easy to lose sight of the big goal sometimes. One-on-ones make it easier to ensure people are always aware of the priorities and goals, guaranteeing the whole team is working towards the same goal.Builds relationships between the teamâ€"A good work team requires good relationships within the team. Building a relationship is much easier with regular contact with the team members. Successful meetings increase trust and can instantly make it easier to solve difficult situation.Working in a team requires much more than pure focus on the job at hand. As the work environment entails people, it is crucial to ensure each individual is appreciated and noticed. By investing in the wellbeing of the team members, as well as the efficiency of the project, managers make it more likely the employe e also wants to guarantee the company succeeds.THE ELEMENTS TO MAKE ONE-ON-ONES A SUCCESSSince one-on-ones are crucial for the success of the company, how can you guarantee you are doing them the right way? Firstly, understanding the importance of these meetings is already an important step to building a great one-on-one.Secondly, you want to focus on the elements that create a culture of good one-on-ones at the workplace. The below is a collection of these elements and they are a great guideline for any manager looking to add more meaning to one-on-ones.Prepare in advanceDon’t treat one-on-ones as a meeting that just happens. Although the conversation should be relaxed and open to new directions, it doesn’t mean you don’t need to prepare for it.You need to have a list of the most important things you’d like to go through and it’s a good idea to prepare feedback for the employee.Plan enough time for the one-on-one meetingThe meeting should ideally last at least 30 minutes. This ensures the conversation doesn’t feel rushed, but you also don’t want it to be longer than needed.Make sure you organise the one-on-ones when you have enough time at hand. If you or, indeed, the employee feel too stressed with other tasks, it might hinder the effectiveness of the meeting.Let your employee run the one-on-one meetingThe meeting should never be about the manager, but about the employee! Even though you need to prepare for the meeting, you need to ensure the meeting’s focus is on the employee.This highlights to the employee that you, as a manager, truly value their opinion and it ensures the employee also comes prepared for the meeting. So, always tell the employee you want them to run the meeting beforehand!Ask questions and listen to your employeeYou must listen to your employee â€" do not get into a meeting with pre-set mind. Be open to their ideas and ask questions about their experience. This helps you understand the person better and helps build a stro nger relationship.Keep the meetings regularOne-on-ones shouldn’t be an occasional meeting that mostly happens when things aren’t going well in the company. The more regular the meeting, the better the team’s work ethic will be.Hold your meetings regularly and don’t get into the habit of cancelling them! You don’t want the employees to feel the meetings aren’t important.Total dedication and presence during the meetingToday’s workplace can be quite hectic, but the dangers of multitasking are becoming more evident. When you are holding a one-on-one, make sure you dedicate all of your time and focus to the meeting. Don’t answer the phone or check your e-mails while you are at the meeting!Don’t forget notes or follow-throughsRemember to use the one-on-one as an opportunity to improve the company and the team spirit. Always take notes of what the employee is telling you to ensure you can check if the ideas are worth implementing.In addition, don’t forget to send an e-m ail or other such note about the meeting to your employee. This can be a compilation of the points discussed at the meeting and ideas for the next meeting.Make the employee the priority of the meetingAbove all, the employee needs to be the priority of the meeting. The one-on-one isn’t about your company or the goal at hand, it is about helping the employee to succeed. If your employee succeeds, your company will succeed.Finally, the below YouTube video is a great introduction to organising successful meetings. THE ESSENTIAL QUESTIONS FOR ONE-ON-ONE MEETINGNot all questions are alike and you don’t want to use the precious time for asking the wrong questions. If you want to make the most of the meeting, you need to know what are the key questions to ask.Since both managers and employees should be asking questions at the meeting, we’ve split this section in to two. You can find the best questions for both managers and employees.1) What should the manager be asking?The following a re some example questions a manager should be asking at one-on-ones:What would you like to focus on at this meeting?As mentioned above, you want the employee to lead the conversation and so it is a good idea to ask the above question. It helps to kick start the conversation and you can focus your own follow-up questions accordingly.How did last week go? What did you learn during last week?You want to ask about the employee’s workweek to make sure you see how well they are doing. Their answer can tell you a lot about the way they prepare for the work and point out any problems they might have.You also want your employees to be constantly improving their skills and asking about what new they have learned can help you streamline your management style as well to support their development.How are you preparing for the week ahead?As well as asking about what the employee has done, you also want to focus on the future. Ask about their plans and give tips if they seem lost.What has inspir ed and motivated you in the past week?Keep asking about the employee’s inspiration and motivation. This can help you ensure your employees feel motivated and rewarded.What are your biggest concerns at the moment? How would you solve them?Make sure you also focus on the problematic areas of the work or the specific project. You also want to find out what your employee would do to solve the situation.If you could change one thing, what would it be?This doesn’t necessarily even need to be about the workplace or the project. The answer can give you great insight into the employee’s personality and focus.What would you like me to help you with the most?With this question, you can make your employee feel more appreciated. It tells them you have not let them to their own devices and the question can help you ensure your team members stay motivated.Does the work you do meet your expectations? If not, why?Your employee had a reason to seek employment with your company and you want to m ake sure you know what drove them to the position. Continue to keep asking whether they are satisfied with the position and the career and how you can ensure they stay happy.How are you doing outside work?Naturally, you need to also ask about their personal life. Once you get to know the person more, you can ask more direct questions like “How are the kids?” and “What did you do with your partner during the weekend?” Just ensure you don’t sound intrusive and don’t push the employee to talk about things they don’t want.What should the employee be asking?But the manager shouldn’t be the only one asking questions. In order to make the most of the meetings, it’s crucial the employee also asks the tough questions.What are the key goals for you?By understanding your manager’s goals, you can better focus on the right aspects in your own work. It is important that you are both aware of each other’s goals and dreams in the workplace.How would you like me to improve my w ork?As well as giving your own insight into improving your work, you also want to know what your manager thinks. Your manager might be able to point out things to you that you wouldn’t necessarily pick up yourself.Do I continue to meet the company’s expectations?You were most likely picked as the preferred candidate from a group of other people seeking employment and you want to know what made the company hire you. Keep asking questions that tell you whether you are still meeting these expectations and what the company would want from you in the future.What can I be accountable for the next time we talk?You want your manager to provide you tasks and goals. Take the initiative to ask about these instead of just assuming to know what they are.How could I help the team this week?You also want to make sure to ask about your role and responsibilities within the bigger team. It’s a good idea to let your manager know you can help him or her deal with tricky situations and to help ens ure every member in the team is doing their job correctly.What challenge could I take to better my career?You should also be aware of the career path your manager has taken and ask his or her insight into how you can improve yours. Your manager might be able to help you find challenges that give your career more focus and perhaps even help you find a position that better suits your ambitions.How could you help me solve this problem?If you have a problem at work, instead of just blurting it out, ask your manager for insights. This will make the issue seem like an obstacle you want to overcome rather than just a whine about the situation.How are you doing?Finally, you should also be interested in your manager’s personal life. Don’t forget to ask about his or her personal activities and goals, as this makes you both feel more at ease together.THE THINGS TO AVOID DURING ONE-ON-ONEFinally, it is important to understand some of the most common pitfalls managers make when it comes to o rganising one-on-ones. Like with many things in life, it sometimes helps to be aware of the things you need to avoid, as well as the things you should be doing.The below points are common mistakes managers make in the meetings, so don’t be too harsh on yourself if you recognise yourself from the points. Just be sure the next meeting you organise won’t be filled with these mishaps.Treating it like an interviewOne-on-one meetings aren’t an interview but rather a conversation. Although you need to ask questions, especially the ones mentioned above, you shouldn’t just make it a question-answer-question kind of situation.Use the questions as a way to engage in a meaningful conversation and one where ideas are born and new thoughts come to life. Let the questions direct the conversation, but not be the sole purpose of it.Furthermore, you need to be careful to avoid following a similar pattern each week or repeatedly asking the same questions. While you need to know how the project is going along, don’t always ask, “So how’s the project going along?”Solely focusing on the businessBusiness here doesn’t just mean the company, but rather aspects of the professional life. Don’t make the meeting only about what is going on in terms of work life, but balance it with personal issues.It’s impossible to completely remove your personal life from your job and therefore you want to be aware of things the employee is going through outside of work. It doesn’t need to get into any detail, but you want to be aware of the personal aspect of the employee’s life as well.Using it as an ego boostThe meeting isn’t about the bragging rights within a team. You shouldn’t ever make it about you as a manager or the company. One-on-ones shouldn’t just be an ego boost for either the manager or the employee, but rather a meeting to discuss the positives and negatives of the project.Furthermore, while talking about your personal lives can help bridge the gap between the two of you and build your relationship further, make sure the conversation isn’t one-sided. Don’t make it all about your own weekend trips!Too rash follow-up judgementsAs mentioned above, you should always follow-up the points discussed at the meeting. But don’t be too quick with the follow-ups in terms of judgement. If you immediately give feedback on the ideas, you are more likely to say ‘no’ to them. On the other hand, you also don’t want to agree with an idea, no matter how good it sounds, without carefully thinking it through.Whether or not you agree with the idea, you need to make sure you justify your reasoning later on. Sometimes you could even continue the conversation at a next meeting, once both of you have brainstormed the idea further.FINAL THOUGHTSOne-on-ones can enhance the way the team operates and help the business flourish. But they are also a great way to learn more about yourself and the work you do. It is, therefore, important to pay attention t o what goes on in the meeting and learn from the feedback you give and receive.A good one-on-one question is always focused on improvement and enhancing your skillset. Don’t treat the meeting as an unavoidable aspect of your job, but rather as an opportunity to improve your own career and help your company to succeed.