Samsung Mobile Company Essay Example | Topics and Well Written Essays - 2750 words

Samsung Mobile Company - Essay Example Therefore an information audit is vital in determining whether a company is utilizing its information resources adequately to enable it to compete favorably within the business environment. As a result it is evident that an information audit has a major contribution to a company’s information systems strategy. This paper gives a critical analysis of the contribution of information audit to the information systems strategy with special reference to the Samsung Mobile Company which is the case study in this discussion. In addition, the application of competitive intelligence in strategic information system analysis is discussed in this paper with examples of Samsung Mobile Company’s Critical Success Factors being used to discuss how information audit contributes to a company’s information systems strategy. Bateman (1997, p. 167) asserts that it is through an information audit that a company is able to identify all the information resources available to it. Samsung Mobile Company has vast information resources both within and outside the organization. These resources include human expertise. Information can also be obtained through research on specific aspects of business operation such as marketing and training. Identification of the information resources of the company is crucial to enable the management come up with strategic information system strategies. ... These strategies include the development of various computer applications which are to be used in effective management of the company’s resources as a way of facilitating the achievement of objectives. According to Chen et al. ( 2010, p. 233), the production and marketing functions of a company perform optimally when information systems are used to facilitate the production process of a company in addition to the promotion of its brands. This is essential in making a company have a competitive advantage over other businesses dealing in the same line of products. Through an information audit, Samsung Mobile Company will be able to have strategic plans for the application of technology in promotion of its mobile products to have a competitive advantage over its competitors such as Nokia and Sony Erickson. As explained by Dubois (1995, p. 20), an information audit is essential for all organization because it enables them to identify and determine their information needs. Informat ion is very essential in any production company because it acts as the most important resource for the successful achievement of goals and objectives. Samsung Mobile Company should do an information audit to enable its management to make strategic plans on the information technology which is needed to enable the company meet its information needs. For example the company needs information about the political, economic, social and technological environment which will allow it to compete favorably with other mobile manufacturers. However Akhavan, Jafari and Fathian (2006, p. 97) point out that identification of the information needs during an information audit should focus on the information which

Charles Cotesworth Pinckney :: essays research papers

Charles Cotesworth Pinckney was born on February 25th, 1746 at Charleston, the eldest son of a politically prominent planter and a remarkable mother who introduced and promoted indigo culture in South Carolina. 7 years later, he accompanied his father, who had been appointed colonial agent for South Carolina, to England. As a result, the young Charles enjoyed a European education. Pinckney received tutoring in London, attended several preparatory schools, and went on to Christ Church College, Oxford, where he heard the lectures of the legal authority Sir William Blackstone and graduated in 1764. Pinckney next pursued legal training at London's. Middle Temple and was accepted for admission into the English bar in 1769. He then spent part of a year touring Europe and studying chemistry, military science, and botany under leading authorities. Late in 1769, Pinckney sailed home and the next year entered practice in South Carolina. His political career began in 1769, when he was elected to the provincial assembly. When South Carolina organized its forces in 1775 to battle the British, Pinckney joined the First South Carolina Regiment as a captain. He soon rose to the rank of colonel and fought in the South in defence of Charleston and in the North at the Battles of Brandywine, PA, and Germantown, PA. When Charleston fell in 1780, he was taken prisoner and held until 1782. The following year, he was discharged as a brevet brigadier general.Pinckney was one of the leaders at the Constitutional Convention. Present at all the sessions, he strongly advocated a powerful national government. His proposal that senators should serve without pay was not adopted, but he exerted influence in such matters as the power of the Senate to ratify treaties and the compromise that was reached concerning abolition of the international slave trade. After the convention, he defended the Constitution in South Carolina. In 1796, however, he accepted the post of Minister to France, but the revolutionary regime there refused to receive him and he was forced to proceed to the Netherlands. The next year, though, he returned to France when he was appointed to a special mission to restore relations with that country. During the ensuing XYZ affair, refusing to pay a bribe suggested by a French agent to facilitate negotiations, he was said to have replied "No! No! Not a sixpence!"When Pinckney arrived back in the United States in 1798, he found the country preparing for war with France.

Hiring Outsiders Essay

This is why companies look to hire people from the outside. They do this because they are looking with people who will bring unique skills to the company. Also, it can give the company new ideas and new energy for the work place. The article states that â€Å"the thought processes are common among workers and bosses, and  a new study  shows how they play out. The study, by  Matthew Bidwell, an assistant management professor at the Wharton School of the University of Pennsylvania, found that external hires, on average, make around 18 percent more money than internal employees with similar positions. I found this statement to be a very interesting point when it comes to the debate on whether or not to hire or not from the outside. It definitely shows that the numbers are better for profit, so that is definitely a big positive when it comes down to the question for managers who ask should they hire externally? However, later on in the article it states that in that same study, th ey perform less well in the first two years and are also more likely to leave or be let go. This is why companies don’t hire from the outside, because it takes to long for the employees to get use to the company they were hired at, rather then the one they were doing well at previously, this is one con of hiring from the outside. There are many other disadvantages about hiring from the outside as well. One of these factors would be it increases the chances of the work place morality to drop. What I mean by this is that if the people in the work place of the current company they are at hire other people for positions they are qualified for, this would possibly tick people within the company ff, and maybe even question those people if they should stay with the company or not. I remember you gave an example in class about how you were brought in for a company and one employee even confronted you and said how you took his job. This can definitely make the work place very uncomfortable for employees at the job. Just because a person did good at their current job does not mean they will automatically do good for the new company that hires them. The new employee will have to adapt to the new culture of the company and this can be very hard for new employees. Also, giving employees a chance to be promoted if they work hard is a benefit of hiring from the inside. This incentive definitely gives people something to work hard for and try to earn. I know for me, I don’t want to switch jobs a lot and if I were working at a place I would love the opportunity to keep moving up in the company if I was working hard. The article talks about how people within the company know the â€Å"do’s and don’ts of the company. † New people that companies bring in are unaware of what to do in certain situations and probably don’t have a very good idea of what the company is about compared to people that work within company. I definitely understand about what companies are trying to do from the outside, but some companies are blind to the fact that it will take a while for the new employees to gel in with everyone and the work place of the company. Overall, of course there is many benefits that include hiring from the outside, which include fresh skills and ideas. But the article states that Professor Groysberg says employers need to be much more strategic about hiring so that the organization has the right mix of old and new. This is a very important statement due to the fact that a company must decide is it really important that they absolutely need someone from the outside rather than someone who is already working there already? For employees that put in their two weeks because they are unhappy with the company hiring from the outside, the article has a very good solution for this. In the last meeting, it is important to ask what can we do to keep you here. Most of the time, people will say a raise. A good answer to this question would be we understand you want that but we don’t know if that’s possible, what else can we offer to you that is important to you? Answers like these will definitely help people from quitting to staying at the company.

Phrygian Cap/Bonnet Rouge

The Bonnet Rouge, also known as the Bonnet Phrygien / Phrygian Cap, was a red cap which began to be associated with the French Revolution in 1789. By 1791 it had become de rigueur for sans-culotte militants to wear one to show their loyalty and was widely used in propaganda. By 1792 it had been adopted by the government as an official symbol of the revolutionary state and has been resurrected at various moments of tension in French political history, right into the twentieth century. Design The Phrygian Cap has no brim and is soft and ‘limp’; it fits tightly around the head. Red versions became associated with the French Revolution. Sort of Origins In the early modern period of European history many works were written about life in ancient Rome and Greece, and in them appeared the Phrygian Cap. This was supposedly worn in the Anatolian region of Phrygian and developed into headwear of liberated slaves. Although the truth is confused and seems tenuous, the link between freedom from slavery and the Phrygian Cap was established in the early modern mind. Revolutionary Headwear Red Caps were soon used in France during moments of social unrest, and in 1675 there occurred a series of riots known to posterity as the Revolt of the Red Caps. What we don’t know is if the Liberty Cap was exported from these French tensions to the American Colonies, or whether it came back the other way, because red Liberty Caps were a part of American Revolutionary symbolism, from the Sons of Liberty to a seal of the US Senate. Either way, when a meeting of the Estates General in France in 1789 turned into one of the greatest revolutions in history the Phrygian Cap appeared.There are records showing the cap in use in 1789, but it really gained traction in 1790 and by 1791 was an essential symbol of the sans-culottes, whose legwear (after which they were named) and their headwear (the bonnet rouge) was a quasi-uniform showing the class and revolutionary fervor of working Parisians. The Goddess Liberty was shown wearing one, as was the symbol of the French nation Marianne, an d revolutionary soldiers wore them too. When Louis XVI was threatened in 1792 by a mob which broke into his residence they made him wear a cap, and when Louis was executed the cap only increased in importance, appearing pretty much everywhere that wanted to appear loyal. Revolutionary fervor (some might say madness) meant that by 1793 some politicians were made by law to wear one. Later Use However, after the Terror, the sans-culottes and the extremes of the revolution were out of favor with people who wanted a middle way, and the cap began to be replaced, partly to neuter opposition. This hasn’t stopped the Phrygian Cap reappearing: in the 1830 revolution and the rise of the July monarchy caps appeared, as they did during the revolution of 1848. The bonnet rouge remains an official symbol, used in France, and during recent times of tension in France, there have been news reports of Phrygian Caps appearing.