I graduated from University of Ontario Institute of Technology (UOIT) with a Bachelors of Engineering (B.Eng.) degree with a major in Electrical Engineering in April 2016. I have been looking for my field job for more than a year.
The United Kingdom (UK) law for recruitment is a key area that makes it necessary for every organisation to follow it. It is important that every organisation, irrespective of which field it is in, follow the laws in order to make the right kind of recruitment process. Similarly, JD Sports needs to comply with the UK laws when recruiting an individual. To begin with, JD Sports should not discriminate between men and women. Under the Equality Act 2006, both the genders should be equal chance at opportunities, and this also includes the transgender people, as it will eliminate discrimination and harassment (Gatewood, Feild, & Barrick, 2010). The Race Relations Act 1976 states clearly that there should be no discrimination on the bases of colour, race, and nationality, ethnic or national origin. JD Sports must make certain that it is not creating any kind of discrimination in this aspect. Lastly, JD Sports have to take into consideration the Disability Discrimination Act (DDA) 1995 in order to make certain that they are giving fair chance of being employed to a disabled person, whether the individual
University of Michigan at Ann Arbor The University of Michigan at Ann Arbor, which is only 45 minutes from Detroit, is a public higher learning institution that was founded in 1817. The University of Michigan is considered to be one of the best colleges in the country.
3. Problem Solving Draw a diagram that shows what you believe Nike’s present organizational structure looks like. Be sure to include all possible components. Next look at the diagram as an organization design consultant. Ask: How can this structure be improved? How can Nike gain even more operating efficiency without losing its performance edge in terms of continually coming up with innovative, high quality, top-design shoes?
CM-chapter 1 case study Competitive Strategy at Sportsman Shoes Sportsman Shoes has been a leader in the shoe industry for more than thirty years. Sportsman manufactures and sells athletic shoes for all types of sports. The company has pursued a low-cost strategy in order to sustain their success. They sell a
According to the textbook racial and ethnic issues have become more prevalent in sports as global migration and political changes have allowed people from diverse backgrounds to come together to follow their dreams of playing sports (Coakley, 2017, p. 216). An example of this is many major league teams have training facilities across several continents allowing athletes from across the globe to be discovered. Pittsburgh Pirates infielder Gift Ngoepe is the first South African born player to make it to the major leagues. This breakthrough has force society to create perceptions about the South African culture and how it impacts Major League Baseball.
The Australian Institute of sport (AIS) is a sports training institution in Australia. The AIS headquarters were officially opened in 1981 and are located in Canberra. It is on a 66 hectare sight and is in the northern suburb of Bruce. There other AIS program outlets throughout Australia. The AIS was thought about in the year 1976 after the AustraliThe Australian War Memorial lye’s at the top of ANZAC Parade, it was officially opened in the year 1941 and preserves the memory of the Australian involvement with the war. It is a memorial for the people of the world for them to acknowledge the soldiers who have fought for our country and died in action on the battle fields, it also is a museum and an art gallery. They say that there is a collection
has, it is very clear that the company is focusing on Nike's future business needs, developing the "bench strength" of the company’s ability through intentional pioneer advancement. In the long process of choosing the suitable candidates who are capable to work in the company, Nike is concerned in their team building because of their well-known brand image. In doing so, Nike can look for suitable candidates that are capable of discriminating task arranging, supervisor responsibility for training and tutoring, and organized learning by means of individual- and group based classroom and learning new things from the web. Looking ahead, key regions of center for NIKE, Inc. incorporate helping workers and supervisors see how to fabricate effective vocations through formal and casual preparing and improvement, enhancing administration advancement, and inviting thoughts. The compulsory test for job seekers who are looking up for higher positions in Nike, candidates have to take is to understand how the company works and how well will the candidates cop in working with the company for Nike’s main focus is to enhance the potential of their employee and develop a leadership capability, this is done in organization and ability audits straightforwardly connected to the business vital needs. In Nike, high position leaders and managers are considered responsible for enhancing the execution, potential,
We are also informed that Knight is subordinate oriented, as per the leadership continuum developed by Tannenbaum and Schmidt. In this approach the manager allows the team to develop options and make decisions within their mandate which has been agreed upon at the onset. In the case of Knight, it is demonstrated on more than one occasion that he is prepared to sit and watch from the sidelines, whilst his executives make decisions. This style is very suitable for industries whereby there is a need for development of new products within the organization. In Nike, we observe that they are always in the process of developing new products and therefore giving his senior executives a “free hand” in developing new ideas and executing them is vital to the success of the organization.
3. Competitive Strategy of the Company 3.1 Value Proposition NIKE, Inc. is the world’s leading innovator in athletic footwear, apparel, equipment and accessories. Their mission is quite simple: "TO BRING INSPIRATION AND INNOVATION TO EVERY ATHLETE* IN THE WORLD. *IF YOU HAVE A BODY, YOU ARE AN ATHLETE." NIKE.com NIKE‘s unique value proposition has
This paper introduces the basic situation and feathers of current athletic and casual footwear industry and raises that active management of
Nike soon realized even though they have attempted to make changes within their subcontracting companies it has not been enough. Nike realized they have an ongoing obligation to the workers, as well to the different cultures that are involved. Nike implemented a process called The Compliance Generation, which involves increasing their business value by establishing the function, fighting fires, building a global team, and establishing partners. Employee management interaction making the work more systematic, building excellence in management audits, building environment, safety, and health global process, creating transparency, and creating ratings. Nike wants to have a transformational focus on building excellence in factory remediation, developing a sustainable sourcing strategy, building business integration and accountability, increasing contract factory ownership of corporate responsibility, and building industry conditions (Nikebiz, 2010).
Nike‘s vertical structure includes CEO Mark Parker and a board of directors chaired by co-founder Phil Knight. Although Nike has functional divisions and divisions based on specific products it is not a matrix organization. In a matrix organization, employees report to a functional and divisional manage. At Nike, employees report to the divisional manager and the president of each division reports directly to the CEO. Nike’s continued product innovation and successful marketing are due to the combination of functional and divisional organization using an operations department to insure communication between divisions. There is division of labor but it is not clearly identified. With a more pronounced division of labor and levels of direct supervision Nike can improve its
Nike, Inc. : Case Study in Operations Management MGT 441 Prepared for: Dr. Davidson, Concord University Prepared by: Jeremiah Nelson Johnathan Coleman Emily O’Dell December 4th, 2012 Introduction Low-cost, time-efficient manufacturing of goods is a key feature of a successful production company in today’s competitive global economy. Operations management, often abbreviated in the business world as OM, is defined as “...the set of activities that creates value in the form of goods and services by transforming inputs into outputs (Heizer and Render, p. 4).” Every day, factories take in raw materials and use the labor hours and skills of their employees to transform those same materials into a variety of consumer products,
Nike Sweatshops With a slogan of “Just Do It,” Nike is known all over the world for its products ranging from apparel to shoes. Receiving recognition and sponsorship from various celebrities and athletes including Michael Jordan, Nike’s brand is generally associated in a positive light. However, the brand itself, variety of products, and numerous sponsors exist as only a few aspects of this continuously expanding brand. Another aspect to consider when addressing the overall existence of a product as well as the constant introduction of new products is the production process itself: how the product came to be, who is involved in creating the product, and where the product is produced.