Antitrust Laws Limit Corporate Aqusition - 4748 Words

Introduction Since the late nineteenth century, the federal government has challenged business practices and mergers that create or may create a monopoly in a particular market. Federal legislation has varied in effectiveness in terms of preventing anti-competitive mergers. Antitrust law is enacted by the federal and various state governments to (1) regulate trade and commerce by preventing unlawful restraints, price-fixing, and monopolies; (2) promote competition; and (3) encourage the production of quality goods and services with the primary goal of safeguarding public welfare by ensuring that consumer demands will be met by the manufacture and sale of goods at reasonable prices. Antitrust law seeks to make enterprises compete†¦show more content†¦ANTITRUST LAWS AND CASES Sherman Anti-Trust Act The Sherman Antitrust Act (15 U.S.C.A.  § 1 et seq.) was the first federal antitrust statute. SEC. 1, 2, and 3, stated that every contract, combination in the form of trust or otherwise, or conspiracy, in restraint of trade or commerce is declared to be illegal; and person who shall monopolize, or attempt to monopolize or combine or conspire with any other person or persons shall be deemed guilty. The Act also entitled to create Federal Trade Commission, and to define its powers and duties. However, its application to mergers and acquisitions has varied, depending on its interpretation by the U.S. Supreme Court. Northern Securities Co. v. United States: Petition under the Sherman Act file March 10, 1902, in the Circuit Court, District of Minnesota, against the Northern Securities Company had acquired and was

Nmc Code of Conduct - 1420 Words

NMC Code-Standards of conduct, performance and ethics for nurses and midwives. The people in your care must be able to trust you with their health and wellbeing. For this I will treat people in my care with equity and respect their dignity at all times. I will make the care of people my first concern. I will work with others to protect and ensure safe health and wellbeing of those in my care, their families and the wider community. I will provide a high standard of practice and care at all times. I will always be open and honest, act with integrity and always will uphold the reputation of my profession. As a professional, you are personally accountable for actions and omissions in your practice and must always be able to justify†¦show more content†¦You must work with colleagues to monitor the quality of your work and maintain the safety of those in your care †¢ 23. You must facilitate students and others to develop their competence Work effectively as part of a team. †¢ 24. You must work cooperatively within teams and respect the skills, expertise and contributions of your colleagues †¢ 25. You must be willing to share your skills and experience for the benefit of your colleagues †¢ 26. You must consult and take advice from colleagues when appropriate †¢ 27. You must treat your colleagues fairly and without discrimination †¢ 28. You must make a referral to another practitioner when it is in the best interests of someone in your care Delegate effectively. †¢ 29. You must establish that anyone you delegate to is able to carry out your instructions †¢ 30. You must confirm that the outcome of any delegated task meets required standards †¢ 31. You must make sure that everyone you are responsible for is supervised and supported Manage risk. †¢ 32. You must act without delay if you believe that you, a colleague or anyone else may be putting someone at risk †¢ 33. You must inform someone in authority if you experience problems that prevent you working within this code or other nationally agreed standards †¢ 34. You must report your concerns in writing if problems in the environment of care are putting people at risk Provide a highShow MoreRelatedThe Nursing Midwifery Council ( Nmc ) Code Of Conduct1728 Words   |  7 PagesWithin this assignment a discussion based on how the nursing midwifery council (NMC) code of conduct relates to person centred care will be carried out. Firstly this assignment will describe person centred care and nursing care and comment on their importance within nursing practice. This will then lead into a discussion on NMC code of conduct and the purpose it serves for nurses, midwifes and an individual receiving care from wither of these professions. 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The Kohlberg Theory (Kohlberg, 1981) underpins such â€Å"moral reasoning.† Moral reasoning bases its theory aroundRead MoreThe Purpose Of This Essay Is To Examine An Interaction1179 Words   |  5 Pagesan interaction from my clinical placement, which has required me to demonstrate professional conduct (NMC 2015).†¯Professionalism is ‘achieving excellence in patient-focused care; to practis e with awareness, competence and compassion to high ethical and clinical standards with up-to-date knowledge’ (Brown and Gobbi 2007:5). Therefore it is vital that nurses, student nurses and all other NHS workers conduct themselves professionally as this will lead to them adhering to the patients’ needs effectively

Aspirational Framework Strategic Human Resource Management

Question: Discuss about the Aspirational Framework for Strategic Human Resource Management. Answer: Introduction This study deals with discussing on how Human Resource Management makes difference by adding positive value to Business Organization (Storey 2014). In case of companies, it considers employees with gaining valuable assets as well as human resource has extreme value. In other words, Human Resource Manager believes in motivating employees so that employee achieves top performance. Addition to that, HR Manager maintains organizational culture with high morale of workers. Strategic Human Resource Management considers as a prominent view for understanding the role of functional areas for building as well as developing strong organization. In the recent world, economic volatility as well as uncertainty gains understanding in every aspect of business aims for re-examining for its value for creating and sustaining profitable growth (Renwick, Redman and Maguire 2013). In other words, Adding Legitimacy act as skepticism towards new technologies enabling automation of given routine transactions as well as off shoring and shared service organization Human resource management making huge difference by adding value to an organization From the article Adding Value through Integration and Involvement, it majorly explores benefit of HRM in final decision-making process (Purce 2014). In this particular literature review, it pays major attention devoted towards diverse roles as well as activities of HRM in decision-making process. In other words, integrated model for managers perceptions regarding benefit of HRM based upon interview from HR Directors, Top Managers and Line Managers. This model permits profiling HR function by using two variables. It involves HR roles by benefit as well as HR positions concerning degree of involvement in final decision-making process (Oke 2016). From the past decade, most of the organization makes strategies in increasing competitive pressure (Mathis et al. 2016). This means intensified international competition emphasizing on slower growth as well as declining markets forcing companies in reducing costs as well as adds value to the people, process and structure. In other words, new competitive reality is faced by major organization calling on different capabilities (Renwick, Redman and Maguire 2013). Question arises on why organization aims in adding value to its clients, employees and investors. Human Resource Management considers as major functions depending upon the developmental as well as implementation of strategic responses regarding the pressures (Jackson, Schuler and Jiang 2014). Delivering Value through Strategic Human Resource Management According to Storey (2014), Strategic Human Resource Management links with Human Resource Management in connecting strategic goals as well as objective for improving business performance and developing organizational cultures for fostering innovation and flexibility. In other words, these particular definition high contrasts in terms like back office, cost center as well as internal consultants and support activities for describing the HR function (Buller and McEvoy 2012). Storey (2014) distinguishes three drivers areas whereby Human Resource Management delivers value for the organization. Thos reveals relative importance regarding this benefit differing from the given areas. The main benefit of Human Resource Management placed under the strategic domain such as compensation policies, Executive Development as well as succession planning and competing in an effective way. On the contrary, HR-services involve recruitment, training as well as performance management and succession planning (Budhwar and Debrah 2013). Oke (2016) provides unique model for adding value of Human Resource Management. It establishes major four roles for Human Resource Professional in four resulted domains. From the above presented figure, two axes indicate focus as well as activities of Human Resource Professional. Focus majorly ranges starting from short-term or operational to long-term to strategic (Bennett and Ho 2014). This means Human Resource Professionals needs to be operational and strategic in nature. There are various activities ranging from managing process such as HR tools as well as systems for managing people in an effective way. The second axes depict constitution of importance in Spencer Model focusing on exclusive HR process. Therefore, combination of both the axes results majorly on acting for roles such as management of strategic human resources, employee management as well as management of administration and transformational change (Armstrong and Taylor 2014). The above four roles describes as the four-result domains where Human Resource management help in creating value for given business organization (Alfes et al. 2013). In other words, Management of Strategic Human Resources involves activities establishing aligning of HRM as well as business strategy. Change Management involves organization possessing the ability for bringing change in the organization whereby management of employee contribution like listening and responding to employees (Jackson, Schuler and Jiang 2014). People and Performance Companies are majorly coming out with common sense of understanding whereby Human Resources Manager manages with key link towards attaining company success such as people and performance (Renwick, Redman and Maguire 2013). In other words, long-term success as well as financial performance of any organization correlates with talents as well as motivation and people accomplishments at the same time. In most of the cases, people make as well as sell products, working with customers and collaborating for final decision-making process. Therefore, one of the primary way illustrates where Human Resources adds value to a business with the help of promoting link as well as training employees. This is by rewarding strong performing employees at the time of working at workplace (Buller and McEvoy 2012). Talent Acquisition and Retention It is important to understand the fact that talent and retaining of top talent employees considers as main foundation of high-performing companies (Renwick, Redman and Maguire 2013). In other words, Hr is largely responsible in way of building as well as managing the systems recruiting, attracting and retention of best employees. This involves establishing strong job designs as well as hiring of right employees for matching activities. Therefore, these aspects help in building strong interviewing as well as screening process in constructing motivation compensation programs (Jackson, Schuler and Jiang 2014). Legal Protection Legal Protection considers as one of the important way for HR for adding value with the help of legal protection from discrimination as well as wrongful termination lawsuits. In other words, HR professionals should continuously speed up activities especially on employee laws as well as educating Executives and Managers. This help in designing hiring activities as well as promotional systems for promotion fairness and equality (Renwick, Redman and Maguire 2013).. Interview questions mainly align specifically towards job like minimizing risks in a discrimination claim. Therefore, this element of HR can be easily valuable at diverse workplace. Planning In case of proactive measures, HR strategies will help in undertaking reactive responses in aligning with employment condition (Renwick, Redman and Maguire 2013). In addition, Human Resource Professionals plays major role especially in planning activities. Most of the HR Directors serves as major role on company management teams as well as participating in strategic planning actions (Buller and McEvoy 2012). This involves assessment in understanding company strengths, weakness as well as opportunities and threats. Therefore, Human Resource Participants contributes towards current view as well as future expectations of people and needs of resources. It majorly discuss on the compensation as well as training changes towards researching on the emerging opportunities as well as threats at the same time. The desire to get strategic analysis embedded in the HR Departments. This majorly means deployment of gaining professional knowledge as well as skills in way of working with managers for bringing improvement in an organization. In other words, it means adding value for focusing the mind regarding the outcome of HR contribution (Jackson, Schuler and Jiang 2014). Benefit of HR Department delivers values depending upon the major issue prevailing in the business organization. Recent organization renders major emphasis upon flexibility as well as innovation and creation as key issues for final decision-making process. In the man strategic process, HR Department affects proper decision-making process after incorporation Strategic Human Resource Management in many theories. The theories render implications of working of Human Resource Professional who are responsible for managing people in the most appropriate way. Conclusion From the above study, it has been noted that Human Resource Management perceives as a main partners in and within business organization. Adding value of HR function varies largely among other companies. In one of the article, it discuses on How workforce analytics provide positive measure affecting the Human Resource activities. Before even measuring the benefit of HR, it is important to define the real meaning of expression. Therefore, it is defined as measuring the benefit of HR. In the first step, it is recommended not to adopt all the possible option available. Rather, it is reliable in determining the priorities after identifying which are the stakeholders who are strategically important in other cases. It will help in adding values as defining the nature of value or in case benefit from HR initiatives. This help in examining the variables for predicting the values as well as involvement of Human Resource Management in given business organization. In other words, this perception help in determining Human Resource Management by developing models for mapping adding values in their HR function Reference List Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), pp.330-351. Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bennett, J.M. and Ho, D.S., 2014. Human resource management. In PROJECT MANAGEMENT FOR ENGINEERS (pp. 231-249). Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan. Budhwar, P.S. and Debrah, Y.A., 2013. Human resource management in developing countries. Routledge. Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), pp.43-56. Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), pp.1-56. Mathis, R.L., Jackson, J.H., Valentine, S.R. and Meglich, P., 2016. Human resource management. Nelson Education. Oke, L., 2016. Human Resources Management. International Journal of Humanities and Cultural Studies (IJHCS)? ISSN 2356-5926, 1(4), pp.376-387. Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67. Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), pp.1-14. Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.

Saxonville Sausage Case Analysis Essay Sample free essay sample

Saxonville Sausage Company. a 70-year-old in private held household concern. produces a assortment of porc sausage merchandises. therefore already holding a loyal client base. Their Italian sausage. soon branded as Vivio. became portion of the Italian sausage market in 2002. yet has experienced level gross revenues. Therefore. the company needs to increase their consciousness. client base. and gross revenues with their Italian Sausage merchandises. They must now find an ideal name for their line of Italian sausage. and if they should go on nationally with the Vivio trade name name. or make different tactics. including a name alteration. in positioning the merchandise. In order to derive a clear apprehension of the merchandise benefits. properties and ideals. the company needs to understand current behaviours. consumer triggers to buy. and their unmet demands. through extended research and consumer analysis. External Situation ( See Appendix 1 for full listing ) The figure of people eating sausage for breakfast is diminishing. We will write a custom essay sample on Saxonville Sausage Case Analysis Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page as it is going more of a basic for particular occasions. such as weekends. Yet. with the right selling program. Saxonville has the possible to go a national class leader and do their merchandise popular amongst every major food market shop in the U. S. Since 2004. all sausage manufacturers had seen wholly level growing. 0 % volume addition countrywide. for both the bratwurst and breakfast classs. And. in the short-run. small or no growing was expected. Despite this slow advancement of the market. Italian sausage showed growing across manufacturers in the retail sausage market. The Saxonville squad believes Italian sausage has an untapped potency market with male cooks. who may desire to do sausage a broil basic for weekend barbeques. Achieving more shops in the northeasterly markets is another chance for the company. Internal Situation ( See Appendix 1 for full listing ) Vivio has created an established relationship with consumers under the Saxonville trade name name. In 2005. the company was able to bring forth grosss of about $ 1. 5 billion. Even though Vivio is merely available in 16 % of the nation’s largest supermarkets. the merchandise was able to fit the degree of class growing in the retail sausage market. With these achievements. the company must besides analyse their defects. Saxonville’s bratwurst and breakfast sausage is sold across the U. S. . but is really limitedly distributed in shops in the northeasterly markets. The company underperformed the market in breakfast sausage. ensuing in a double-digit diminution in gross. Saxonville doesn’t spend adequate money in the breakfast class to vie with large participants. The Bratwurst division fired their ad bureau midway through the twelvemonth. therefore were unable to develop a new run. They besides did non make plenty in positioning Vivio or making a typical individual ity. Equally far as selling goes. Saxonville merely supported the Vivio trade name with base trade disbursement. They besides have non spent the clip to carry on market research on the Italian client. Strategic Alternatives ( See Appendix 2 for pros and cons of each option ) After much research and scrutiny. there are a few options the company can see to better their topographic point in the market. To win. the trade name should associate its merchandise to the nucleus values of their mark consumers. so clients will experience good about utilizing that trade name. In order to find the best placement scheme. Banks conducted qualitative and quantitative research from mark consumers to understand their behaviours and demands. The best beginning for penetration on how the company should place itself is females. since they are the primary buyers and prepares of Italian sausage. Research showed that the company has two feasible options to take from in nearing a placement construct to prosecute. The first option would be to place the company’s Italian sausage with the mantra. Family Connection. which is closest to the mark customer’s nucleus values. A 2nd option would be to place the sausage with the phrase. Clever Cooking. It was easier to supply tactical support for Clever Cooking. Because the activity of out-of-door broil of bratwurst is non correlated to the consumers’ usage of Italian sausage on the weekends. the company doesn’t need to fear the cannibalization of their other trade names with this selling scheme. Both options have proven feasible constructs and suit the standards necessary of being realizable by the chosen day of the month for the brand’s national launch. Recommendation To optimise trade name individuality. the company should prosecute the first option of marketing the thought of Family Connection. This thought is more typical and lasting holding resulted in the highest figure of purchase purpose when compared to the other construct. This placement thought besides received the highest ballots in a canvass of consumers. inquiring which positioning construct they liked best. The Family Connection construct is meant to picture household and friends sharing one repast of good nutrient – â€Å"It Welcomes You In. † This construct entreaties to the emotional and functional benefits of Saxonville’s mark consumers’ nucleus values. of desiring to experience per se. that ( she ) is making a good occupation and will fulfill her trade name demands. Because â€Å"Vivio† ranked 7th when asked which trade name names fit best with the consumers’ â€Å"ideal† Italian sausage merchandise. I believe it is in the company ’s best involvement to reconsider the name of their Italian sausage trade name. The most popular name was â€Å"Italy’s Best. † Saxonville has established trueness with their trade name individuality and should do certain that when renaming their Italian sausage merchandise. they should include their name on the label and selling run. As for the 4P’s. I believe the company should lodge with their current merchandise. Italian sausage. but rename the merchandise. The monetary value of the merchandise is equal yet the company should pass more money on their advertisement of this peculiar merchandise. The company can market Italian sausage to Italian fresh markets which are known for their high quality meats. This would assist to make the homey. reliable. Italian heritage image. consumers crave. Recording current consumer information. such as nothing codification. as they purchase. will assist the company track the â€Å"place† of mark clients and finally enter a different market. This will enable the company to see which geographical cou ntries they are losing. while non taking concentrate off from present clients. Decision In decision. Saxonville should go on with their Italian sausage merchandise. but should rename the trade name from Vivio. to Italy’s Best. They should besides spread out the geographic parts in which their sausage merchandise is available to northeasterly supermarkets. to bring forth more gross. Even though Vivio. has created an established relationship with Saxonville consumers. we have come up with a program that won’t deflect from this advantage. In advertisement. Saxonville should include their household name when mentioning to Italy’s Best. every bit good as their traditional nickname. â€Å"The Family Company† . Saxonville stalwarts will acknowledge the mantra and trade name. and hence seek an extra merchandise by the trade name that they may non typically purchase. In the long tally. passing a little more to strategically market this trade name of the company will make exponential benefits for Saxonville in grosss. This revamped positioning scheme f or Saxonville will better their net income aims and turn the company’s trade name trueness. It will besides better their stance in the market of breakfast sausage and finally assist them go the national class leader for the market.