Essay on Charlie Gordon in Flowers for Algernon by Daniel...

Flowers for Algernon essay â€Å"Eagar, Determined, and Motivated:† these three words describe Charlie Gordon in Daniel Keyes’s story â€Å"Flowers for Algernon†. Daniel Keyes writes about a thirty two year old man with a low IQ (Charlie Gordon) who strives to become â€Å"normal†. Charlie will do anything to become smarter even letting two doctors preform brain surgery to enhance his learning capability. Charlie evolves throughout the novel and by the end of his journey although his IQ is low he is a more complete person. He learns the true meaning of friendship and demonstrates intellectual growth as a person by overcoming obstacles and understanding various lessons. Friendship consists of expectations, perceptions and the importance of it.†¦show more content†¦Charlie shares the whole experimental experience with Algernon and Charlie discovers his own future through Algernon. However when Charlie falls intellectually we see the strength of friendship at the end of the novel and Charlie’s last words are â€Å"put some flowers on Algernon’s grave in the bak yard† (Keyes, 311). This shows that Carlie understood the true meaning friendship, that it can take place between anyone and anything as long as it’s unconditional. Intellectual growth is the development of one’s ability to process information and form your own conclusions. We see Charlie’s intellectual growth throughout the book. He eventually surpasses everyone around him and starts viewing them with a more critical eye. On April first Charlie surprises his workmates by demonstrating that he can operate the dough mixer and the on April twenty first he redesigns the whole dough mixing process. Charlie makes tremendous psychological leap with his realization. When Charlie says â€Å"’Gimpy stealing from Mr.Donner †¦ I wanted to hit him† (Keyes, 88) this statement reveals that Charlie is capable of solving moral predicaments, such as Gimpy’s theft all by himself due to that fact all his coworkers want him fired and Charlie is disappointed by their insecurity. When Charlie was on the same intellectual level as everyone around him he says that he once looked up to them intellect people he once though t. Charlie’s greatest leap towardsShow MoreRelatedEssay on Flowers for Algernon by Daniel Keyes1120 Words   |  5 PagesFlowers for Algernon by Daniel Keyes is a classic science fiction set in southeastern New York, New York City. The fictitious prose traces a mans inner psychological journey within from a world of retardation to a world of great intelligence. Narrated through a series of empirical Progress Reports, Flowers for Algernon follows the intellectual and emotional rise and fall of Charlie Gordon, a young man born with an unusually low Intelligence Quotient (IQ), as he becomes the first human pilot-studyRead MoreFlowers for Algernon Essay679 Words   |  3 PagesFlowers for Algernon Short Story Essay Flowers for Algernon (1959) by Daniel Keyes uses different techniques including Changes in Grammar, Spelling, Punctuation and Algernon as a symbol to produce the themes of Mistreatment of the Mentally Disabled, The Tension between Intellect and Emotion, The Persistence of the Past in the Present and Algernon as the symbol. All these techniques are presented from Charlie’s first person narration in his progress reports. Daniel Keyes signals Charlie’s changingRead MoreAnalysis Of Flowers For Algernon1034 Words   |  5 Pagesis on Daniel Keyes’s, â€Å"Flowers for Algernon†, and how it relates back to psychology. Within this paper it will discuss how ‘Flowers of Algernon† relates back to many psychological theorems or ideas. Such ideas may include physical and sexual development, intelligence testing, and personal relations. All these theories and ideas would have been proposed by psychologists like G. Stanley Hall, or Howard Gardner. As your read on in the paper you will learn how the main character, Charlie Gordon, canRead MoreIs Flowers for Algernon Science Fiction?700 Words   |  3 PagesIs Flowers for Algernon Science Fiction? Science fiction is â€Å"fiction dealing principally with the impact of actual or imagined science on society or individuals or having a scientific factor as an essential orienting component† (Merriam-Webster). Flowers for Algernon was written by Daniel Keyes. Flowers for Algernon is about a man named Charlie who underwent an experimental operation to attempt to increase his intelligence. Unfortunately, Charlie has to undergo many challenges: the loss ofRead MoreEssay on Flowers For Algernon by Daniel Keyes1347 Words   |  6 Pagestreat those who are different in a negative or positive way? In the novel Flowers for Algernon, the author Daniel Keyes shows an in depth look at the treatment of individuals in todays society. Firstly society tends to discriminate against those whose IQ does not fit into the norms of our society. The physically handicapped in todays world are not considered to be equal as those who fit into the normal physical appearance, Keyes portrays this t hrough Charlies thoughts while in the cafà ©. AlthoughRead MoreFlowers for Algernon (Persuasive) Essay1373 Words   |  6 Pagestreat those who are different in a negative or positive way? In the novel Flowers for Algernon, the author Daniel Keyes shows an in depth look at the treatment of individuals in todays society. Firstly society tends to discriminate against those whose IQ does not fit into the norms of our society. The physically handicapped in todays world are not considered to be equal as those who fit into the normal physical appearance, Keyes portrays this through Charlies thoughts while in the cafà ©. AlthoughRead MoreCharacter Analysis Of Flowers For Algernon785 Words   |  4 PagesFlowers for Algernon In the short story, â€Å"Flowers for Algernon†, Daniel Keyes writes about an intellectually disabled man named Charlie Gordon. Charlie’s goal is to become intelligent. Charlie volunteered to be in a medical trial that would help him triple in intelligence. The operation did work, and Charlie’s intelligence tripled very quickly. However, very soon after, his intelligence began to quickly decline. Charlie ended up with the same amount of intelligence that he started with. CharlieRead More Flowers For Algernon Essay864 Words   |  4 Pages The story quot;Flowers for Algernonquot;, by Daniel Keyes, that we read in English was about a mentally retarded person, named Charlie who had an operation to increase his intelligence, but the operation was a failure and Charlie is slow again. He wants to move now so society won’t ridicule him for being slow again. Daniel Keyes wrote this short story for good reasons. Daniel Keyes wrote quot;Flowers for Angernonquot; to show people from an outside look on how we treat mentally challenged peopleRead MoreThe Role Of Stupidity In Flowers For Algernon By Daniel Keyes1048 Words   |  5 Pagesof a person’s care and attitude towards his or her cared ones. Charlie begins to understand that when he becomes smarter, his attitude, relationship and social skills change. Flowers For Algernon by Daniel Keyes, is about a 32 year old mentally challenged man named Charlie Gordon. He attends the Beekmin College For Retarted Adults where he learns new things because he has a motivation and willingness to learn new things. Charlie Gordon undergoes several problems throughout the novel from a mentallyRead MoreThe Outsiders By Harry Potter839 Words   |  4 Pagesponyboy is the second youngest. Harry potter is a book about a boy who lived through a terrible killing genocide by a feared wizard named Voldemort or Tom Riddle. Flowers for algernon, Or FFA is a book about a guy with a mind disablity, his IQ was very low for a grown man. All of these characters, Ponyboy, Harry Potter and Charlie Gordon all struggled to have the world accept them and it was very hard for them to fit in. In Harry Potter acceptance was a big part of Harry s life, he always had to

Grandparents Raising Grandchildren At The United States

Grandparents Raising Grandchildren 1 Tesia Echaves CHLD 112 April 6, 2016 Grandparents Raising Grandchildren In The United States Grandparents Raising Grandchildren 2 Paola Scommegna is a senior writer/editor at the Population Reference Bureau.http://www.prb.org/Publications/Articles/2012/US-children-grandparents.aspx. In this article Bureau states that in March 2012 the growing number of children in the United States are living with a grandparent. In 2010, about one in fourteen U.S. children (7 percent) lived in a household headed by a grandparent for a total of 4.7 million children, up from 5.4 million in 2005. In fact, over the past 40 years, the share of U.S. children living in a grandparent s household has†¦show more content†¦In most cases, grandparents never anticipated the need to raise their grandchildren, and they are often ill-prepared to care for one or more children. Unlike traditional foster parents, many grandparent caregivers who informally assume responsibility for their grandchildren are offered no training to raise traumatized children, and receive limited financial assistance to meet their grandchildren’s basic needs. Regardless of these challenges, many take on the parenting role valiantly, but grandparent caregivers may be financially poor and have little exper ience navigating bureaucratic systems for specialized services. Ultimately, the grandchildren are at risk for not receiving adequate supports for positive growth and development. The number of grandparents serving as primary caregivers for their grandchildren has increased nationally in the past twenty years, but the phenomenon is most prevalent in the southern region of the nation. Harleena Singh May 25th, 2012. 2010-2015 Aha!Now. A life blog and community powered by WordPress theme from ThemeForest. http://www.aha-now.com/what-challenges-grandparents-raising-grandchildren-face/ Often time’s grandparents raising grandchildren face many challenges that are not easy for them to deal with. However, grandparents raise their grandkids willingly and happily

Impact of Money and Other Financial Rewards

Question: Discuss about the Impact of Money and Other Financial Rewards. Answer: Introduction In the contemporary society, financial rewards such as bonuses and incentives have played a pivotal role in creating a sustainable environment within the workplace. The rewards are likely to inspire and motivate the employees thus increasing their productivity. Moreover, financial rewards make the workers to feel that the organizations have recognized their presence and contribution in the workplace (Osterloh Frey 2014 p. 549). The allocation of money and other financial rewards is therefore likely to ensure that the employees work harder so as to gain more money in the organization. Through working hard, the operations of the organization will be improved tremendously resulting in the achievement of the goals and objectives. The paper critically examines both the positive and negative effects of monetary rewards on employees in an organization. Advantages of using money and other financial rewards for employees There are several benefits that a company can realizes through rewarding employees with money in the workplace since money motivates the employees. The benefits include: The main benefit that both the employees can experience from monetary rewards is improved performance. Financial rewards such as bonuses, incentives and handouts to skilled workers can motivate them thus resulting in an improved performance. According to Luthans Stajkovic (2015 p. 55) through giving out of money and other financial rewards, the employees will develop a positive attitude towards work. The workers will realize that their efforts are being recognized and appreciated in the company. Therefore they will work harder so as to continue getting cash handouts and bonuses from the business. Improved performance also plays a critical role in increasing the productivity of the employees. Motivation has brought a significant impact on the employees productivity. The motivation of workers through financial rewards is more likely to result in the completion of assigned tasks according to the goals and objectives of the company. Workers who are not given monetary rewards are less mo tivated thereby demoralizing them hence they cannot effectively undertake the companys assigned duties and projects (Aguinis et al 2013 p. 238). For instance, multinational organizations such as Johnson and Johnson Pharmaceuticals have embraced the practice of giving employees cash handouts as well as bonuses and incentives so as to improve their work performance. Therefore money and other financial rewards are fundamental in enhancing employment relationship within an organization. Enhances sustainability within the organization Another long-term benefit of monetary rewards is sustainability. One of the major goals of business organizations is to achieve sustainability. Through giving cash handouts and incentives to employees, the workers will feel motivated and therefore effectively undertake the assigned roles and projects. Enhanced operations in the organization will lead to the achievement of organizational goals. Employees who are motivated therefore become more productive. According to Kaplan Norton (2013 p. 95) after the goals of the business have been achieved, the firm can therefore venture into other roles such as corporate social responsibility and environmental conservation. Through such measures, the firm can attain sustainability since the local community will feel the positive impact of the business on them. Moreover, through giving of financial rewards, the business increases the income of each individual employee leading to a satisfied workforce. Therefore giving financial rewards such as b onuses and incentives helps an organization to attain sustainability in the long run. Through attaining sustainability, the business can have a significant impact on the society. There has been an increasing need for both small and multinational business to embrace sustainability so as to have a positive influence on the community. Reduces employee turnover Giving money and other financial rewards to employees can also lead to a reduction in the number of employees who are leaving the business. Employees who are not well paid in the business tend to look for better pay in other organizations. The practice results in the decrease in performance and productivity of the organization. However, through giving financial rewards, the employees will become motivated since the monetary rewards will boost their income (Durant et al 2012 p.547). An increase in income will also result in a rise in economic sustainability among the workers. The employees therefore will be in a position to afford the basic needs as well as the secondary wants. Employees who are given financial rewards will therefore become hesitant in moving away from the company. Employee turnover is one of the greatest setbacks that contemporary business organizations have been facing. It results in the loss of skilled workers who can improve the operations of the business. However , through giving financial rewards, the business can retain the employees thus achieving its goals and objectives. Moreover, through giving of financial rewards, the business will be developing a vital employment relationship within the organization. Results in innovation and creativity Rewarding employees with money and other financial rewards such as bonuses also results in innovation in the long term. According to Finkelstein et al (2012 p.932) employees who are constantly given monetary rewards due to exemplary performance will strive to perform better so as to continue receiving the monetary awards. Through the process of improving their performance within the organization, the employees can develop an idea into an innovation that can have a tremendous impact on the operations. According to Rowlinson Procter (2013 p.388) most of the multinational organizations such as Apple Incorporation have created an enabling environment for innovation through giving their employees monetary rewards. The company gives the employees monetary rewards and assigns them duties that they are expected to produce efficient end results. In the process, the workers become innovative and apply the knowledge in improving the operations of the organization. For example, if the company i s the automotive industry, the employees can develop an innovation of modern and sophisticated motor vehicle brands and models. Alternatively, in the telecommunication industry, the workers can develop new designs of cell phones or operating systems of computers (Loveman 2013, p.24). However, employees are likely to lose morale and therefore fail in accomplishing their tasks as well as developing new ideas and innovations. Dynamic and far-reaching Another important benefit of giving money and other monetary rewards to the employees is that the method is far reaching and can motivate all types of employees within the organization. Money can be used to motivate all level of employees from the lowest ranked to the highest ranked in the business. Unlike other forms of motivation that are only targeted towards a section of the employees, monetary rewards can serve all kinds of employees within the organization (Gardarsdattor et al 2014 p.1112). The firm therefore it is easier to plan for the allocation of monetary rewards unlike other forms of motivation. For example, the assistant public relations officer can be given monetary rewards to boost his or her morale. Alternatively, the security officer and the managing director can also be given financial rewards so as to motivate them. The impact of the financial rewards will be the same since all of the workers will strive towards improving on their performance so as to continue gree ting the bonuses and incentives from the organization. Most modern organizations therefore have recognized the benefit of using monetary rewards unlike other rewards such as health insurance. Through the provision of monetary rewards, the organizations can initiative an efficient employment relationship. Expansion of the business in the long run Moreover, giving financial rewards result in the expansion of the business operations in the long run (Kreps 2015 p.267). Employees who are motivated through monetary rewards are likely to improve their performance unlike the employees who are not given financial rewards. Therefore the workers will work hard so as to continue getting financial rewards. Through working hard, the performance of the business will improve thereby resulting in the achievement of business goals and objectives. When the business achieves its goals and objectives, it can now expand its operations and even attain global operations. Many industries have attained global operations after expanding their operations that had been triggered by motivating employees through giving financial rewards. For example, modern multinational organizations such as General Motors Company have expanded its operations globally due to improved performance and productivity by the employees. The automotive industry has embraced the ideology of giving employees financial rewards so as to motivate them. Through the measure, the firm has been in a position to expand its operations and therefore it has become one of the best automotive manufacturers in the world. Broad options for rewarding Another benefit of giving financial rewards to the employees is that it there are broad options in which it can be allocated to the employees. For example, the organization can decide to give cash handouts, incentives, cash bonuses or pay for recreational travels. Unlike other forms of rewards such as promotion, it is easier to give monetary rewards since the firm can chose an ideal method to use in allocating money and other financial rewards to the employees. Most organizations prefer giving incentives and bonuses to employees who have displayed sterling performance in their area of work (Lin 2011 p.61). However, some employers prefer giving cash handouts to workers who have recorded a positive progress in the organization. The availability of diverse options makes it easier for the company to choose the most appropriate method of rewarding specific employees. For example, the junior employees can be given cash handouts while managers and the chief operating officer can be given in centives and bonuses so as to motivate them hence leading to the improvement of the operations of the business. Although giving monetary rewards to employees have several benefits on employees and the organization as a whole, the practice has brought some setbacks within the organization: Discourages teamwork The practice of giving out money and other financial rewards to employees has a limitation of discouraging teamwork. Most contemporary business organizations now prefer developing working teams that can accomplish tasks collectively. Teamwork is seen as a viable practice in most organizations. However, in a case where the monetary rewards are given in a group, the lazy and uncooperative members will benefit from the financial rewards yet they efforts are not felt in the group. There are some members of working teams who lag behind since they know that the group will be judged by its overall performance (Grant et al 2013 p.901). The practice can make the group to depend on a few hard working individuals in the group. During the provision of monetary awards, the group may divide due to the disagreement over non-performing employees. Hence giving money and other financial rewards cannot effectively result in the development of a viable employment relationship in the workplace. Business organizations should ensure that they implement measures that are aimed towards creating an effective team in the business. The practice can discourage semi-skilled and non-performing workers The adoption of monetary rewards among organizations can have a long term effect of demoralizing semi-skilled workers. In most organizations, only skilled and highly performing workers are given bonuses and incentives. Employees who are not yet skilled are therefore discouraged since they feel that the business does not recognize their efforts (Kale et al 2012 p.111). Although there is a need for employees to be highly skilled in their areas of operation, some workers take time to become experts. Such types of workers need constant encouragement through diverse ways such as training and giving of financial incentives. Therefore organizations should be giving out financial rewards even to the employees who have not shown sterling performance as long as they are focused on achieving the goals and objectives of the company. The use of monetary rewards to promote growth and development therefore discourages the semi-skilled workers therefore resulting in a slow growth in a business. Cont emporary business organizations should adopt measures that can be used to fairly allocate monetary rewards to both skilled and semi-skilled employees. Cash rewards can be seen as an entitlement In the workplace, some employees who are used to cash rewards can start seeing it as an entitlement rather than a motivator (Lantos 2013 p.615). Such workers therefore feel that they should be given the monetary rewards even though they have not effectively accomplished the tasks and projects in the organization. The workers who are used to cash handouts therefore can develop laxity in the business since they know that they will still be given the cash rewards. There are business organizations that have failed due to constant allocation of cash handouts to the workers. Although giving of monetary awards can be helpful in the short run, it can be disastrous in the long term since the workers will start seeing the practice as an entitlement rather than a motivator in the organization (Williams Windebank 2011 p.50). The practice can therefore fail to create an enabling environment for a viable employment relationship. Hostility and sabotage among employees Another limitation that can arise during the allocation of money and other financial rewards is hostility and sabotage in the long run. The desire to outdo one another so as to claim cash bonuses and incentives can make employees to develop hatred among one another. Moreover, the workers can sabotage the projects of their colleagues so that they can be declared highly performing workers in the organization. According to Wright Pandey (2012 p.519), the practice of giving money and other financial rewards to employees can result in unnecessary competition among the workers. Since companies only reward the best workers, the employees can sabotage the roles of other workers in a bid to get recognition and monetary rewards from the organization. Business organizations should therefore adopt transformational policies that can prevent the negative effects of monetary rewards. There have been reported cases in which workers have sabotaged the projects of their colleagues so that that can ea rn more monetary rewards from the management. Results in employees focusing on sales and rather than the quality of the products and services The practice of giving money and other financial rewards to the employees can also result in the employees focusing on producing large quantities rather than the quality of the products and services. In most companies, the employees are rewarded according to the quantity of the products manufactured and sold to the consumers (Zhou et al 2011, p.85). The employees, however, can exploit the practice and start producing low quality commodities and selling them so as to earn the monetary rewards. The employees will therefore focus on the quantity produced and sold rather than the quality of the products and services. The practice may hinder the relationship between the customers and the employees since the customers prefer high quality commodities. Moreover, the employees may embrace an unethical way of increasing the number of sales. Some workers may give wrongful information on a particular product so that the sales can increase leading to the allocation of more monetary rewards. Moreo ver, some organizations may produce substandard and harmful products with an aim of increasing the sales. The practice can therefore prevent the adoption of an efficient employment relationship in the organization. Conclusion In conclusion, money and other financial rewards play an important role in motivating employees hence resulting in an efficient employment relationship in the workplace. Research has shown that giving monetary rewards have a tremendous impact on the employees as well the organization (Hall 2013 p.610). Although there are some setbacks based on the practice such as hostility among employees, the advantages outweigh the disadvantages. Giving money and incentives can motivate employees leading to improved performance and productivity in the organization. Moreover, organizations, where the employees are motivated, can quickly attain sustainability, growth, and development. References Aguinis, H. Joo, H and Gottfredson, R.K., (2013). What monetary rewards can and cannot do: How to show employees the money. Business Horizons, 56(2), pp.241-249. Durant, R.F., Kramer, R., Perry, J.L., Mesch, D. and Paarlberg, L., (2012). Motivating employees in a new governance era: The performance paradigm revisited. Public Administration Review, 66(4), pp.505-514. Finkelstein, E.A., Linnan, L.A., Tate, D.F. and Birken, B.E., (2011). A pilot study testing the effect of different levels of financial incentives on weight loss among overweight employees. Journal of Occupational and Environmental Medicine, 49(9), pp.981-989. Gar?arsdttir, R.B., Dittmar, H. and Aspinall, C.,( 2014). It's not the money, it's the quest for a happier self: The role of happiness and success motives in the link between financial goals and subjective well-being. Journal of Social and Clinical Psychology, 28(9), pp.1100-1127. Grant, A.M., Dutton, J.E. and Rosso, B.D.,( 2013). Giving commitment: Employee support programs and the pro-social sense-making process. Academy of Management Journal, 51(5), pp.898-918. Houston, D.J., (2015). Walking the walk of public service motivation: Public employees and charitable gifts of time, blood, and money. Journal of Public Administration Research and Theory, 16(1), pp.67-86. Hall, R., (2013). A framework linking intangible resources and capabilities to sustainable competitive advantage. Strategic management journal, 14(8), pp.607-618. Kale, P., Singh, H. and Raman, A.P.,( 2012). Dont integrate your acquisitions, partner with them. Harvard business review, 87(12), pp.109-115. Kaplan, R.S. and Norton, D.P.,( 2013). Transforming the balanced scorecard from performance measurement to strategic management: Part I. Accounting horizons, 15(1), pp.87-104. Kingir, S. and Mesci, M., (2015). factors that affect hotel employees motivation, the case of Bodrum. Serbian journal of management, 5(1), pp.59-76. Kreps, D.M.,( 2015). Corporate culture and economic theory. Firms, Organizations and Contracts. Oxford University Press, Oxford, pp.221-275. Lantos, G.P., (2013). The boundaries of strategic corporate social responsibility. Journal of consumer marketing, 18(7), pp.595-632. Lin, H.F., (2011). Effects of extrinsic and intrinsic motivation on employee knowledge sharing intentions. Journal of information science. 8(1) 56-67 Loveman, G.W., (2013). Employee satisfaction, customer loyalty, and financial performance an empirical examination of the service profit chain in retail banking. Journal of Service Research, 1(1), pp.18-31. Luthans, F. and Stajkovic, A.D., (2015). Reinforce for performance: The need to go beyond pay and even rewards. The academy of management executive, 13(2), pp.49-57. Jenkins Jr, G.D., Mitra, A., Gupta, N. and Shaw, J.D., (2012). Are financial incentives related to performance? A meta-analytic review of empirical research. Journal of Applied Psychology, 83(5), p.777. Osterloh, M. and Frey, B.S., (2014). Motivation, knowledge transfer, and organizational forms. Organization science, 11(5), pp.538-550. Rowlinson, M. and Procter, S., (2013). Organizational culture and business history. Organization Studies, 20(3), pp.369-396. Williams, C.C. and Windebank, J., (2011). Beyond Profit-Motivated Exchange Some Lessons from the Study of Paid Informal Work. European Urban and Regional Studies, 8(1), pp.49-61. Wright, B.E. and Pandey, S.K., (2012). Public service motivation and the assumption of personOrganization fit testing the mediating effect of value congruence. Administration Society, 40(5), pp.502-521. Zhou, Y., Zhang, Y. and Montoro-Snchez, ., (2011). Utilitarianism or romanticism: the effect of rewards on employees' innovative behavior. International Journal of Manpower, 32(1), pp.81-98.

Production and operation management of Nestle Company

Introduction Nestle is a nutrition company that aims at enhancing better and quality livelihoods to people. It has varied products that mainly help in improving healthy lifestyle of the people.Advertising We will write a custom report sample on Production and operation management of Nestle Company specifically for you for only $16.05 $11/page Learn More Over the years, the company has used its resources and technology to find sustainable solutions to socio-economic needs of its customers. Some of these needs include poverty eradication, better sanitation and food security. This gives the company a competitive advantage over many other companies1. Apart from corporate social responsibility, the company created Nestle nutrition, a business strategy meant to focus on the core nutrition business. Therefore, strengthening the leadership in this market is crucial for their success. This market is the primary motivation for the purchase of its product based on the nutritional value. Nestle nutrition is autonomous global business unit that is meant to increase the competitive edge of the company. The unit is charged with the profit and loss responsibility in its utmost domains, which include Infant Nutrition, Healthcare Nutrition, and Performance nutrition. The latter is aimed at delivering superior business performance to consumers by offering science based nutritional products and services2.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More To enhance its competitive advantage, the company has Corporate Wellness Unit, which focuses on integrating nutritional value to food and beverage products. It encompasses communication effort, which brings the necessary expertise in consumer benefits. Nestle products and services Nutrition has been the cornerstone of Nestle Company since its inception in the year 1867. Therefore, most products and services pr ovided by the company revolve around nutritional needs. The company strives at providing quality products and services which will help in promoting a better and healthy wellbeing of its consumers. Nestle has gained a world reputation for its consistency in providing quality and safety products. Many of the products generated by Nestle Company are beneficial based on the nutritional aspects. They include breakfast cereals, milk and other dairy products as well as bottled water which has diverse accrued advantages3. Many of these products dominate in both local and global markets. The company has ventured in chocolate and confectionery industry. Some of these products have been in existence for over a century. For example, S. Pellegrino and Nestle Moca are known in Italy and Brazil for many years. The most revered world brands include Nescafe, Nestea, Maggi, Buitoni, Purina and Nestle. Other brands, such as Milo and Nespresso, sell in many countries. Nestle takes a holistic approach i n providing nutrition to the people. This entails devising of wellness programs that facilitate the people to make their living healthy.Advertising We will write a custom report sample on Production and operation management of Nestle Company specifically for you for only $16.05 $11/page Learn More The services include baby’s development, Sports Nutrition and Weight management. No doubt, Nestle brand portfolio practically covers all food and beverages categories. Design and quality control strategies The running of the company’s business is governed by two fundamental documents, Nestle Corporate Business Principles and Nestle Management and Leadership Principles. The two provide the code of ethics that governs the policies and strategies of the company. They outlay the tone and style of approach to the running of the business. The company’s business strategy is to produce and market its products in a way that creates sustainable valu e to all stakeholders including the employees, consumers and business consortium in the areas that the company operates. The company does not favor short-term profits over long-term business orientation. The company recognizes that consumers have a legitimate interest in the behavior and the success of the company’s business, hence it embraces cultural and social diversity. The company is not discriminatory in management of the business on the basis of nationality, religion, race or age. The company does not involve in political issues. The rich cultural diversity helps in building innovative ideas for generating products which would meet the needs of the society.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The company has not been left behind in environmental conservation. It has invested heavily in conservation of the environment. In a bid to save the environment, the company has endeavored in recycling of waste materials and packaging. Nestle pioneered the Kyoto Protocol, an agreement to control carbon dioxide emissions in combating global warming4. The company was the first to produce biodegradable containers as an alternative to plastics for packing their food products. Nestle competitive advantage Nestle is a global organization, and its international strategy should be the heart of its competitive domain. The competitive strategy of the company mainly focuses on foreign investment in dairy and other food businesses. When operating in a more developed environment, Nestle strives to attain the economies of scale via foreign direct investment5. In a developing environment, Nestle Company goes the local way by utilizing the local raw materials and employing the appropriate brand. Ne stle Company strikes strategic partnership with other large companies. For example, the company entered an alliance with Coca Cola Company to produce ready-to-drink beverages, such as tea and coffee6. This was in a bid to utilize the established bottling system and necessary expertise in beverage preparation. The Company has employed the strategy of acquiring the local companies to form an established autonomous regional manager who is aware of the local markets dynamics7. Nestle company has left a significant mark in food and nutrition sector, hence becoming very competitive in the scope of business8. Bibliography Franzen, G. Moriarty, S. The Science and Art of Branding. New York: M.E. Sharpe, 2008. Kapferer, J.N. The New Strategic Brand Management: Creating and Sustaining Brand Equity Long Term 4th. London, UK: Kogan Page, 2008. Nestlà © LC1. ‘Nestle’s Competetive Strategy‘. Castelar Articles, 2005. Web. Footnotes 1. Franzen, Giep Moriarty, Sandra.The Science and Art of Branding. New York: M.E. Sharpe, 2008. 2. Nestlà © LC1. ‘Nestle’s Competetive Strategy’. Castelar Articles, 2005. 33. J.N. Kapferer. The New Strategic Brand Management: Creating and Sustaining Brand Equity Long Term 4th. London, UK: Kogan Page, 2008. 44. J.N. Kapferer. The New Strategic Brand Management: Creating and Sustaining Brand Equity Long Term 4th. London, UK: Kogan Page, 2008. 5. Nestlà © LC1. ‘Nestle’s Competetive Strategy’. Castelar Articles, 2005. 6. Ibid. 7. Ibid. 8. G. Franzen S. Moriarty. The Science and Art of Branding. New York: M.E. Sharpe, 2008. This report on Production and operation management of Nestle Company was written and submitted by user Tristin Mcintyre to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.