Analysis Of The Fall As One Of Camus - 1950 Words

In dealing with The Fall as one of Camus short masterpieces on the theme of passive human avoidance, we have the most highly personal account of the evil located within the individual himself and within the very language he uses. Unlike the main character, Meursault in L Etranger, who is pursued by a blind fate and involuntary kills an Arab, and is misunderstood by a hypocritical society, Jean-Baptiste Clamence, The main character in The Fall, a judge-penitent, is guilty of a specific crime of passivity, morally immobile and unable to act. The central event is the scene of the bridge in which he does not act and into this inertia, Camus sinks his reader into the darkness of the human condition, offering no solutions or†¦show more content†¦So Clamence admits that he refused to part with his riches to the poor. Then as his visitor decides to leave ,Clamence accompanies him telling him that he likes the Dutch people so wedged into a little space of houses and canals, circles of hell( a possible reference to Dante s Inferno ) they are like him double and the canals represent for Clamence, the circles of hell , places of imprisonment of no exit . Before he leaves his visitor to his own refuge, Clamence informs him that he never crosses a bridge at night ,since if someone should jump into the water ,either you follow suit to fish him out or you forsake him there and suppress a d ive --–leaves one strangely aching. The second day, Clamence explains to his visitor/listener his profession as a well known lawyer in Paris, happy in the defence of noble causes, widows and orphans and the satisfaction on being on the right side of the bar and scorning judges in general .So Clamence summaries his successful life in Paris until an incident in which the hear a sudden a laugh behind him as he walked up the quays of the Left Bank .and on arriving home his reflection on the mirror was smiling at him as though it was double in an attempt to show, or hide his own guilt or moral inaction. By the third day, the character of Clamence, to his visitor/listener,Show MoreRelatedAlbert Camus The Fall1745 Words   |  7 PagesAlbert Camus is known all over the world as a French philosopher who contributed to the ideas of absurdism. He is also known for his philosophical literature. More specifically I want to focus my attention to what some people may call a book that influenced many generations. This name of the book is called â€Å"The Fall†. In this book, the reader views a different perspective of life from a character called monsieur Jean-Baptiste Clamence. Through this character Camus challenges the reader to look throughRead MoreThe Stranger By Albert Camus1365 Words   |  6 PagesThroughout The Stranger, Albert Camus uses routinesituations to demonstrate how the protagonist, Meursault is not just another ordinary individual. Camus depicts Meursault as an independent being, disinterested in his surroundings, contrasting him with the majority of his peers. Meursault traverses the entire novel, exhibiting little to no emotion. Instead, he displayscharacteristics synonymous to someone suffering from psychopathy. Regardless of the situation, Meursault refrainsfrom assigning meaningRead More The Stranger Essay1301 Words   |  6 PagesWhile reading The Stranger I noticed that traits that Albert Camus character depicts in the book are closely related to the theories of Sigmund Freud on moral human behavior. Albert Camus portrays his character of Meursault as a numb, emotionless person that seems to mindlessly play out his role in societ y, acting in a manner that he sees as the way he’s supposed to act, always living in the moment with his instincts driving him, and if the right circumstance presents itself the primal deep seededRead MoreEssay On The Stranger1010 Words   |  5 Pages The Stranger Essay The Stranger by Albert Camus is an analysis of the human psychosis if it was isolated and apathetic. Throughout the story, our protagonist, Meursault, tells the story of his life after his mother’s death and his experiences with everyday routines. Meursault explains to the reader only the surface of what he is feeling; despite that, as a reader, one is able to view his mind directly and closely. Meursault has all the power in this book because it is his life and mind. He is ableRead More Essay on Camus’ The Stranger (The Outsider): Reader Response Criticism2226 Words   |  9 PagesReader Response Criticism to Camus’ The Stranger (The Outsider)  Ã‚        Ã‚  Ã‚   In The Stranger (The Outsider), Albert Camus anticipates an active reader that will react to his text. He wants the reader to form a changing, dynamic opinion of Meursault. The reader can create a consciousness for Meursault from the facts that Meursault reports. By using vague and ambiguous language, Camus stimulates the reader to explore all possibilities of meaning. Camus also intends to shock the reader into rereadingRead MoreThe Individual Versus His Environment in The Stranger and Grendel1674 Words   |  7 Pages The Individual Versus His Environment in The Stranger and Grendel Due to the multifaceted nature of literature, analysis thereof is prone to generalization. One of the most grievous generalizations oft encountered involves failing to distinguish between a character and the novel it inhabits. Take John Gardener’s Grendel and Albert Camus’s The Stranger, for instance. It’s far too easy, when analyzing for dominant ideologies, to slap them both with the label of existentialism and be done withRead MoreHow Personality Is Important For A Good Person Job Fit882 Words   |  4 PagesMarvin Downard Mgmt 3010 Assignment 2 â€Å"We continue to shape our personality all our life. If we knew ourselves perfectly, we should die.† Albert Camus - French Novelist, Essayist and Playwright, 1957 Nobel Prize for Literature Understanding the role of personality in the work place is crucial to ensuring a good person job fit. When people go to work they bring with them there individual traits and personalities with them. No matter the position they hold within the company, there personalityRead MoreIs Suffering an Inescapable Part of Life? Are There Any Advantages?4432 Words   |  18 Pagesit have any advantages? Suffering is an inescapable part of life. Whether it involves the minor bumps and bruises of daily living or major traumas such as terminal illness, death, or the breaking of a family, suffering touches all of our lives at one point or another. Helen Keller once said, The world is full of suffering, but it is also full of people overcoming it. Though Helen Keller was not a philosopher, in this quote she tells us why the topic of suffering is extremely important in lifeRead MoreEnglish: Essay and Film Study1298 Words   |  6 Pages Mary Ellen Zaglewski English 1101, Fall 2012, CRN 86404 TR: 9:50-11:05 G211 CRN 89139 TR: 11:15-12:30 G221 Office Hours: 11:30-3:30 MW, 3:30-5:30 TR, others by appointment. Office: G110K E-mail: maryzaglewski@clayton.edu Phone: 678-466-4880 Clayton State University - English 1101 Course Syllabus Course Title: English Composition I Course Description: This course focuses on skills required for effective writing in a variety ofRead MoreExistentialism vs Essentialism23287 Words   |  94 Pagesamp; Phenomenology * Existentialist Philosophers * ------------------------------------------------- Absurdism * The idea of the  absurd  is a common theme in many existentialist works, particularly in  Camus. Absurdity is the notion of contrast between two things. As Camus explains it in  The Myth of Sisyphus: * The absurd is born out of this confrontation between the human need and the unreasonable silence of the world. * This view, which is shared by  Sartre, is that humanity

The Terms Of Language And Communication - 939 Words

To first compare the terms language and communication, we must look into what exactly each is and their key components. Language as a specific notion consists of 3 parts: phonology - the sounds we make when pronouncing it, lexis - the vocabulary or words we use, and grammar - the rules we adhere to when putting them together. Communication however consists of its own five components, those being auditory-vocal, visual, tactile, olfactory and gustatory. (Crystal, 1997) This immediately highlights a key difference between the two, as they are defined and made up of their own independent features. If one component of language is missing, that doesn’t mean that communication is no longer prevalent. For example, if a person says I done it†¦show more content†¦As words are arbitrary, there is no apparent reason why one should be used rather than another, except by common agreement. Saussure defined language as a system of signs and sounds, but such things have no intrinsic meaning and become signs only when we invest them with meaning that is understood by others. (Chandler, 2014) It is this common agreement that enables communication, as it requires mutual knowledge on behalf of both the speaker and the receiver, making common agreement a foundation on which both language and communication are built from. This foundation of common agreement translates into communication within the animal kingdom as well. Animals make noises which are ‘agreed sounds’ such as mating displays and alarm calls. This form of communication has been linked to the English language through the Bow-Wow theory, which suggests language began when our ancestors started imitating the natural sounds around them. This would explain where we get words such as onomatopoeias, which are linguistic imitations of the sounds we hear, and thus demonstrates a key similarity between how communication may have manifested into language through history. A key flaw with this theory however is that is does not account for the large variety of languages in existence. There are over 6000 languages in the world today - that’s 6000 sounds that could all potentially mean the same thing. If language originated from imitating the natural

Strategy Formulation Process For Australia â€Myassignmenthelp.Com

Question: Discuss About The Strategy Formulation Process For Australia? Answer: Introducation The strategy formulation of Toyota Australia is affected by various levels of external environmental factors. It takes into account the effect of globalization for making better strategy decisions. Toyota has the power to influence the future status of the political, economic, social and the various technological statuses from its business (Zhang, Chen and Gao 2017). The company has made strategies for management of their employees and the manufacturing process. The various strategy formulation processes for Toyota is outlined below- Determination of organizational objectives- The organizational mission is to deliver excellent products as well as services pertaining to the automobile sector and enrich all the stakeholders of the company (Gage 2015). The company engages in enhancing the basic standards of the products so that there can be more number of sales (Zhang, Chen and Gao 2017). The strategy formulation is done in accordance with the organizational strategies. Evaluation of the organizational environment- Toyota engages in evaluation of the industrial as well as economic environment where the company has its primary operations. It engages in performing a qualitative as well as quantitative review current automobile range of the company. Setting up of quantitative targets- Toyota engages in setting up of quantitative targets for the company such as number of customers gained, revenue generation and others (Zhang, Chen and Gao 2017). They calculate the various contributions that can be made for the different product zones. Performance analysis- Toyota involves in the analysis of the gap between the desired performance and the current performance (Elnaga and Imran 2013). If there is a huge gap in this process, the company should undertake suitable strategies for converting the performances into desired levels. Selection of strategy- This is considered as the ultimate level of the strategy formulation process in which the best course of action is being selected (Zhang, Chen and Gao 2017). Toyota involves in the strategy of the operational stability in which it strives to maintain a uniform workload. At each level of work in the organization, there is specific indication regarding the various attributes of the job (Zhang, Chen and Gao 2017). The company also has formulated plans for outbound logistics and aims at collection, storage as well as distribution of the products to the buyers. Strategy Implementation Process Human Resource Management Policy and Procedure Toyota Australia has created a successful automobile revolution during 1937 (Toyota.com.au 2017). The top management of the firm has introduced some of the most vital informal values that help in the strategy implementation. In the past, the company had faced several cultural issues prevented the company to implement suitable strategic plan as per their working conditions (Wangwacharakul et al. 2014). This has compelled the company to incorporate some cultural standards for the purpose of appropriate strategy implementation (Wangwacharakul et al. 2014). This policy was developed by the top management of the firm in which there is a detailed guide regarding the employment conditions in home country or in any foreign country. The management makes it clear to the employees about their major job duties and makes sure that they are subjected to proper orientation process. The company expects the new employees to add value to the organization. This has made the company to implement an exce llent training and development manual in which the employees are being provided adequate opportunities to hone their knowledge, skills and expertise (Wangwacharakul et al. 2014). The HR uses leadership continuity in the strategic implementation of different business policies. The leadership continuity has given proper solutions to the various problems being faced by the company. The company has devised compensation and benefits policies for the employees such as bonuses, salaries, pay, insurance of the workers so that they can be motivated (Ben 2014). This makes them sure that the talented workforce retains with them for a longer period of time (Wangwacharakul et al. 2014). The hiring manager makes sure that all the conditions of the employment are being explained to them and the compensation breakup is being explained to them in a clear manner. Staff Recruiting and Selection Toyota relies on the lean manufacturing strategy when it comes to the recruitment and the selection. The company strives to minimize the redundant cost during the production process and they hire only employees possessing unique traits (Fullerton, Kennedy and Widener 2014). There are three skills that the company looks for in the recruited candidate- studious, enthusiasm and social communication (Fullerton, Kennedy and Widener 2014). The candidate should be able to perform team work, cooperation, being inclined to new things and should have consistent powers of decision making. Toyota looks for employees who can give more value to the organizations rather than their normal job responsibilities (Fullerton, Kennedy and Widener 2014). The company has introduced strict recruitment process for making sure that they get the best employees. This is the reason they have implemented multi-layered recruitment process in which interpersonal communications plays an important role in judging the candidates (Xiang and Lindquist 2014). They hold the interviews with the candidates where the interviewers judge their ability to gauge the characteristics of the candidates and decide if they would be able to fulfill the vacant organizational position (Fullerton, Kennedy and Widener 2014). The company is interested in hiring candidates having strong work ethic and who are able to perform hard work (Fullerton, Kennedy and Widener 2014). The job role such as group leader and team leader involves that the incumbent should have sufficient leadership capabilities and should be a strong trainer. This is because of the fact that the team leads would be required to train their team members for achieving higher organizational performance. Role of strategic HR manager in strategy implementation The HR manager plays an important part in the strategic implementation of the HR department. Toyota believes in the fact that the carefully selected employees who are being developed over a period of time would continue to engage in process improvements, which would lead to greater competitive advantage as well as mutual prosperity (Allen 2014). The HR manager has played a major role in the implementation of lean management in the organization. The manager makes sure that the company has highly developed people as well as deeper trust system in the mass-production system (Fullerton, Kennedy and Widener 2014). The lean method relies on the concept of just in time in which there is considerable reduction in the organizational wastes, hence the employees need to be developed according to this requirement (De la Vega-Rodrguez et al. 2018). The HR manager ensures that the people are trained effectively so that they are able to solve the problems that arise periodically. This not only ensu res that there is an increase in the employee production, but it also ensures that there is overall strengthening of the system. The HR manager plays an important role in the training and development process of the employees (Fullerton, Kennedy and Widener 2014). For example, the employees of Toyota are instructed to use the andon (light) system as well as pull the cord when they notice any particular deviation from the pre-determined standard (Matsuo 2015). The manager makes sure that the employees are well trained in the problem solving aspects of the organization. This would ensure that the system would have the production running and hence they would be able to identify the root causes of the problem. The HR manager plays a major role in the recruitment and selection process of the firm (Gamage 2014). The manager performs a gap analysis in which it determines the number of manpower required in particular departments. It also performs a detailed manpower mapping, which helps them to determine the areas in which there is a shortage of manpower. This mapping is being shared with the senior HR executives, who determine the number, frequency and the deadlines for recruiting new manpower in the vacant areas (Fullerton, Kennedy and Widener 2014). This forms the foundation of their recruitment and selection activities. The senior employees preferably the department heads are free to form the manpower requisition form and send it to the HR department, which would ensure that they get suitable manpower within stipulated time frame. Role of HR within organization HR department plays an important role in Toyota. The company believes that the human resources are the basis for achieving organizational culture. This is the reason Toyota always define the competencies that should be possessed by the prospective employees (Keisler and Romar 2016). The company looks for essential traits such as attention to detail, teamwork, work ethic, problem solving ability, job-fit motivation, integrity, good communication and others. HR hires provides lean systems trainings for all the employees. The HR plays an important role in the high performance of the employees by communicating the values as well as including them in the performance management system. The HR department also plays an important role in the coaching of the individuals who plays hindrance in adopting high performance culture of the organization (Keisler and Romar 2016). OJT or On the Job Training is one of the key aspects of the organization and ensures that the employees get job specific ski lls which would help them to perform their daily work responsibilities in a better manner. Toyota believes that the health and safety of the company is considered as one of the most important business activities in which it plays major importance in the well-being of the employees (Ito 2016). It ensures that the employees are given a safe and secure work environment in which they are able to deliver optimum performance. HR also ensures that the performance appraisal process in the company focuses on the system efficiency rather than the individual efficiency (DeNisi and Smith 2014). The company encourages the variation within different work processes and the structure in which the value-adding employees are able to focus on their own tasks and they are not distracted by other issues. The company also places utmost importance to the evaluation of performances in the organizations (Keisler and Romar 2016). The HR is responsible for enhancing the workplace diversity in a better manner. The organization aims to provide certain educational programs to the employees who can further take in the path of the career progression (Keisler and Romar 2016). This way the organization tries to create an environment of enthusiasm and vigor. HR has a good separation policy in which the company is against the policy of firing employees randomly. The concept of lay-off is not encouraged in the company and it is against the lay-off of the employees (Mao 2015). This is ensured by the fact that the company only recruits the best available manpower and they encourage the employees to work a little harder in the difficult times (instead of terminating them from the organizations). For example, there was an employee in the organization in the assembly line that was injured and instead of terminating him, the company retrained him again and recruited him in an office job (Mao 2015). This behaviour of the employees made the employees to trust the company better and work harder. The HR is responsible for fostering a positive organizational culture, in which it aims for greater loyalty from the employees (Epstein and Buhovac 2014). The aspect of team work is given sufficient importance and the employees are being taught the importance of various interpersonal relationships. They are motivated that the team work and mutual cooperation is the ultimate key to success (Mao 2015). The employees are encouraged to work in a competitive work environment, in which they have mutually enriching experience. The employees are also encouraged to practice the act of empathy in which they are able to place themselves in the shoes of other persons. Role of HR manager to create competitive environment HR managers play an important role in providing a competitive edge for the company. HR should be involved in the process of value creation in which it should prove its worth and should be able to create innovative values for the firm (Lieberman, Garcia?Castro and Balasubramanian 2017). This would help in the creation of sustainable competitive advantage. It should come up with excellent human policies which would help the firm to retain its employees. In the 21st century, organizations are having a tough time dealing with the attrition rate. HR department should be aware of the tactics about creating as well exploiting rare characteristics in the human resources of the firm (Lieberman, Garcia?Castro and Balasubramanian 2017). It should try to recruit unique skills and expertise, which would help in the creating of sustainable competitive advantage, as these unique skills would not be available to other organizations (Hansen, Gttel and Swart 2017). It is also advisable to retain the old employees as well as recruit talented professionals who would add improved value to the organization. The company should also try to attract experienced and talented individuals from the competitor companies by giving them better compensation and benefits. This would help the company to utilize the best skills in the organization and create competitive advantage. HR should introduce innovative measures to carry out the performance appraisals in a better manner that would help in identifying the actual performances of the employees (Lieberman, Garcia?Castro and Balasubramanian 2017). There should be employee reviews where the senior employees as well as the external stakeholders are being asked to rate a person, based on the interaction between them. Challenges for Human Resources Management in the future There are many challenges for the human resources that they must solve in order to sustain in the competitive world. HR needs to have optimum relationship with the employees, customers, social entities and they have duties towards the sustainable human progress. The various challenges of HR in relation with the above entities are discussed below- Relationship with employees There can be issues with the employee satisfaction and employee productivity in the future (Olafsen et al. 2015). There would be large number of companies in which the employee would be able to willing to shift. This may pose serious issues in terms of attrition rate. There can also be issues with the employee motivation if they are not given adequate compensation or they are not given adequate benefits (Olafsen et al. 2015). Relationship with customers The customers would have changed requirements and product preferences in the future, which would force the employees to perform better (Kumar, Dalla Pozza and Ganesh, 2013). If the employees are not given proper training and the adequate skill enhancement, then they would not be able to satisfy the changed customer requirements (Olafsen et al. 2015). Corporate social responsibility The employees are the important stakeholders for the development of the CSR activities. There may be increased demands of the social entities for greater participation of the organization in the CSR activities (Park, Chidlow and Choi 2014). If the employees are not motivated or encouraged enough to participate in the CSR activities, then they would not be able to take forward the legacy of the firm in fulfilling its CSR responsibilities (Olafsen et al. 2015). If the employees are not allowed time and flexibility to carry on their CSR duties, then they would not be able to participate fully in the process. Sustainable human progress Toyota may face challenges for continued employee progress. With time, the employees may feel the demand for climbing up the corporate ladder and they may demand the incorporation of skills and expertise (Buckingham and Coffman 2014). If they are not allowed to move forward in their career paths, then they would not be able to work in the organization. Such instances would cause a considerable increase in the employee dissatisfaction rates and low employee morale. This may hamper their organizational productivity and they would not be able to fulfill the organizational mission (Olafsen et al. 2015). It is the duty of the organization to train the employees and take care of the changing needs so that they are happy enough to work in the workplace. References Allen, B.B., 2014. Lean risk assessments: Emphasizing management's needs and continuous improvement can enhance internal audit's risk assessments.Internal Auditor,71(5), pp.24-26. Ben, P., 2014. Ethical Dilemmas in International Compensation.International Journal of Business and Social Science,5(3). Buckingham, M. and Coffman, C., 2014.First, break all the rules: What the world's greatest managers do differently. Simon and Schuster. De la Vega-Rodrguez, M., Baez-Lopez, Y.A., Flores, D.L., Tlapa, D.A. and Alvarado-Iniesta, A., 2018. Lean Manufacturing: A Strategy for Waste Reduction. InNew Perspectives on Applied Industrial Tools and Techniques(pp. 153-174). Springer International Publishing. DeNisi, A. and Smith, C.E., 2014. Performance appraisal, performance management, and firm-level performance: a review, a proposed model, and new directions for future research.Academy of Management Annals,8(1), pp.127-179. Elnaga, A. and Imran, A., 2013. The effect of training on employee performance.European Journal of Business and Management,5(4), pp.137-147. Epstein, M.J. and Buhovac, A.R., 2014.Making sustainability work: Best practices in managing and measuring corporate social, environmental, and economic impacts. Berrett-Koehler Publishers. Fullerton, R.R., Kennedy, F.A. and Widener, S.K., 2014. Lean manufacturing and firm performance: The incremental contribution of lean management accounting practices.Journal of Operations Management,32(7), pp.414-428. Gage, M.F., 2015. Architecture, Branding, and the Politics of Identity.The Routledge Companion for Architecture Design and Practice: Established and Emerging Trends, p.289. Gamage, A.S., 2014. Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance.Ruhuna Journal of Management and Finance,1(1), pp.37-52. Hansen, N.K., Gttel, W.H. and Swart, J., 2017. HRM in dynamic environments: Exploitative, exploratory, and ambidextrous HR architectures.The International Journal of Human Resource Management, pp.1-32. Ito, H., 2016. The Toyota Way. InQuality Improvement in Behavioral Health(pp. 87-96). Springer International Publishing. Keisler, J. and Romar, E., 2016. Core Competencies, Core Values and Core Compromises. Kumar, V., Dalla Pozza, I. and Ganesh, J., 2013. Revisiting the satisfactionloyalty relationship: empirical generalizations and directions for future research.Journal of Retailing,89(3), pp.246-262. Lieberman, M.B., Garcia?Castro, R. and Balasubramanian, N., 2017. Measuring value creation and appropriation in firms: The VCA model.Strategic Management Journal,38(6), pp.1193-1211. Mao, C., 2015. Research of Human Resource Ecosystem of Auto Aftermarket Industry During Economic Transformation Period. Matsuo, M., 2015. Human resource development programs for knowledge transfer and creation: the case of the Toyota Technical Development Corporation.Journal of Knowledge Management,19(6), pp.1186-1203. Olafsen, A.H., Halvari, H., Forest, J. and Deci, E.L., 2015. Show them the money? The role of pay, managerial need support, and justice in a self?determination theory model of intrinsic work motivation.Scandinavian journal of psychology,56(4), pp.447-457. Park, B.I., Chidlow, A. and Choi, J., 2014. Corporate social responsibility: Stakeholders influence on MNEs activities.International Business Review,23(5), pp.966-980. Toyota.com.au 2017. New Cars Toyota Australia: Prices, Service Centres, Dealers, Test Drives. (2017).New Cars Toyota Australia: Prices, Service Centres, Dealers, Test Drives. [online] Available at: https://www.toyota.com.au [Accessed 14 Sep. 2017]. Wangwacharakul, P., Berglund, M., Harlin, U. and Gullander, P., 2014. Cultural aspects when implementing lean production and lean product developmentexperiences from a Swedish Perspective.Quality innovation prosperity,18(1), pp.125-140. Xiang, B. and Lindquist, J., 2014. Migration infrastructure.International Migration Review,48(s1). Zhang, Y., Chen, W. and Gao, W., 2017. A survey on the development status and challenges of smart grids in main driver countries.Renewable and Sustainable Energy Reviews,79, pp.137-147.

Michael Dell and the PC Market He Created Essay Example

Michael Dell and the PC Market He Created Paper Michael S. Dell founded Dell Computer Corporation in1984. Michael Dell started the company with a thousand dollars and a vision. Today Dell Computer Corporation is one of the main manufactures of computers and computer related services in the world. In 17 years, the companys sales have grown from $6 million to $31.8 billion for the past four quarters.1 Dell Corporation employs approximately 34,400 people globally, and has operations worldwide. Within the short duration of the company, Dell Computer Corporation has created strategic competitive advantages over its competitors in the PC market. Dell has also created respect from other industry leaders. By reviewing the history of Dell, the inventory systems it uses, the importance of its brand recognition, and Dells SWOT, it is clear that Dell has a competitive advantage and that the company has great growth potential. History of Dell Computer Corporation In 1983, when Michael Dell was eighteen years old he was faced with a question. Why does IBM sell its computers for $3000 a piece and the parts that make up the computer cost only $600? This fact help set in motion Michael Dells ambition to build customized made PCs for lower price. Michael Dell began building and selling computers from his dorm room. In the following year Michael Dell started Dell Computer Corporation. Despite objections from his parents, Dell quit collage that May. His parents probably never thought that this decision would create a billion dollar company and make Michael Dell one the most respected CEOs of the Internet Age. We will write a custom essay sample on Michael Dell and the PC Market He Created specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Michael Dell and the PC Market He Created specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Michael Dell and the PC Market He Created specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Dell Computer Corporation became the first company to sell custom made computers. By 1988 Dell Computer Corporation went public, raising $30 Million in its initial public offering. For a brief period of time Dell Computer Corporation sold computers in consumer retail stores, such as Best Buy. Then, as quickly as Dell entered this market, Dell exited this segment to begin selling computers directly to consumers. By 1992 Dell increased its sales by 127% to $2 billion. See Exhibit 1 for financial graphs on net income, net revenue, and diluted earning per share for the past five years (2000-1996). By 1994 Dell had operations in the United Kingdom, Asia-Pacific region, and in Japan. In 1996, Dell introduced its PowerEdge server line. Dell began selling servers to enter a new and rapidly growing market. Within the first 2 years of its release, the PowerEdge server line, become the third largest server line in the world. By 1998, Dell expanded operations into the China market. Within the pa st seventeen years, Michael Dell has developed a small business idea that was envisioned and started in his dorm room to a global, billion dollar corporation. Just in Time Supply Chain Management The proper use of a supply chain can become a cost saving tool for a company. During the recent downturn of the economy, many companies are looking for cost saving solutions within their business. Dell is an excellent example of a company that has worked to continually improve their supply chain management to reduce the costs of their products. Dell deployed a new supply chain system that works in real time. By using software from both Microsoft and i2 Technology, Dell has developed a supply chain that is practical, cost effective, and has room for growth. Implementation of i2 supply chain software has allowed Dell to connect to its suppliers in real time via the web, and has allowed them to pulled materials to Dells manufacturing plants. The i2 supply chain software was deployed with the consideration of two steps of the supply chain process. The two steps are, planning and execution. Planning involves gathering the needed materials from the suppliers hubs near the appropriate Dell factories. Execution requires Dell to have the right materials on hand at the appropriate factory to build the customers order. By using these two steps, Dell deployed the software to create a more efficient supply chain. The planning process involves having suppliers connected to Dells supply chain via valuechain.dell.com. Valuechain.dell.com is a secure extranet that acts as a portal for Dells suppliers. The site offers suppliers a customized view of their materials at Dell, including reports on material quality, performance management scorecards, negotiated and forecasting cost reports, engineering change orders, supply/demand forecasting tools and views of material demand.2 By connecting the suppliers within there extranet, Dell has created a more efficient communication tool between the suppliers and Dell. Suppliers are allowed to view these reports to find out if any materials are needed, and Dell can send reports to the suppliers if they need materials. This gives both Dell and their suppliers freedom to order or deliver products without dealing with sales personnel. This saves everyone time and money. Thus, Dell has begun pulling its inventory, instead of having the suppliers push the inventor y. This has become a cost saving tool for Dell, and Dell has pasted these cost savings to the customer. Dell has required that its suppliers have materials within close range of its manufacturing plants. This allows for the reordering of parts within a two-hour window. With the new system, a computer is usually loaded onto a truck within 15 hours after the order has been taken. In order for components to be used in Dell computers, suppliers must agree to use the value.dell.com portal, and have supplies within a close proximity of their plants. This is a very fast and convenient process for Dell, allowing the consumer to receive their custom made computer within a very short amount of time. By using features such as Factory Planner, Rhythm Collaboration Planner, i2 Trade Matrix Supply Chain Planner, and i2 TradeMatrix Buy Solution, Dell can use the value.dell.com portal in a more successful manner. Factory Planner prioritizes the reordering of supplies based on the availability of the supplier. Rhythm Collaboration Planner generates reports every two hours. These reports represent the customers orders that have taken place within the two-hour window. Within the system Dell can tell the supplier the amount of a particular part that is needed and to which delivery area of the factory they need to be delivered. I2 Trade Matrix Supply Chain Planner and i2 TradeMatrix Buy Solution work together as a communication tool to the suppliers. They update the material requirements to suppliers. By having these additional features work with the value.dell.com portal, Dell can reach operational effectiveness within the supply chain. By improving the inventory system at Dell, there has been a snowball effect thought the whole supply chain. According to Mike MacKenty, a supply-chain chief at Nypro, a laptop component manufacture, Once a few remaining wrinkles have been ironed out, Nypro should be able to cut the inventory it keeps on hand for Dell by 70% from two weeks worth to three days.3 The use of the value.dell.com has benefited the suppliers as well as dell, and an additional cost savings is seen at the supplier end. In theory, if the suppliers to Dell can lower prices, then this price savings can be past on down to the consumers. Dell is also using Microsoft Systems Management Server 2.0 for the majority of the internal management of its IT infrastructure, as well as for its hardware and software inventory. Dells reputation across industries and among consumers is due not only to the products that ship from its warehouses, but also to the internal controls and processes that keep the company running smoothly.4 The use of this software has created cost savings within the company. For example, this software allows help desk employees to remotely install and management computer systems. This is more efficient for the help desk and is a time saving tool. This translates into a cost saving tool by having less people doing the same job as before. In the development of the supply chain, Dell has formed several partnerships with its suppliers. By reducing the inventory costs for the supplier Dell has established relationships that reputations are not able to. These partnerships have also created loyalty and trust. The supply chain could not be as successful as currently is today with out these partnerships. Supply chain management is an affective management skill for reducing costs. Technology can aid in the process. Technology can give a company a competitive advantage. The competitive advantage that is created is only temporary. However, if the company that is using the technology deploys it in manner that is more efficient and effective then the competitors, then a competitive advantage is likely to last longer. According to Eric Michlowitz, Dells director of supply chain e-business solutions, Our supply chain process was very well-executed, but we had an opportunity to increase our efficiency, make the process paperless and provide a single system of record that we and our suppliers could share.5 Anyone with a credit card can purchase a piece of software, but not everyone can install and use that software to its greatest potential. Brand Recognition When asking Joe Blow what type of computer he has, the answer will not be, I have a 1.5 Ghz Athlon processor, with a 20 GB hard drive, with a 3COM 5980B network card and it also has 256 mgs of RAM in a mini tower. The answer to the question will be a computer brand name. For example, I have a Dell. The significance of a brand name is highly important within the technology industry. Many experts look ahead to the next millennium and predict that brands will become even more important to businesses, especially as more of the economy moves to the Internet.6 Dells strives to have a strong, positive brand name which represents a dependable, customer oriented, and innovative company image. When Michael Dell first started selling computers, he realized that customers were looking for more in a computer company then just a company that manufactures computers. Customers wanted support for their computers. One of the reasons Dell began selling directly to the customer is that he wanted to develop a relationship with them. Dell has continually evolved the way that the company provides support to their customers, with each new opportunity the company has taken. For example, customers were reluctant to purchase new servers from Dell because they felt the service they needed would be meet better by IBM. So, Dell partner with Avanade Inc. to help provide support for servers running Microsoft Windows 2000 Datacenter operating systems in all of their markets around the world. This agreement will add to the support Dell already has, to help create a more dependable customers service to its consumers. Dells constant improvement on customer support has helped create their positive b rand name and company image. Dell has always tried to be an innovator in the PC market. Dell was one of the first companies to reach dot.com stardom. CEOs from Ford Motor Co., Eastman Chemical, and Ernie Deavenport have asked Michael Dell for council to improve their business on the Internet and to find out how Dell Computer Corporation managed to reach its stardom. Consumers and industry analysis saw this young company and young CEO making headways in the global market. As of June of 2000, Dell completed 90% of its purchases entirely online.7 Many companies would like to have the majority of its business done online. When purchases are done online, a company does not have to pay for the sales personal, or the normal labor that is involved in regular brick and mortar companies. Thus, Dell is able to offer a lower price to its customers. Being the first mover to sell PCs directly on the Internet benefited dell greatly. By being a first mover to sell PC over the Internet, Dell set the standards for this process. Another way that Dell has created a positive brand name is that Dell uses only Dell computers and parts in there company. Not even Microsoft can claim that they use only their products. For example, Microsoft has AS/400s running OS operating systems within their company. By using only products that they produce, Dell can truly say their products can be used for any aspect of a global company. SWOT of Dell The SWOT analysis reveals that Dell has several strong core competencies and strong leadership within the company. Dells supply chain management is one of the main strengths the company has. Many companies have tried to imamate Dells just-in-time supply chain, but the have not developed the success that Dell has. Dell has the benefit on having close ties with its suppliers, and the supplier compliance in the supply chain process. Michael Dell is a strength to the company. His enthusiasm and vision have guided Dell to becoming one of the main computer manufactures in the world. As mentioned above, Dells brand recognition has benefited the company greatly. Dells use of the opportunities that the market opens is also a strength. Michael Dell was the first person to realize and act on the customized built, direct marketing of computers in the 1980s. He and the company have continued to tap into technology markets and found ways to lower costs to this day. These are the main strengths tha t Dell has. Along with strengths, Dell does have a few weaknesses. Dell does not currently have the consulting or product line of IBM. Dell still has not developed a server that can match the AS/400. Furthermore, IBM began its consulting business several years ago, and is one of the first movers in this area. Also, direct selling is not the preferred approach to selling PCs in Europe. Europe has a very large market, and Dell needs to be able to sell to the customers in a manner that they approve of. These are Dells main weaknesses. Dells opportunities are as far reaching as a six year olds imagination. Dell has the opportunity to take part in the wireless technology, especially within the United States. Dell can find new way to sell their products in developing areas around the world. There are many innovations that are possible in this arena. Dell needs to be opened minded and take part in the next revolution within the tech world. Dell does have one serious threat. In order for Dell to stay competitive in the corporate world, they need to develop consulting services that IBM offers. Michael Dell has always considered IBM his main competitor. In 1983 Michael Dell declared he ultimately wanted to beat IBM.8 In order to beat IBM, Dell needs to work on its consulting and services to corporations and large buyers. There is also the possible that a new person, like Michael Dell will have a revolutionary idea and change the whole industry once again. It has happened before. Conclusion Dell is a revolutionary company. Michael Dell had a dream and he helped create a successful, global, billion dollar company in a very short amount of time from that dream. The direct selling approach was considered at one time as a niche market. Now Dell is one of the main computer companies in the world, selling custom made computers all over the world. Its not just that Dell is reshaping its industry by selling made-to-order computers directly to customers, thus bypassing the middleman and their markups. Its that Dell is leading this revolution with a run of execution and innovation that no competitor has matched.9 Along with building a global company, Dell has also created a brand image that is irreplaceable. Dell has the respect of corporate America as well as the world. Not just for its products and services, but for it business model, as well. Dell has a competitive advantage with its just-in-time supply chain, and its brand name. The company has several strengths and opportunities for the road ahead.