Eastman Kodak Products

Eastman Kodak Products External analysis of Eastman Kodak Introduction Kodak is the market leader in providing photographic products and services to consumers and commercial customers around the globe for memories, entertainment and information. The company brings inventive and modern products to the market that allows people to take, make and share pictures and experience the magic of photography (History of Kodak, 2008). As the world leader, Eastman Kodak is always looking for talented people. Kodak has continued to expand the ways and images touch peoples daily lives. Kodak is a top supplier of innovative solutions for digital, conventional and blended print production environment (History of Kodak, 2008). Eastman Kodak Company is an American multinational public company which produces imaging and photographic materials and equipment. It is known for its extensive variety of pictorial film products. Eastman Kodak is actually concentrating on two major markets; the first is digital photography and the second is digital printing (About Kodaks Graphic Communications Group, 2008). In Rochester and Jamestown New York, Kodak was founded by George Eastman and businessman Henry Strong. George Eastman as president purchased the stock of American Aristotype Company. In the year 1982, the Eastman Kodak Company was founded. The company is incorporated in New Jersey but has its offices in Rochester, New York. The slogan, You press the button; we do the rest, was given by the founder of the company, George Eastman (About Kodaks Graphic Communications Group, 2008). External analysis of Eastman Kodak Porters five forces Model According to Michael porter, an authority on competitive strategy contends that a corporation is most concerned with the intensity of competition within its industry. The level of this intensity is determined by basic competitive forces like potential entrants, suppliers, buyers and substitutes available. Using this model a high force can be regarded as a threat because it is likely to reduce profits and a low force can be viewed as an opportunity because it may allow company to earn profit. Analysis of Kodak on the basis of Porters Five Force model: Threats of new entrants: In recent years, the growing demand of digital cameras has been attracting many new comers, domestically as well as internationally. The threats of new entrant are always an issue when dealing with new technology. Often, new technology is developed by an individual looking for a better way to do something. These companies are expected to drastically alter the Kodak Companys structure with their technology, scale of operations and brand power. With Xerox, Hewlett-Packard, Lexmark, Sony, Cannon and other major companies has already established in the market, it will be easy for new companies to enter the market and make a substantial impact. Bargaining power of customers: In the camera industry, the bargaining power of customer is relatively limited. Eastman Kodak is entering the consumer printer market which is full of competitors who produce products that allow the consumer to have significant buying power. From the sale of replacement cartridges, most producers rely on their profit margins. The buyers have a lot of power, with the companies producing quality printers at extremely reasonable values and often providing significant discounts. Eastman Kodak is responsive to this and they are launching their product into the consumer printer market. They are also making a play in the commercial printing market where the bargaining power of the buyer is not immense. Bargaining power of suppliers: The bargaining power of suppliers to Eastman Kodak is more significant than its rivals who expand and manufacture their own parts. Eastman Kodak should develop its printers, by using off the projection parts, as to get its printers on the market quicker. Rather than trying to plan everything from scratch, the Kodak Eastman should work with technology partners like SigmaTel, Inc. a chip-design specialist (Hamm, Lee Ante, 2007). This approach will allow the Kodak to develop faster and lower the expansion costs. The confidence for producing the parts of the printers gives the suppliers greater buying power (Hamm, Lee Ante, 2007). As compared to the traditional manufacturing, in the market that expanding and producing own parts may be risky in the long run risky and could pay off for Kodak. Threat of substitutes: Eastman Kodak cannot overlook the manufacturing and launching of their new consumer inkjet printers. Where on the other side, the competitors of company like H-P, Sony, Cannon and Lexmark are relying not on the turnover margin from the printer and handy cameras but they are emphasizing on the profit margin on replacing the cartridges. Eastman Kodak is marketing a quality printer, affordable cartridges, and quality paper combination to produce the highest quality prints (Hamm, Lee Ante, 2007). The concern of the Kodak should be same as HP, Lexmark, and Epson. The emphasis of the major producers of consumer printers should be that the generic replacement cartridges and ink refill market is very strong whereas the cartridges may not produce the same quality as the name brand. The quality differentiation is not adequate to force customers from brand name to general (Hamm, Lee Ante, 2007). Rivalry among competitors: Rivalry among competitors could be the most significant in the Eastman Kodak. Change is rapid and fuming, with the new technology. The bundling of printers with the computers, discounts, and rebates makes this market extremely competitive (Symonds, 2006). Antonio Perez CEO of Eastman Kodak says that he has no individual rivalry with HP, but the fact is that during his 25 successful years at HP, he organized the explosive growth of HPs printer business. HP Company invests nearly $1 billion a year on research and development of printer (Hamm, Lee Ante, 2007). Industry forecaster anticipates HP to sit back and observe till Kodaks new equipments get grip. It is important to look at the political, economic, social, and technological components of the macro-environment, while examining the macro environment. In relation to political issues, Kodak is on par with its competitors (Symonds, 2006). To all the key competitors in the digital printing industry, social and employment legislation, tax policy, the directive and de-regulation trends and trade and tariff controls, and environmental and consumer-protection legislation applies equally (Ramaswamy Namakumari, 2005). Economic factors that must be considered by the Kodak are rate of inflation, tax rates, capital markets and the stage of the business cycle. Eastman Kodak is a well recognized company, with the declining importance on film and an enlarged importance on digital printing; the company is behind the influence curve of their well-known competitors (Symonds, 2006). The other economical issues that Kodak must keep in mind are disposable income, GDP trends, purchasing power and wages/ price control (Ramaswamy Namakumari, 2005). Another economic issue is cost of labor. Kodak has moved much of its labor to Mexico, this can cause decline in the sale as the company concentrates on moving labor outside of the U.S (Hamm, Lee Ante, 2007). The political environment exercises great impact on industry and business. The political factors that Kodak must keep in view are antitrust regulations, environmental protection laws, tax laws, political stability, foreign trade regulations and stability of government. The social considerations in the macro environment of Eastman Kodak are population profiles, public opinion, and cultural changes (Ramaswamy Namakumari, 2005). The social factors which should be kept in view are lifestyle changes, rate of family formation, growth rate f population, age distribution of population. Another significant factors related to social consideration is opinion of public. In the case of Kodak, there are significant issues such as accusations of irresponsible environmental practices due to excessive pollution in the Rochester, NY area (Hamm, Lee Ante, 2007). The technological environment will play a key role in the future of Kodak. The company should emphasize on the new development in technology transfer from lab to marketplace. The company should emphasis on the internet availability, telecommunication infrastructure. Kodak should mainly concentrate on the research and development areas (Hunger Wheelen, 2001). For this, it is important that the research is well led and established with detailed visions and goals. Kodak should enlarge and produce the large number of parts as opposed to other competitors, to be developed and manufactured internally. Conclusion Thus, it can be concluded that the Kodak has the opportunity to be a leading player in the market of digital printing. The Company should carry on with their existing vision to produce printers and cameras that generate the highest quality of prints and construct the printer reasonably priced so as the average consumer afford it to buy (Hunger Wheelen, 2001). With this, the company should persist to expand the latest equipment for the profitable printing market and should try to merge flexibility, speed and quality with each other. To gain the market share, the most essential thing that the company should do is repetitively appraise their actions and procedure to make sure that they are right way. All the most it is important for the members of company to follow the lead of CEO, Antonio Perez. It is necessary that the strategies are timely formulated and implemented and processed forward with research, development, and implementation of new products (Hunger Wheelen, 2001). References About Kodaks Graphic Communications Group, (2008). Retrieved April 29, 2008 from http://graphics1.kodak.com/global/about_gcg/default.htm Kazmi, A. (2002). Business Policy and Strategic Management, (2nd Edition), New Delhi: Tata McGraw-Hill Publishing Company Limited. Hamm, S., Lee, L., Ante, S., E. (2007). Kodaks Moment of Truth; How the ailing film giant, led by a refugee from HP, embarked on a risky strategy to reinvent the inkjet printer. Business Week. New York: February 19, 2007, Issue 4022; page 42. Hunger, J.D. Wheelen, T.L. (2001). Strategic Management and Business policy, (7th Edition). New Delhi: Pearson Education Inc. History of Kodak, (2008). Retrieved April 29, 2008 from http://www.kodak.com/US/en/corp/about_Kodak.jhtml?pq-path=2217 Ramaswamy, V.S Namakumari, S. (2005). Strategic Planning Formulation of Corporate Strategy, (5th Edition). New Delhi: Macmillan India Ltd. Symonds, W.C.(2006). Kodak Rewrites the Book on Printing. Business Week. New York: September 4, 2006., Issue 3999; page 83. http://www.hoovers.com/eastman-kodak/ID__10500/free-co-profile.xhtml http://en.wikipedia.org/wiki/List_of_products_manufactured_by_Kodak http://en.wikipedia.org/wiki/List_of_products_manufactured_by_Kodak http://www.kodak.com/eknec/PageQuerier.jhtml?pq-path=2/6868pq-locale=en_US_requestid=684 Retrieved April 29, 2008 from http://www.kodak.com/US/en/corp/kodakHistory/eastmanTheMan.shtml History of Kodak, (2008). Retrieved April 29, 2008 from http://www.kodak.com/US/en/corp/about_Kodak.jhtml?pq-path=2217 About Kodaks Graphic Communications Group, (2008). Retreived April 29, 2008 from http://graphics1.kodak.com/global/about_gcg/default.htm

The Qualities of Hero

Chris McClendon 12/11/09 3rd Hour The Qualities of Hero What makes Annie Sullivan significant? The traits that she showed in The Miracle Worker by William Gibson made her significant. In this story she showed many characteristics that make her unique in comparison to other teachers. Being half blind herself, she could relate to Helen in some ways. Annie Sullivan exemplified many heroic qualities such as patience, perseverance, and self-determination. First, Annie Sullivan showed patience in many different situations throughout the story.Patience appeared in this play when Annie requested to stay with Helen, alone in the cabin for two weeks. She stated, â€Å"Two weeks, for only one miracle. † (Act II). Helen tested Annie’s patience when choosing not to cooperate with her. They got into many altercations, but still remained patient. Helen benefited the most from Annie’s perseverance. Sullivan’s patience helped her to teach Helen. When Helen tested Annieâ₠¬â„¢s patience, she remained calm and continued to tolerate Helen’s behavior. This example shows how Annie exemplified patience in â€Å"The Miracle Worker†.Another characteristic that Annie showed in this story included perseverance. Annie persevered during the scene where she tried to teach Helen how to fold the napkin. When she started, Helen did not seem to respond to sign language or folding the napkin. After a few days, she appeared hopeless to her parents. Sullivan still continued to try and teach her through all the obstacles, even when the Kellers wanted her to leave. â€Å"The room’s a wreck, but her napkin is folded. † (Act II). Annie stated this after she successfully taught Helen how to fold a napkin.Even though the Kellers didn’t believe in Annie, and Helen seemed to not respond to her teaching, Annie still continued to try and teach her. Clearly, Annie Sullivan showed perseverance in this story. Lastly, Sullivan showed the quality of self-determination. Annie showed self-sufficiency throughout the whole play. A specific example would be when the Kellers thought that Annie would give up, but she didn’t. â€Å"Here, give up, why I only today saw what has to be done, to begin! † (Act II). Annie said this to the Kellers when they thought that she might have given up.Sullivan was determined to teach Helen sign language. She remained persistent and did not give up. At this point Annie would do whatever she had to do to teach Helen sign language. She wanted to stay alone in the cabin with Helen even though the Kellers opposed. This self-determination helped Helen to learn and to pay more attention to Annie. This is how Annie Sullivan showed self-determination. In conclusion, Annie Sullivan illuminated many qualities that would make one see her as heroic. Three specific examples of these traits are patience, perseverance, and self-determination.Sullivan shows these characteristics throughout the entire pl ay. The world would be a better place if there more people showed the traits that Annie Sullivan did. I agree with Robert Brustein when he states, â€Å"Gibson possesses substantial literary and dramatic gifts and an integrity of the highest order. In addition, he brings to his works authentic compassion, wit, bite and humor, and a lively, literate prose style equaled by few American dramatists. † in the New Republic. When William Gibson wrote this play he used much compassion and drama. Lastly, I am grateful for being able to read this transcendental play.

The Wisdom in Chinese Proverbs Essay - 1202 Words

Chinese Proverbs Proverbs are common sayings that are used to illustrate a point to give advice to people on how to live. Chinese proverbs are the common sayings that are used during the time of ancient China. They have existed for thousands of years. According to Chinese Proverb Stories, a website that describes the different kinds of proverbs, Historical Chinese proverbs are used to illustrate a point, describe a legendary figure, or describe a historical event (chineseproverbstories.com). Many of these proverbs derived from ancient literature. These proverbs are usually associated with myths or historical facts to educate about morality. Many of these Chinese proverbs came from philosophers and poets such as Lao-Tzu, Confucius,†¦show more content†¦Ã¤ ¸â‚¬Ã¨ ¯ ºÃ¥ Æ'金 —, YÄ « Nuà ² QiÄ n JÄ «n, is a proverb that stresses about the trustworthiness of a person. It is translated into English as A very trustworthy person will always do what he has promis ed. This phrase probably derived from around the time of the Han Dynasty. It probably derived from the Han Dynasty because the story of this proverb revolved around a man named Ji Bu during the Han Dynasty. Ji Bu was an upright and honest person who was serious about the issues of justice; he was always determined to do the things he had promised. Due to his honorable morality, Emperor Liu Bang wanted to arrest JI Bu and execute him, however, a man with the surname Zhou helped protect Ji Bu due to his admiration of Ji Bu. Mr. Zhou sent Ji Bu to a peasants house and pleaded with Emperor Liu Bang about the good things that Ji Bu had done, which made the emperor reversed his order of wanting to execute Ji Bu. Ji Bu was then assigned to be governor of Hedong Province by the emperor. Once he was governor of the province, he still remained friends and loyal to the people around him and continued to do the things he had promised to do for the people. Therefore the moral of this proverb is that a trustworthy person will receive the good from others because a trustworthy person will always keep up with his words. æ ° ´Ã¦ » ´Ã§Å¸ ³Ã§ © ¿ — , ShuÄ ­ DÄ « Shà ­ ChuÄ n, is proverb that deals with ones determination and success. The story of this proverb revolves around the Song Dynasty. That time period was a period ofShow MoreRelated Graduation Speech Essay564 Words   |  3 PagesA boy once approached Socrates with the desire to obtain wisdom. Without saying a word, Socrates led the boy down to the edge of the sea and walked in, beckoning him to follow. When they were standing waist deep in the water, Socrates pushed the boy down, completely submerging his head. He held him thus for a couple of minutes, until the boy was almost to the point of death, before letting him up. Sputtering and angry, the boy demanded to know why Socrates had held him underwater for so long. 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Their religion, Hinduism, is based on silence, â€Å"The Hindu believes that ‘self-realization, salvation, truth, wisdom, peace, and bliss are all achieved in a state of meditation and introspection when the individual is communicating with himself or herselfRead MoreHealth Quotes2317 Words   |  10 Pagesneglects to diet wastes the skill of his doctors.   ~Chinese Proverb Physical ills are the taxes laid upon this wretched life; some are taxed higher, and some lower, but all pay something.   ~Lord Chesterfield The... patient should be made to understand that he or she must take charge of his own life.   Dont take your body to the doctor as if he were a repair shop.   ~Quentin Regestein Sickness comes on horseback but departs on foot.   ~Dutch Proverb, sometimes attributed to William C. Hazlitt

The Theory Of Personality Psychology - 922 Words

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The Cultural Progression Of Latin America Essay - 1420 Words

Latin America has had a very complex history since being colonized by Spain, aside from Brazil, to its current sociopolitical movements. Unfortunately, Latin America’s cultural progression did not spread and blossom as fast as other countries because they were colonized by the retrograded country of Spain. Due to the general conservatism in Iberian culture, Spain being the cause of that, Latin America did not follow the steps towards modernity, unlike French colonized countries. After the colonization period, Latin America spent its time conserving Spanish culture. The Iberian Peninsula culture did not have the same opening into the modernity that France had. It wasn’t until the 1880’s through the 1910’s that ‘modernismo’, an anti-nationalist literary movement, arose within Latin America itself, making it a homegrown movement. Modernismo was the rejuvenation of the Spanish language and its literature. Modernismo’s literature boom allow ed for the growth of other literature movements including that magical realism movement. Influenced by the European surrealism movement, authors such as Alejo Carpentier and Miguel à ngel Asturias started writing magical realism in the 1920’s and 30’s. magical realism reached it’s peak in Latin America in the 1940’s through 1950’s. During this era, political ideologies such as communism and socialism rose. Marxism was a major contribution and was widely studied by the educated citizens of Latin America. There are many parallels between MarxistShow MoreRelatedGender Inequality During Latin American Countries1373 Words   |  6 Pages How has gender inequality affected women in Latin American countries? Gender inequality has affected the women of Latin America in a multitude of ways, but it can be argued that the division of gender equality is extremely prominent when analyzing reproductive rights and health care access. 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The Relationship Of Feminism And Anthropology Anthropology Essay Free Essays

The relationship of feminism and anthropology can convey a new development to the manner descriptive anthropologies are written and done. Lila Abu-Lughod ‘s statement women’s rightist descriptive anthropology is an ‘ethnography with adult females at the Centre written for adult females by adult females ‘ can be seen as an attempt to happen a distinguishable manner of making and composing descriptive anthropology. In this essay I will look at the roots of feminism and feminist anthropology. We will write a custom essay sample on The Relationship Of Feminism And Anthropology Anthropology Essay or any similar topic only for you Order Now I will so discourse Abu-Lughod ‘s statement and seek to explicate how her statement is good to anthropology and whether it is possible to make research her manner. I will secondly look at the advantages and disadvantages of the statement. I will concentrate on impressions of partial individuality and objectiveness. Finally, I will reason by discoursing some of the issues environing the authorization of adult females, and that although Abu-Lughod ‘s statement does hold some benefits it misses the of import point. I will reason that feminist descriptive anthropology should be used as a political tool for deprived adult females and it should reflect a â€Å" corporate, dialectical procedure of edifice theory through battles for alteration † ( Enslin:1994:545 ) . Feminism can be defined as ‘both a societal motion and a position on society. As a societal motion, it has challenged the historical subordination of adult females and advocated political, societal, and economic equality between the sexes. As a societal and sociological position, it has examined the functions that sex and gender drama in structuring society, every bit good as the mutual function that society dramas in structuring sex and gender ‘ ( Oxford dictionary 2007 ) . There are three chief classs in which the different moving ridges of feminism can be divided. Among the first one which was from 1850 to 1920, during this period most research was carried out by work forces. Feminists aimed to convey the voice of adult females in descriptive anthropology, they gave a different angle on experiences of adult females and the environing events. This brought a new angle because male descriptive anthropologies merely had the chance to interview other work forces e.g. what w ere adult females like. Important figures during this period were P.Kayberry who worked with B.Malinowski at LSE. She focused on faith but she examined work forces and adult females in her work. Traveling on to the 2nd moving ridge of which was from 1920s to 1980s, here the separation between sex and gender was made by of import women’s rightists. Sexual activity as nature and gender as civilization. This takes us to the nature civilization duality which is of import when we are concentrating on the subordination of adult females in different societies. The dualities between sex/gender, work/home, men/women, and nature/culture are of import in societal theory for raising arguments. Important figures in the 2nd moving ridge feminism were Margaret Mead she made a batch of part in her work on the diverseness of civilizations here she helped to breakdown the prejudice that was based on constructs of what is natural, and she put more accent on civilization in people ‘s development. Most of import work ‘s of Mead was Coming of Age in Samoa ( 1928 ) . Another of import figure was Eleanor Leacock who was a Marxist feminist anthropologist. She focused on catholicit y of female subordination and argued against this claim. This 2nd moving ridge of feminism was influenced by a figure of events in history, the 1960s was closely linked to political agitation in Europe and North America, like the anti-Vietnam war motion and the civil rights motion. Feminism was something that grew out of these political events during the sixtiess. Feminism argued that political relations and cognition were closely linked with each other so women’s rightists were concerned with cognition and we have to oppugn the cognition that was being given to us. Feminism during 1960s called for the constitution of adult females ‘s authorship, universities, feminist sociology and a feminist political order which would be classless. Feminists became interested in anthropology, because they looked to ethnography as a beginning of information about whether adult females were being dominated everyplace by work forces. What are some of the ways that adult females are populating different societies, was there grounds of equality between work forces and adult females. Did matriarchal societies of all time exist and to acquire the replies to such inquiries they turned to ethnography. This takes us to the issue of descriptive anthropology and what we understand about adult females in different societies. It became obvious that traditional ethnographic work ignored adult females. Some of the issues environing adult females are ; ethnograhies did non speak about adult females ‘s universes, it did non speak about what went on in adult females ‘s lives, what they thought and what their functions were. When we discuss the inquiry are adult females truly subordinated, we realize that we do non cognize much about adult females in different societies. B.Malinowski ‘s work on the Kula did discourse the male function in the exchange of valuables. But during the 1970s Anette Weiner ( 1983 ) went to analyze the same society and she found out adult females are playing an of import function in Trobriand society excessively. Their involved with the Kula, exchanges, rites etc but Malinowski ne’er wrote about it. Female anthropologists of the seventiess wo uld travel and look for of import work forces, and so they would analyze their values, their societies, what was of import to them. These anthropologists assumed, that work forces followed male logics in this public/private divide in line with this divide between the domestic and public sphere. They would besides presume that what went on in the populace sphere, economic system, political relations was more of import the domestic side. The construct of objectiveness came to be regarded as a manner of male power. Feminists claimed that scientific ideals of catholicity, eternity, and objectiveness were inherently male-dominated and that the more feminist properties of particularism, empathy and emotionalism were devalued ( Abu-Lughod 1990 ) . Feminists argued that to take over male domination these female properties had to be given more importance and made clear. Abu-Lughod ‘s ideal manner of making research is when a female ethnographer takes portion in the descriptive anthropology, instead so taking herself, who listens to other adult females ‘s voice and gives histories ( Abu-Lughod 1990 ) . The female ethnographer is able to make so because although the adult females studied differ from the ethnographer, she portions portion of the individuality of her source. The female research worker therefore has the appropriate â€Å" tools † to understand the other adult female ‘s life ( Abu-Lughod 1990 ) . this is why harmonizing to Abu-Lughod female descriptive anthropology should be an descriptive anthropology with adult females at the Centre written by and for adult females. Abu-Lughod says that early women’s rightist anthropologists did non truly make anything about cognition. They had good purposes but they did n’t make much as they were trapped in ways of thought that had been given to them by the masculine nature of the academy. How to cite The Relationship Of Feminism And Anthropology Anthropology Essay, Essay examples

Organisational Values case study on Poundland free essay sample

Organizational values serve many purposes. It sets the tone of the environment, bonds people together, facilitates work behaviour and achievement of shared goals. It also represent the ambitions that people hold for the organization as a living system because values define who and what each person has to offer as a human being to the overall enterprise. Organizational values have been shown to be critical variables in the decision by firms to adopt environmental initiatives. The first author says that the organizational value set the tone of the environment. The value thus has an influence around the individual making a healthy environment around him and binds people. The second author says that the values are critical element in making a decision to adopt environmental initiatives. Thus the values serve as an important environmental element to set a better place to work in the organization. Thus enabling work behaviour in a healthy manner and achieving the organizational goal together. We will write a custom essay sample on Organisational Values case study on Poundland or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Organizational commitment is a key construct in organizational psychology and has been defined as a â€Å"psychological link between an employee and his organization that makes it less likely that the employee will voluntarily leave the organization†. The researcher says that the individual have a bond with the organization, since the individual have been influenced by the values. This may result in, that the individual from moving out of the organization. Organizational values more supportive of balance also reported greater joy in work, less job stress, greater satisfaction with their jobs, careers and family, less intent to quit, fewer symptoms and higher levels of emotional well being. The researcher says that the values make a balance in work pressure and satisfaction. The value increases the greater joy in work and simultaneously decreases the job stress in the organization. Thus these result in that an individual finds it hard to leave the organization. The importances of the organizational values are discussed by the researcher. These values make a healthy environment in and around the individual in an organization. Thus result in the individual to have a bond between the employees in the organization. The values discipline the individual to make a sensible environment to work and have a peace of mind. The values give a greater job satisfaction and allowing the individual to have less stress at work. The individual have less intent to quit since he or she is enjoying the time they spend in the organization. C. ) Six Organizational Values of Poundland: The organizational values are detail discussed and the importances of values are highlighted. There are numerous values from different organization. For this research six values are discussed in this topic. Poundland has six values and these are discussed using literature. Customers Service: Based on service related literature, the authors indicate that empowerment, service training, and service rewards are positively related to job satisfaction and organizational commitment. Empowerment is a key factor to enhance job satisfaction and organizational commitment of contact employees, because thereby they obtain the flexibility to make on the spot decision. An effective training program also affects service providers job environment satisfaction and also increase their organizational commitment. The researcher says that for better service, and customer satisfaction, empowerment and service training are needed. It has been found that the qualities considered most important by organizational customers are competitiveness, reliability and adaptability. The supplier must demonstrate an ability to resolve the customers’ problem. The researcher points the importance of understanding the customer requirement to provide a better service and the adaptability to change to situation. IF the requirement is received an accurate solution can be given and this will increase the customer service. This will promote the brand name, fame and reputation of the organisation. Keep it simple: The organisation always wants it values to kept it simple, so it easy to understand and follow them. The values must be designed in such a way that the least individual will be eligible to follow it without any difficulty. This will result in individual performance and in the environment around him or her. So simplicity of the values is really important, that this can be implemented easily in any environment and effective result can be obtained. Treating organization as Your Own: Treating organisation wealth as your own wealth, this will result in proper maintenance of the organisation. If a loose happens to the organisation, if this value is influence on an individual, he or she will automatically find a solution for the problem and try to recover from the fall. So these make the environment to trust each other and make the work place stress free. Recognise and celebrate success: Recognition is still an important management tool it is slightly different. Usually it is a non financial award given to employees selectively, in appreciation of a high level of behaviour or accomplishment that is not dependent on achievement against a given target. Recognition can be as simple as giving someone feedback on what they have done right. It is about acknowledging effort, commitment and learning, even if the outcomes were not as planned and it is also about, most importantly celebrating success. The researcher says that recognition is need in an organization; it need not be financial benefit, but to recognise the quality of work at right time. This may lead to individual better performance and making a healthy work environment. There is a widespread recognition that the dimensions of performance are broader than financial performance alone, that financial performance indicators measures and make visible only limited aspects of an organisation’s performance. The author tells that the financial performances have limitation and recognition have broader scope. Recognition must be done at the right time and the success must be celebrated. So this will boost the individual confidence and enabling him to improve his core competency in future. It is necessary that individual success to be celebrated in the organisation, giving him or her a appropriate recognition. Individual responsibility for team delivery: The value of an artificial system lies in its ability to maximize quality of life while minimizing restrictions on individual human freedoms. Each individual have their own responsibility in the organisation. If they fulfil their responsibility, these internally reflect on their success in the organisation. Abiding with the responsibility is very important for any individual in an organisation. Respect each other: Respect is a thin concept we qualify for respect simply in virtue of our humanity. All who meet this minimal condition are entitled to an equal share of respect. One important difference between esteem and respect is that while esteem is clearly an important good, we are not entitled to it. We cannot demand it of others rather, it must be freely given if is to be genuine. Treat everyone in the organisation as yourself. Do to other what you want the other to do to you. This will make the environment to have a bond between people in the organisation. Respect denotes the belief that the self is valued as a member of the organisation, which can be communicated for instance by just treatment. Researcher says that the treatment which is share in the environment must be highly respectable and given more importance. Methodology: A convenience sample consisting of 50 sales assistance, across Poundland. This sales assistance contributes around 75 percentage of the employee in each store. The sample are taken in Area 34 in which the following stores are include, Deptford, Greenwich, Peckham, Lewisham, Eltham, Catford and Woolwich. These sales assistance jobs are to provide customer service, shop floor filling and maintain the sales. They work in warehouse and shop floor equally. The questioner was constructed using 18 values; the questioner table was based on the value table constructed by . The questioner was classified into three major values such as organizational values, personal values and professional values. In organizational values the questioners contain six values which they follow in the organization during their work. In Personal values the questioner was design to touch the value that impact on their day to day life. In Professional values key elemental values were listed in the table, this is done to prove the impact of the organizational value on the professional life. The collected data were then processed by the team supervisors in order to check the data from the organizational values. Then the corrected data were taken to the store manager to get the approval that the processed data were correct. In the whole process the individual identification was not revealed. The data related to the individual were collect except the personal information such as name was excluded. The feedback was asked to rated in rank the importance of each value on a 7- point Likert scale (1 = the least importance; 7 = the most importance). Figure 1: Values of three components Results: Sample Profile: The questioner was circulated to store in area 34 and the supervisor was given guidelines to how to carry out the questioner section. A week time was given to the colleague to complete the questioner and return back to the supervisor. The colleague was very cooperative and the questioner was returned successfully. The contribution from female part was high as they occupy 90 percentage of the work force. Almost 40 were female and about 80 percentage they were aged between 25 and 35. Since women play the major role in the sales promoting and merchandising. The male work force role will be in warehouse, accepting delivery and shop floor filling. The personal characteristics of the participants are listed in Table 1. Table 1: Demographic of the study sample (n=50) Characteristic n Percentage (%) Age (years) 21-25 25-35 35 10 35 5 20 70 10 Work experience 1-2 2-3 3 5 19 26 10 38 52 Tenure of position ( years) 1-2 2-3 3 26 14 10 52 28 20 Gender Male Female 10 40 20 80 Perception Of values importance: The perceptions of importance of values are listed in table 2. The table display the mean value of all three values and their percentage. If we notice we have discussed in literature review, there is a close weight age between the professional values and the organizational value. While the individual is following the organizational value in the organization, it indirectly enhances the professional values also. And the individual personal values are also impacted by the organizational value and make him more disciplined. The questioner is included in appendix 1 for reference. Table 2: perception of important of value Component Influential value Important value Personal values 10% 16% Professional values 20% 24% Organizational values 70% 60% The chart will figure out the percentage of perception of importance of values. The major contribution goes to the organizational value. Even though the individual start to develop these organizational values only after they join an organization, but the impact is strong. Around 60 percentage contribution goes to the organizational values. Once they start to be influenced by the organizational value, they automatically start to tune their professional life. The percentage information is listed in figure 2. Figure 2: Perception of importance of values Organisational value impact on other values: Organisational value importance can be understood, only when its impact is properly analysed. Questioner 2 which is included in appendix 2 shows how the organisational values influence an individual. The value which is obtained from the questioner is converted into percentage; two values strongly disagree strongly agree are taken into consideration and listed in the table 3. Table 3: Impact of organisational value on other values Values Strongly disagree (Percentage) Strongly Agree (Percentage) Does Organisational value influence other values 15 66 Does organisation value created healthy job environment 20 52 Does organisational values create job satisfaction 15 68 Does organisation value create bond among individuals 20 64 Does organisational value motivate an individual to have responsibilities 12 58 Does organisational values make the individual to gain respect in the community around him 20 60 The organisational values impacts are clearly shown in the table 3. Majority of the individual in the organization feel that organizational value impact there professional and personal life. The majority of people feel that strongly agree to all organisation value. They feel these values create a strong bond among the individual in the organisation. This may lead the individual to create a healthy work environment. These also influence the individual to not leave the organization and creating a bond between the organization and the individual. The questioner was useful in concluding the impact of organizational value on an individual and these values are important any organisation. The questioner was framed from the research work already done on organisational values and their research work helped to justify the importance of organisational value in this research project. Discussion: This part of the report is used to compile the literature review with the methodology to prove the importance of organisational value in an organisation. The core values are communicated well inside the organisation. Every individual in the organisation must abide with these values and contribute to the organisational growth. These values will enable in accomplishing the organisational mission and achieve the goal set before them. Values exist in every organisation. Theory proves that there is a need for organisational values in any organisation. These values create a desire work environment in an organisation, so the individual feel more comfortable to work. These values promote extraordinary customer care, motivates the individual and enabling the individual to more productive There should be good communication while defining these values, so they reach the entire individual in an organization. If the effort is poor in discussing the organisational values to the individual, this may result in the bad performance of the individual in the organisation. So these values must be communicated properly with high priority to entire individual in the organisation. This will lead the employee to maintain the organised work environment and the performance of the individual will not be affected. The researcher have highlighted that these values will face failure, if there is poor cooperation from the management and lack of transparency. If the organisational value must be implemented fully, it must be transparent and very action must be recorded. This will enable to have a tome environment for the individual to work effectively and enjoy their work. The literature review helped to demonstrate that organisational value is most needed element in an organisation. The researched who have been listed in this report have demonstrated that the organisational value is an important factor in an organisation. They have stated that these value will and have always been a part of an organisation. It’s not possible for any organisation to function without any values. These values are stated as the action in and around the organisation, so it must be properly defined. Every individual in the organisation must abide to follow the set of procedure to maintain the vision of organization and carry forward its mission in effective way. These values have influenced the other values from the result which is highlighted in this report. These organisational values have dominated other values, since these value have proven from review that they play a construct role in an individual life. They can influence majority and can result in a positive mode. The performance of the individual can be improved by the influence of these organisational values. The researchers have stated the coherence on these values by illustrating that these values have conceptual values internally. Appropriate examples from the researcher have stated that these values cannot be eliminated from the organisation. The researchers have stated about the work environment, job satisfaction, and employee contribution to the organisation by implementing the organisational value in an organisation. These theories have stated that individual in the organisation have been an object in implementing these values into action. While defining the organisation in the literature review, it’s clear that these values exist from the beginning to the end in every function of an individual in an organisation. The chart in figure 1 shows the importance of organisational values from the rest of the values in an individual life. Discussing in relation with the survey result, the importance of organisational value will be clearly highlighted. For to highlight the influence of organisational values questioner 2, is taken in to consideration. Questioner 2 is there in appendix 2 for future reference. These set of question had in fact helped the research to find the amount of impact these organisational values have done on an individual. The values were marked against a scale ranging between, 1 to 7. Then these marked values were converted into percentage for the research readers understanding. The first question was to find whether the organisational value have influence the individual in the organisation. The data which shows that 66 % of individual have strongly agree that organisational value have influenced them. They can be directly or indirectly be influenced by organisational value in an organisation. There were a low response for disagree with influence by organisational value. The disagreed individuals feel they were not driven by these organisational values. The next question from the questioner was addressing about the work environment. The question was asking individual whether these values were able to create healthy environment. The response about 52 percentage for strongly agree that these values create a healthy work environment. As discussed in the literature review, these organisational values create a healthy work environment for the individual to work in the organisation. There was a positive response for this question, this lead the individual to be retained in the same organisation over the years. This trend will give the individual to have the freedom to express and enjoy the work they do in the organisation. These values enable the individual to have job satisfaction, since they have an organised environment to work. These value emerges the bond between the employee, allowing the individual to have an internally bond with organisation. The response from the result shows that 64 percentage of individual who took part in the survey feel they create a bond within the individual in the organisation. This is a positive response for the management team; because when the individual feel they have the bond with the organization then it’s easy to manage these individual in the organisation. The contribution from each individual will be high and the performance of the individual will be better. So the organisational values have a major role to play in an organisation. These organisational values also motivate individual in an organisation. The individual in the organisation will experience the pulling factor, driving them towards the organisation. When this question was put forward to the individual in Poundland, 58 percentage of individual feel they are been motivated by these values. This factor have improved the individual performance while working toward the organisation mission and accomplishing the goal. Thus this survey response helps this research to state that organisational values have a major role to play in an organisation. These values contribute directly and indirectly to the organisations growth. These values influence an individual in an organisation and the individual performance will be change based on these values. These values set a tone of working environment, enabling the individual to enjoy the time they spend in the organisation. The individual have less tendency to leave the organisation and giving the organisation support and working together to achieve the common organisational goal. Conclusions and Recommendations: This report has covered the research aim and objective. This report has highlighted the importance of organisational value in any organisation. The need for organisational value is critically analysed in this report. Literature review has help to highlight some valuable research work on organizational value and stress on their importance. The research works have proven the need for organisational value in an organisation. These values have enabled the work environment to move forward on a positive note and bind the individual with the organisation. The report also critically analysed the six values of Poundland, highlight why the six values might impact the organisation. Survey was helpful in this report to prove the need for organisational value in an organisation. The percentage was calculated to figure out the clear picture, the need for these values. Thus organisational value helps to set the tone of environment and bond people together in an organisation. These values make a bond between the organisation and the individual and resulting in individual better performance. Thus these values are always needed for any organisation to accomplish their goal and move in the path of success. Recommendation is done using the gather information which has been published in the earlier part of the report. The organisational value must be designed as simple, so every individual in the organisation can afford to implement in their work. The values must be designed such a manner that it influence the individual to productive and process good habit in life. Since the individual contribute to the organisation and the community around him or her, these values must be having strong impact. This report will conclude with proven information that, organisational value has a major role to play in an organisation and it’s very essential to have a quality values in every organisation. These values will help the organisation to accomplish its goal and carry forward their mission. References and bibliography: Berkhout, T. Rowlands, I. H. , September 2007. The Voluntary Adoption of Green Electricity By Ontario-Based Companies: The Importance of Organizational Values and Organizational Context. Organization Environment, Volume 20(Number 3), pp. pp. 281-303. Boezeman, E. J. Ellemers, N. , January 2008. Pride and respect in volunteers organizational commitment. European Journal of Social Psychology, Volume 38(Number 1), pp. pp. 159-172. Burke, R. J. , 2002. Organizational values, job experiences and satisfactions among managerial and professional women and men: advantage men?. Women in Management Review, Volume 17(Number 5), pp. pp. 228-236. Garry A. Gelade, P. D. Auer, K. , September 2008. Individualism, Masculinity, and the Sources of Organizational Commitment. Journal of Cross-Cultural Psychology, Volume 39(Number 5), pp. pp. 599-617. GEHMAN JOEL, T. L. K. R. , Feb 2013. VALUES WORK: A PROCESS STUDY OF THE EMERGENCE AND PERFORMANCE OF ORGANIZATIONAL VALUES PRACTICES.. Academy of Management Journal, Vol. 56(Issue 1), pp. p84-112. Hassan, A. , 2007. Human resource development and organizational values. Journal of European Industrial Training, Vol. 31(Iss: 6), pp. pp. 435 448. Hassan, A. , July 2007. Human resource Development and Organisational values. Journal of European Industrial Training, Volume 31(Number 6), pp. pp. 435-448. H. R. B. S. , 1989. The influential manager. London: s. n. Kloot, L. , 1999. Performance measurement and accountability in Victorian local government. International Journal of Public Sector Management, Volume 12(Number 7), pp. pp. 565-584. Lapierre, J. , 1997. What does value mean in business-to-business professional services?. International Journal of Service Industry Management, Volume 8(Number 5), pp. pp. 377-397. Lilley, D. Hinduja, S. , December 2006. Organizational Values and Police Officer Evaluation: A Content Comparison Between Traditional and Community Policing Agencies, Volume 9(Number 4 ), pp. pp. 486-513. McBride, C. , January 2009. Demanding Recognition. European Journal of Political Theory, Volume 8(Number 1), pp. pp. 96-108. Milne, P. , October 2007. Motivation, incentives and organisational culture. Journal of Knowledge Management, Volume 11(Number 6), pp. pp. 28-38. Park, Y. -K. L. . J. -H. N. . D. -H. Lee, K. A. , June 2006. What factors influence customer-oriented prosocial behavior of customer-contact employees?. Journal of Services Marketin, Volume 20(Number 4), pp. pp. 251-264. Posner, B. Z. , December 2010. Another Look at the Impact of Personal and Organizational Values Congruency. Journal of Business Ethics, Volume 97(Issue 4), pp. pp 535-541. Warren R Nielsen, J. L. S. Nykodym, N. , 1995. Individual influence in organizational change. Leadership Organization Development Journal, Volume 16( Number 1), pp. pp. 35-39. Williams, S. , 2002. Strategic planning and organizational values: links to alignment. Human Resource Development International, Volume 5(2), pp. pp. 217-233. APPENDIX: Appendix 1: Questioner will help to find the most important values from the sample data. Questioner 1: Tick the box, which you feel is relevant to the question. Kindly tick only one box for one question. Impact Organisational Values Professional Values Personal Values Which of the values had influence you the most Which of these values have you considered the most important value in your life Which value have been tough to adopt Which value had changed you in your community Which value had balanced your responsibilities Appendix 2: Questioner 2: Values Strongly disagree 1 2 3 4 5 6 Strongly agree 7 Does Organisational value influence other values Does organisation value created healthy job environment Does organisational values create job satisfaction Does organisation value create bond among individuals Does organisational value motivate an individual to have responsibilities Does organisational values make the individual to gain respect in the community around him