Case Study On A Company Of Choice Using Last Mile Delivery - 1375 Words

A Case Study On A Company Of Choice Using Last Mile Delivery: Transport Management (Case Study Sample) Content: Transport managementStudents nameInstitution affiliationTransport managementIntroductionAccording to DellAmico and Hadjidimitriou (2012), over the past decade, last mile delivery has gained enormous popularity due to the increased demand for fully integrated Omni-channel retailing. Retailers have been forced by evolution of the Omni-channel to consider evaluation of the existing transportation network capabilities, resulting in adjustments of the transportation network. Last mile delivery is the movement of people and goods from the business transportation hub to their final destination. The final destination of the goods is usually considered to be their home. The objective of the last mile delivery is to ensure delivery of goods as fast as possible to the end users.Myerson (2015) argues that majority of business are using last mile delivery to gain a competitive edge in the market and to build brand loyalty. The surge on online orders has necessitated the need for e -commerce business to use last mile delivery. The use of last mile delivery enables retailers to guarantee and provide exceptional services to their customers and to easily adapt to the ever changing Omni-channel retailing environment. This report will provide a case study and research on IKEA, a Singapore company, as one of the companies using last mile delivery service.DiscussionCompany backgroundIKEA Singapore is one of the stores controlled by IKEA group of companies headquartered in Delft, Netherlands. IKEA Singapore was opened in the year 1978. IKEA Singapore is among IKEA stores owned by Ikano Retail Asia. The company financial principle is to grow using their own resources and therefore, a majority of the company profits is re-invested in sustainable solutions, product development and lowering prices. IKEA Singapore operates two stores namely IKEA Alexandra and IKEA Tampines. IKEA Singapore has diversified its business and in addition to its core business of manufacturing, d esigning and selling furniture, the company operates houses, restaurants and flats (About IKEA - IKEA. 2017).Goods and Services DeliveredAccording to IKEA (2017), IKEA Singapore has an independent delivery service provider who helps customers to deliver their purchases directly to their business or home. The delivery fee depends on the product and the company specified rates. The company delivery lead time is usually three days. IKEA Singapore has a product range of 12000 products. All these products can be delivered to the customer home or offices upon request for delivery service.Staff strengthsAccording to Human Resources - IKEA (2017), the human resource department is tasked with the responsibility of creating an enjoyable and stimulating work environment as well as inspiring and attracting co-workers. IKEA Singapore has a diverse group of people from different countries with passion for home furnishing. The company culture is based on fun, enthusiasm and spirit of togetherness . The staff positive team spirit, values and attitudes is one of the major staff strengths. It is estimated that IKEA Singapore has more than 700 staff working in stores and regional offices.Assets owned or leasedThe assets of IKEA Singapore are generally owned by the parent company, IKEA group. As such, the assets of IKEA are reported as total assets making it difficult to determine precisely the assets owned or leased by IKEA Singapore.Importance of transport in supply chain of IKEA SingaporeAccording to Coyle, Novack and Gibson (2016), goods are often not consumed at the place of their production, as such; transportation services are essential part of the supply chain. IKEA Singapore largely depends on transportation services to deliver its products to the consumer office or home. For this reason, transport is an essential trait in the supply chain of IKEA Singapore. The following are reasons why transport is important in IKEA Singapore supply chain;One, transport services ena ble the company to meet the needs of the customers. A poor transport system would limit the ability of the company to deliver goods to customers within the agreed time which would result in customer dissatisfaction (Bookbinder, 2013).Two, transport plays a connective role in the company supply chain that results in conversion of raw materials to useful products and to the consumers. Third, according to Morash and Clinton (2007), an effective transport system enhances service delivery and act as a source of organization competitiveness. Four, transport affects the price and cost of the products offered by the company. A poor transport system would increase the price or cost making the company products less competitive (Bookbinder, 2013).Routing ApproachMelo, Nickel and Saldanha-Da-Gama (2009) argue organizations are faced with challenges of increased dynamics and complexity of the logistic process. These challenges lead to the increased need for routing of goods as well as transport vehicles with the aim of adapting to the changing logistics environment. According to Home Delivery IKEA (2017), IKEA Singapore contracts an independent third party to perform its delivery services. The contracted delivery company performs delivery service to the customers preference room at the delivery address. Customers usually receive an estimated delivery date in the shopping cart, though customers are not guaranteed to receive their order on that date. Usually, the company considers order processing duration and transit time when estimating delivery time. Once the order is ready the delivery company contacts the customer to schedule a delivery date and time. The distribution vehicles are dispatched from the company after an agreement is arrived at between the delivery company and the customer. As such, the delivery decision is not solely that of the company but a consulted decision which aims at enhancing customer satisfaction.Challenges faced by IKEA Singapore in order fulfi llment and last mile deliveryAccording to Esper, Jensen and Burton (2013) there are a number of challenges that retailers using last-mile delivery system face. These challenges can be overcome by ensuring the company has adopted the right strategies. However, Esper, Jensen Burton (2013) note it would be impossible to eliminate all the challenges of last- mile delivery. IKEA Singapore experiences a number of challenges in order fulfillment and last mile delivery. Some of these challenges are;One, failure by the delivery company to deliver products on agreed date with the customer. Two, lost products during delivery- the company has received complains from customers claiming their products were lost on transit by the delivery company. Three, high cost-the company delivery fee is quite high mainly due to high cost of overheads like the fuel cost. Four, customer nuisances- at times customers have provided inaccurate information like incorrect address, resulting to products being delive red at wrong addresses or instances when the delivery company finds no one at home to receive the products.Proposed solutionsTo solve order fulfillment and last mile delivery challenges the company may consider adopting the following solutions;One; customer proximity- the company should consider increasing the distribution centers across the targeted geographical location to increase proximity to customers. Increasing proximity to customers reduces both the return and delivery time as well as reducing the delivery cos...

Effective Leadership And The Leadership Essay - 1398 Words

INTRODUCTION: - This report will investigate on the effective leadership and the need for the leaders to lead from behind and put others in front in the occurrence of nice things and to take the front line when there is a danger. The quote means that leadership should be a collective activity where the leader understands all his followers and includes all of them in his leadership activity. Leadership is defined as a process whereby an individual influences a group of individuals to achieve a common goal. (Northhouse, 2010, p. 3). This article will enlighten essential leadership qualities Mandela held, and which aided him to triumph what many other leaders have never accomplished. After his release, he champions for better leadership that unites all the people irrespective of race, status, or place of origin. Meanwhile, the country hosts Rugby World Cup sport, which the veteran leader becomes keenly interested in how his team could win. 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Analysis Of John Steinbeck s Of Mice And Men - 926 Words

In the literary work Of Mice and Men by John Steinbeck,the reader is introduced into the depression era where this takes place.This set takes place in the Depression era where everybody is out of a job , the bank crashes , the Stock market crashes. Every man is struggling, trying to find work. Steinbeck teaches the reader about the struggle of working hard for their dreams, having hope, and never giving up. A prime example of this is George, who tells his dream and creates dreams for other people such as Candy and Lennie his close companion. George is a very unique main character and has a very compassionate personality; he has a dream, shares it, and gives hope to others in the story. George learns an important lesson, but gradually changes from giving hope to others to taking hope away instead. Early in the story, George and Lennie run away from the town of Weed due to Lennie presumedly killing someone(albeit probably an accident). 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Delegation in Contemporary Democracies

Question: Describe about the Delegation in Contemporary Democracies. Answer: Aim, objectives and feasibility of the dissertation Delegation is an important skill that should be possessed by a manager. Most of the time in Small and Medium Organizations (SMEs), managers fail to utilize this skill to acquire relevant organizational benefits. Usually, responsibilities and complexities related to management increases with the expansion of an organization. A manager should delegate effectively to get maximum benefits for an organization. As mentioned previously, responsibilities and duties of a manager increase with time. So, a manager should learn how to delegate effectively to focus on important tasks and thereafter should transfer the less important tasks to the subordinates. However, the less important tasks also requires good amount of time and effort from the workforce. There is an old saying, ''if you want something done right, do it yourself''. This concept does not match with the current cultures of SMES. It should be kept in mind that, an effective delegation increases the organizational productivity; therefore success of a manager depends on efficient delegation. At the second half of the 20th century, the advancement in transportation and technologies grew rapidly. That is why the SMEs should give more concern on the concept of delegation to save time to foster development. The exercise of delegation does not only offer advantages for the organization in form of premium productivity but also helps the management to produce proper report. It is because proper exercise of delegation supports a manager to focus on the most important project. On the other hand, the annual volume of productivity is the indicator of whether a manager is suitable for the given position or not. However, the role of delegation regarding the direct report is, it assists the management to motivate the employees through helping them to develop their existing skills and to learn new skills. Also, it is the way through which management helps employees to understand their strength and weakness. On the contrary, negligence upon the practice of delegation could bring negative effects. Without an apt sense on delegation, a management becomes disorganized and ends up in giving priority to the less important tasks. A managers inability to maintain delegation injures the quality of organizational productivity and reduces the chances to meet the deadline. The right way to gain a delegated management is through monitoring managements activity and by giving potential responsibilities to identify whether he is doing as per the expectation or not. There are many types of research and articles, which have discussed the relationship between an effective delegation and success of the SMEs in general. The focus of this particular research will be to determine whether there is a strong relationship between effective delegations and the development process of employee skills for saving time and increase organizational productivity or not. The aim of the research is to identify and analyze one of the main factors of the failures of SMES, which is managements inability to delegate. The research will consider the following questions: What is the relationship between effective delegation and the success of SMEs? How delegation contributes to the success of SMEs? How delegation helps to save time and develop new skills for the employee? Why do managers in SMEs often fail to follow and apply delegation in the daily tasks? By the end of the study, the researcher hopes to draw a conclusion to show the importance of the relationship among effective delegation and developed employee skills. Moreover, the study intends to identify the best possible ways to apply delegation in the daily tasks of SMES. Furthermore, I hope that the Furthermore, I hope that the research study can focus on identifying the reason for which most of the managers in SMES fails to maintain this aspect appropriately. Literature review Delegation is one of the essential skills for the manager to reduce workload. Delegation indicates the accountability to allocate certain tasks to the responsible one (Heller, 1998; Mentor, 2008). Many of the previous studies and academic articles have agreed that the main purpose of delegation is to increase manager's time and decrease workload. The resources include, Heller, 1998, How to delegate; Mentor, 2008, Delegating work; and Fleming, The role of effective delegation in professional and organizational success. However, there are other studies those have examined the purpose of delegation in details. Most of the articles have agreed that the delegation is one of the essential skills for the manager to save the operation time and to help initiating the development process for the employees. Implementing effective delegation has positive results for the manager along with for the employees. (Fleming; and Mentor, 2008); they discuss the benefits of effective delegation in details . However, (Heller, 1998; and Stanley); they have not mentioned the advantages of effective delegation in their articles. Both Fleming and Mentor agreed that the fundamental benefits of effective delegation belong to the manager to ''Improve the level of trust and communication between manager and employee, and achieve goals that required cooperative group effort''. Further, Fleming adds some additional benefits related to the manager such as ''allowing the manager to focus on the tasks that needed his specific expertise; increasing the manager's discretionary time'' (Fleming, The role of effective delegation in professional and organisational success). Mentor said that an employee would gain same benefits as the manager. In contrast, Fleming stated that the employee could have extra benefits from effective delegation beside the previous ones such as '' improving employee interest; building confidence and trusts; providing control over activates and decisions; and providing growth opportunities'' (Fleming, The role of effective delegation in professional and organizational success). However, the organization will acquire benefits from effective delegation by saving money through ensuring that tasks are assigned to the right people at the right level. It will increase overall productivity and efficiency of the employees by making the best use of organizational resources. The authors (for instances Mentor, 2008; Fleming; Stanley; and other) have not discussed the results of avoiding effective delegation. Heller in 1998 mentions that the cost of avoiding delegation such as spending many hours to complete low priority tasks can give birth to a disorganized environment. Further, the authors of the reviewed literature do not cover and discuss two main points, which are how the delegation contributes to save time and develop new skills for employees. The second points that is not covered and addressed were the reason behind most of the managements failure to follow and apply delegation in the daily tasks. Therefore, the previous two points are identified as the gap literature. The authors of delegation articles (Mentor, 2008; Heller, 1998; and other) have focused on the concepts of delegation; the purpose of delegation; delegation guidelines; monitoring process; and improvement skills. Nevertheless, Iancn (2012), has added a new topic to the delegation, which is the contemporary implication on delegation. Furthermore, Braun and Gilardi (2006), in their book The Delegation in Contemporary Democracies have discussed in part one that the standard chain of delegation is similar with the discussion made by the previous authors. In part two, they have focused on their topic and have discussed the importance of delegation in regulatory agencies in western Europe. In general, the literature review is linked with some topics, such as concepts of delegation; benefits of delegation; guideline of effective delegation; and many other topics. In contrast, the main differences between these articles are found in the different way of discussing aspects on delegating tasks as every author has different experiences and different approaches. Research methodology and methods The case study will make in-depth analysis of the influence of delegation for saving organization time and developing employee skills. Additionally, the research will compare finding of a local case study done by the international studies. It is identified that there are limited researches those have done limited investigation and analysis of local SMES. Most of the studies on the topic has been done for newspaper purpose or academic purposes. According to the data of the General Authority for Small and Medium Enterprises, there are about 18600 establishments at the end of 2015. In Oman, the SMEs shaped 90% of a commercial establishment. It is divided into micro-enterprises, small and medium enterprise. Micro enterprises consist of four employees with the annual revenue of 25,000 OMR. The second type is small enterprises, which are comprised of five to nine employees with annual revenue of 250,000 OMR. The last type is the medium-enterprises. The medium-enterprises consist of ten to ninety-nine employees and its annual revenue is generally between 250,000 OMR to 1 million OMR. The quantitative research method is the suitable research method for collecting and analyzing the data. The study will evaluate the primary data collected, which are collected from the original sources; surveys and interviews. A large number of samples regarding the study will be selected carefully to address the research questions. According to the General Authorities of SMEs, there are about 18600 establishments. Therefore, due to the high number of SMEs in Oman, the systematic sampling is the suitable method for selecting the number of SMEs. Number of SMEs = 18600 Sample size = 375 Required sample = 18600 / 375 = 50. Then, the random number will be selected between 1 and 50. (Chosen 25). Hence, the selected random number will be; 25, 75, 125, 175, 225, 275, 325, and 375. The total number of SMEs to survey will be eight. In contrast, as the number of employees in each establishment will be between 10 to 100 employees, the stratified sampling method is found to be the best for choosing the number of employees to participate in the survey. It will be easy to get answers easily as the number of employees is short. In contrast, the medium enterprises do not exceed 100 employees; therefore the number of staffs who should be involved in the survey is 80 employees. In this case, the supposed number of participants will be: Number of employees = 100 employees Sample size = 80 participant. The distribution will be (1% senior manager, 94% middle and leader management; other 5%). Senior Management = 80 * 1% = 1 Middle and leader management = 80 * 94% = 95 Other = 80 * 5% = four. Further, the null hypothesis (H0) said that there is no relationship among effective delegation, time management and the process of developing employee skills. However, the alternative hypothesis (H1) has stated that there is a relationship among all the stated aspects. The dependent variables (DV) are time management and the development of employee skills while the independent variable (IV) is effective delegation. These variables will be measured through two main methods, which are ratio variable and interval variable. There are two main methods to collect data; questionnaires and interview. The first method of collecting data, through questionnaire will be used here. The question in the questionnaire is generally designed in a way to help people in understanding the topic. The questionnaire will be formed by open-ended, multiple choice and close questions. Additionally, the questionnaire will be distributed through email and web-based tools such as the survey monkey. Moreover, it will be easy to analyze the results through SPSS statistic software. The second type of method that will be used in the research is the face-to-face process of asking questions. This kind is faster than the online procedure and it can be done at home, workplace, and even in the streets. The aim of this questionnaire is to identify the reaction and response of the participants. The second data collection method will be interview. The questions in the interview will be opened and closed questions like the questionnaire. There will be two main techniques to analyze the quantitative data. The first technique will be descriptive statistic and the second will be inferential statistic. As mentioned previously, there are two hypotheses (H0, H1) those will be analyzed through SPSS statistic software. In addition, the researcher will use a t-test to test the differences between (IV) and (DV). The associations between the quantitative variables will be examined with the help of Pearson's correlation. On the other hand, the linear regression will test the productivity of effective delegation. The researcher is well aware of the ethics and regulations followed by the SMES. The researcher has kept in mind those aspects while collecting the data and asking questions through questionnaire and interview. To obtain the confidential data, I have to take permission from an authorized person of an organization. Finally, I will contact the DA to be cautious more about the regulations and ethics of the University of Liverpool. References: Braun D., and Gilardi F.,(2006), ''Delegation in contemporary democracies'', [online]. Available from: https://www.tandfebooks.com.liverpool.idm.oclc.org/isbn/9780203306512#? (accessed: 19 November 2016). Collis, J. Hussey, R. (2013)Business Research: A Practical Guide for Undergraduate and Postgraduate Students. 4th ed. London: Palgrave-MacMillan. Dye, D., (2016)''Leadership Excellence Essentials''., 33 (3), p18-18. 1p. Fleming, Robert S. Business Renaissance Quarterly. Fall2009, Vol. 4 Issue 3, p153-161. 9p., Database: Business Source Complete. Heller R., (1998),'how to delegate', Harvard Business School Press, pp. 4-15. Lancu B., (2012), ''Legislative Delegation: The Erosion of Normative Limits in Modern Constitutionalism'',Springer Heidelberg New York Dordrecht London, pp.207-280 Lueck R. Mclntosh P. (2009), 'The busy manager's guide to delegation', American Management Association, pp. 1-9 Pfeffer J., (2007),'What were they thinking?', Harvard Business School Press, pp.1-40. Mentor P., (2008), 'Delegating work', Harvard Business School Press, pp. 1-14 Stanley, T.L. Supervision. Apr2012, Vol. 73 Issue 4, p7-10. 4p. 'Development of small and medium enterprises ... strategic direction rather than progress', (2013), [online]. Available from: https://shabiba.com/article/23567/%20economy%20/%20-(accessed: 10 November 2016). 'Effective Delegation' [online], Available from: https://www.google.com/url?sa=trct=jq=esrc=ssource=webcd=7cad=rjauact=8ved=0ahUKEwjq8ce4gI_PAhXKPhQKHaACDicQFghAMAYurl=http%3A%2F%2Fwww.kansas4-h.org%2Fresources%2F4-h-library%2F4-h-clubs%2Fstrengthening-clubs-1%2Fdocs%2Feffective-delegation.pdfusg=AFQjCNFSrUQepXAIrBqdItC3vpffMvDMnQsig2=N9zy5LjmvQv9qXnnNHzM5wbvm=bv.132479545,d.d24 (accessed: 06 November 2016). 'SMEs in Oman' (2015), [online]. Available from: https://www.smeadvisorarabia.com/ (accessed: 12 November 2016). 'SMEs in Oman' [online], Available from: https://omandaily.om/?p=309691 (accessed: 13 November 2016). 'Successful Delegation' [online], available from: www.free-management-ebooks.com/dldebk-pdf/fme-successful-delegation.pdf (accessed: 18 October 2016). 'The importance of delegation' [online]: available from : web.ewu.edu/groups/studentlife/Delegation.pdf (accessed: 18 October 2016).