MC-revise work Essay Example | Topics and Well Written Essays - 3500 words

MC-revise work - Essay Example Now marketing is quite a broad area, which embraces various aspects like price, place, promotion and product. These four aspects form a marketing mix of a firm. As far as the issue of marketing communications is concerned, it actually refers to the area of ‘promotion’ in a marketing mix. In most of the business organizations, marketing communication strategies are found to be in integrated form in the sense that it combines several aspects together. Just like has the broad area of marketing itself, marketing communication also has a mix. Under a marketing communications mix, different elements of communications are incorporated in different quantities to form a campaign. A marketing communications mix comprises of elements like sales promotion, publicity, advertising, direct marketing, e-marketing, branding, and sponsorships and so on. All these elements are generally referred to as marketing communications tools. With time, marketing communications is getting more interrelated, and hence it would be quite interesting to conduct a comprehensive study of different marketing communications strategy applied by the firms in today’s internationalized world where intensity of competition has increased significantly and hence to survive in the market excellent communication strategies are needed to be undertaken. This paper attempts to conduct a case study of a well known firm in the international fashion world, Zara, to analyze its current communication marketing strategies and to provide a marketing communications plan that would help the firm in enhancing its promotional capabilities and help attracting more customers to its stores across the world. However, before moving into the case study analysis, it would be beneficial to provide a brief discussion on different communication theories and various marketing communications tools to enhance the understanding of this marketing issue. The term ‘communication’ refers to exchange of information. An

The Psychological World of the Artist Essay Example for Free

The Psychological World of the Artist Essay â€Å"Analyse the psychological world of the artist in relation to their artwork.† An artist’s psychological world can have a significant impact on their artwork, as is the case with many of the artworks done by artists such as Artemisia Gentileschi, Frida Kahlo and Andy Warhol. Artemisia Gentileschi’s psychological world was greatly affected by her experiences as a female living in the seventeenth century where she would have faced discrimination and sexual harassment because of her gender, in particular the incident in which she was raped by her drawing teacher, Agostino Tassi, which was made considerably more traumatic by the fact that it was she, the victim, who was made to undergo torture to see if her story remained the same. Many of her artworks are depictions of scenes from the Bible or mythology, a common theme for artists of that time. However, Gentileschi’s depictions of these scenes are slightly different to those of her male counterparts as she does not depict the women as passive ‘objects.’ This can be seen in the artwork ‘Judith beheading Holofernes’ which features a Judith who is sawing at Holofernes’ head quite savagely and is not meant to be conventionally attractive. This painting of a strong, brave woman triumphing over a man rather than the other way around, as was the norm for that time could be interpreted as what Gentileschi wished would happen to Tassi after he raped her, and it contrasts with depictions of this scene by male artists like Caravaggio, who depicts his Judith as being pretty and delicate-looking, with a horrified expression as she watches the blood spurt from Holofernes’ neck, as well as a blouse that was semi-transparent, showing a more traditional depiction of a woman whose main purpose in the artwork is to be gazed upon by men. Gentileschi’s psychological world is likely to have contained frustration at the objectification of women of her time, and her desire The psychological world of Frida Kahlo that is represented in her artwork was influenced by a bus accident she was in when she was young in which she sustained serious lifelong injuries, and many of the events that occurred later in her life, such as her tumultuous marriage to the unfaithful painter Diego Rivera, and her miscarriage. In many of her artworks, she depicts herself as scarred, or bleeding, symbolising both her physical and psychological pain. In her painting ‘Henry Ford Hospital’, Kahlo paints herself naked and bleeding on a bed, emphasising her psychological state after her miscarriage- she would have been feeling vulnerable and in a lot of pain, both emotionally and physically. Her artworks can be seen as a search for her identity, in the context of her culture, religion and life experiences, as many of them are self-portraits that feature her dressed in traditional Mexican clothes with colourful ribbons in her hair, and a lot of symbolism. An example of this is her artwork ‘Self portrait with thorn necklace and hummingbird’, where she again depicts herself as bleeding because of the necklace of thorns she is wearing, which could be seen as a Catholic symbol reminiscent of Christ’s crown of thorns as she came from a Catholic family, or maybe a reference to Aztec religious rituals involving self-mortification with thorns. She also has a monkey on one shoulder (a recurring symbol in eight of her self-portraits) which appears to be a pet or comforting presence because it is playing with the necklace. The black cat on her other shoulder is a more ominous, threatening presence as it looks as though it is about to pounce and its eyes are a cold, uninviting grey. The juxtaposition of colour, and playful images with symbols of doom or death, and a bleeding body is a common theme in many of Kahlo’s works and has been interpreted as Surrealism; however Kahlo denied this, saying â€Å"I paint my own reality.† Andy Warhol’s childhood played an important part in the formation of his psychological world and personality that led to him becoming a central figure in the Pop Art movement that took place in America in the 1960s. As a child, Warhol was diagnosed with St Vitus’ dance, which caused him to spend a lot of time bed-ridden with nothing to do but draw, listen to the radio and collect pictures of celebrities from magazines to stick around his bed. This constant exposure to popular culture would have been extremely influential in the development of Warhol’s later work, in which he depicted easily recognisable images in American culture, including celebrities like Marilyn Monroe and Elvis Presley, and everyday items like Campbell’s soup. In his artwork ‘100 Campbell’s Soup Cans’, he explores the idea of mass production that was becoming such an important part of American culture, but says that he chose Campbell’s soup because that was what he had for lunch for most of his life. Warhol’s psychological world which was influenced by his childhood was depicted quite literally in his artworks- images of celebrities and mass-produced products like Campbell’s soup played a larger-than-normal role in his childhood in particular. Warhol clearly had a great deal and admiration and affection for these things, even going so far as to say â€Å"I want to be plastic.† Though all of these artworks were done in styles that were gaining popularity in the time that the artist was working, it was the artist’s psychological world that ultimately motivated them to create most of their artworks.

Do Credit Problems Lead to Bankruptcy Essay -- essays papers

Do Credit Problems Lead to Bankruptcy The reasons we as Americans buy on credit varies, but without it most of us would probably never be able to purchase necessities such as a home or automobile. The nation's economy depends on credit; the promise to pay later for goods and services used today. But along with consumer credit comes consumer debt. With the rise in telemarketing and commercializing in America it is no wonder why Americans feel the impulse to buy now, pay later. The most common form of consumer debt is installment debt, which is when a consumer borrows the money to purchase an item and agrees to repay the loan in equal installments over a fixed period of time. Without installment debt most consumers could not afford to purchase items such as a home. The truth of the matter is that we, as Americans, tend to want to purchase more than we can afford to purchase when we want it. But, we can afford to pay it out, over time, in fixed payments. Mortgages, a debt owed on real property, are the latest form of installment debt. Other forms include automobile loans and credit card purchases. Just pick up the newspaper any time after Christmas and you will find articles on managing your mounting debt from Christmas. Not realizing the extent of the consumers' debt is one of the most common types of credit problems. Denial may play a partial role in this problem, but the lack of education seems to be the largest reason for consumer debt. Cre...

Leadership transformation

The authors determined that team values are an influencing factor, which has an effect on the team member's response o the transformational leader, and in turn to the team's performance. Research question(s) (Article 1) What questions(s) does the author present? Hypothesis 1. â€Å"Mediated moderation exists when the Interaction between two variables (diversity and transformational leadership) affects a mediator, which then affects a dependent variable† (Morgan-Lopez & MacKinnon, 2006). Hypothesis 2.Task-relevant information has an effect on the relationship between leader and follower performance with regards to the team's educational diversity, age, and nationality. Hypotnesls 3. How tne team views Olverslty 0T Tellow team memoers ana leader as a â€Å"collective† team in regards to performing as a team. Research Question(s) (Article 2) How does the subordinate's performance have anything to do with the leader's values and behaviors? Do transformational leaders enhanc e team performance?The â€Å"transformational leader inspires others to go beyond self-interest, impressions, and limitations in order to motivate followers to become more effective in reaching common goals† (Bass, Avolio, Jung, ; Berson, 2003). The authors focus on team alues, and the effect that those values have on the performance of the team by comparing and contrasting results from results of study done on team members in the United States and Hong Kong. Literature Review —How is this organized? What are the main themes found in the review? Who are the main authors used?

Rebuilding Employee Morale Essay

Layoffs and work-force reductions have a big impact on both those who lose their jobs and those who remain. Employees who remain after a work-force reduction may be affected for weeks or months afterwards. They may feel overwhelmed, have a hard time focusing on work, or experience low morale. This may be a stressful time for you as well. As a manager you not only have to make the transitions yourself, but you’re also counted on to help steer your team through the changes. As a manager, it’s important to be aware of what employees are feeling and to offer support in ways that can help your team get through this difficult and challenging period. And it’s important to recognize how the changes affect you as well. Common feelings employees may have Several employees, or hundreds of employees, may have lost their jobs at your company. Whatever the size of the work-force reduction, it’s likely that many well-liked people who were doing good work will be leaving the company and that the employees who remain are sad and are grieving for co-workers who were let go. The remaining employees may also be fearful about the security of their own jobs or how their roles might change. Employees may experience some or all of the following emotions, all of which can affect productivity, commitment, and morale: †¢ Sadness. †¢ Anger. †¢ Guilt. †¢ Fear and anxiety. Many may wonder, â€Å"Am I the next to go?† †¢ Envy of those who are leaving. Employees may feel that those who were laid off are moving on to new opportunities while they are â€Å"stuck at the same old job.† †¢ Apathy. They may find it hard to concentrate or get back to work. †¢ Loss of trust in the organization. Employees may lose trust in upper management’s messages and mission and may not feel that the company cares. †¢ Overwhelmed. People may feel overloaded and worried about how their workload will change. 57114-1008 2 Rebuilding Employee Morale Following a Layoff Helping employees cope A layoff or downsizing is a business decision. But before employees who remain can move on and begin working productively again, it’s important to deal with the emotional side of the job cuts and their impact on people’s lives. †¢ Hold an initial meeting with employees staying on your team on the day of the downsizing announcement. Have an open and honest discussion with them about the job cuts and why they took place and how they will help keep your organization moving forward. Employees need to know why the cuts happened and what the organization is doing to avoid more job cuts. Talk about the layoffs in terms of job functions and the business. Do not discuss specifics or specific individuals. Expect this to be a time of deep emotion, confusion, and anxiety for your employees. †¢ Hold a â€Å"jump-start† meeting. A work-force reduction can change the way your team functions. In the days following the announcement, plan and hold a jumpstart meeting to get people focused on what matters. At the meeting: – Review the organization’s goals, strategy, and new direction. Enlist your team’s support in finding ways to meet those goals. – Clarify the reasons for the change. Identify and describe ways that individual employees may have to shift their attention. – Explain fully the expected results of the team’s efforts, linking those results to the overall business goals of the organization. – Identify those things the team and individuals are already doing well that support the new direction or business strategy. Highlight what may change. – Discuss needs and develop concrete action plans for short- and long-term periods. – Provide training if employees will be asked to take on new work or functions. †¢ Give employees continued opportunities to talk about their feelings. Encourage them to voice their fears, questions, complaints, and concerns. Hold meetings. You can do this both one-on-one with employees and as a group. Have drop-in sessions. These will be helpful for employees and for you as a manager. Remember that when people are allowed to express their feelings they are better able to adjust and move on. Continue to have these discussions for as long as they seem productive. Watch that employees don’t get stuck or caught up in too much negativity. Use coaching skills to help them accept the change and move on. †¢ Be honest with employees and keep lines of communication open. The more honest and straightforward you are, the more quickly you’ll rebuild trust on your team. During times of major change, information is often incomplete. No manager has all the answers. If an employee asks a question about the reorganization that you are not in a position to answer, don’t be afraid to say, â€Å"I don’t have the answer to 3 Rebuilding Employee Morale Following a Layoff that question.† If possible, commit to finding answers and information within a fixed period of time and â€Å"close the loop† with the employee who asked the question. If relevant, share the information with everyone on the team. Remind employees that in times of flux even some of the updated information will change but that you will keep them as up to date as you can when this happens. †¢ Lead by example. Take a close look at your own attitudes and behavior and how you are responding to the workplace change. Positive, sincere, and communicative managers who demonstrate strong leadership qualities while acknowledging the difficulty and pain of the layoff are typically able to get their staff back on track during times of adversity and challenge. †¢ Offer resources to help employees reduce feelings of stress. Make sure members of your team are aware of the resources available to them to help reduce feelings of stress, including the employee assistance program (EAP) or the program that provided this publication. †¢ Recognize that, initially, employees may be so absorbed with the reorganization that they get less work done than usual. During times of major change, especially in the period right after the change, it’s common for people to look out for themselves. Employees may spend increased amounts of time on personal activities like phone calls and Internet use. By keeping employees actively engaged in constructive job-related tasks with a direct value to the business, anxiety can be kept in check and employees will be more focused on what matters. It’s important to take action to rebuild the team and help employees get back up to speed and move forward. Ways to rebuild trust and morale It can take months for employees to adjust to a major organizational change and to new systems and ways of doing things. It’s important to keep an eye on employee morale during this transitional period. Here are some ways to rebuild trust and morale on your team during this time: †¢ Spend extra time with your team and with individual employees. In times of stress managers can be tempted to spend more time in their offices away from their anxious employees, but this is just the time your employees need you to be more visible and accessible than usual. †¢ Communicate openly and often about company strategies and goals. Share information. Clarify goals. Be honest in your communications. If more change is coming, share as much as you’re able to with employees. It’s critical to check with upperlevel managers on what messages to communicate to employees. Different messages coming from managers across departments will result in mixed messages and rumors. Encourage employees to share any rumors they hear with you and address each one as quickly as you can. 4 Rebuilding Employee Morale Following a Layoff †¢ Talk about changes within the organization and how these may affect the work and your group. Talk about how the work will change as a result of the reorganization. Let everyone know that plans or tasks may change and that this is normal during times of transition. If work expectations for the department or individuals have changed, communicate this as soon as possible. Be clear and concise about new job duties and responsibilities. Remember to give frequent updates. This helps employees deal with feelings of uncertainty and confusion. †¢ Avoid complaining about the organization or telling employees your woes. Managers sometimes do this to reduce feelings of guilt — they want employees to feel that they are suffering, too. But a manager who complains to employees only loses respect and creates more anxiety among employees. Speak with other managers you trust about your feelings and concerns and to get more ideas of what steps you can take to help rebuild your team. Take very good care of yourself during this time as many managers experience additional stress as they guide their teams through challenging times. †¢ Use team-building exercises to renew relationships and commitments to goals. Work on a group or team project together. You might order pizza or bagels when you do. Offer a seminar on dealing with workplace change. Work hard to be sure everyone understands his or her role on the team and how group efforts contribute to the larger business goals. †¢ Be respectful of the people who have been laid off. Avoid comments like â€Å"He wasn’t such a great employee anyway.† Focus on the positive attributes of employees who have left. Express regret and make sure your team knows that you wish them well. This will show those who are staying that the organization treats people with respect and dignity. Your employees will assume that if they were to be laid off, you would talk about them the same way you talk about former em ployees. †¢ Help employees see the opportunities that change can bring. The reorganization may mean that people will have the opportunity to learn new skills or to take on new responsibilities. †¢ Recognize and reward good work and continued commitment. Let employees know that you appreciate everyone pulling together to do their part in meeting the company’s goals. It’s more important than ever at this time to reward employees who are staying — for meeting goals and milestones and for steady, dependable effort. Here are some ways to offer rewards: – through company recognition or incentive programs – by giving public recognition at a meeting – by sending an e-mail to upper management applauding an employee’s efforts and spelling out what those efforts were and how they contributed to the company’s goals – by using bulletin boards to call attention to someone’s good efforts 5 Rebuilding Employee Morale Following a Layoff Keep in mind that it takes time for people to let go of old ways, adapt to new ones, and recommit to the organization. The more proactive you are in helping employees through this transition, the more everyone will be able to adjust, move on, renew their enthusiasm, and confirm their commitment to the company. Written with the help of Elizabeth Bakken, B.A., M.A. Ms. Bakken has a certificate in organizational development and an extensive background in the fields of human resource development and career coaching. She writes a column, CareerWise, on executive career issues for the Rochester Business Journal.  © 2001, 2008 Ceridian Corporation. All rights reserved. 102908

Living Fossil Plants - Ginkgo, Metasequoia, Wollemia

Living Fossil Plants - Ginkgo, Metasequoia, Wollemia A living fossil  is a species that is known from fossils looking just the way it looks today. Among animals, the most famous living fossil is probably the  coelacanth. Here are three living fossils from the plant kingdom. Afterward, we will point out why living fossil is no longer a good term to use. Ginkgo, Ginkgo biloba Ginkgoes are a very old line of plants, their earliest representatives being found in rocks of Permian age  some 280 million years old. At times in the geologic past, they have been widespread and abundant, and the dinosaurs surely fed upon them. The fossil species Ginkgo adiantoides, indistinguishable from the modern ginkgo, is found in rocks as old as Early Cretaceous (140 to 100 million years ago), which appears to have been the ginkgos heyday. Fossils of ginkgo species are found throughout the northern hemisphere in rocks dating from Jurassic to Miocene times. They disappear from North America by the Pliocene and vanish from Europe by the Pleistocene. The ginkgo tree is well-known today as a street tree and ornamental tree, but for centuries it appears to have been extinct in the wild. Only cultivated trees survived, in Buddhist monasteries in China, until they were planted across Asia starting about a thousand years ago. Ginkgo Photo GalleryGrowing GinkgoesLandscaping with Ginkgoes Dawn Redwood, Metasequoia glyptostroboides The dawn redwood is a conifer that sheds its leaves every year, unlike its cousins the coast redwood and giant sequoia. Fossils of closely related species date from late in the Cretaceous  and occur all over the northern hemisphere. Their most famous locality is probably on Axel Heiberg Island in the Canadian Arctic, where stumps and leaves of Metasequoia sit still unmineralized from the warm Eocene Epoch some 45 million years ago. The fossil species Metasequoia glyptostroboides was first described in 1941. Its fossils were known before that, but they were confused with those of the true redwood genus Sequoia and the swamp cypress genus Taxodium for more than a century. M. glyptostroboides was thought to be long extinct. The latest fossils, from Japan, dated from the early Pleistocene (2 million years ago). But a living specimen in China was found a few years later, and now this critically endangered species is thriving in the horticultural trade. Only about 5000 wild trees remain. Recently, Chinese researchers described a single isolated specimen in Hunan province whose leaf cuticle differs from all other dawn redwoods and exactly resembles the fossil species. They suggest that this tree is truly the living fossil and that the other dawn redwoods have evolved from it by mutation. The science, along with much human detail, is presented by Qin Leng in a recent issue of Arnoldia. Qin also reports vigorous conservation efforts in Chinas Metasequoia Valley. Wollemi Pine, Wollemia nobilis The ancient conifers of the southern hemisphere are in the araucaria plant family, named for the Arauco region of Chile where the monkey-puzzle tree (Araucaria araucana) lives. It has 41 species today (including the Norfolk Island pine, kauri pine and bunya-bunya), all of them scattered among the continental fragments of Gondwana: South America, Australia, New Guinea, New Zealand and New Caledonia. Ancient araucarians forested the globe in Jurassic times. In late 1994, a ranger in Australias Wollemi National Park in the Blue Hills found a strange tree in a small, remote canyon. It was found to match fossil leaves going back 120 million years in Australia. Its pollen grains were an exact match to the fossil pollen species ​Dilwynites, found in Antarctica, Australia, and New Zealand in rocks as old as Jurassic. The Wollemi pine is known in three small groves, and all specimens today are as genetically alike as twins. Hard-core gardeners and plant fanciers are very interested in the Wollemi pine, not just for its rarity but because it has beautiful foliage. Look for it at your local progressive arboretum. Why Living Fossil Is a Poor Term The name living fossil is unfortunate in some ways. The dawn redwood and Wollemi pine present the best case for the term: recent fossils that appear identical, not just similar, to a living representative. And the survivors were so few that we may not have enough genetic information to explore their evolutionary history in depth. But most living fossils dont match that story. The plant group of cycads is an example that used to be in the textbooks (and may still be). The typical cycad in yards and gardens is the sago palm, and it had supposedly been unchanged since Paleozoic time. But today there are about 300 species of cycad, and genetic studies show that most are only a few million years old. Besides genetic evidence, most living fossil species differ in small details from todays species: shell ornamentation, numbers of teeth, configuration of bones and joints. Although the line of organisms had a stable body plan that succeeded in a certain habitat and lifeway, its evolution never stopped. The idea that the species became evolutionarily stuck is the main thing wrong about the notion of living fossils. There is a similar term used by paleontologists for fossil types that disappear from the rock record, sometimes for millions of years, and then appear again: Lazarus taxa, named for the man that Jesus raised from the dead. A Lazarus taxon is not literally the same species, found in rocks millions of years apart. Taxon refers to any level of taxonomy, from the species through the genus and family up to the kingdom. The typical Lazarus taxon is a genus- a group of species- so that matches what we now understand about living fossils.

Developing an Enterprise Resource Planning System (ERP)

Developing an Enterprise Resource Planning System (ERP) Free Online Research Papers Resource management The program being developed is a program for the development of an enterprise resource planning system. This is usually referred in short form as ERP system. This is software which is being used by many companies. Its main purpose is the management and coordination of all of the resources, information as well as the functions of a business from the common pool of data called data warehouse. This system possess service oriented architecture whereby the software and hardware units or rather services modular that communicate in LAN (local area network). This modular design makes it possible for the reconfiguration of the modules at the same time making a preserve of data integrity from a data warehouse. Objectives for the night club planning project The project is aimed to increase the efficiency and effectiveness in the day to day Activities of the organization. As this involves a night club, particularly an adult cabaret, it means the following areas should be improved in order to ensure that it fits theit attains the efficiency and effectiveness in area such as: Financials Here the fixed assets, general ledger, account receivable and payable as well as the cash management system will need to be improved. Project management These are the activities which will be improved: activity management, costing, billing, time and expense as well as performance units. Creating a plan that will be socially and economically acceptable in the City of Youngstown. The recent events have given the club a seriously negative reputation. My job will be to obtain respect of the club through the community, and its officials. Attending hearings in the Capitol City Columbus is also mandatory. Venues The venues will be strategically placed to take advantage of the location in order to be able to serve the customers better while increasing the revenues collected from the club hence the profits. Entertainers and guests alike must enjoy the ambiance of the club while abiding by the laws enforced by the liquor control board, the City of Youngstown, The State of Ohio, as well as local ordinances. Staffing Staffing involves interviewing, recruiting and training the human resource. This with proper management they will become more efficient and will avoid man hours wasted and wastage as the right kind of personnel will be hired and the right training will be offered to them. Auditions will be held in order to choose the right entertainers for the vision of the clubs goals. Background checks will and must be implemented so that a future violation could possibly be avoided. Security will have to be doubled in order to not only enforce the laws and rules, but to ensure the community things will be controlled and monitored at all times. Planning i) Being aware of the goals and the implementation of the new system- which in our case is the improvement of efficiency in the effectiveness in all the departments of the organization. ii) Developing a comprehensive plan as the project cuts involves each and every process in the organization. Inventory Control, labor costs, advertising, and maintenance al need to be taken into serious consideration for the new procedures and policies. iii) Involving of the users of the system. If there is experience which is needed then the in-house manager will be given the education required to train other team members. iv) Adapting a realistic approach as concerns the to the cost estimation. Evaluation i) The package chosen should be a standard one for the industry this is aimed to maintain the interactivity with the customers as they are familiar to the positive sides of the industry. Keeping the guests entertained and spending is the main goal here. ii) Maintenance cost estimation. (NET POS) will have to be implemented in a case such as this. The amount of volume that this club produces, along with the need for organization, POS is a perfect solution. iii) Evaluation of the company processes this is in an attempt of making a rational decision as regards to the feasibility to the adoption of the new processes. The recent events have caused the club to be closed, a working knowledge of all the new laws in effect will be required in order to assess the project goals. After implementation i) Attention will be paid to the workflows ii) Starting with the condensing trainings in our site before signing up for long distance sessions, due to the multiple stake holders of this enterprise. Program cost summary Expense for: Cost (US$) Consultation 2,000 Assessment 5,000 Installation and configuration 10,000 User interface development 3,000 Administrative and legal expenses 500 Miscellaneous 1,000 The above table shows the various processes of implementation. The experimental methods will be used to establish the benefits which can be obtained from the implementation of the project. For scheduling purposes the decision making process allows is capable of giving the project manager a chance to anticipate for change in the schedule as well as the change of the amount of resources being used in the project depending on the change of the general trends in the market. Entertainers being the highlight of the venue will need to be scheduled strategically, to the marketing of the clubs nightly venue. In conclusion the implementation of this project will be able to increase efficiency in the operations of the organization, thus leading to the reduction in the cost of production thus increase in sales. This will lead to competitive advantage over the organizations which have not implemented the system. References Brown, C., and I. Vessey, Managing the Next Wave of Enterprise Systems: Leveraging Lessons from ERP, MIS Quarterly Executive, 2(1), 2003 Esteves, J., and Pastor, J., Enterprise Resource Planning Systems Research: An Annotated Bibliography, Communications of AIS, 7(8) pp. 2-54. Waldner, Jean-Baptiste (1992). CIM: Principles of Computer Manufacturing. Chichester: John Wiley Sons Ltd. pp. p47. ISBN 047193450X. 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