abhishreshthaa

New member
DC Shoes is an American company that specializes in footwear for extreme sports, skateboarding, snowboarding as well as snowboards, shirts, jeans, hats, and jackets. The company was founded in 1993 by Ken Block and Damon Way, and is based in Vista, California.[1] DC originally stood for "Droors Clothing", but since the sale of Droors Clothing (which is now defunct), DC no longer has ties to Droors and is simply DC Shoes.

On March 9, 2004, DC Shoes was acquired by Quiksilver in a $87 Million USD transaction.[2]

DC sponsors snowboarders, BMX riders, skateboarders, and more. The current skate team includes PRO's Danny Way, Josh Kalis, Nick Dompierre, Rob Dyrdek, Dorien Walker, Colin McKay, Chris Cole,Matt Miller, and Chaz Ortiz.Am's consist of Felipe Gustavo, Wes Kremer, Marquise Henry, and Evan Smith.


Attitudes represent feeling and beliefs of individuals towards others. Attitude affects motivation, satisfaction and job commitment. Negative attitudes need to be converted into positive attitudes. Changing negative attitudes is difficult because –

1. Employees refuse to changes
2. They have prior commitments
3. And information needed to change attitudes may not be sufficient

Nevertheless, attitude must be changed so that employees feel committed to the organization, are motivated for better performance, and derive satisfaction from there jobs and the work environment

Decisions Making and Problem Solving Skills

Decision making skill and problem solving skills focus on method and techniques for making organizational decisions and solving work-related problems. Learning related to decision-making and problem-solving skills seeks to improve trainees’ abilities to define structure problems, collect and analysis information, generate alternative solution and make an optimal decision among alternatives. Training of this type is typically provided to potential managers, supervisors and professionals.

Exhibit # 2 Training inputs at HLL

The training and development affords at HLL are designed to develop the following:
1. Helping employees satisfy personal goals through higher level of skills and competencies
2. Facilitating higher contribution at there present jobs and preparing them for the next level of responsibilities
3. Developing individuals and teams to meet the total needs of the organization

TRAINING AND DEVELOPMENT AS SOURCE OF COMPETITIVE ADVANTAGE

Companies derive competitive advantage from training and development. Training and development ¬programmes, as was pointed out earlier, help remove performance deficiencies in employee. This is particularly true when - (1) the deficiency is caused by a lack of ability rather than a lack of motivation to perform, (2) the individual(s) involved have the aptitude and motivation need to learn to do the job better, and (3) supervisors and peers are supportive of the desired behaviors.

Training & Development offers competitive advantage to a firm by removing performance deficiencies; making employees stay long; minimized accidents, scraps and damage; and meeting future employee needs.

There is greater stability, flexibility, and capacity for growth in an organization. Training contributes to employee stability in at least two ways. Employees become efficient after undergoing training. Efficient employees contribute to the growth of the organization. Growth renders stability to the workforce. Further, trained employees tend to stay with the organization. They seldom leave the company. Training makes the employees versatile in operations. All rounders can be transferred to any job. Flexibility is therefore ensured. Growth indicates prosperity, which is reflected in increased profits from year to year. Who else but well-trained employees can contribute to the prosperity of an enterprise?

Accidents, scrap and damage to machinery and equipment can be avoided or minimized through training. Even dissatisfaction, complaints, absenteeism, and turnover can be reduced if employees are trained well.

Future needs of employees will be met through training and development programmes. Organizations ¬take fresh diploma holders or graduates as apprentices or management trainees. They are absorbed after course completion. Training serves as an effective source of recruitment. Training is an investment in HR with a promise of better returns in future.

A company's training and development pays dividends to the employee and the organization. Though no single training programme yields all the benefits, the organization which devotes itself to training and development enhances its HR capabilities ¬and strengthens its competitive edge. At the same time, the employee's personal and career goals are furthered, generally adding to his or her abilities and value to the employer. Ultimately, the objectives of the HR department are also furthered.

The Benefits of Employee Training

How Training Benefits the Organization:

• Leads to improved profitability and/or more positive attitudes towards profit orientation. Improves the job knowledge and skills at all levels of the organization
• Improves the morale of the workforce
• Helps people identify with organizational goals
• Helps create a better corporate image
• Fosters authenticity, openness and trust
• Improves relationship between boss and subordinate
• Aids in organizational development
• learns from the trainee
• Helps prepare guidelines for work
• Aids in understanding and carrying out organizational policies.
• Provides information for future needs in all areas of the organization
• Organization gets more effective decision-making and problem-solving skills
• Aids in development for promotion from within
• Aids in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display
• Aids in increasing productivity and/or quality of work
• Helps keep costs down in many areas, e.g. production, personnel, administration, etc.
• Develops a sense of responsibility to the organization for being competent and knowledgeable
• Improves Labour-management relations
• Reduces outside consulting costs by utilizing competent internal consultation
• Stimulates preventive management as opposed to putting out fires
• Eliminates suboptimal behavior (such as hiding tools)
• Creates an appropriate climate for growth, communication
• Aids in improving organizational communication
• Helps employees adjust to change
• Aids in handling conflict, thereby helping to prevent stress and tension.

Benefits to the Individual Which in Turn Ultimately Should Benefit the Organization:

• Helps the individual in making better decisions and effective problem solving
• Through training and development, motivational variables of recognition, achievement, growth, responsibility and advancement are internalized and operationalised
• Aids in encouraging and achieving self-development and self-confidence
• Helps a person handle stress, tension, frustration and conflict
• Provides information for improving leadership, knowledge, communication skills and attitudes
• Increases job satisfaction and recognition
• Moves a person towards personal goals while improving interactive skills
• Satisfies personal needs of the trainer (and trainee)
• Provides the trainee an avenue for growth and a say in his/her own future
• Develops a sense of growth in learning
• Helps a person develop speaking and listening skills; also writing skills when exercises are required. Helps eliminate fear in attempting new tasks

Benefits in Personnel and Human Relations, Intra-group & Inter-group Relations and Policy Implementation:

• Improves communication between groups and individuals:
• Aids in orientation for new employee and those taking new jobs through transfer or promotion
• Provides information on equal opportunity and affirmative action
• Provides information on other government laws and administrative policies
• Improves interpersonal skills.
• Makes organizational policies, rules and regulations viable.
• Improves morale
• Builds cohesiveness in groups
• Provides a good climate for learning, growth, and co-ordination
• Makes the organization a better place to work and live
 
Last edited:

jamescord

MP Guru
DC Shoes is an American company that specializes in footwear for extreme sports, skateboarding, snowboarding as well as snowboards, shirts, jeans, hats, and jackets. The company was founded in 1993 by Ken Block and Damon Way, and is based in Vista, California.[1] DC originally stood for "Droors Clothing", but since the sale of Droors Clothing (which is now defunct), DC no longer has ties to Droors and is simply DC Shoes.

On March 9, 2004, DC Shoes was acquired by Quiksilver in a $87 Million USD transaction.[2]

DC sponsors snowboarders, BMX riders, skateboarders, and more. The current skate team includes PRO's Danny Way, Josh Kalis, Nick Dompierre, Rob Dyrdek, Dorien Walker, Colin McKay, Chris Cole,Matt Miller, and Chaz Ortiz.Am's consist of Felipe Gustavo, Wes Kremer, Marquise Henry, and Evan Smith.


Attitudes represent feeling and beliefs of individuals towards others. Attitude affects motivation, satisfaction and job commitment. Negative attitudes need to be converted into positive attitudes. Changing negative attitudes is difficult because –

1. Employees refuse to changes
2. They have prior commitments
3. And information needed to change attitudes may not be sufficient

Nevertheless, attitude must be changed so that employees feel committed to the organization, are motivated for better performance, and derive satisfaction from there jobs and the work environment

Decisions Making and Problem Solving Skills

Decision making skill and problem solving skills focus on method and techniques for making organizational decisions and solving work-related problems. Learning related to decision-making and problem-solving skills seeks to improve trainees’ abilities to define structure problems, collect and analysis information, generate alternative solution and make an optimal decision among alternatives. Training of this type is typically provided to potential managers, supervisors and professionals.

Exhibit # 2 Training inputs at HLL

The training and development affords at HLL are designed to develop the following:
1. Helping employees satisfy personal goals through higher level of skills and competencies
2. Facilitating higher contribution at there present jobs and preparing them for the next level of responsibilities
3. Developing individuals and teams to meet the total needs of the organization

TRAINING AND DEVELOPMENT AS SOURCE OF COMPETITIVE ADVANTAGE

Companies derive competitive advantage from training and development. Training and development ¬programmes, as was pointed out earlier, help remove performance deficiencies in employee. This is particularly true when - (1) the deficiency is caused by a lack of ability rather than a lack of motivation to perform, (2) the individual(s) involved have the aptitude and motivation need to learn to do the job better, and (3) supervisors and peers are supportive of the desired behaviors.

Training & Development offers competitive advantage to a firm by removing performance deficiencies; making employees stay long; minimized accidents, scraps and damage; and meeting future employee needs.

There is greater stability, flexibility, and capacity for growth in an organization. Training contributes to employee stability in at least two ways. Employees become efficient after undergoing training. Efficient employees contribute to the growth of the organization. Growth renders stability to the workforce. Further, trained employees tend to stay with the organization. They seldom leave the company. Training makes the employees versatile in operations. All rounders can be transferred to any job. Flexibility is therefore ensured. Growth indicates prosperity, which is reflected in increased profits from year to year. Who else but well-trained employees can contribute to the prosperity of an enterprise?

Accidents, scrap and damage to machinery and equipment can be avoided or minimized through training. Even dissatisfaction, complaints, absenteeism, and turnover can be reduced if employees are trained well.

Future needs of employees will be met through training and development programmes. Organizations ¬take fresh diploma holders or graduates as apprentices or management trainees. They are absorbed after course completion. Training serves as an effective source of recruitment. Training is an investment in HR with a promise of better returns in future.

A company's training and development pays dividends to the employee and the organization. Though no single training programme yields all the benefits, the organization which devotes itself to training and development enhances its HR capabilities ¬and strengthens its competitive edge. At the same time, the employee's personal and career goals are furthered, generally adding to his or her abilities and value to the employer. Ultimately, the objectives of the HR department are also furthered.

The Benefits of Employee Training

How Training Benefits the Organization:

• Leads to improved profitability and/or more positive attitudes towards profit orientation. Improves the job knowledge and skills at all levels of the organization
• Improves the morale of the workforce
• Helps people identify with organizational goals
• Helps create a better corporate image
• Fosters authenticity, openness and trust
• Improves relationship between boss and subordinate
• Aids in organizational development
• learns from the trainee
• Helps prepare guidelines for work
• Aids in understanding and carrying out organizational policies.
• Provides information for future needs in all areas of the organization
• Organization gets more effective decision-making and problem-solving skills
• Aids in development for promotion from within
• Aids in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display
• Aids in increasing productivity and/or quality of work
• Helps keep costs down in many areas, e.g. production, personnel, administration, etc.
• Develops a sense of responsibility to the organization for being competent and knowledgeable
• Improves Labour-management relations
• Reduces outside consulting costs by utilizing competent internal consultation
• Stimulates preventive management as opposed to putting out fires
• Eliminates suboptimal behavior (such as hiding tools)
• Creates an appropriate climate for growth, communication
• Aids in improving organizational communication
• Helps employees adjust to change
• Aids in handling conflict, thereby helping to prevent stress and tension.

Benefits to the Individual Which in Turn Ultimately Should Benefit the Organization:

• Helps the individual in making better decisions and effective problem solving
• Through training and development, motivational variables of recognition, achievement, growth, responsibility and advancement are internalized and operationalised
• Aids in encouraging and achieving self-development and self-confidence
• Helps a person handle stress, tension, frustration and conflict
• Provides information for improving leadership, knowledge, communication skills and attitudes
• Increases job satisfaction and recognition
• Moves a person towards personal goals while improving interactive skills
• Satisfies personal needs of the trainer (and trainee)
• Provides the trainee an avenue for growth and a say in his/her own future
• Develops a sense of growth in learning
• Helps a person develop speaking and listening skills; also writing skills when exercises are required. Helps eliminate fear in attempting new tasks

Benefits in Personnel and Human Relations, Intra-group & Inter-group Relations and Policy Implementation:

• Improves communication between groups and individuals:
• Aids in orientation for new employee and those taking new jobs through transfer or promotion
• Provides information on equal opportunity and affirmative action
• Provides information on other government laws and administrative policies
• Improves interpersonal skills.
• Makes organizational policies, rules and regulations viable.
• Improves morale
• Builds cohesiveness in groups
• Provides a good climate for learning, growth, and co-ordination
• Makes the organization a better place to work and live

hey friend,

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