Tuesday, September 21, 2010

Assignment 1: International Class - Result Control

You are required to make 1 page (can be 2 pages maximum) writing to give example of Result Control. It should be from a real case. Write in English (good English!). Please post here as comment.The latest is Tuesday 28 September 2010. Don't forget to write your name and student number.

Good luck.

AP

85 comments:

Anonymous said...

become known as trusted and involved neighbors through their support of education, youth development, sports programs and other community initiatives.
In 1886, the year Coca-Cola was first sold in a neighborhood pharmacy in Atlanta, sales of Coca-Cola averaged nine drinks per day. Since then, Coca-Cola has grown to become the world’s most ubiquitous brand, holding the leadership position in many of the countries in which we do business. And yet, our Company is presented with tremendous opportunities for growth. Every day, approximately 50 billion beverage servings of all types are consumed around the world. Our beverages account for a fraction of those, approximately 1.3 billion—a figure that simultaneously indicates our considerable strength, as well as our endless growth opportunity.
The success of The Coca-Cola Company rests with its ability to connect with consumers by creating the brands they love and by finding new and appealing ways to deliver those brands to people everywhere

3.Result control in the coca cola company
The Coca-Cola Company today reported unit case volume growth of 4 percent in the fourth quarter and 5 percent for the full year, successfully cycling 5 percent and 6 percent growth in the prior year quarter and full year, respectively. Acquisitions contributed 1 point of unit case volume growth for the quarter and 2 points of growth for the full year. The Company achieved broad-based growth across the globe. In key

Anonymous said...

emerging markets, China increased unit case volume 29 percent, India increased 28 percent and Eastern Europe increased double digits in the quarter. Latin America delivered solid, balanced growth in unit case volume led by Mexico increasing 6 percent and Brazil increasing 7 percent in the quarter. Europe achieved unit case volume growth of 2 percent in the quarter successfully cycling 3 percent growth in the prior year. In other key markets, North America unit case volume declined 3 percent in the quarter and unit case volume in Japan was even.
Sparkling beverages increased unit case volume 2 percent in both the quarter and full year. Trademarks Coca-Cola, Fanta and Sprite contributed to the results, increasing unit case volume 2 percent, 3 percent and 6 percent, respectively, for the year. International sparkling beverage unit case volume increased 4 percent for both the quarter and full year.Still beverage unit case volume increased 11 percent in the quarter and 13 percent for the full year, led by strong growth across the portfolio, including juice and juice drinks, teas, active lifestyle and water brands. International still beverage unit case volume increased 17 percent for both the quarter and full year.Globally, the Company continued to gain volume and value share in nonalcoholic ready-to-drink beverages as well as in core sparkling and still beverages for both the quarter and full year.

Anonymous said...

emerging markets, China increased unit case volume 29 percent, India increased 28 percent and Eastern Europe increased double digits in the quarter. Latin America delivered solid, balanced growth in unit case volume led by Mexico increasing 6 percent and Brazil increasing 7 percent in the quarter. Europe achieved unit case volume growth of 2 percent in the quarter successfully cycling 3 percent growth in the prior year. In other key markets, North America unit case volume declined 3 percent in the quarter and unit case volume in Japan was even.
Sparkling beverages increased unit case volume 2 percent in both the quarter and full year. Trademarks Coca-Cola, Fanta and Sprite contributed to the results, increasing unit case volume 2 percent, 3 percent and 6 percent, respectively, for the year. International sparkling beverage unit case volume increased 4 percent for both the quarter and full year.Still beverage unit case volume increased 11 percent in the quarter and 13 percent for the full year, led by strong growth across the portfolio, including juice and juice drinks, teas, active lifestyle and water brands. International still beverage unit case volume increased 17 percent for both the quarter and full year.Globally, the Company continued to gain volume and value share in nonalcoholic ready-to-drink beverages as well as in core sparkling and still beverages for both the quarter and full year.

Anonymous said...

Financial Highlights
Cash flow from operations was $7.6 billion for the year, compared with $7.1 billion in the prior year, an increase of 6 percent. The Company reported fourth quarter earnings per share of $0.43. After considering items impacting comparability, earnings per share for the quarter were $0.64, an increase of 10 percent. Reported earnings per share for the quarter included a net charge of $0.21 per share primarily related to a non-cash impairment charge at Coca-Cola Enterprises Inc., an equity investee ("CCE"), restructuring charges and asset write-downs. Reported earnings per share for the fourth quarter of 2007 were $0.52 and included a net charge of $0.06 primarily related to restructuring charges and asset write-downs.Earnings per share for the year were $2.49 on a reported basis. After considering items impacting comparability, earnings per share for the year were $3.15, an increase of 17 percent. Reported earnings per share for the year included a net charge of $0.66 per share primarily related to non-cash impairment charges at CCE, restructuring charges and asset write-downs. Full year 2007 reported earnings per share were $2.57 and included a net charge of $0.13 per share primarily related to restructuring charges and asset write-downs.Operating income in the quarter increased 12 percent on a reported basis and increased 10 percent after considering items impacting comparability. Items impacting comparability reduced fourth quarter pre-tax operating income by $108 million in 2008 and by $126 million in 2007. Currency negatively impacted comparable operating income in the quarter by 9 percent. Full year operating income increased 16 percent on a reported basis and increased 17 percent after considering items impacting comparability. Currency benefited both full year reported and comparable operating income by 6 percent.The Company is currently on track to deliver $500 million in annualized savings from productivity initiatives by year-end 2011. The continued acceleration of these efforts will enable cash flows to be redeployed to drive investments for growth."Our performance in the fourth quarter was very solid," said Muhtar Kent, president and chief executive officer,

Anonymous said...

The Coca-Cola Company. "Our fourth quarter and full year 2008 results reflect both the universal appeal of our global brands and the unrivalled reach of one of the world's leading consumer products distribution systems. We delivered consistent, quality results for the quarter and for the full year. For the year, we again exceeded our long-term growth targets despite a very challenging economic environment. And importantly, we gained volume and value share in most of our leading markets through solid execution of our strategies.""Our highly skilled management team is assertively addressing the challenges posed by the current global economic crisis. Working in close collaboration with our bottling partners, we successfully accelerated actions, refocused investments and intensified our disciplined execution to drive results. We also made significant gains in realigning our organizational structure to generate greater productivity and in rewiring our business for sustainable results. While certainly not crisis proof, as no company is, I do believe our global business model is relatively resilient, as we bring simple moments of pleasure to our consumers, nearly 1.6 billion times a day, for cents at a time. We recognize that 2009 will bring many unique challenges to us and our consumers, customers, and bottling partners. Yet, I believe that our solid brand and business fundamentals – together with a fundamentally sound balance sheet, robust cash generating model and strong global bottling system – provide a sound foundation for our management team to continue driving long-term sustainable growth."

Anonymous said...

3.Result control recommendation
The Coca-Cola Company places a high value on its Intellectual Property and the Intellectual Property rights of others.  The "Artwork, Labeling and Intellectual Property" policy acknowledges and protects the rights of its suppliers in their IP, while also protecting The Coca-Cola Company's rights in its own IP.  Additionally, the "Artwork Labeling and Intellectual Property" policy provides a vehicle (the Artwork Assignment Agreement) for assigning any IP that suppliers and/or their subcontractors develop for, or on behalf of, The Coca-Cola Company.

Anonymous said...

3.Result control recommendation
The Coca-Cola Company places a high value on its Intellectual Property and the Intellectual Property rights of others.  The "Artwork, Labeling and Intellectual Property" policy acknowledges and protects the rights of its suppliers in their IP, while also protecting The Coca-Cola Company's rights in its own IP.  Additionally, the "Artwork Labeling and Intellectual Property" policy provides a vehicle (the Artwork Assignment Agreement) for assigning any IP that suppliers and/or their subcontractors develop for, or on behalf of, The Coca-Cola Company.

Fredi Dharmawan C1L008001 said...

Fredi Dharmawan C1L008001
This story is truly based on my life experience.
When I was in Primary School, I always belong to top ten students in the class but until in the fifth grade I never belong to top three students. Then one day my father said “ Fredi, actually you can be the best student in your class, but I think you haven’t do your best. In the sixth grade, if you can get first rank, I will buy a new bike for you”. In that time, my father knew that I really wanted a new bike. My father’s words motivated me to get first rank in the class. There was only “ new bike…new bike..new bike…” in my mind. I would do anything to get the bike. Then I studied harder than before.
Unfortunately, in the first semester I was not in the first rank. I was only in fourth rank. I realized that my effort has not been enough to get first rank. Then I studied more harder than in first semester. Alhamdulillah, in second semester I got the first rank in the class. Not only that, I also belong to two best students of EBTANAS mark in West Pekalongan Region. I was so happy when I looked my father’s smile because of my achievement. At that day, I didn’t remember about the bike maybe because I was too happy. However, in the afternoon, I found a new bike parked in the garage. Woow…what a delightful day.
My father motivated me using that way until I was in Junior High school. In Senior High School my father said “ Fredi, now I let you do anything you want. You are not a kid anymore. You can choose, you will be a fail person or success person. But you must remember, your future depends on your effort now”.
From that story, now I know that my father used result control to me. My father gave a reward based on result that I’ve done. I become motivated because of the new bike that would be given to me if I achieve the target. I think my father’s method works well.

akbardrag_on said...

Name : Januar Ali Akbar
Student Number : C1L008024
Major : International Accounting

I have a good example of “Result Control” on a business for the assignment You gave to me. I will tell You the story of my father’s friend business. He is a very successful businessman in Jakarta. He owns many kinds of businesses, from electronic to food. The business that make me interested is his restaurant because he applied a good result control on it. His restaurant is a branch of one of the most famous fast food restaurant in America. So his business easily known by the people there, which mean his restaurant got it’s own costumer. But he realized that it was not that easy to hold the business because he is not the only businessman who do this kind of business. Many people has also start many kind of fast food restaurant businesses not only in Jakarta but also the other city in Indonesia. With this kind of situation he must give the customer the best quality of products and services to them. But smartly, he was not only paid attention to the product and service it self, he also tried to managed his employees to do a better job. If his employees doing a good job means his business also has a good progress. In my opinion, he got a great idea to motivates his employees. What he was doing is to gives the employee who work the best a reward. He was not only giving an extra salary to them but also the status of “The Employee of The Month”. Maybe for him it is really nothing, but for his employee it has become a great achievement for them. Believe it or not, many of his employees prefer the status of Employee of The Month than the extra salary. This reward has make his employees has a competition each other to get the status. It makes them to work at their best ability. They were competing to give the costumer the best service. Many of the costumer also felt satisfied and comfortable for their service. This competition has make his restaurant got a higher profit. The profit of his fast food restaurant has increase almost 200% because of the rewards he gave to the employees. Even his restaurant has become one of the best fast food restaurant in Jakarta. The competition of the best employee is never end. The employee who has not become the employee of the month will work harder to achieve the title, and the employee who has the title will work even harder to defends his title. My father’s friend has did a great job to manage and control his employees to have a better work done. This method is very good because his employees doesn’t even realize that actually they were being controlled by him. Their competition have make his fast food restaurant to be able to exist on these kind of business. In my opinion, this is one of a good examples of result control on businesses.

Anonymous said...

Name: Erna Isabela Purba
NIM: C1L008014
Major: International Accounting

Result Control on Liquid Propane Gas Agency.

PT Hibarnas Jaya is one of company which is sell liquid propane gas. This company applies target marketing: on two days, The company must sell 1000 box of liquid propane gas of 3kg.

Reward: This reward is given for employee if turnover of the selling more than 1000 box on two days, so employee get ten percent bonus from the salary which is get every month.

Punishment: This punishment is given for the employee if the turnover of selling less than 1000 box per two days and if there is employee who is lazy and truant. So, the company will give punishment. The company will reduce ten percent from the salary which is get every month.

In my opinion, it is result control because the company will give reward for the employee who is work hard and give punishment for the employee who is lazy and truant. This method is very good because employee can give the best for this company. The employee can keep spirit to work in this company because of the reward.

Anonymous said...

Name : Thio Rizki Fauzi Yudhistira
Student Number: C1L008033
Major: International Accounting

This is an example of “result control” real story I’ve ever heard. This is my friend’s real experience. His name is Yudi Satria, but others and I usually call him Dut-dut. I know him from my brother because they’re members of one of motorcycle club in my hometown Tasikmalaya, Tasik Tiger Fans Club or TTFC.
He has been working in one of famous cellular operator company in Tasikmalaya for about a year. He works as a sales person. The company applies “result control” for every sales person. They are given a target, that in a month every sales person must be able to sell for about five hundred phone card. In every month my friend always reaches the target even over the target. Because of his achievement, the company gave him many bonuses. Beside get the bonus in form of money, he got special offer of Blackberry phone. He just pays a half of original price. The rest is compensated by the company as a bonus. Actually, he is not graduated from any universities. The company doesn’t pay for position but pay for performance. Even, now he is promoted to be a supervisor for some sub-districts in Tasikmalaya, guiding for about ten to twenty sales persons.

Anonymous said...

USHIANA DEVI
C1L008004
INTERNATIONAL ACCOUNTING





Example Result of Control on PT.TOYOBO

PT. Toyobo is a company engaged in manufacturing that produce shoes. During this, the cycle payroll and wage companies still use manual system. Accounting information system for payroll and wage cycle manual is not adequate, because the system can not adequately meet the needs of corporate information, where the resulting information is often inaccurate and require much time and energy to obtain the desired information. Therefore, in this paper designed an accounting information system of computerized payroll cycle and adequate remuneration so that it can meet the needs of the company's payroll and wage information is accurate and timely as well as to minimize the errors that occur in company. The kinds of research by the author is descriptive research case study. The type of data used is qualitative data and the data source used is an internal data form the primary data obtained from research sources. The method is a preliminary study and field study include observation, interviews, and research results generated documentation. From output design, input design, database design, and control of input and output. The authors analyze and discuss the conceptual design of a Data Flow Diagram and ERD data modeling and physical design of design outputs, inputs, databases, control output and input. In my expected by the accounting information system for payroll and wage cycle of a computerized, information about salary and wage data can be obtained in a timely and accurate and can minimize the errors that occur so as to improve "internal controls".

Anonymous said...

Name Aditya brahmanta saputra
Student Number: C1L008039
Major: International Accounting

this is an example of “result control” on Bluebird Group(blue airlines, blue gift company, blue residence)
As a multinational private companies, Bluebird Group has opened lincese exports to major countries such as Espanyol, eUK, ePakistan, and eRomania. To meet the export target in each division, the employee's performance should be further increased by 80% every day on it, so with this Bluebird Group Reward and Punishment is imposed on all employees in their respective divisions.
Reward will be given to every employee who managed to reach the target working 100% in two weeks.:
- Gold, every 2 weeks will be chosen the best employees from each division to get the Gold award from company to two people.
- Gift, the company will offer a free gift to every employee in the wellness area below 70%
- IDR, will be given to employees who are willing to recommend others to work at Bluebird Group
The punishment, given to employees who are not in accordance with the standards of employee performance bluebird group, with assessments based on work absenteeism. Employees are expected to confirm their presence at least 4 working days, which means that every employee has 3 days to confirm their presence does not work in 1 week without any notice.
Punishment, could be a reduction in salary during the days he does not go, (if within 5 working days 2 days you do not go then, your salary for the next 2 days will be scaled by 10-20%).
In my opinion , This is a great method to improve employee performance and significantly increase company profits

Nidia Putri said...

NIDIA PUTRI - C1L008048 - INTERNATIONAL ACCOUNTING

Makarizo is a company that produced beauty products. Makarizo established in Indonesia on 1983. At that time, a few people knew, even they never heard about this product. The company very disappointed because, they can’t get people’s attention in the market. Actually the products of Makarizo have strength : The ingredients of this products is natural nutrition with high technology, so it is very beneficial for someone's beauty and health. However, the classical problem happened : Good quality on its products, but can’t selling it well.
In order to make the company into a better direction, finally Shierly Nangoy, was named to be the commander who could improve the situation of the company. Shierly joined in 1998. On that time, Makarizo only have 16 beauty products and poor corporate performance. Without wasting time, she was immediately developed many strategies to achieve company objectives.
Firstly, She identified what was the main problem. Marketing and distribution were the main problem at that time. So, she made a team, that consist of seven employees from the old management and recruiting a number of marketing personnel who are experts in the marketing beauty product area. After that, with her new team, she decided their direction of business : business-to-business. Secondly, Makarizo always tried to make a new trend of hair to increase their sales. Therefore, from those policies, their main targets are beauty salon and they already visited around 1.000 salon in a year and many schools of hairstyle. Actually, Shierly and her team not only visited them, but also they teach the students directly as their control to saw the performance of their students. In the 2001, the first Workshop with theme “Makarizo Salon Tour Indonesia” was established in the several cities. On this workshop, they created trend a named rebounding. But, nowadays rebounding be a called of generic for straighten hair technical. To keep the clients loyalty, Makarizo were offering a number of programs like hairdresser creativity champion with the reward was tour in abroad.
After related to the salons, Shierly repaired in the internal side, especially people in the marketing area. She gave reward for them who has good performance in their job, such as every employee has a chance to get 15-24 times salary if they eligible the requirements. Shierly also applied “Funtastic” culture in the management. The meaning of “Funtastic” are “Fun” and “Tastic” (trust worthy, attitude, self motivation, team work, innovation, and communicate precisely). Finish repaired the internal side, on 2006, Makarizo developed their business to the traditional market and modern channel, invited a number of celebrities to be their brand ambassador, talk show in some of radio stations, and promoted to the malls. As an action control, Makarizo gave routine training for the seller and training for develop the employee’s skills.

Result control.

The “funtastic” style and the reparation in the many areas (marketing, distribution, management), produce fantastic results. In the first year when Shierly joined, many salons that have started hanging with the makarizo products, from 1.000 salons be 30.000 salons. Even, nowadays Makarizo already have 12 Hair Studio as studio to practice with educator for their client from salons community.
From the variant of products, now Makarizo has around 350 stock keeping unit with 13 brand for hair treatment products. The amount of human resources, in the began Shierly only had 14 employees, but now Makarizo has 1.300 employees who has spread in the 13 branches in Indonesia, not included 500 seller from Aceh until Timika.
Thanks to the training to increase employee skills, now every year the Makarizo’s creators routine launches new brand from 2 until 3 times. In the last three years, the growth of their business is 40% after the previous can be more than that. Moreover, now almost all of people know about it products.

Nidia Putri - C1L008048 said...

Makarizo is company that produced beauty products. Makarizo was established in Indonesia on 1983. At that time, a few people knew, even they never heard about this product. The company very disappointed because, they can’t get people’s attention in the market. Actually the products of Makarizo have strength : The ingredients of this products is natural nutrition with high technology, so it is very beneficial for someone's beauty and health. However, the classical problem happened : Good quality on its products, but can’t selling it well.
In order to make the company into a better direction, finally Shierly Nangoy, was named to be the commander who could improve the situation of the company. Shierly joined in 1998. On that time, Makarizo only have 16 beauty products and poor corporate performance. Without wasting time, she was immediately developed many strategies to achieve company objectives.
Firstly, She identified what was the main problem. Marketing and distribution were the main problem at that time. So, she made a team, that consist of seven employees from the old management and recruiting a number of marketing personnel who are experts in the marketing beauty product area. After that, with her new team, she decided their direction of business : business-to-business. Secondly, Makarizo always tried to make a new trend of hair to increase their sales. Therefore, from those policies, their main targets are beauty salon and they already visited around 1.000 salon in a year and many schools of hairstyle. Actually, Shierly and her team not only visited them, but also they teach the students directly as their control to saw the performance of their students. In the 2001, the first Workshop with theme “Makarizo Salon Tour Indonesia” was established in the several cities. On this workshop, they created trend a named rebounding. But, nowadays rebounding be a called of generic for straighten hair technical. To keep the clients loyalty, Makarizo were offering a number of programs like hairdresser creativity champion with the reward was tour in abroad.
After related to the salons, Shierly repaired in the internal side, especially people in the marketing area. She gave reward for them who has good performance in their job, such as every employee has a chance to get 15-24 times salary if they eligible the requirements. Shierly also applied “Funtastic” culture in the management. The meaning of “Funtastic” are “Fun” and “Tastic” (trust worthy, attitude, self motivation, team work, innovation, and communicate precisely). Finish repaired the internal side, on 2006, Makarizo developed their business to the traditional market and modern channel, invited a number of celebrities to be their brand ambassador, talk show in some of radio stations, and promoted to the malls. As an action control, Makarizo gave routine training for the seller and training for develop the employee’s skills.

Result control.

The “funtastic” style and the reparation in the many areas (marketing, distribution, management), produce fantastic results. In the first year when Shierly joined, many salons that have started hanging with the makarizo products, from 1.000 salons be 30.000 salons. Even, nowadays Makarizo already have 12 Hair Studio as studio to practice with educator for their client from salons community.
From the variant of products, now Makarizo has around 350 stock keeping unit with 13 brand for hair treatment products. The amount of human resources, in the began Shierly only had 14 employees, but now Makarizo has 1.300 employees who has spread in the 13 branches in Indonesia, not included 500 seller from Aceh until Timika.
Thanks to the training to increase employee skills, now every year the Makarizo’s creators routine launches new brand from 2 until 3 times. In the last three years, the growth of their business is 40% after the previous can be more than that. Moreover, now almost all of people know about it products.

Nidia Putri - C1L008048 said...

Result control.

The “funtastic” style and the reparation in the many areas (marketing, distribution, management), produce fantastic results. In the first year when Shierly joined, many salons that have started hanging with the makarizo products, from 1.000 salons be 30.000 salons. Even, nowadays Makarizo already have 12 Hair Studio as studio to practice with educator for their client from salons community.
From the variant of products, now Makarizo has around 350 stock keeping unit with 13 brand for hair treatment products. The amount of human resources, in the began Shierly only had 14 employees, but now Makarizo has 1.300 employees who has spread in the 13 branches in Indonesia, not included 500 seller from Aceh until Timika.
Thanks to the training to increase employee skills, now every year the Makarizo’s creators routine launches new brand from 2 until 3 times. In the last three years, the growth of their business is 40% after the previous can be more than that. Moreover, now almost all of people know about it products.
Firstly, She identified what was the main problem. Marketing and distribution were the main problem at that time. So, she made a team, that consist of seven employees from the old management and recruiting a number of marketing personnel who are experts in the marketing beauty product area. After that, with her new team, she decided their direction of business : business-to-business. Secondly, Makarizo always tried to make a new trend of hair to increase their sales. Therefore, from those policies, their main targets are beauty salon and they already visited around 1.000 salon in a year and many schools of hairstyle. Actually, Shierly and her team not only visited them, but also they teach the students directly as their control to saw the performance of their students. In the 2001, the first Workshop with theme “Makarizo Salon Tour Indonesia” was established in the several cities. On this workshop, they created trend a named rebounding. But, nowadays rebounding be a called of generic for straighten hair technical. To keep the clients loyalty, Makarizo were offering a number of programs like hairdresser creativity champion with the reward was tour in abroad.
After related to the salons, Shierly repaired in the internal side, especially people in the marketing area. She gave reward for them who has good performance in their job, such as every employee has a chance to get 15-24 times salary if they eligible the requirements. Shierly also applied “Funtastic” culture in the management. The meaning of “Funtastic” are “Fun” and “Tastic” (trust worthy, attitude, self motivation, team work, innovation, and communicate precisely). Finish repaired the internal side, on 2006, Makarizo developed their business to the traditional market and modern channel, invited a number of celebrities to be their brand ambassador, talk show in some of radio stations, and promoted to the malls. As an action control, Makarizo gave routine training for the seller and training for develop the employee’s skills.

Nidia Putri - C1L008048 said...

Result control.

The “funtastic” style and the reparation in the many areas (marketing, distribution, management), produce fantastic results. In the first year when Shierly joined, many salons that have started hanging with the makarizo products, from 1.000 salons be 30.000 salons. Even, nowadays Makarizo already have 12 Hair Studio as studio to practice with educator for their client from salons community.
From the variant of products, now Makarizo has around 350 stock keeping unit with 13 brand for hair treatment products. The amount of human resources, in the began Shierly only had 14 employees, but now Makarizo has 1.300 employees who has spread in the 13 branches in Indonesia, not included 500 seller from Aceh until Timika.
Thanks to the training to increase employee skills, now every year the Makarizo’s creators routine launches new brand from 2 until 3 times. In the last three years, the growth of their business is 40% after the previous can be more than that. Moreover, now almost all of people know about it products.
Firstly, She identified what was the main problem. Marketing and distribution were the main problem at that time. So, she made a team, that consist of seven employees from the old management and recruiting a number of marketing personnel who are experts in the marketing beauty product area. After that, with her new team, she decided their direction of business : business-to-business. Secondly, Makarizo always tried to make a new trend of hair to increase their sales. Therefore, from those policies, their main targets are beauty salon and they already visited around 1.000 salon in a year and many schools of hairstyle. Actually, Shierly and her team not only visited them, but also they teach the students directly as their control to saw the performance of their students. In the 2001, the first Workshop with theme “Makarizo Salon Tour Indonesia” was established in the several cities. On this workshop, they created trend a named rebounding. But, nowadays rebounding be a called of generic for straighten hair technical. To keep the clients loyalty, Makarizo were offering a number of programs like hairdresser creativity champion with the reward was tour in abroad.
After related to the salons, Shierly repaired in the internal side, especially people in the marketing area. She gave reward for them who has good performance in their job, such as every employee has a chance to get 15-24 times salary if they eligible the requirements. Shierly also applied “Funtastic” culture in the management. The meaning of “Funtastic” are “Fun” and “Tastic” (trust worthy, attitude, self motivation, team work, innovation, and communicate precisely). Finish repaired the internal side, on 2006, Makarizo developed their business to the traditional market and modern channel, invited a number of celebrities to be their brand ambassador, talk show in some of radio stations, and promoted to the malls. As an action control, Makarizo gave routine training for the seller and training for develop the employee’s skills.

Nidia Putri - C1L008048 said...

Result control in Makarizo.

The “funtastic” style and the reparation in the many areas (marketing, distribution, management), produce fantastic results. Nowadays, at least 30.000 salons be the Makarizo's clients and Makarizo already have 12 Hair Studio as studio to practice with educator for their client from salons community.
From the variant of products, now Makarizo has around 350 stock keeping unit with 13 brand for hair treatment products. The amount of human resources, in the began Shierly only had 14 employees, but now Makarizo has 1.300 employees who has spread in the 13 branches in Indonesia, not included 500 seller from Aceh until Timika.
Thanks to the training to increase employee skills, now every year the Makarizo’s creators routine launches new brand from 2 until 3 times. In the last three years, the growth of their business is 40% after the previous can be more than that.

Nidia Putri - C1L008048 said...

In the first year Makarizo stands in Indonesia on 1983, a few people knew, even they never heard about this product. Actually the products of Makarizo have strength : The ingredients of this products is natural nutrition with high technology, so it is very beneficial for beauty and someone’s health. However, the classical problems happened : Good quality on its products, but can’t selling it well.
In order to make the company into a better direction, finally Shierly Nangoy, was named to the commander who could improve the situation of the company. Shierly joined in 1998. On that time, Makarizo only have 16 beauty products and poor corporate performance. Without wasting time, she was immediately developed many strategies to achieve company objectives.
Firstly, She identified what was the main problem. Marketing and distribution were the main problem at that time. So, she made a team, that consist of 7 employees from the old management & recruiting a number of marketing personnel who are experts in the marketing beauty product. Secondly, Makarizo always tried to make a new trend of hair to increase their sales. Therefore, from those policies, their main targets are beauty salon and they already visited around 1.000 salons in a year and many schools of hairstyle. Actually, Shierly and her team not only visited them, but also they teach the students directly as their control to saw the performance of their clients. In the 2001, the first Workshop with theme “Makarizo Salon Tour Indonesia” was established in the several cities. On this workshop, they created trend a named rebounding. But, nowadays rebounding be a called of generic for straighten hair technical. To keep the clients loyalty, Makarizo were offering a number of programs like hairdresser creativity champion with the reward was tour in abroad.
After related to the salons, Shierly repaired in the internal side, especially people in the marketing area. She gave reward for them who has good performance in their job, such as every employee has a chance to get 15-24 times salary if they eligible the requirements. Shierly also applied “Funtastic” culture in the management. The meaning of “Funtastic” are “Fun” and “Tastic” (trust worthy, attitude, self motivation, team work, innovation, and communicate precisely). Finish repaired the internal side, on 2006, Makarizo developed their business to the traditional market and modern channel, invited a number of celebrities to be their brand ambassador, talk show in some of radio stations, and promoted to the malls. As an action control, Makarizo gave routine training for the seller and training for develop the employee’s skills.

Nidia Putri - C1L008048 said...

In the first year Makarizo stands in Indonesia on 1983, a few people knew, even they never heard about this product. Actually the products of Makarizo have strength : The ingredients of this products is natural nutrition with high technology, so it is very beneficial for beauty and someone’s health. However, the classical problems happened : Good quality on its products, but can’t selling it well.
In order to make the company into a better direction,Shierly Nangoy, was named to the commander who could improve those situation. Shierly joined in 1998. On that time, Makarizo only have 16 beauty products and poor corporate performance. Without wasting time, she was immediately developed many strategies to achieve company objectives.
Firstly, She identified what was the main problem. Marketing and distribution were the main problem at that time. So, she made a team, that consist of 7 employees from the old management & recruiting a number of marketing personnel who are experts in the marketing beauty product. Secondly, Makarizo always tried to make a new trend of hair to increase their sales. Therefore, from those policies, their main targets are beauty salon and they already visited around 1.000 salons in a year and many schools of hairstyle. Actually, Shierly and her team not only visited them, but also they teach the students directly as their control to saw the performance of their clients. In the 2001, the first Workshop with theme “Makarizo Salon Tour Indonesia” was established in the several cities. On this workshop, they created trend a named rebounding. But, nowadays rebounding be a called of generic for straighten hair technical. To keep the clients loyalty, Makarizo were offering a number of programs like hairdresser creativity champion with the reward was tour in abroad.
After related to the salons, Shierly repaired in the internal side. She gave reward for employees who has good performance in their job, such as every employee has a chance to get 15-24 times salary if they are eligible. Shierly also applied “Funtastic” culture in the management. The meaning of “Funtastic” are “Fun” and “Tastic” (trust worthy, attitude, self motivation, team work, innovation, and communicate precisely).
On 2006, Makarizo developed their business to the traditional market and modern channel, invited a number of celebrities to be their brand ambassador, talk show in some of radio stations, and promoted to the malls. As an action control, Makarizo gave routine training for the seller and training for develop the employee’s skills.

Nidia Putri - C1L008048 said...

_nidia Putri_
I'm sorry sir, I don't know that actually I already sent my comment many times.
But, I'll use the first comment from me.
Thank you sir...

Anonymous said...

Jamilatun
C1L008018
International Accounting

Herdex Sejahtera company is active in furniture industry with dexter herman label merk,its to provide needs of home furniture and office affairs. One of product produced by this company is melamine table top with metal or aluminium table legs,the company still produce defect product relative to much in it production process. The Quality control system of Herdex Sejahtera company done in production process. The company has determine Quality standar especially in raw material size,cutting results in cutting process and laminating results in laminated process. This Quality control system did with do investigation on receiving raw material steps,production process steps and investigation of finished goods. The product defect which produced by Herdex Sejahtera company consist of broken into many pieces on cutting process,loose of lamination material ,wrong in size and drilling process or continuation table legs. The product defect often occurred is broken of raw material in cutting process. Factors are caused produced by Herdex Sejahtera are raw material factor,human/labor,machine and methods. Machine to be major causal factor occurred defect products because less of lubricant and blunt of knife.
The company expect the product which produced to be good product, so the company used new machine although the company has to buy the machine with price to expensive. Application result of Quality control use result control method for Herdex Sejahtera company based on testing result got that averages of defect product after applied result control method significantly decrease averages amount of defect product. This matter showed that apply the result control method has changes the production rate so that got good result,efficient and effective.

Anonymous said...

name:isnaeni Dwi Pramesti
nim: C1L008028

Result Control gas elpiji 3kg
PT. HIBARNASJAYA
In the city of Tegal - Central Java

DEFINITIONS

With the implementation of government programs on the conversion of kerosene to LPG gas 3 KG, the agent of kerosene which have converted to LPG gas agencies should be able to market their products LPG 3 kilo grams. Thus the PT Hibarnas Jaya apply some marketing techniques so that the distribution of LPG 3 kg to pass. PT. Hibarnas Jaya apply to its employees for work optimally ranging from redemption DO, DO-making, and distribution of LPG to gas stations and retailers 3kg.

HOW TO MEASURE

To market products 3 kg LPG gas, there are several things that must be followed in the process since the redemption DO, DO retrieval and distribution of LPG gas into the base. This process is done by:

1.Karyawan Administration:

Raise funds from base & gas retailers, then put together and recorded, after which the administrative officer makes DO Form Application for redemption at the bank that has been designated by Pertamina. After the letter DO get out the administrative officer immediately provide a written work order (SPK) to truck driver to take DO Gas.

Trucks 2.Supir Agent:

Receive SPK from Administration officials then took DO SPBBE Gas (LPG Fuel Filling Station), then brought to the station, and retailers.

3.Karyawan Marketing:

Distribute and market LPG 3 kg to the base, retailers and consumers, so the process rather than the sale of gas to run smooth.

Target

PT. Hibarnas Jaya, Applying Target marketing ie: within 2 days had sold 1000 3 kg LPG cylinder.

Reward: Awarded to employees when the sales turnover to more than 1000 tubes within 2 days, then the employees get a bonus of 10 percent of their salary each month.

Punnishment: Awarded to employees that if turnover is less than 1000 tube per 2 days and also if there are employees who are negligent and skive off work, then given the punishment that is cut 10 percent of their monthly salary, this could be more optimal for employees in work.

Anonymous said...

name: isnaeni Dwi Pramesti
nim: C1L008028

Result Control gas elpiji 3kg
PT. HIBARNAS JAYA
In the city of Tegal - Central Java

DEFINITIONS

With the implementation of government programs on the conversion of kerosene to LPG gas 3 KG, the agent of kerosene which have converted to LPG gas agencies should be able to market their products LPG 3 kilo grams. Thus the PT Hibarnas Jaya apply some marketing techniques so that the distribution of LPG 3 kg to pass. PT. Hibarnas Jaya apply to its employees for work optimally ranging from redemption DO, DO-making, and distribution of LPG to gas stations and retailers 3kg.

HOW TO MEASURE

To market products 3 kg LPG gas, there are several things that must be followed in the process since the redemption DO, DO retrieval and distribution of LPG gas into the base. This process is done by:

1.Karyawan Administration:

Raise funds from base & gas retailers, then put together and recorded, after which the administrative officer makes DO Form Application for redemption at the bank that has been designated by Pertamina. After the letter DO get out the administrative officer immediately provide a written work order (SPK) to truck driver to take DO Gas.

Trucks 2.Supir Agent:

Receive SPK from Administration officials then took DO SPBBE Gas (LPG Fuel Filling Station), then brought to the station, and retailers.

3.Karyawan Marketing:

Distribute and market LPG 3 kg to the base, retailers and consumers, so the process rather than the sale of gas to run smooth.

Target

PT. Hibarnas Jaya, Applying Target marketing ie: within 2 days had sold 1000 3 kg LPG cylinder.

Reward: Awarded to employees when the sales turnover to more than 1000 tubes within 2 days, then the employees get a bonus of 10 percent of their salary each month.

Punnishment: Awarded to employees that if turnover is less than 1000 tube per 2 days and also if there are employees who are negligent and skive off work, then given the punishment that is cut 10 percent of their monthly salary, this could be more optimal for employees in work.

isnaeni Dwi Pramesti said...

name: isnanei Dwi pramesti
nim :C1L008028


result contol gas elpiji 3kg
PT. HIBARNAS JAYA
In the city of Tegal - Central Java

DEFINITIONS

With the implementation of government programs on the conversion of kerosene to LPG gas 3 KG, the agent of kerosene which have converted to LPG gas agencies should be able to market their products LPG 3 kilo grams. Thus the PT Hibarnas Jaya apply some marketing techniques so that the distribution of LPG 3 kg to pass. PT. Hibarnas Jaya apply to its employees for work optimally ranging from redemption DO, DO-making, and distribution of LPG to gas stations and retailers 3kg.

HOW TO MEASURE

To market products 3 kg LPG gas, there are several things that must be followed in the process since the redemption DO, DO retrieval and distribution of LPG gas into the base. This process is done by:

1.Karyawan Administration:

Raise funds from base & gas retailers, then put together and recorded, after which the administrative officer makes DO Form Application for redemption at the bank that has been designated by Pertamina. After the letter DO get out the administrative officer immediately provide a written work order (SPK) to truck driver to take DO Gas.

Trucks 2.Supir Agent:

Receive SPK from Administration officials then took DO SPBBE Gas (LPG Fuel Filling Station), then brought to the station, and retailers.

3.Karyawan Marketing:

Distribute and market LPG 3 kg to the base, retailers and consumers, so the process rather than the sale of gas to run smooth.

Target

PT. Hibarnas Jaya, Applying Target marketing ie: within 2 days had sold 1000 3 kg LPG cylinder.

Reward: Awarded to employees when the sales turnover to more than 1000 tubes within 2 days, then the employees get a bonus of 10 percent of their salary each month.

Punnishment: Awarded to employees that if turnover is less than 1000 tube per 2 days and also if there are employees who are negligent and skive off work, then given the punishment that is cut 10 percent of their monthly salary, this could be more optimal for employees in work.

Candra Permada said...

Nama : Candra Permada
NIM : C1L008021
International Accounting
I have friend who get job in production of department in business to make a cake. He as in new employee. Her manager give a target to Andi, if he can make a some a cake he will get a big sallary. The manager give a training for a 3 mounths. Because of a target andi to get a motivation to reach the target. After 3 month andi success reach the target because he was study hard and work full spirit.
Andi was successfull to reach the target so result of control was success.
I have different example of result control.
My brother work in Mandiri Bank in Tegal City. He work as conractor employee to found of relationship. The target is he must found of relationship 200 people for 6 mounth from July until december. If he can reach the target he will get promotion to be permanent employee with salary more high, of course. Finally my brother can reach the target, so the result control was success.

Yudanto Budi P said...

Name : Yudanto Budi P
NIM : C1L008030
International Accounting
This is my experience when i manage family bussiness in Purwokerto. The bussiness is a home industry to produce donuts and brownies. I will introduce about result control in marketing department (sales).
I give the target to salesman to sales the donuts and brownies. The target is they ( salesman ) sales until 50 box ( 1 box @ 12 donuts) they will get bonus 20 % from their profit and they will get 2 box of donuts or brownies . They will get a profit from their sales of donuts or brownies( they buy the donuts or brownies from the factory Rp.8000/box and they sales Rp. 10000/box, so they will get a profit Rp.2000/box). If they will sales until 25-30 box they will get bonus 20 % from their profitand they will get 1 box of donuts. They will get a profit from thier sales of donuts or brownies (they buy the donuts or brownies from the factory Rp.8500/box and they sales Rp. 10000/box, so they will get a profit 1500/box). I give this target because i was try sales the product and i was understand market in Purwokerto. I not give high target and low target because i was measure ability of salesman.
I not give punishment to sales because they not bringing back the purchase return of donuts or brownies ( if the product is good from the factory, not mistake from factory).
I always give the problem solving and im ready listen complaint from salesman.
I hope my experience can give your inspiration about result control. Im sorry if my english is not good. Thanks to mr. Agung Praptapa was give knowledge about result control. I think this is can help me to run my bussiness.

dewi ratnasari said...

NAME : DEWI RATNASARI
NIM : (C1L008034)
Case-Control Study of Subconjunctival Triamcinolone Acetonide Injection Vs Intravenous Methylprednisolone Pulse in the Treatment of Endothelial Corneal Allograft Rejection
Introduction
Immunological rejection of donor grafts is one of the major causes of corneal transplant failure Currently, the rate of corneal failure following penetrating keratoplasty is roughly 25-35% at the end of 5 years ,and the main cause of graft failure is acute corneal rejection. Williams et al reported that 30.9% of corneal failures in a large patient cohort were due to immunological rejection. The rate of reversibility after an acute corneal rejection is quite variable, ranging from 50 to 94% and this depends on numerous factors, including previous rejection episodes, amount of time between symptom onset and treatment, graft size, preoperative diagnosis, graft thickness at the time when rejection is diagnosed, recipient age, lens status, concomitant vitrectomy, deep stromal vascularization, and peripheral anterior synechiae, among others
The primary treatment of corneal allograft rejection is corticosteroids, which can be administered through topical, periocular, oral, and intravenous routes. The optimal route of administration remains unknown , and many diverse approaches are currently employed.
Explanation
For the case in above the explanation for subjunctionaltrimicolone acetonide assess the safety and effectiveness of treating corneal endothelial rejection with a subconjunctival Injection Vs Intravenous Methylprednisolone Pulse in the Treatment of Endothelial Corneal Allograft Rejection with method A case-controlled study including a literature review was performed. Patients who presented with an initial episode of corneal endothelial rejection were treated with subconjunctival injection of 20 mg triamcinolone in combination with topically applied 1% prednisolone and were retrospectively matched for age and diagnosis to patients who received a single intravenous injection of 500 mg methylprednisolone in combination with topical 1% prednisolone of 20 mg triamcinolone acetonide in combination with topical application of 1% prednisolone acetate, as compared to treatment with an intravenous pulse of 500 mg methylprednisolone in combination with topical application of 1% prednisolone acetate
The purpose of this study was to assess the safety and efficacy of treating corneal endothelial allograft rejection with a subconjunctival injection of 20 mg triamcinolone acetonide and topical 1% prednisolone acetate, when compared to treatment with an intravenous pulse of 500 mg methylprednisolone and topical 1% prednisolone acetate

Anonymous said...

Name : Dhea Christianti Yehuda
NIM : C1L008013
Major : International Accounting

I want to give you a real story of “Result Control”. This is my aunt story. She has a store which is sell the material for build a building. Her store become more bigger every year. She is a successful person. She can managing her store and her employee.
One day I met her and ask for her tips. “ii(in chiness we usually call aunt with ii), how can your store become bigger every year?” I said. She answer “dhea, it's very easy to get it. I'm just motivate my employee”. After I have a long discussion I resume that she is very smart person. She make a promiss to her employee,if they work hard and increase the selling she will give reward to them. And I'm surprising with the bonus. The bonus is their salary for one week if they can increase the selling. I didn't believe that she can think like that. She use a creative idea for controling her employee.
For my aunt story I know that she success to control her employee. She inspired me that to get a good result control, we only to think more creative and you will find the good result.she motivate her employee to get what she wants to her store.

Anonymous said...

Erwin Aditama Putra
C1L008050


This is example of Result Control.
Friend of my father has a boy and he is my friend too. Father of my friend to meet me, disappointed because his boy can’t get GPA more than 3,0, however it may be Father of my friend already give much money to his boy and always give what’s he want.
“Win, in boardinghouse Sihar study hard or not? Why Sihar’s GPA always down?” Father of my friend said.
I know that what is Father of my friend doing its wrong. Method like that not enough motivated his boy to study hard and get GPA more than 3,0, but make his boy lazy to study hard.
Therefore, I give a solution to father of my friend to try doesn’t give what’s he want, if he want get what is he want, he must study hard and get GPA more than 3,0. Then if his GPA more than 3,0 he will get what is he want.
The method is enough effective. Now my friend study hard and his GPA always more than 3,0. Father of my friend feels happy with the new method.
“Thanks Win, the method is work. Please give him motivation in order to his spirit to study is increase. And don’t forget to monitoring him.” Father of my friend said.
Because I stay in boardinghouse with him, I said “Yes Sir!”

Anonymous said...

Nama : Cici Sri S
NIM : C1L008006

Situation
A global consumer products company that is a leading manufacturer of food, home, and personal care products, with operations and sales in almost all major markets around the world needed to bring its travel and entertainment (T&E) spending under control and leverage its spending with preferred providers.

The company is organized into regions, with each region having the flexibility to choose programs and vendors that best meet their needs. For payment of T&E expenses, each region and often the different countries in a region had an established relationship with a different corporate card supplier. As a result, trying to determine global T&E spending by channels was an extremely intensive manual process that did not often yield reliable results.In early 2003, the travel lead for the company's North America region launched a global initiative to bring all countries and regions to a single travel payment supplier. The goal for the consolidation was to capture truly global spend data that the regions could then use to negotiate favorable rates with preferred vendors. For a company of this size, with worldwide turnover of billions of Euros per year, the savings potential was substantial. The challenge at this point was for the regions to agree to consolidate under a single supplier and then to choose that supplier together.The differing regions analyzed the advantages of standardization to a single supplier and participated in the due diligence to vet the business case. In early 2003, all regions agreed to the consolidation and sent out a request for proposal to a number of suppliers.

Solution

Diners Club North America has been the exclusive corporate card providers for the North America region for over ten years. To meet the company's global needs, Diners Club North America and Diners Club International teamed up to craft a solution that would reach all of the countries where the company does business, providing the acceptance that travelers require and capturing the high quality data that travel managers expect.For nearly one year, Diners Club worked intensively and closely with the company to shape a solution to meet their needs. The Parent Account Manager, responsible for the account on a global level, was instrumental in the process and in helping to provide insight into company goals and objectives. The final solution delivers the Diners Club International multinational corporate card to 53 new countries, resulting in a projected increase of $132 million in annual sales volume to the Diners Club network.Most importantly, Global Vision will provide high quality expense data to give the company an accurate, reliable view of 100 percent of the organization's travel and entertainment spending. With complete information on spending and travel patterns, the company is in a much better position at the bargaining table with vendors. At the same time, managers in each region and each country have the ability to monitor and control spending at the local level.The company has partnered with an organization that understands their needs and has the flexibility to meet those needs. Its long-standing relationship with Diners Club, and its experience in leveraging the power of Global Vision, had proven the value of Diners Club's flexible solutions, high quality data, and data analysis tools.Implementation of the program is well under way, with teams from Diners Club working together with the company's managers to help them meet their timeline for rollout in all countries. The program is in place in North America. The last country is expected to be on board by year-end.The company is positioned to begin controlling travel and entertainment expenses through more effective vendor negotiations and maximized incentives. The power of truly global spend data is such that the company is confident that it will uncover savings opportunities that travel and finance managers have not even anticipated yet.

Anonymous said...

Nama : ANISA KARTIKA P
Student Number : C1L008044
Accounting InetrnationaL

This is an example of “result control
s ConocoPhillips employees, we fre-
quently encounter a variety of ethical and
legal questions. We should decide these
questions in ways which are consistent with
ConocoPhillips basic values and principles.

The following commitment booklet will
provide guidance on our corporate policy,
principles and procedures for ethics, com-
pliance and conduct.



We are committed to the highest ethical
standards because we want people to
know they can count on us. This commit-
ment flows naturally from our responsibil-
ities to our shareholders, our customers,
our families, our vendors and suppliers,
the communities where we live and work,
and each other.

Each employee at ConocoPhillips is respon-
sible for his or her own behavior. While
performing your job duties, you are respon-
sible for ensuring that you conduct yourself
in a manner that reflects positively on the
Company.
As a condition of employment, every
employee’s personal responsibilities include:
•Complying with all applicable laws and
regulations
•Complying with all applicable Company
policies
•Maintaining appropriate ethical behavior
•Reporting any suspected misconduct,

illegal activity, fraud, abuse of Company
assets or other violation of ethical
standards
•Annually submitting an ethics
compliance survey

We strive to choose vendors and suppliers
objectively and strive for honesty in all busi-
ness dealings with them. We will make pur-
chasing decisions on the basis of such factors
as price, quality, delivery, service and
integrity.

ConocoPhillips’ obligations are for the long
term, not just for this quarter or this year.
These obligations demand that we adhere to
the highest professional, industry and per-
sonal ethics. We will build on our history of
integrity so that people will have an abiding
trust in the Company and our employees;
they will know they can count on us.

Equal Opportunity

All employees want and deserve a workplace
where they feel respected and appreciated.
Our policies are designed to ensure that
employees are treated fairly and with respect,
by the Company and each other.

ConocoPhillips will hire, evaluate, transfer,
compensate and promote employees based on
skills and performance, and not on any unlaw-
ful considerations. If you feel you are a victim

Bambang said...

Bambang Dwiguna (C1L008007)
International Accounting

Example for Result Control on my mother's home Indurstry at Tasikmalaya that produce Veil (Production Sector)

when my mother get many order to produce veil,,
every employee who can make 20 veil or more a day,,

reward for employee who can make 20 coif or more, she give a box of cigarette and free luch for next day, and every employee get bonus Rp 500 per veil. this bonus is out from the main wage.

but if the employee can't make 20 veil a day, she give admonition to the employee, and if in 3 days, they are still same can't make 20 vieil a day. my mother fire him.
because in my hometown, they are many people who want get this job.

so this strategy can make employee motivated to make 20 coif or more.
and my Mother's home industry can fulfill the orders..

Anonymous said...

MEGA DWI H
C1L007024

Introduction

“Without a strategy the organization is like a ship without rudder, going around in circles”. (Joel Ross and Michael Kami)

Nowadays, the competition among airplane industries is very tough. According to Daniel Chan (2000), with just about two years to go to the turn millennium, air wars over Asia are hotting up, with some of the world’s biggest airlines engaged in intense over Asian skies[1]. Each Of Airplanes Company in the world trying to conduct some strategies to compete with another competitor in their industry. A lot of airplane companies come out with different strategies to make their company better than their competitors. To compete with their competitor in the business environment, a company needs to make a strategy to achieve their long terms objective and can be successful for doing their business.

Moreover, to be successful in their long terms objective and their business, company need to identify their strategic management, because with good strategic management company can be achieving their vision and mission to achieve the successfulness in their business. Regarding this issues, the strategic management becomes important due to the following reason such as globalization to survival their business, and than e-commerce become the critical success to the company nowadays.

Anonymous said...

The two following reason are need to take into consideration, and than to be successful in the company management, a company needs to consider the company ability and how to integrating it with the as well as main factor in the internal and external factor. The main factor in the internal and external factor can be identified with SWOT analysis. The internal factor can take a look into strength and weakness in a company, and for the external factor, a company can look at opportunities and threats in the external environment.

Furthermore, according to Daniel Chan (2000), the airline industry is a unique and fascinating industry. It captures the interest of a wide audience because of its glamour, reach, and impact on the large and growing numbers of consumers/travelers worldwide[2]. Based on this statement, airline industry become the greatest opportunity for AirAsia. The growing numbers/travelers worldwide can be the wonderful opportunity for AirAsia for running their business. In addition, to captures and attract a customer to choose AirAsia as an airline option, AirAsia need to develop and create a wonderful strategy and come out with special offering to their customer to successfully in their business.

On this paper, I would like to identify and analyze the AirAsia Company strategic management: “ How AirAsia can be a leader in the lowest cost carrier in the airplane industry”. I’m interested to more deeply identify and analyze the strategic management in AirAsia Company because AirAsia have a lot of achievement and awards since year 2001 until present and than they have the greatest strategy which is can make AirAsia to be a leader in the world’s low cost carrier in airline industry.

Anonymous said...

And than, AirAsia is one of the companies with good company strategic management and has a successful story in the airplane industry in the world. AirAsia now becoming the leading low cost carrier airline in the world and the achievement that AirAsia received to ascertain that AirAsia is one of the best airplane companies. The achievement that AirAsia received in 2009 on the last awards and recognition is the best low cost airline in the world.

In Addition, on this paper will be structured into four sections. Section 1.0 is introduction, Section 2.0 covers about AirAsia Current issues, in this section will be discusses about why AirAsia need to consider a strategy, and AirAsia current issues. Section 3.0 mainly discusses about AirAsia business strategy, this section also will be discusses about why AirAsia stressed to be low cost carrier in airline industry, AirAsia SWOT (strength, weakness, opportunity, and threat) analysis, and also AirAsia business strategy to solve the current issues. And than, section 4.0 would be the last section is conclusion for this paper.

2.0 AirAsia Current issues: how to be low cost carrier leader in airline industry

On this section, I will discuss about the AirAsia current issues: how to be low cost carrier in airline industry. This section involve, why AirAsia need to consider a strategic management, and than what is the current issues that happen in AirAsia Company. This section will discusses the importance of developed and consider strategic management in AirAsia Company, and identify of current issues in AirAsia Company.

Anonymous said...

2.1 Why AirAsia need to consider a strategic management

Why a company needs to consider a strategic management nowadays? According to Daniel Chan (2000), since the 1970s, the competition for the Asian air travel market has always been intense. This became more intense in the 1990s as traffic volumes were squeezed[3]. Based on that statement, the competition among airplane industry will become more grow, traffic volume also would be increase, and also the Asian air travel market has always been intense. When the competition in the airplane industry becoming though, complex, and rapidly change, AirAsia company as a company that joined in the airplane industry business need to thinking strategically and also must preparing a good strategic management. The AirAsia strategic management needs to effectively and efficiently prepare and implement in the AirAsia company management. Why AirAsia need to consider strategic management? The first reason is because the airline industry is a unique and complex industry[4]. Based on the statement, the complexity and unique of the airline industry, AirAsia need to come out with the greatest strategy to compete with their rival in the same industry. Without the right strategic management, its possible AirAsia could not be able be compete with the complex business environment in the airline industry.

Anonymous said...

Furthermore, the second reason why AirAsia need to consider a strategic management because in a company nowadays, general management which is the process of achieving organizational goals by engaging in the four major functions of planning, organizing, leading, and controlling may not sufficient and supportive for the organization succeed in the world of complex environments. It concerns about the process to manage the company internally but do not concentrate more on creating competitiveness regarding environments affecting the organization. Even companies adopt general management to sustain profitability by reducing the defects or costs, and improving operations process in order to increase productivity, they may not succeed in the competition because they perform only similar activities better than competitors but do not create distinctive competitiveness.

Additionally, they perform only operational effectiveness but not strategy. Operational effectiveness and strategy are both essential to superior performance but they work in very different ways. Strategy is about competitive position that the company performs different activities from rivals or performing similar activities in different ways. To learn how the companies create strategies and put them into action, the executives or strategists should examine carefully an aspect of strategic management.

Anonymous said...

Moreover, the organization or company nowadays is faced with constantly changing external environments and needs to ensure that its own internal resources and capabilities are more than sufficient to meet the needs of the external environment. Organizations or companies do not exist simply to survive in the market place but want to grow and prosper in a competitive environment. In order to make sense of what is going on around them, firms must undertake an analysis of their external and internal environment. To understand and how take an action about external and internal environment, a company needs to support themselves with a good strategic management.

Because of this reason, AirAsia need to consider a strategic management as the important things in their company. The strategy that AirAsia need is not just how to reduce cost and make the operational activities running effectively. But, AirAsia needs to come out with the strategy that can make competitive position that the company performs different activities from rivals or performing similar activities in different ways to achieve their business successfully.

In addition, the third reason, why AirAsia company needs to consider and stress to a strategic management? This is because, strategic management becomes important in AirAsia due to the following reasons. The first reason why strategic management becomes important is because the globalization. The globalization consideration impacts virtually all-strategic decisions in a company. The globalization also forced AirAsia Company to survival for business. To see and appreciate the world from the perspective of others has become a matter of survival business.

Anonymous said...

2.2 AirAsia current issues

The leading low fare airline in the Asia – AirAsia has been expanding rapidly since 2001, to become an award winning and the largest low cost carrier in Asia. With a fleet of 72 aircrafts, AirAsia flies to over 61 domestic and international destinations with 108 routes, and operates over 400 flights daily from hubs located in Malaysia, Thailand and Indonesia. To date, AirAsia has flown over 55 million guests across the region and continues to spread its wings to create more extensive route network through its associate companies, Thai AirAsia and Indonesia AirAsia.

Established on 12 December 2001, AirAsia has been such a big phenomenon in airline industry especially in Asia. AirAsia with the ordinary symbol but with strong brand, “now everyone can fly” nowadays has been phenomena in Airlines industry. AirAsia is one of the airline companies who more focused with the strategy how to reduce inefficiency and make it low possible fare in the world. With the cost-efficiency, low complexity and profitability are always the cornerstones of building a strong business.

Furthermore, according to Dawna and Blaise (2005), the most successful carriers came to dominate their hub markets allowing them to exert greater control over pricing and capacity[7]. Based on this statement, the current issues in AirAsia Company are how to achieve to be a lowest carrier in the world in Airplane industry. Regarding to this issues, Dawna and Blaise said, the most successful carrier in the airline industry allowing them to exert greater control over pricing and capacity.

Anonymous said...

Conclusion

The competition among airplane industries is very tough. Each Of Airplanes Company in the world trying to conduct some strategies to compete with another competitor in their industry. To compete with their competitor in the business environment, a company needs to make a strategy to achieve their long terms objective and can be successful for doing their business. The strategic management becomes important due to the following reason such as globalization to survival their business, and than e-commerce become the critical success to the company nowadays. a company needs to consider the company ability and how to integrating it with the as well as main factor in the internal and external factor.

How AirAsia can be a leader in the lowest cost carrier in the airplane industry? To be a leader in the low cost carrier, firstly, AirAsia need to consider about their strategic management. The reason why need to consider strategic management because the first reason is because the airline industry is a unique and complex industry. The second reason, the strategy that AirAsia need is not just how to reduce cost and make the operational activities running effectively. But, AirAsia needs to come out with the strategy that can make competitive position that the company performs different activities from rivals or performing similar activities in different ways to achieve their business successfully, the third reason because a globalization and implementing E-commerce.

Anonymous said...

The current issues in AirAsia Company are more focused in the competition of the cost among an airplane industry. AirAsia as an industry company which is more focusing in the low cost carrier airplane industry need to consider to make the lowest possible cost to compete with the other competitors in their airplane industry.

How AirAsia can solve the current issues to be a low cost carrier leader in airplane industry? The first is to identify and analyze the SWOT analysis, and than to solve the current issues with some strategies such as Maximized IT and implementing E-commerce in AirAsia business, Operation effectiveness and outstanding efficiency, and the last one is implemented outsourcing in the AirAsia business.

Anonymous said...

Name : Marissa Andrieyani
Student Number : C1L008038
Major : International Accounting

I have true story about "result control" in my business family specially engaged in wedding organization. this business the managed by my brother. This location office this business in Jakarta City.
He is very happy to work this business. And he have responsibility.
he work in Shangrilla Hotel but he still run his bisiness seriously.
he given a target, that in a month he should get seven consumer for wedding organization event. he has three employees. if his employees a good doing job and more than target. he will given award to employees form bonus extra salary. but if not getting a target, he not given punishment.
my opinion, every good work will get award to be better. so that the employees will work hard. this way will make employees more spirit again to seek consumer.

fetafora diary said...

MELINDA
C1L008049

Sample "results control" on cigarette GUDANGGARAM .

This is my personal experience as SPG,
within 1 day I have to sell cigarettes GG with a target 40 packs or 2 slope to the consumer, not sold in the market. price of cigarettes is Rp.8.000

reward.
if I can exceed the target, I will get an added bonus,

punishment.
if I only sold 30 packs in 1 day to consumers, then 10 cigarettes to be sold in the market.

if 40 packs there is only 300,000, then I have to cover the shortage of such sale, by replacing the money as much as 20,000.

Anonymous said...

Name : Dhika Septri Andini
NIM : C1L008025
Major: International Accounting

this is an example of Result Control.
In every company's reward and punishment it must exist. In this case, so the company still produces continues to increase. I gave examples on the Internet company named "Sofia NET". The company has a unique management. My friend named Ikra worked as an operator on the net Sofia. He felt comfortable working there, this is due reward given by the director of the rather large for the community, especially students. When receiving a new employee directors provide job training for 3 months with a salary of 450 thousand / month. When passing the transition period of 3 months the employee will receive a salary increase of 600 thousand. Salary is dependent bias adds a few new ideas will and provided employee training. So four goals director Sofia has an ideal employee, such as:
1.desire to learn
2.the motivation of him in the work
3.the ideas that given
4.attitude when serving users (consumen)
With employees are given four goals, the employee will be motivated to get more rewards and long-time working in these companies will be long.
Within 3 months of the new employees could be stopped by a director at being unable to meet the four requirements to become permanent employees, including punishment which it provided the company with the goal of business owners that he could run continues to grow.

Anonymous said...

As said by my lecturer Mr Agung
name : Anindita Permatasari
NIM : C1L008010
Major : International Accounting



Mr. Agung Praptapa in the eyes of college management control system, that the control results is a control strategy that emphasizes the outcome of an activity.
Based on this, I tried to give an example of a control result of a friend of mine named Henderson, who worked as a radio announcer in one of the radio company in purwokerto. Before becoming a broadcaster, there are several steps that have been determined from the radio company, which must be lived every prospective broadcasters. The first stage, he must follow the job training for a month without getting a salary at all. The second phase, the radio will assess the job training for one month, if the results of its work as expected the radio, so my friend would become permanent announcer who will get salary and vice versa if it is not as expected then my friend could not continue work as a broadcaster. Finally my friend was accepted as permanent announcer and the salary he got, based on how many hours of broadcast. That is, the more hours of broadcasting, the greater wages earned and conversely the fewer hours of broadcasting the less acceptable salary. Besides, if he rarely entered the broadcast, he would be given a warning letter or even be fired. Based on this, in accordance with a control strategy that emphasizes the outcome of an activity, associated with reward to the party who obtained the results as expected and give punishment for those who do not successfully get the expected results. It follows the concept of accountability result, where employees (including managers) must be accountable for the results obtained. So broadcasters are responsible for the work and the results of his work, while the party responsible for the radio announcer who has been chosen and the results of his work.

Anonymous said...

CATHARINA BINTANG A
C1L008037
INTERNASIONAL ACCOUNTING

This story I take from my family story. Brother from my Grandmother is very unique. His name is Ranto. Previously he worked at welding workshop which is managed by the Japanese. During 10 years he worked at welding workshop. Over there he really learned a lot about the iron and so forth. Because he felt quite get the science, my grandfather decided to quit from his job. Only a few months, my grandfather decided to open his own welding workshop. After that, he was Recruits his neighbors and his own niece. And indeed, just need a few years, my grandfather had successfully run on business. Because it was successful, he wanted to teach his knowledge to his nephew, who was like this field. He's really guiding her niece was very thorough. When he had felt his nephew was enough to absorb his knowledge, he’s decided that his nephew was able to apply the knowledge and already he could by opening his own welding workshop. And see! my uncle's workshop succeeded in a short time. although it just a simple story, but it can be a very valuable lesson for me. In addition, my grandfather can absorb the knowledge that Japaness gave, and he also learned to control his workers and his nephew who is also my uncle.

Anonymous said...

imabella dezano
C1L008052

A recent string of 3 kg gas cylinder explosion has come under scrutiny by some members of parliament asked the government to tightly control the distribution of gas cylinders, nozzles and hoses.
Deputy Chief of the House Commission VII Ahmad Farial asked the government early this month to be more selective in determining the gas cylinder suppliers to distribute liquefied petroleum gas (LPG) Among consumers. Vice Chairman of Commission VII DPR Ahmad Farial asked the government earlier this month to be more selective in determining cylinder gas supplier to distribute liquefied petroleum gas (LPG) among consumers.
The recent gas cylinder explosions Often have victimized consumers, particularly Housewives and small food traders. That` s why I ask the state oil and gas company Pertamina to be selective in determining the gas cylinder suppliers as its partners to distribute LPG, "he said. The explosion of gas cylinder recently has often been the victims of consumers, especially housewives and small food traders.Pertamina has been appointed to carry out the kerosene to gas conversion with the distributed package, consisting of LPG stoves and 3 kilograms, for the target households.
Under the program, the government is switching the subsidy from kerosene to 3-kg LPG canisters, targeting poorer people. In this program, government subsidies switching from kerosene to LPG 3-kg, targeting the poor.
Pertamina expects to finish the program by mid-2010 to reduce dependency on fuel subsidies. Pertamina will complete this program in mid-2010 to reduce dependence on fuel subsidies.

Anonymous said...

Name : Ihsan Suparman
Student Number : C1L008019
Class : International Accounting


This is real story of result control.

When I was in Senior High School. Our class and all other class get work from our art teacher, namely to show the drama at the end of school. Not only the show, but our art teacher also assesses our actions as the value of practice. And to the theme of the drama we get a comedy drama.

Incidentally, I was the Grade 3 social studies 4 and also class president. Our class is famous for naughty pupils. And sure enough when going to practice drama, students are very difficult to control. They came to practice but never serious. Whereas I am sure that our class will succeed because the theme is perfect with the daily life of our class that is a joke.

I report on my homeroom for get assistance. Then the homeroom comes to our studio. And I gather the students. The homeroom said that if this class get a champion not only your artistic value good, but for other lessons, particularly for my lesson will also be good.

Apparently the students become able to be controlled and serious to practice. Finally we got the champion in comedy drama category. And all students get good grades.

Moetic said...

Mustika Adi Sri Wijayanti
C1L008026

According to the task given by Mr. gung, i will describe about MIZONE company.

In several years ago, Badan Pengaws Obat dan Makanan (BPOM) held a meeting with the Komite Masyarakat Anti Bahan Pengawet (Kombet) to disscuss about drink beverages containing ingredients that have composition that does not match with a material that has been registered to BPOM and is considered dangerous to public health if consume continously.

Therefore, to continue this problem, BPOM will test ingredients in beverage products. As we know Mizone case that causes the product is remove from the market because it may contain harmful preservative several parties. the case that happened was because the company only lists one of the two preservative used in products. According to a statement from BPOM beverage products violates the rules. therefore, the composition of ingredients listed on product labels do not match those specified when submitting permitted. in the labels only listed Potassium Sorbate.
The biggest loss is the damage to the reputation Mizone. The deline in sales there, the informtion from small seller, usually they can sell 3 boxes a day, now can only sell half of it.

In my opinion, result control that needa, so Mizon can reach the target. There are :
-Old Mizone product remove from the market for a new label is replaced by including materials that has not been included so that people can feel safe to consume
-After Mizone label replaced with a new label, and then invite reporters to visit a factory to know that the content Mizone safe for consumption, unlike previous estimates.
- Create a new advertisement about Mizone labeled, then distributing to the market, school, campus or sponsoring activities at school and campus such as Basketball Competition.
- Distribution to smallest area.

By the result control above, is to give better result then make increase profit and it will harder working employees as well so it will benefit the company to the future.

Anonymous said...

WINNIE MARLADEWI WULANDARI
C1L008031

Once the gum gets into Shanghai, Wrigley loses control Distribution now depends on one of the firms sound off from China’s once mighty state owned trading companies Wholesalers in China do not do much delivering instead like Wrigley wholesaler Chen Tuping they wait in their warehouses for buyers to arrive.

So how does that stick of gum get Zhang Xiaomei? Wrigley’s legwork that’s how. Teams of Wrigley representatives walk the streets talking to shop owners handing out free Wrigley posters and plastic display stands. Among the targets is Xu Meili who runs a booth at the beautiful & Rich Wholesaler Market. After successful sales call, she begins to stock Wrigley’s gum, which she fetches with a tricycle cart from Mr Chen the wholesaler or one of his competitors.

Wrigley salesman continue visiting small kiosks like the blue plywood stand in Shanghai . Inside the stand a young woman who calls herself Little Yan naps on her folded arms between sales. When stocks run low, she rides her bike the few blocks to Ms Xu’s booth to buy more gun or candy. All of this just to get Zhang Xiaomei a stick of gum.

The margin isn’t great says Wrigley’s international business chief. But for now he says the company is content to build market share. He adds we’re very patient company. To quote a statement of distribution from Wrigley’s Web site the modest price of chewing gum means almost everybody can afford to buy it. The global market for gum is vast and Wrigley seeks markets in every country it can enter even where consumers don’t yet chew gum. For example Wrigley recently invested in new plants in India, where only a very small number of Indians chew gum. But with a population almost as large as China’s it means big growth if only a small percentage of the Billion people buy the product. Wrigley’s global distribution strategy is to ensure that everyone in the world can get gum wherever and whenever he or she wants.

Effort pays off – Double mint chewing gum has a 91 per cent market share in China, and that translates into sales of about 18 billion sticks per year! That’s up from 400 million sticks just a decade ago.

joko purnomo C1L008022 said...

Name : Joko Purnomo
Student Number : C1L008022
Major : International Accounting

Kentucky Fried Chicken (KFC)- one of the most known fast food chains in the world started in the early 1930's by Kernel Sanders in the Southern USA as a small franchise operation. Colonel Sanders has become a well known personality throughout thousands of KFC restaurants World wide. Quality, service and cleanliness (QSC)represents the most critical success factors to KFC's global success.
Throughout its 35-year history, the company has gone through several stages and has answered to a legion of corporate parents from Heublein to R.J. Reynolds. The most significant stage was when the enterprise was sold to the American giant, Hubelin International in 1974. Rapid growth throughout the use of franchising together with increased competition from primarily MacDonald's reduced the consistency of the standard of both food and service on the individual franchise level leading to massive decreases in profitability. Together with low Research and Development funding from Hubelin, the division found it difficult to match the expansion plans of its main competitors. KFC responded to these problems by improving staff training, employ a new manager- Michael Miles capable of managing an effective turnaround strategy. The QSC motto was emphasized on a global level together with slogans such as "We do Chicken Right". In 1982, Hubelin International was acquired by R.J. Reynolds and Richard Mayer succeeded Miles.
INTERNATIONALIZATION OF KFC:
Opposite to Hubelin International, R.J. Reynolds was willing to fund KFC's overseas expansion plans. In order to reduce risk, KFC encouraged franchising in complicated markets. This reduced financial risk, but also increased problems of operational control, as local franchisees often were more interested in maximizing profits in the short term rather than to adhere to corporate standards and strategic plans. To find the balance between corporate control and cultural sensitivity has been the main point of concern at KFC.
CENTRAL CONTROL VERSUS LOCAL RESPONSIVENESS.
In a foreign market with high political risk and low cultural knowledge, a high degree of cultural sensitivity is crucial. Centralized control cannot be maintained since its is impossible to effectively manage an overseas operation from the headquarters without the information and knowledge needed to make sound strategic decisions.
China operations surely need to be able to quickly respond to political and/or market changes. The joint venture will facilitate some of this responsiveness, but a KFC or a R.J. Reynolds head office in the region with a high level of autonomy is needed. Perhaps, such a regional office could be set-up in Hong Kong to oversee overall corporate objectives of further expanding R.J. Reynolds products and KFC into the Chinese market.

Anonymous said...

Name : Rijal Hilmi
NIM : C1L007021
International Accounting

This is about my real story

last month when Ramadhan came, my friend had the idea to sell fruit soup, he invited me and my brother to become investors, I think this is an interesting activity beside we can get the benefit.although it's only small business..
on the first day,we sold half the price of 10 cup from 20cup (Rp.2000) as promotion..but the consumer complain that the taste of fruit soup less sweet.
we discuss to add more sugar and creamer.
next day,we sold 23 from 30cup, this is the good result for us..
and also we promotion the product by sms so it's easy to tell the other friend.
we sell for 3 weeks,and the result is satisfied..

Anonymous said...

M. Arief Gunawan
C1L008029

AGV T-2 Paint, Graphics and Overall Quality
The T-2 is currently listed on the AGV website in two blue graphic patterns, two red graphics, a white/gray/black graphic and solid colors including white, black and gray. The "Multi-Shade Black/Red/Silver" pattern shown here looks good and the red fades from almost white to nearly black.
Motorcycle Superstore also currently has a few limited edition T-2 helmets, a Barry Sheene replica, a Giacomo Agostini replica and an Angel Nieto replica.
The graphics on our Multi-Shade Red helmet are perfectly applied on this example. The clearcoat depth seems about average; it isn't the "hard" feeling clearcoat found on some European helmets, and it's probably not as thick as I'd like, but it does the job and everything looks first-rate.
In fact, the overall quality of this T-2 is excellent, with all the fittings, the face shield and the rubber gaskets all lined up and closely toleranced with no obvious issues. The liner also looks nicely made and stitched and fitted to the helmet.
The face shield is especially noteworthy; it has a nice, solid feel as it clicks through its 6 positions up or down and it opens smartly in the first position for defogging. The small breath guard also fits perfectly into its slot atop the chin guard; this part seems to be difficult to get right on some helmets so it's worth noting that this one fits.
The face shield also fits very tightly to the eye port gasket and the space between the shield and the helmet shell is nearly non-existent, which is remarkable also because the face shield moves up and down so smoothly. This is a very good indicator of the type of tolerances and quality control apparent in the helmet.
The liner and the fit of the liner to the gasket around the bottom of the helmet is all nice and tidy also, and the large chin curtain feels more substantial than usual and fits tightly into the slot between the liner and shell.

arindra_philanditano said...

Name : Arindra Philanditano
SN : C1L008056
Major : International Accounting

Hello there I am arin.I am finished read a book from Mr. Agung Praptapa in bab 4 about "result control", when i read book I can see clear what about "result control", this book really use the words that I can understand.
I will tell my story about "result control" in my daily life. My mother have restaurant in JL.gatotsubroto in front of SMA N 1 Purwokerto. In the morning my mother restaurant sell "SOTO" and in the night at 7 o'clock sell "NASI GORENG". My mother recruit two employer, one employer cook and which one cleaning some glass, plate, frying pan, and many others in the kitchen. Andi as cook and wawan as cleaning service. My mother pay them Rp 300.000 per month. my mother have trick to make Andi and wawan can stand specifically with considered them like family, so can motivation them. my mother have something trouble with target because the employee works slowly and less good, but my mother want his target must be reached.
My mother identification good or bad in performance last year of my mother restaurant looking in profitability not too bad, costumer is not too any. any costumer if just there is an event in SMA N 1 Purwokerto or SMA N 2 Purwokerto. Nasigoreng and soto homemade is delicious, but sometimes it taste not delicious.
finally my mom have idea to make the target is reached. my mom say to two his employee,"who's good works and diligent will be get a bonus of 30% from me. always attention customer satisfaction, especially cleanliness of restaurants and delicious whom cuisine".
and then the day, "its work". two employees working in the restaurant my mother has now increased performing well and not sit idle anymore again. Andi and Wawan even compete to get a bonus , because only one employee each month that can be a bonus from my mother. andi very excited to cook and the taste is delicious, while the wawan really make it all clean. Its good result. Finally my mother was the target can be achieved. profitable, any customer not just only event, the restaurant also clean. the result control is succes.
thank you for your attention

Anonymous said...

mr.praptapa i dont know what happened to the blog I cant send you my assignment,,they said it was unacceptable,,i have tried so many times but failed

Febriarini Eldon Chavez said...
This comment has been removed by the author.
Febriarini Eldon Chavez said...
This comment has been removed by the author.
Febriarini Eldon Chavez said...

Febriarini Rismawati C1L008023

^ Page 1
In my own perception, Management Control System has crucial role in the success of a Company/Organizational run.
The good efficiency, effectiveness, and economy reflect the capability of controlling over direction, motivation, and competence among the people working in the Company/Organization.
In such thing, I have quite excellent example of result control. It is the OEC Management System of World's Most Recognizable Brand Company from China, Haier Group in 2004.
Previously it was almost-bankrupt Company back to early 80s, then Zhang Ruimin who later became the CEO, bought and took over everything over Company's managerial System. He invented the system called OEC to place as the system for managerial control. OEC itself stands for Overall, Everything-Everyone-Everyday, and Control-Clear, according to CEO Zhang, it implies that every employee has to accomplish the target work every day. The OEC management-control system aims at overall control of everything that every employee finishes on his or her job every day with a 1% increase over what was done the previous day. The reason of why would CEO Zhang implement the OEC system was because the regular life of Chinese people in China was uncontrollable, rebellious, lack of detailing, and indiscipline, that trait included in workplaces too, so Zhang was sure that tough management system with fair rewards and penalty features are needed to help the workers get things done properly. To focus on customer needs, product quality, innovation, and speed and to improve operating efficiency, the firm developed and implemented the OEC management-control system in the early 1990s.
As for the implementing of OEC, all employees strive to reach the target set forth in the Strategic Business Unit or the so-called SBU. SBU means that each employee is a profit center with the responsibility to make a profit. Each employee generates his or her revenue by providing the best service to the employee in the next step downstream and incurs expense or cost by receiving service from the employee in the previous step upstream and resources from various supporting departments. The SBU goal is for each employee to become the principal part of innovation, demonstrating his or her own value while creating value for customers. The SBU program changes the thinking of employees from "I am only in charge of design and don't think about manufacturing or sales" to "How does the market accept my design?" All employees learn that they have to give customers what they want, and, with the SBU program, employees care about the individualized needs of the customers. Its philosophy is "The customer is the king for every Haier salesperson." In fact, Haier differs from other appliance companies in that it will build products to order and it doesn't compete on price. For example, when a customer buys a washing machine or an air conditioner, an employee goes to the customer's home to set it up.

Febriarini Eldon Chavez said...

Febriarini Rismawati C1L008023

^ Page 2
As I know that the OEC system really works, I read about it that the result reflects in concrete form such the factory floors were clean, and workers wearing uniforms and photo ID badges operated in an orderly manner at the assembly lines. Banners featuring quotes such as "A Product with Defects Is Useless" and "Innovation Is the Soul of Haier Culture" lined the factory walls. One large bulletin board said, "Every day is a new day; all activities are completed in the same day by innovations."
But the most important is that the OEC management-control system implementation has resulted in satisfied customers, efficient and effective processes, motivated and prepared employees, sustainable revenue, and profit growth.
Haier Group is one of the World's Largest Companies.
So here I get to the bottom line that the OEC system of Haier Group generates its employees and workers to participate, and contribute the best of their abilities, and this is set well by fair rewarding system and penalties, makes sense to pay the people working according to their efforts.


Sincerely.
Rinny

Anonymous said...

Name:Citra Dewi Indriawati
Student Number:C1L008047
Major:International Class of Accounting


Hi Sir,I want to share with you about my experience in good result control.

This experience began in my holiday at the Senior High School.
When I was on holiday,everyday I just sleeping,watching tv,and hangout with my boyfriend.My mother doesn't like that,because I cann't do something that advantageous.In one day,my mom promise me to give Rp 50.000/day if I willing to help her in shop.I am so interested with my mom invitation.For the first time,I interested to help in shop because of the money,but as long as I did the job,I feel interest to know more about this job.I feel so happy if I can collect a lot of money,and make my mom happy.So,I enjoyed it and didn't realy care about the money again.Because of that too,know I study in univercity and concern in economics,because I want to know more about trading.Since that,every holiday,I always help my mother in shop.Know I realize that my mom give me the money to make me interest to help her,do something that advantagenous,know what I want to do and what I wanna be.
Thank you..^_^

Anonymous said...

Name : Nursolihah Mushanda
Student Number : C1L008046
Class : International Accounting


Mr. Praptapa I would give example of control result is a real my life story actually..

Part 1 :

Citibank was a great foreign bank. If Harvad university was the best university in the world then Citibank was the harvard of bank. Why I said that? Because in Indonesia people who work in citibank would have higher value than the other. I saw the real people in front of my eyes, although he is not the best person in his office but I think he is the best people I ever know. He was great, he could go overseas after working there he said it was bonus from his office and he had a lot of good stuff from hiss office just like my laptop now. I really want to be a banker in marketing division just like my brother. But it seems difficult for me to reach that. Once, my brother said to me that “if your conditions always been like this( poor english, average GPA, lazy, and I couldn’t talk smartly) you cant be a banker, show me your true ability your english, if you could talk to me in english without Indonesia words and minimum GPA 3.5 , I believe you could be a banker at least in personal banker level at citibank, Because citibank only hire great people with fluent english and high GPA also briliant.

Anonymous said...

RINA LESMANAWATI
C1L008043
AKUNTANSI INTERNASIONAL


RESULT CONTROL IN PROCUREMENT OF CONSTRUCTION SERVICES

Examples of application of Result Cotrol in the procurement process of goods / services are:
1.RESULT CONTROL IN PRE-CONTRACT PHASE
Pre Contract Preparation Phase includes Procurement and Selection of Providers of Goods / Services
Element result control:
a.Performance dimension
Performance dimension specified in the conformance document procurement and accuracy of selection of goods / services with the applicable provisions include legal aspects, technical aspects and financial aspects
b.Measuring performance on these dimension
The accuracy of procurement documents and providers of goods / services selected are measured based on legal provisions, the provision of technical and financial conditions prevailing
c.Setting Performance targets
Target to be achieved include the procurement documents of goods / services that can be used as a supporting document selection of goods / services providers in order to obtain goods / services professionals to ensure the proper quality, timely, appropriate fees, and appropriate benefits
d.Providing Rewards or Punishment
Reward is given to the committee the procurement of goods / services that have completed the task with either honoraium committee. Punishment on the committee who did not perform the task with good will obtain administrative sanction according to the applicable rules
2.RESULT CONTROL CONTRACT SIGNATURE ON STAGE
Phase Phase Contract Signing Contract Documents include the preparation and signing of contract
Element result control:
a. Performance dimension
Performance dimension specified on the accuracy of the draft contract which includes the contents and framework of the agreement, general conditions of contract, special conditions of contract and other documents which are part of the contract. Signing the contract is determined by the timely signing of contracts according to schedule the procurement of goods / services
b. Measuring performance on these dimension
The accuracy of the Contract Document Preparation and signing of contracts is measured based on legal provisions, the provision of technical and financial conditions prevailing
c. Setting Performance targets
Target to be achieved is the accuracy of contract documents either legally, technically and administratively, financial and timeliness of the signing of the contract by the provider of goods / services that guarantee the implementation can be provided by the provider of goods / services in a timely manner.
d. Providing rewards or Punishment
Punishment is given to providers of goods / services that are late in signing the contract and submit a performance bond in the form of late fines.

Anonymous said...

Name : Nursolihah Mushanda
Student Number : C1L008046
Class : International Accounting

Part 3 :

In my opinion, control result in my example represent the parts of rewards that is goodwill of the bank. The goodwill of the bank makes people outside wants to keep struggling to join the bank because from the goodwill of the bank they could live a good life. And then for the people inside the bank, rewards would be the best things,for example just like in citibank, the banker who could achieved the target they would got bonus fresh money or they could got free traveling overseas or they could got a very good stuff. Citibank appriciate the employee who do their best things and for them who didn’t they are just stuck in their place without bonus.Not only the bonus actually, citibank also appriciate their best employee by publishing the employee's name in the monthly citibank magazine.So, it makes people inside keep doing their best for it.

Anonymous said...

PART I
Mr. Praptapa I would give example of control result is a real my life story actually..

Citibank was a great foreign bank. If Harvad university was the best university in the world then Citibank was the harvard of bank.Why I said that? Because in Indonesia people who work in citibank would have higher value than the other. I saw the real people in front of my eyes, although he is not the best person in his office but I think he is the best people I ever know. He was great, he could go overseas after working there he said it was bonus from his office and he had a lot of good stuff from hiss office just like my laptop now.I really want to be a banker in marketing division just like my brother. But it seems difficult for me to reach that. Once, my brother said to me that “if your conditions always been like this( poor english, average GPA, lazy, and I couldn’t talk smartly) you cant be a banker, show me your true ability your english, if you could talk to me in english without Indonesia words and minimum GPA 3.5 , I believe you could be a banker at least in personal banker level at citibank, Because citibank only hire great people with fluent english and high GPA also briliant.
At that time I was thinking I have to change my life and I have to be a different person than before. My head just full of “citibank..citibank..I will do everything to be a better person for my future life. I try to learn english. My friend suggest me to join english debate he said it changes people from zero to hero but I was afraid if I join debater my GPA would be bad, so I just learn english by myself, watching film with english subtitle and imitate the conversation while see the mirror also singing english song so my pronounciation would be better, reading english text, and so on. When I back home to bogor, my brother was at home and try to talk english with me ( he often do that to test my english ) he smile at me and said “ I know it ,you can do this, your english so much better than yesterday, remember what I told you this wasn’t enough, you could learn it from english extracurricular or others, citibank was great place, they placed great people, so now you choose whether want to be a great people or just ordinary people

Anonymous said...

PART 2

Nursolihah Mushanda
C1L008046
International Accounting

I was thinking again, my brother was right this wasn’t enough I have to change my bad habbit that could be barrier to reach my dream as a banker. Suddenly, I remember being english debater Although it was not easy but I think that being debater is one of the way to change me to be a different person that could make me reach my dream. The fear was come again I’m afraid I couldn’t attend the coaching of debater while I have to reach minimum GPA 3,5. But the great place would choose the great people and to be a great people is not easy, so I decided to join english debate screening at the end of december. Hopefuly I could pass the screening. I know it would be so tiring but in my head I just thinking to be a banker just like my brother and go overseas are everything. I would do everything to reach my dream although it was hard because I believe If I could be a smart people with good GPA and good english then the great place would choose me.
In my opinion, control result in my example represent the parts of rewards that is goodwill of the bank. The goodwill of the bank makes people outside wants to keep struggling to join the bank because from the goodwill of the bank they could live a good life. And then for the people inside the bank, rewards would be the best things,for example just like in citibank, the banker who could achieved the target they would got bonus fresh money or they could got free traveling overseas or they could got a very good stuff. Citibank appriciate the employee who do their best things and for them who didn’t they are just stuck in their place without bonus.Not only the bonus actually, citibank also appriciate their best employee by publishing the employee's name in the monthly citibank magazine.So, it makes people inside keep doing their best for it.

Anonymous said...

Sir, I am so sorry I dont know what happen to the blog,,I sent you my assignment but always failed, I tried to sent it partly and it has a problem gain,the post talk about citibank was my assignment. Once again I am so sorry for the inconvenient sir,,thank you

Nursolihah Mushanda
C1L008046
International Accounting

Anonymous said...

Name Rahadian Utomo
NIM C1L008041

PT Pertamina (persero) was one of the leading companies in Indonesia. The peoples say are very guaranteed. But Pertamina for all of these people do not see any flaws, one of the complaints that staff members are experienced and very tedious work comparing drain " companies of other companies. That's why I say that because my father is a member of its staff. many people who complain about the company in terms of environmental impacts of waste. But the company is highly respected, experienced staff and environment. The companies able to prioritize public health issues and environmental health workers can get treatment hospital Pertamina free when employees are in trouble health. Andthen facility employees had iventaris car home for the employee pertamina . Andthen staff houses in security PT. Pertamina thing works to insure their employees, in terms of achievement when employees perform employee received a prize from the company, such as upgrading or get bonus. So, that all employees can work and achieve the desired target.

thanks

ratnati said...

Name : Ratnati
Student Number : C1L008017
Major : International Accounting

I will tell you a true story of “ Result Control”…
I have brothers who worked in one of the famous Yamaha dealer in Cirebon. His name is Dimas. He ever told to me about motorcycle selling method in there. Every morning he led the meeting to discuss about sales prospect yesterday and motorcycle sales plan for today with sales promotion. It’s useful to know how much accountability as well as motorcycle sales that occurred yesterday and target potential customers who will buy a motorcycle that is conducted every sales promotion employees.
As a supervisor in the marketing department, he had a target to be achieved every month. He gave the task for every sales promotion employees to sell 12 units of motorcycles per months. If they achieve sales targets, they will get a reward or target bonus according to company policy. But if they do not reach the target, they will not get the bonus target even if their motorcycle sales for 3 months less than 50%, then they will issued. So every sales promotion employees will attempt to sell the motorcycles on target minimal.
In my opinion, management result control in the dealer is good. In this case, sales promotion employees get motivated in several points, that are:
1. every day they get a briefing before they do work so they know their target
2. target bonus
3. If they can not reach the target, they will get sanction

Anonymous said...

DEWI NUR PRISKASARI
C1L008036
AKUNTANSI INTERNASIONAL



I have a friend who works in a Supermarket
The gas station every employee should be able to achieve the target of Rp 800,000.00 per day.
Bonuses are given to those who earn more than the target set by the Supermarket, the form of additional salary of Rp 100.000,00
The punishment given to those who can not reach the target, they must pay the deficiency achieving these targets by cutting their pay every time they do not reach the target.

I think these results are very effective control, because kariawan work in earnest, giving all their abilities, so that the bias Supermarkets develop and get good results.

galih said...

Name : Galih Sutriasih
C1L008009


PT Telekomunikasi Indonesia, Tbk as a corporation which have been listed in domestic and foreign stock exchange is committed for developing and applying policy and also practicing good corporate governance with internal changing and filling of international standard. Standard international that specified by US Securities and Exchange Commission for being adopted by PT Telekomunikasi Indonesia, Tbk, as one of corporation which have listing in New York Stock Exchange, is Sarbanes Oxley Act (SOA). Internal control system which written on Sarbanes Oxley Act is important element in the good corporate governance practice. Internal control over financial report becomes preference in correction of corporation control activity and as effort to implement integrated internal control.
Control implementation to business cycle which has been built, resist at implementation of control activities in internal control because of lack of attention on implementation of Sarbanes Oxley Act section 404. Activities perpetrators and controls perpetrators only tend to do the controls design which has been designed by SOA management unit-Integrated Internal Control Project. Those lack of attention has related with element of reliability level of internal control, that is: control procedures, understanding of employees, management attitude, monitoring, and control of document.
Research of control activities implementation is is done in 3rd Regional Division Office of PT Telekomunikasi Indonesia, Tbk. and it focuse on expenses business cycle because expenses transaction is existed in all company business units, has impact of more than 5% of Earn Before Tax (EBT) of the company, and related to the material weakness on Annual Report 2006 PT Telekomunikasi Indonesia, Tbk.
Based on Principles Evaluation Matrix, the implementation level of control activities in 3rd Regional Division Office of PT Telekomunikasi Indonesia, Tbk, stay at systematic level, therefore, the commitment from management is needed for increasing the internal control, so comply with SOA and develop good corporate governance.

Anonymous said...

Sholihah Puspitaningtyas
C1L008003
Internasional Accounting

Example Result Control
I get inspiration for my homework management control system about “result control” from my aunt. My aunt has two childrens. Which one of their still first class in elementary school. Her name is Alma. She is a active people. In the month of Ramadhan, she follow the fasting but in first day she isn’t full fasting until maghrib. She is only fast until 3 pm. And my aunt understand it.
In the ningt, Her daughter give opinion to my aunt, she can the full fasting until maghrib with requirement. if she can full fasting today, my aunt must give Rp 500 every day. And then my aunt is agree. Beside that in the home must serve sardines every sahur because she likes it. And my aunt will give a doll if her daughter can be finish fasting for one month. Also my mother give a bonus for her. So every day her daughter full fasting for one a month. Everyday she is play wit her friend until afternoon while wait a time for break the fast. And she can do it. In the moslem’s feast day, her daughter get doll for my aunt and THR. Also get bonus from my mother. Her daughter feel happy.
From this moment, I can take a benefit for me. In my opinion, this moment is the one of good result control for children. The children can learn fast in the month of Ramadhan although must give reward. And this is motivation for children to full fast.

Anonymous said...

Sholihah Puspitaningtyas
C1L008003
Internasional Accounting

Example Result Control
I get inspiration for my homework management control system about “result control” from my aunt. My aunt has two childrens. Which one of their still first class in elementary school. Her name is Alma. She is a active people. In the month of Ramadhan, she follow the fasting but in first day she isn’t full fasting until maghrib. She is only fast until 3 pm. And my aunt understand it.
In the ningt, Her daughter give opinion to my aunt, she can the full fasting until maghrib with requirement. if she can full fasting today, my aunt must give Rp 500 every day. And then my aunt is agree. Beside that in the home must serve sardines every sahur because she likes it. And my aunt will give a doll if her daughter can be finish fasting for one month. Also my mother give a bonus for her. So every day her daughter full fasting for one a month. Everyday she is play wit her friend until afternoon while wait a time for break the fast. And she can do it. In the moslem’s feast day, her daughter get doll for my aunt and THR. Also get bonus from my mother. Her daughter feel happy.
From this moment, I can take a benefit for me. In my opinion, this moment is the one of good result control for children. The children can learn fast in the month of Ramadhan although must give reward. And this is motivation for children to full fast.

Anonymous said...

KUSRINA LESTARI
C1L008035

PT.Carragenan lorta Indonesia have a problem with corporate control, where the owners have difficully in monitoring the activities of the companies because the owner lives far from company.
Solution:
The owners can do controlling, that is by asking the company to send data activities, such as sales invoice, purchase invoice, account receivable card, account payable card, inventory card, and etc. The owner can know the condition of this company, and can perfom the necessary action if there are mistakes.
To help the analysis the data that has been aaplication program designed corporate control. Application program consists of eight unit, namely the main division, production division, manufacturing division, marketing division, division of good, finance division, control division, and instruction division.

Anonymous said...

ASMAUL HUSNA W.P
C1L008002

PT. Mixindo Inti Persada has a problem in the control system of payroll and wage employee company, which is obvious to remain competitive and survive in global competition, the company should be able to take advantage of factors of production are already available.
Solution:
In the normal control of the payroll and wage employees, PT Mixindo always consider the costs to be spent and what benefits will be obtained. Thus, in determining the salaries of employees must be balanced with the experience you have, good skills, education and the Labor Law.
If the handling of employee salaries and wages that are less careful and not effective then it will mempegaruhi fluency in company operations, so the company is required to make a payroll system and wage policy is good because with a good payroll employees can carry out its obligations with full responsibility for the company and its impact the expected target can be achieved.

miau lullaby said...

Name : Anggun Parassuci Adely
NIM : C1L008051

page 1 :
Royal Philips Electronics was founded in the Netherlands in 1891 by Anton and Gerard Philips. Initially known as Phillips and Co, the organisation started out manufacturing carbon filament lamps. Since then, the company has diversified its product range significantly, moving first into medical technology, followed by consumer electronics in 1925 when it became involved in the first experiments involving televisions and 1927 when it began producing radios. In 1939, Philips produced its first electric shaver.
Other products that have featured significantly in Philips' portfolio include: the compact audio cassette, integrated circuits, compact discs and optical telecommunication systems. In 1972, the company co-founded the PolyGram music recording label with Siemens.
Having become known primarily as a consumer electronics manufacturer, on 1 January 2008, Philips simplified its organisational structure by forming three sectors: healthcare, lighting and consumer lifestyle. The move was part of its strategic plan to further grow the organisation with targets for increased profitability.
The company now employs about 116,000 staff in more than 60 countries worldwide. Of these, around 2,200 are employed in the UK.
In the three months to June 2010, it reported a net profit of 262 million euros (about £220m), compared with reported losses in 2009.

miau lullaby said...

Name : Anggun Parassuci Adely
NIM : C1L008051

page 2:
The benefits at Philips
Pension
1. Defined benefit scheme, closed to new members.
2. Stakeholder plan for all staff, with 12% employer contribution.
Healthcare
1. Private medical insurance, dental cover, critical illness insurance and personal accident insurance available through flexible benefits scheme.
2. Life assurance available as core benefit, which can be topped up via flex.
Holiday
1, 25 days a year.
2. Employees can buy or sell up to five days a year through flexible benefits.
Cars
1. Company cars for business-need drivers.
2. Cash allowances for perk drivers.
Voluntary benefits
1. Range of discounts on good and services, such as cars and holidays.
2. Discounts on Philips' own products for all employees.
Work-life balance/family-friendly policies
1. Range of flexible working options.
2. First six months of maternity leave on full pay.
3. Full pay for two weeks' paternity leave.
4. Family events held on-site for employees, for example, annual sports day and family Christmas event.
5. Sabbatical policy - staff can take three to six months' unpaid leave.
Performance-related pay
Available to all staff via various schemes, with incentives depending on individual and company performance measures.

Comment about Result Control.
I think its example of result control in business. Particularly the employees enjoys being able to select perks through the flexible benefits scheme. One of the favourites are the flex benefits because they can choose what they want and vary it from year to year. Besides Philips' share incentive plan, which was launched last year. It really does make them feel like they have got more to contribute to the company in that they own a part of it and they are a lot more interested in how the company is doing. Benefits make staff feel much more engaged because, particularly in the case of the shares, they feel like they own part of the business. It is much more about they wanting it to be a success. And also values the non-monetary benefits offered by Philips. These include charitable activities with which staff can become involved and activities centred around specific events, such as this year's World Cup, when match screenings, penalty shoot-out competitions and manicures (for employees who were not interested in football) were provided.

Anonymous said...

Name: Hany Anggut ASK
NIM: C1L008032

I will take a real example of "result control" of the public accounting firm my brother works .. In my brother's office, every employee is given a target to get the client on every company that will be in the audit. So every year will be evaluated the performance of employees and managers .. so every employee exceeds the target will get a promotion, but that does not exceed the target does not get a promotion .. Assessment every September so the employees to answer multiple questions and the manager also chooses its employees well .. After employees selected photo will be taken and will be placed in the office as an employee of the year ..
My Comment: Giving appreciation to those who successfully achieve the targets were not limited to the appreciation in the form of money. The award could be in the form of money or employees. But my brother is in the Office of awards in the form of money earned and outstanding employee award is really to motivate employees to provide the best in the company

Anonymous said...

Name : Andreawan Eka S
Student Number : C1L008016
Major : International Accounting

Example: TCP Retransmission Timer Control
In this section, I illustrate our approach on the example of the Esterel module handling the management of the TCP retransmission timer. This module originates from a prototype specification of the complete TCP protocol in Esterel .The Esterel module implements the management of the TCP retransmission timer. It reacts on the reception of three external events: (1) N_S: a signal indicating that the application requests the transmission of a data packet. Its value is the next sequence number to be sent. (2) N_A: a signal indicating the receipt of an acknowledgement. Its value is the acknowledged sequence number. (3) ALARM: a signal indicating a packet loss.
In an Esterel program, a control transfer can occur in two different ways: first, each if statement introduces two arcs, one leading to the basic block that is executed when the if test is true, and one leading to the basic block that is executed when the if test is false. Second, each await in the Esterel program has one arc for each external event defined for the protocol configuration. The arcs will be referred to as branches in the following. The Esterel code shown in the Appendix contains the branch probabilities we assume for the retransmission management module, and Figure 1 shows the Markov chain. The average number of times each state is visited in the TCP protocol can now be calculated by setting up the system of linear equations defined in the previous section. The result is the vector V=(1, 172, 172, 2000, 1900, 1710, 100, 100, 1539, 171, 152, 1, 99). We observe that some states are visited much more frequently than others. States 4 and 5 are the most frequently visited states with a probability of and
This information can be used for code optimization. Let us assume that we choose to optimize our protocol code by inlining some of the calls to the function SET_ALARMthat appear in, and. Let us also assume that the speed gain achieved per function inlining is G time_unitsand the code increase cost is C size_unit. The gain achieved by inlining the function calls SET_ALARMin is then equal to xxG. Its cost is equal to C (is the number of calls to SET_ALARMin. It is always equal to 1 in our example).
States with a high ratio are the most interesting candidates for inlining. An heuristic that could be used to optimize the code speed for a given code size constraint is to inline the functions in the order of descending until the code size limit is reached. We see that the function SET_ALARMof is the most interesting candidate for inlining. In fact by applying inline expansion to, we achieve 81%of the maximum time saving with only 50%of the maximum code size cost (the maximum gain and cost result from inlining all function calls).

ade_nelly said...

Ade Nelly Yunitasari
C1L008005
International Accounting


I want to tell you a real story of result control. It’s about my cousin experience. Her name is Lili. She works as treasurer at Mr. Games in Tegal. It is game center like Timezone, Game Fantasia, Super Game and etc. The company give Lili and her partners who works in one location of Mr. Games a target. The target is they must collect revenue two million rupiah within one day. Or about sixty rupiah every month. If they can reach the target, they will get bonus from the company. Actually, almost every month they can reaches the target. So they get ten percent bonus from salary which is get in every month. I think the company use result control because the company will give bonus the employee when they reach the target from company.

Rahmat said...

Rahmat Hidayat C1L008011

I will tell You the story of my father’s business about “result control”.


my dad has a material business in the Kuningan area of West Java, sells a variety of building needs,
my father was in business there are 8 employees, 2 of them as a driver and the other as a coolie.
every day business never closes even though my father was a holiday.
employees often do not report to work without explanation, sometimes a day there are 2 employees that are not entered so many buyers that are not served and neglected. therefore, my father finally made a way for employees to work diligently. my dad makes an absent employee, so every day in the absent employees who come to work. and who list the presence of at most a month-long, an employee is entitled to a bonus, but his bonus every month is always different sometimes a bonus in the form of money or valuables and employees who have attendance less than 25 working days a month it will be reduced his salary.
after there was a rule that employees were competing to get that bonus. and profits for the business my father also can be perceived that way. this time many consumers are served well.

Anonymous said...

Rahmat Hidayat C1L008011

I will tell You the story of my father’s business about “result control”.
My dad has a material business in the Kuningan area of West Java, sells a variety of building needs,
my father was in business there are 8 employees, 2 of them as drivers and others as servants.
every day business never closes even though my father was a holiday.
employees often do not report to work without explanation, sometimes a day there are 2 employees that are not entered so many buyers that are not served and neglected. therefore, my father finally made a way for employees to work diligently. my dad makes an absent employee, so every day in the absent employees who come to work. and who list the presence of at most a month-long, an employee is entitled to a bonus, but his bonus every month is always different sometimes a bonus in the form of money or valuables and employees who have attendance less than 25 working days a month it will be reduced his salary.
after there was a rule that employees were competing to get that bonus. and profits for the business my father also can be perceived that way. this time many consumers are served well.

Anonymous said...

Retsa Dwiki Yanuar
C1L008042
INTERNATIONAL ACCOUNTING

Porsche may be a niche label but it remains one of the most profitable carmakers in the world and expects to see profits lift even further than the record levels of 2006. Officials said sales rose 3.4% to €7.4 billion for the last financial year, while sales grew by 0.7% to 97,515 units in total. Porsche also earns a significant portion of its profit from its majority stake in VW Group, which is also enjoying record sales.

Things are looking so cheery for Porsche that it can afford to offer a one-off bonus to all its full-time employees that joined before August 2006, roughly 8,000 in all, amounting to €5,200 (US$7,350). Compare this with the situation in the U.S. where workers at GM were forced to strike for their health care coverage and pension payouts.

Both the management and unions agree the record profits are the result of increases made to productivity, flexibility and quality in the company and most importantly because of the dedicated work of its staff. This is why Porsche is once again handing out a share of the gross company profits to its hard-working employees.

qiqi said...

Name : Rizqi Miahul Fadhilah
Student Number : C1L008015

I will give an example about result control from my friend's job. He is work at PT. Ferron Par Pharmaceutic Als.
This company is pharmacy company. He get 1,7 million rupiah for his salary. He get his whole salary although he cannot get company's selling target. The selling target company for a month is 100 million.
The company will give 15 percent from the selling total if the employeer get the over company's target.
And the result from this company is always better every month, the company's result control can increase the selling company and also increase the employeer's better.

Anonymous said...

Name : Parameita Nur Santi
Student Number : C1L008008

Hi Sir, I would give example of result control on a business.

This example I take from an electronics store where my father worked. At the first time employees of this business activity, only got basic salary every month. But the owners felt their performance was not optimal. Number of sales each month is far from expectations. And owner think that if the business run like this continuously then the business will not develop or can be bankrupt. Then the owner think how to resolve this problem. Finally owner decided to implement a bonus system. Employees will get a bonus if they can achieve the target sales of goods which have been determined. After several months of applying this system, sales of goods increased rapidly and in accordance with predetermined targets. The performance of employees become much better, they always try to achieve sales targets
The example above is a form of result control in a company, and it is proven with increasing the number of sales. Even now the store is growing rapidly and already has several branches in Purwokerto.