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HUMAN RESOURCE MANAGEMENT.

Discusses the role of human resources managers in the changing business environment. Impact of globalization on companies with employees based in many different countries. Special factors in managing the Expatriate. Structure of the compensation package including living conditions. Cost reduction factors. Competition. Service sector activity. Downsizing and re-engineering. Changing demographics. Strategic planning.

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Introduction
As the business environment in which most companies operate has changed, the role of the human resource function has changed, as well. Where once human resource professionals served as personnel specialists who worked largely outside the realm of strategic management, they are now an integral part of the strategic focus of a company. Human resource professionals now take a proactive role in helping companies attract and retain the highest quality workers who are able to meet the needs of the organization not only in the immediate future, but over the longterm. Human resource managers are in a unique position to bring change to organizations since they are increasingly being included in senior management and since they work closely with other managers as well as lower-level employees. This research considers the changing busi

In some cases, the family will travel with theemployee; this is most often the case in long-term assignments. Gain sharing can help companies overcome years in which they mighthave lacked a proactive diversity program. Introduction As the business environment in which most companies operate haschanged, the role of the human resource function has changed, as well.Where once human resource professionals served as personnel specialists whoworked largely outside the realm of strategic management, they are now anintegral part of the strategic focus of a company. Understanding and managing diversityamong groups at work. Just as not everyindividual is right for every job, not every employee is right forexpatriate work (Punnett & Clemens, 1999, p. 71. Culture and Standards of Behavior Standards of behavior are set formally through a company's internalprocedure manual, which is often developed by the human resources group.These procedures lay out the formal organizational processes, but may setthe tone for informal processes, as well. 3 -35. (1999, April-May). In this way, each goal within each level of an organizationsupports the goals above it. This is the underlying problem thatmanagers face when trying to develop a diversity program: there is littleempirical research which can help guide them in setting up a program thatwill be worth the time and expense that the company will put into theproject. While themost obvious way that costs can be cut with regard to human resources isthrough downsizing, there are other, less severe, strategies which can beused and which may ultimately prove a better long-term solution. They spend extra hours on the job,either at the office or at home, and they have little time to effectivelymanage their workforce. 58 ). The lack of empirical information available to human resourceprofessionals faced with developing a diversity program can be asignificant issue for many companies. There are several areas involved in downsizing where the humanresource department plays a key role. For example, legal issues must behandled properly if the company is going to avoid problems in the future;these can range from providing more than 6 days' notice if a large numberof employees at a single facility are involved, to handling how thepaychecks and accrued salaries are disbursed (Heller, 1995, p. The human resource department is now working closelywith training organizations in order to develop programs which help retainstaff, and which help staff members work better together given that theymay come from highly diverse backgrounds. Based on their familiarity of the workforce in the localregion (or in remote areas, in some cases), human resource professionalscan offer guidelines as to how much a particular strategy will cost interms of human resources, and whether the company has the right people onstaff currently or whether new employees will have to be hired and trained. 577-6 8. In other instances, companieshave created work environments where child care is provided on-site, orwhere employees are able to work from home on occasion (telecommute) sothat they are not burdened with traffic and are able to spend more timewith their families. Gain sharing programs must be carefully administered so that employeesbelieve that they are equitable. Strategic Planning and Human Resources Increasingly, organizations are including human resource professionalsin the strategic planning sessions which take place at the executive level. If employees have realistic expectations before they arrivein the country, they are less likely to be unpleasantly surprised aboutworking conditions, living conditions, or other factors affecting theirdaily lives (Punnett & Clemens, 1999, p. In addition, just as women have faced difficulty overcomingrituals in the United States, so minorities and foreigners who enter mainlywhite-male culture also have difficulty. A new computersystem, for example, is likely to require additional training of staffmembers, and the manager may change the skills set that he seeks amongpotential new employees. Flynn, G. (1994, November-December).Communication, commitment and corporate culture. Delegating Delegating is the practice of having another person accomplish a taskinitially given to the manager. Goals for any one department or group within a company must be inharmony with the overall strategy that the company has as a whole.Similarly, each individual's goals within a group must support the overallgroup goals. The Harsh reality of diversity programs. 71). 73). U., & Kim, S. Diversity is good for business.Journal of Accountancy, 188, p. When downsizing or re-engineeringare involved, the human resource professional can guide the company indetermining whether a plant closure (for example) is the most costeffective way of meeting whatever strategic challenge the company may befacing ("Credible," 1998, p. (1998, October 1). In this way, the managerplans for people as well as for budgetary constraints. Moore, S. 67). This difference means that companies may have toinvest in communication seminars which focus on how individuals can betterrelate to customers and to fellow workers rather than on honing technicalskills (Higginson & Waxler, 1994, p. Just as many companies now have operations on a global scale,so they are subject to competitors who may be based elsewhere in the world. Journal of European Industrial Training, 23, pp. Organizational Culture and Ritual Rituals are an important part of culture in the anthropological realm,and they form an important part of culture in the context of companies.Corporate rituals may take the form of a welcoming breakfast once eachmonth to recognize new employees, or an employee recognition dinner heldperiodically to give credit to employees who have performed above the callof their specific responsibilities. Higginson, T., & Waxler, R. The goals that the manager has for his organization determines the humanresource needs of that organization. This can be done throughtraditional human resource responsibilities such as salary surveys andbenefits programs, but can also involve creating a work environment whichanswers some of the different needs that today's workers have. The structure of the compensation and the standard of living which theemployee can expect should be carefully explained to employees who may bemoving overseas. The actual strategy that a manager chooses depends on the environmentat the time, and the same manager may make different choices, even at thesame company, from one period of time to another. Compensation is also a primary concern to both the expatriate and tothe company which is funding his activities. A department which has a highly regimented function, such as aproduction line, may have very specific goals and an overall plan in place,supplemented by an organizational plan which is loosely put together sincethe tasks that are performed do not vary widely from one period to thenext. In some organizations,diversity trainers are consultants while in other organizations, they areadded to the staff and diversity is dealt with on an ongoing basis (Rogers,1994, p. Carlozzi, C. Too much delegation can also result in a loss of productivityamong his employees, who now struggle to balance their new responsibilitieswith their previous tasks, which most likely have not been removed. 84). International cultural diversity andthe design of management accounting systems. Since these systems are customizedfor each individual manager, they can help managers with specific issueswithin their group (Parker, 1996, p. Despitethe cost which can be associated with these systems, the benefits theyproduce can be substantial and often justify the investment. Cross-national diversity: Implications for international expansion decisions. Heller, R. 7 ). Planning Planning is another key part of a manager's functions. Industrial Management,pp. Planning also requires the manager to identify training opportunitiesand needs for his organization, and to make arrangements for eitherproviding the training in-house or sending employees outside theorganization for training. Human resource managers must work with both of these differentstyles in order to help a company achieve its goals and objectives. Thiscan lead to a decline in employee morale and a decline in theorganization's ability to meet its obligations (McGreevy 47). 74). Similarly, as word spreads that a particular organization hasa strong diversity program, it is likely to find it easier to attract andretain high quality workers with diverse backgrounds. (1999, Summer). Much of the management philosophy that hasbeen developed was developed in the context of manufacturing organizations,where productivity can be measured by how many units are produced in agiven period of time, and what the failure rates of those units is.However, such measures are not available in the service sector; here,companies are interested in providing a high level of customer service andsatisfaction to their clients, but measuring productivity becomes much moredifficult since there are not necessarily quantitative methods for doing so(Higginson & Waxler, 1994, p. 67-68. In the case of long-term assignments, companies may want to interview the spouse of theemployee; this is important when the spouse is also relocating, but canalso be important if the employee will be gone from home for an extendedperiod of time. People Management, pp. Effective delegation requires that amanager have a good understanding of the various skills that his employeespossess as well as understand the tasks that can, and cannot, be delegatedeffectively. In other words,diversity programs can give companies a competitive edge in the marketplace(Rynes & Rosen, 1994, p. Because they are overburdened, the overall qualityof their work may suffer, and their personal and work relationships arealso likely to suffer because they are unwilling to have their subordinatestake on additional responsibilities. Is HR a weak link in the global chain?HRMagazine, pp. Rynes, S., & Rosen, B. 4-6. Regardless of the process used, the human resourcedepartment is an integral voice in making these determinations (Heller,1995, p. A comprehensive plan can help a companydetermine whether or not it is on track to achieving its goals. While the business community as a whole recognizes that diversity is away of life in the workplace, there is no clear-cut agreement as to how tocommunicate that reality, or the ramifications of that reality, to theworkforce. (1998, December). Thus,dinners marking and celebrating the length of service of employees, canmark rites of passage which encourage the long-term commitment to theorganization that is critical to the organization's success. (1997, January 6). Setting realistic expectations of the living situationcan be important in helping employees adapt to their new livingenvironment. In some cases, that meansrelocating nationals from one country to another, which can bring with itproblems of diversity and cultural differences. Here, the issue is not one ofinviting women to an after work social event, but introducing minorityworkers to those who can help their careers. HRMagazine, pp. Journal of WorldBusiness, 34, pp. If, on the other hand,members of the organization regularly flout the procedures as specified inthe handbook, it may indicate that the company has a more relaxed approachtoward formal authority elsewhere in the organization. (1994, October). Increase in Service Sector Activity Once of the most significant changes that human resources have facedin recent years is the shift away from manufacturing jobs and a shifttoward service organizations. In other cases, it meansthat the human resource department takes an active role in helping todevelop workers who might not otherwise possess the skills needed tosucceed in the company (Haque & Kim, 1995, p. Managing the Expatriate Successful multinational organizations have learned that successfulexpatriate operations begin with the selection process. The human resource department would beinvolved in this process as it would training to workers and managersregarding how TQM works and how it can effectively be implemented in aparticular organization (Adams & Kydoniefs, 2 , p. References Adams, S., & Kydoniefs, L. C. From a managerial standpoint,planning includes identifying the various types of individuals who will beneeded for a particular period of time, and what types of skills theseindividuals will need to possess. (1996). Rituals as Barriers in Organizations Some rituals in organizations serve as barriers to new members of theorganization, maintaining the status quo, or at least maintaining power inthe hands of those who currently possess it (Mor Barak, Cherin & Berkman,1998, p. These skills areimportant regardless of how long the assignment will last, and businesstrips lasting only a few days may have long-term consequences which shouldnot be dismissed (Punnett & Clemens, 1999, p. 81). Mor Barak, M. However, it is much more difficult to scale back an overlygenerous compensation package once the employee has accepted it. Some companies use a percentage ofemployees' salaries, and apply the same percentage across the entireorganization. The human resource department is in aunique position to work with the corporate communications department (inlarge organizations) or to disseminate information itself regarding boththe reorganization and the long-term benefit that the company realizes as aresult of the changes. Human capital flight.International Monetary Fund Staff Papers, pp. Managers who do not delegate enough of their work are themselvesoverworked and have little extra time. Without careful planning, companies that may do well during goodeconomic times can find themselves in trouble when the times turn morecompetitive, or when economic conditions worsen (O'Brian 2). (1995, September). Employeesexpect guidance from their managers within which they can perform theirtasks, but the exact level of guidance depends on each employee and howself-motivated they are. Once the compensationpackage has been established, upward modifications can be made, ifnecessary. Even when competitors are based in the same country, technologicalinnovations have made them more likely to attract formerly productiveworkers from a particular organization (Overman, 1994, p. Ideally, the manager should have a goodidea of how much these employees will need to be paid in order for thecompany to attract highly qualified individuals. It is the manager's responsibility to let employees know what tasksneed to be accomplished in order that the group meet its goals. 27. White workers may routinelybe given extracurricular assignments and introduced to vice-presidents, forexample, while minority workers are not. Haque, N. Selecting a diversity trainer.HRMagazine, p. Suchimprovements in productivity can come about through technologicalinnovation, but also through changing the corporate culture. 3 ). 21 ). Some companies try tomaintain a standard of living commensurate with the home country for theexpatriate, and many analysts agree that over-compensation can be a problemfor companies (Brewer, 1997, p. 131). 69-77. Corporateculture again determines the level of planning that goes on within anorganization. 27). There are two common mistakes that managers make with respect todelegating: not delegating enough, and delegating too much (Strawbridge18). Competition Competition is another area in which the human resource departmentplays a direct role, although here the role is responding to increasedcompetition. Corporate-wide planning can also assist managers in building plans fortheir organizations; companies which lack corporate plans are likely tohave an informal planning process which can be more difficult for managersto implement. Workforce, pp. In general, a manager's plan becomes part of the overall company'sbusiness plan, with each group and department putting together their pieceof the larger company picture. When an executive information system is implemented, it is necessaryto provide adequate training to users. Because of this, it is up to the human resource department to findways to attract and retain high quality workers. This means thatmanagers and executives are under increasing pressure to establishdiversity programs which recognize that the American work force is nolonger a homogeneous group of white males, but rather a diverse combinationof gender and ethnicities. 82-1 4. By implementing a gain sharingprogram which is perceived as equitable and which rewards all employees forthe strong performance of the organization, companies are able to foster ashift in the corporate culture to a point where employees recognize andvalue the contribution of their peers and subordinates since eachemployee's effort contributes to the gain sharing program regardless ofwhere they are in the organization. 6). This is particularly important inthe area of human resources as these goals can affect the long-term successof the organization. Valentine, R. The overall morale of theseorganizations is also likely to be low because these individuals do notprovide an environment in which their employees feel that they can activelycontribute or grow on a professional level (Moore, 1999, p. (1994, October). Forexample, some human resources departments have worked within theirorganizations to create flex-time, which allows workers to come in at timeswhich better suit their personal situation. As withsimple downsizing, re-engineering often has layoffs associated with it, butit can also require that existing employees learn new skills in order tohelp the company realize its goals. Human resourceprofessionals now take a proactive role in helping companies attract andretain the highest quality workers who are able to meet the needs of theorganization not only in the immediate future, but over the long-term.Human resource managers are in a unique position to bring change toorganizations since they are increasingly being included in seniormanagement and since they work closely with other managers as well as lower-level employees. Delegating too much is another problem because it can placeresponsibility on employees who have no authority. 128). If a company has a mission statement which has been clearlycommunicated to the organization, the planning process is likely to be mucheasier since the various department plans will be in support of the overallmission, and the overall business plan. To somedegree, observers can learn much about an organization by the way that rank-and-file employees react to the formal procedures. When a managerdelegates too many of his activities, he loses control over the long-termwork that his department accomplishes, and takes away from his role asmanager. The Credible journey. Parker, C. Personnel Review, p.78. 13 ). One way to solve this problem is through the use of diversitytrainers, who come to the job site and communicate both what diversity isand how it affects the employees directly. Instill other cases, the company may exercise greater discretion andconsolidate some departments (such as sales and marketing) and eliminateduplicate positions. PROs branch out. Where once personnel specialists would react to the strategic plan bytrying to find employees who could help the company achieve its goals,human resource professionals are now active participants in determiningthose plans. (2 , January). Conclusion The role of human resources is no longer one of monitoring situationsand providing legal advice to employees and employers. 128-143. Brewer, P. These so-called "soft" benefits can have asignificant effect on the ability of companies to retain employees and canhelp companies gain and maintain an edge over competitors who are not asproactive in this area, and who may not recognize the importance of meetingall of an employee's needs. If the formalprocedures are strictly adhered to, that may say much about theorganization and its respect for formal authority. At the most fundamental level, the goals willdetermine the number and types of individuals that the manager needs toaccomplish his tasks. (1999, September). It is when companies are ableto put those plans on paper, and revise them as the plans are implementedand feedback received, that they are able to thrive over a long period oftime. Executiveinformation systems are tailored the specific needs of individual managerswhich enhances their productivity and gives them the tools they need tocomplete their tasks. To no small degree, thecorporate culture at the company will determine the manager's actions.Some cultures will encourage adding staff, while other cultures willencourage "working harder and smarter" in order to achieve goals. In either case, downsizingeffectively means reducing the workforce, and thus reducing the labor costsassociated with the workforce. 43-48. 44). Journal ofApplied Behavioral Science, 34, pp. Punnett, B., & Clemens, J. 78). However,such a consequence can cause upheaval in the household, particularly if thespouse has a job in the United States, or if there are children. Executive information systemsare not inexpensive because of the high level of customization. (1998, January). S. (1995, September). This means thatpotential employees must be considered not only because they possess theright technical skills for the assignment, but also because they areflexible enough to adapt to a foreign work environment and willing to takeon the challenges that a long-term assignment represents. (1997, Spring). Rules such as a casual dress dayonce a month, vacation and parental leave, and whether or not the companyprovides an education reimbursement are covered in this manual. Thisapproach differs from merely increasing wages in that employees have a wayto realize tangible results from their efforts rather than simply receivinga predefined increase (Weitzman 21). Goal-Setting One of the most basic functions that a manager performs is settinggoals for his or her immediate organization, and for that organization'scontribution to the company as a whole. 87). In some cases, retraining of current employees will take placeconcurrently with hiring new employees. Improving productivity is one of the key ways in which companies canreduce costs. In some cases, the determination is made through cooperation witha labor union, which may have negotiated such criteria as part of itscontract. In other cases, a simply seniority process may be used. Gardner, J. This research considers the changing business environmentand the role of human resources in that environment. Overman, S. Such issues include how families are treated whenan employee is relocated. Nonetheless, diversity training is an important new role for thehuman resource department. In this way, all employees receive the same relative bonus.Other companies provide a flat dollar amount to all employees; this has thenet effect of being a greater bonus (relative to wages) for lower-paidworkers than for those who are higher in the organization; however, thisapproach is rapidly falling from favor. These goals can be quantitative (such as financialgoals or productivity goals) or qualitative (such as improving teamworkwithin the organization) (Gardner, 1997, p. When this is the case, the humanresource department can help determine the appropriate training thatexisting employees might need, and it can also help create an environmentwhere the changes are looked upon positively rather than in a negativelight (Valentine, 1998, p. Much of the information available isanecdotal, with the result that human resource managers are left trying topull together the successful elements of a diversity program without strongresearch to support their decisions. Changing Demographics According to analysts, 47.5 percent of the American work force in thelate 199 s was composed of women, and 29 percent of the net additions tothe work force were non-whites (Flynn, 1998, p. This means that there are employees based in manydifferent countries, even though they all work for the same organization.This can be a particularly challenging situation for the human resourcesdepartment since it is up to the department to ensure that all employeesenjoy the benefits of working for the organization, and that employeesperforming similar tasks in different countries are fairly remunerated fortheir work. It should be noted that all companies, even those with noapparent planning process in place, go through some type of planning, ifonly in the heads of the various managers. Time management is also a critical part of the delegationprocess, since managers who do not delegate effectively are not able tomake good use of the time available to them. P. TQM and BPR. Concentrate on keeping control.Management Today, p. There isno one strategy that works best in all situations, and each manager mustdetermine the best way to approach the various goals. Training should include not only how to use the system,but also the benefits that users will realize from its use and itscontribution to the overall organization (Parker, 1996, p. Management information systems in a workgroupenvironment provide similar information to all users. Understanding Computers Today and Tomorrow.New York: Harcourt Brace. (1998, March).Organization and personal dimensions in diversity climate. This refers to laying off workers whoare no longer needed, either due to declining business conditions, orbecause the company has entered a new strategic phase in which investmentsmade previously are beginning to pay off. 32). Globalization Globalization means that companies are no longer competing on a local,regional or even national basis; instead, companies now have operationsthroughout the world. While technical skills can be important in bothcases, interpersonal skills can also be a critical part of the serviceworker's abilities. Any significant change tothe organizational structure or to the way in which the company doesbusiness has a significant effect on the morale of the workers, and mayactually cause productivity to fall if the workforce is not convinced ofthe wisdom behind the changes. Organizing The human resource manager is also intimately involved in the processof organizing the work, and matching the various tasks that need to beaccomplished with the various individuals available to perform those tasks. These classescan include rudimentary language instruction, and also information ondifferences in cultures, both within the office environment, and in societyas a whole. Because ofthis, companies must carefully put together compensation packages whichtake into account the inconvenience of being away from home, but which arealso realistic in light of the target country. Associated with downsizing is re-engineering, which can refer tochanging the workforce to reflect a shift in business strategy. A., & Berkman, S. 81. There are computer programs which can be used to help the managerlay out the anticipated workload for specific projects, but these programsonly assist the manager, they do not take over the planning process. Reducing Costs Cost reduction is a key aspect of competition in today's markets.Companies are seeking ways to "do more with less" and to improve theproductivity that each worker contributes to the organization. Profit Sharing Profit sharing or gain sharing programs are a way for companies toincrease the remuneration received by employees without simply increasingwages across the entire organization. Such a policy can also be harmful tothe employee, since it is simply impossible to maintain the same standardof living to which the employee is accustomed in all countries. In addition to the legal issues, the human resources department canalso take a role in determining which employees to lay off and which toretain. 2 8-221. 68). Instead, the humanresource department is now responsible for anticipating and meeting thedynamic needs of organizations which are seeking to compete on a globallevel. Some managers will changetheir organizational approaches depending on the environment and theirstaffs at any point in time. Making teams work.Quality Progress, pp. Managers are often reluctant toundergo training since it detracts from their primary duties, but withoutappropriate understanding, these valuable tools will not be used to theirfull potential. E., Cherin, D. Executive Information Systems Executive information systems are another way that companies can helpmotivate employees. In this way,for example, a company might implement a total quality management (TQM)system designed to eliminate the costs associated with rework whenproduction runs have errors. Modern Healthcare,p. 26-33. Through the use of these systems, managers are ableto integrate decision support systems, data from other groups in thecompany, and (for example) human resource information in order to bettermanage their activities and employees. In some cases, themanager will set goals for individual employees; in other situations, themanager will work with employees in order to help them set their own goals. Some companies use specialized training classes to help employeesadjust to the cultural changes they will be encountering. However, so-called "soft" issues maypose an even greater block to employee productivity and long-term successwith the organization. It is also up to the human resources department to be aware of thevarious legal and environmental factors which vary from country to countryin order to attract and retain the highest quality workers regardless ofthe country in which the company operates. Helping employeeslearn the tools of day-to-day social and business interaction can help themfeel more comfortable more quickly, and thus help them improve theirproductivity during the foreign assignment. 31). Doing business overseas has become increasingly common in recentyears, and some companies have become well-attuned to helping employeesadapt to day-to-day problems such as taxes, compensation and logistics ofcommunicating with the home office. Downsizing/Re-engineering As mentioned above, downsizing is one of the key ways in whichcompanies are able to reduce costs. 27). Corporate culture requires theserituals as a way of propagating the ideas and ideals which the companyconsiders important, and they serve as a way to inculcate new members intothe culture itself (Mor Barak, Cherin & Berkman, 1998, p. It is in such classes that Americans learn that Australians donot tip and that English cars have bonnets, not hoods. Mid-American Journal ofBusiness, 12, pp. The human resource department can also take a leading role in helpingthe company recover from downsizing activities. Employees who find companies which fosterdiversity are more likely to remain in those organizations than incompanies which do not recognize the importance that diversity plays in thework place. Rogers, B. 32. Training needs not only need to take intoaccount the skills that are needed for today's operations, but also theskills and procedures that are needed down the road. When the person performing theintroductions or making the job assignments is white, these actions take onthe aura of ritualistic discrimination. Planning can be a formal or an informal function, but a formalapproach helps managers gain a better understanding of the planningprocess. The type of jobs that are being performed willalso determine the level of organization and planning that a manager needsto perform in order to meet his overall objectives. What makes diversityprograms work? This means that companies will not have to hire as manyworkers in the future in order to maintain an increase in production. It is up tothe manager to plan how goals will be reached, and what personnel will berequired in order to attain those goals. 5). Some managers will adopt a broad organizational style in which they leaveit up to the individual employees how specific tasks will be accomplished.Other managers take a more step-by-step approach and lay out individualtasks which must be accomplished in order to meet the overall goals andobjectives. Developing effective service workers is also different from developingmanufacturing workers. As labor becomes more mobile, able to move from one country toanother to find better employment conditions, and as companies are able tomove operations from one nation to another, there is increased pressure oncompanies to provide highly competitive work environments, which focus notjust on wages and salary, but also on benefits, training and long-termcareer development. By implementing a profit sharingprogram based on the realized gains to the organization, companies are ableto include all employees in the success of the organization and to provideeach employee with a personal stake in the company's success. Theapproach which any one manager takes is dependent on his managerial styleand the environment in which he is working. L. It is up to the manager to determine the amount of education ortraining that will need to occur in order to keep the team on track interms of meeting its commitments, and the manager may also work to organizetotal quality circles or other quality management techniques in order tomaximize the level of efficiency within such a group. In fact, differenttactics may be used depending on the employees involved and the tasks theyhave to perform (Carlozzi, 1999, p. 67-73. Telecommuting and the virtualoffice are also challenges that the human resource department now faces.The result is that the human resource function in most companies is nolonger narrowly confined merely to finding and hiring employees; instead,the function now encompasses a broad range of activities designed toenhance the strategic focus of the company, and help ensure its long-termsurvival. (1994, June).

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