Total Rewards versus performance Essay Example for Free

Total Rewards versus performance Essay The aim of this report is to advice to, the Director of human resources at Midland Credit Management (MCM) a US based debt collection company, on the effectiveness of total rewards strategy in context to organisational performance though attracting, retaining and motivating intellectual  capital. This is achieved through the analysis of a total rewards function which is broken-up in to six segments total rewards defined, element of total rewards, model of total rewards, its organisational advantages and its linkage with organisational performance. Firstly, this report explains the meaning and objectives of total rewards and then describes the elements i.e. transactional and relational rewards. A model of total rewards is followed which portrays financial and non-financial tenets as well as individual and communal aspects of strategic reward. Further it covers the advantages provided to an organisation for the purpose of attaining competitive advantage on recruitment, development of performance management and integration between human resource strategies and business goals. Lastly, the impact of total rewards strategy is evaluated in terms of physiological contract with an employee. It includes the theory of motivation, employee commitment and engagement that culminates a sense of responsibility, respect, trust and personal growth, which increased individual performance and business goals are achieved by creating a performance culture. Thus, a successful total rewards strategy pays for the value individuals bring in an organisation with a wide range of financial and non-financial rewards which helps them to perform effectively and achieve competitive edge for the organisation. Total rewards defined 1.1. Introduction: In the era of globalisation/internationalisation people management has become a significant task for human resource (HR) unit. At present, in rapidly changing and competitive business environment, the role of self-motivated, engaged, skilled and committed employees is increasingly remarkable to achieve business goals and competitive advantage. Performance management and reward strategy are the key element to directly influence individual’s performance and ultimately organisational effectiveness within the industry. In recent year several internal and external factors, competitive business environment and developments in the field of reward management has introduced a different and most influential term called total reward. 1.2. Meaning: Strategic reward can be considered as an approach to the improvement and execution of reward schemes that validates their incorporation and clutch with the business strategy and other HR strategies and that they are in connection with other reward strategies for the benefit  of both employees as well as organisation. According to Armstrong and Murlis (1998) the essence of this notion of total reward is to manage reward policies in a way that considers the various components together to support one another to maximise employment satisfaction with the result of their performance. Brown (2001) suggests that strategic reward is a way of thinking and can be applied to any reward matter occurring in organisation to make out how one can create value from it. A reward scheme directly influences the level of motivation, satisfaction that leads to employee engagement and commitment towards organisational goals. 1.3. Objectives/aims: The aim of reward strategy is to produce a sensible purpose and guidance and foundation of improving reward policies, experiences and process. It is considered as a base to acknowledge and satisfy employees’ as well as organisation’s needs. According to Sibson Consulting (2009) the aims of a total rewards strategy can be determined as follows:- coerce business success by attracting talent, engagement and retention; Guide investment decisions for the employer while enabling informed choices for the employee; Clarify the employer-employee relationship; Build a distinctive employment brand; Increase the return on rewards and create value for the enterprise; Integrate reward and HR policies and processes; Align reward processes to business needs; Provide guidance for reward system design and implementation. 2. Elements of total rewards Total reward is an effective section of a reward system and emphasises to think about all facets of employment experience of value to employees instead of remuneration and employee benefits. The concept of total rewards identifies the necessity of getting paid appropriately in terms of pay and benefits and also encourages the significance of rewarding people for the work they performed, managed and developed in their work environment. It further adds to the performance of an employee value intention that provides an obvious, gripping cause that attracts capable workforce to remain with the organisation. The components of total rewards are shown in Figure 1.0. Figure 1.0 Elements of total rewards. The principle of total rewards mingles with two effective categories of reward as discussed below (Armstrong, 2007): 2.1. Transactional rewards: These are tangible rewards and more of financial offerings and occur from transactions between employer and employees in relation to remuneration and pay-out. Such rewards can be imitable by competitors and offered to individual employees in form of base pay, contingent pay and other employee benefits. These rewards are of extrinsic nature. 2.2. Relational rewards: Such rewards intangible (non-financial) and are related to work conditions i.e. quality of working life, the work, work-life balance, recognition, performance management and learning and development. These rewards are necessary to enhance transactional rewards and differ in different organisations as they can’t be easily copies. As described above total rewards system is a blend of monetary and non-monetary rewards offered to employees that can result in valuable business success in long term. Total rewards approach is a holistic insight of entire reward system to establish incorporation of reward elements in order to drive them so that they jointly support to achieve overall efficiency of reward system. Each component of rewards is sough in a way so that they integrate each other in all ways so that employees can be rewarded and have a sense of satisfaction from their work. A total rewards strategy is structured and joint together so that it can maximise the associated effect of various reward projects for employee motivation, commitment and job engagement. 3. Model of total rewards: Towers Perrin The effective component of total rewards can be concisely presented in the Towers Perrin model of total rewards shown in Figure 2.0. This is commonly used as foundation for the purpose of planning a total rewards approach. It includes of an environment with four quadrants. The upper two quadrants- pay and benefits those represent transactional or tangible (financial) rewards. These are financial rewards are mandatory recruitment and retain employees and can be copied by competitors. On the other hand, other two quadrants which are based on non-financial (intangible) or relational cannot be easily imitated and build both human assets and human development advantage in an organisation. These lower two quadrants are essential to boost the worth of the upper two. When organisations integrate both transactional and  relational rewards strategically it empowers the overall effectiveness to achieve business success. The model makes an important difference between individual and communal r ewards precisely in the later case which are result of work situation. Figure 2.0 Model of total rewards by Towers Perrin. As mentioned above that a total rewards concept integrates between financial and non-financial rewards to enhance a reward system, the importance of both considerations is described below: 3.1. Financial rewards: All monetary rewards those are offered in terms of money and are added up in total remuneration are the financial rewards. Base pay, contingent pay for performance, contribution, competency or skill, pay concerning to service, financial appreciation programs, and benefits like pensions, medical pay and health insurance are the core elements. 3.2. Non-financial rewards: Such rewards focus on the relational or intangible rewards those are related to people needs for various recognition, accomplishment, accountability, autonomy, influence and personal development. Such rewards are directly influenced by work environment i.e. quality of work life, the work, work-life balance, recognition, performance management and learning and development for personal growth within the organisation. Non-financial rewards can be extrinsic, such as praise or recognition as well as intrinsic if they are incorporated with job performance and attention and feelings that the work is valuable. 4. Organisational advantages of total rewards In current competitive business environment it must for an organisation to treat their employees with a sense of respect, fairness and ethically. Success of a business lies in the core value of its intellectual and it is necessary to enhance, develop and retain the same to achieve competitive advantage. Kaplan (2005) suggests the following advantages of total rewards strategy: 4.1. Congruency: The aim of total rewards strategy is that all rewards, including financial and non-financial must complement the business goals and strategies. It provides an incorporated, comprehensive sight of rewards to endorse equivalence and effectiveness of plan and implements, in alliance of business and people strategy. 4.2. Road map for HR specialists: An on paper total rewards strategy gives out as a reference guide to human resource managers to develop and compile new programs. An  evaluation helps business executives to get suggestions from HR managers to execute business strategies. 4.3. Competitive edge for recruitment: In order to attract talent a total rewards strategy helps organisation to differentiate it in a competitive talent pool by attaining competitive edge in terms of recruiting people. 4.4. Improved retention: Employment offerings focuses on people value, enhanced commitment and engagement and reduce turnover. They highlight the emotional bond between employee and employer to motivate and retain people. A strategic reward can increase engagement of work force and produce positive results. 4.5. Moderate labour costs: A reward policy may enable an organisation to moderate its labour costs by trading off several segments of employment package. This can promote flexible employ arrangements which would reduce cost of employment. 4.6. Enhanced organisational performance: Within a performance culture, a total rewards strategy can influence employees’ behaviours which lead to organisational success. A total rewards strategy that satisfies the employe e needs increases productivity, employee commitment and engagement. 5. Strategic rewards versus organisation performance An effective reward strategy attracts people, develops human capital, motivates employee, gains employee commitment and at last increases employee’s performance which ultimately results in organisational performance. So far it is covered that a total reward strategy is an important factor in terms of employee recruitment, retention, development of human capital and performance management. It establishes a performance culture and enhances individual performance. Thus total rewards can be directly incorporated to organisation performance though following: 5.1. Motivation: it an element of physiological contract which encourages, directs and energises a sense to perform extra-ordinarily in want of financial or non-financial interests. Hunter et al (1990) researched that high performance is achieved by well-motivated people who are prepared to practice flexible effort. Total rewards those are practical in deciding the several motivators of employees in an organisation are expected to result to increased employee satisfaction and trigger the desired behaviour which would ignite employees to accomplishment of positive goals by taking exact behaviour which are attractive performance. Further research by Namasivayam  et al (2007) through online survey of 1223 US hotels suggested that there is affirmative association between pay and individual benefits and organisational performance. According to Pink (2005) an extrinsic motivation is required in today’s work culture. Employees have a hectic schedule and the only motivation is the needs they have to fulfil which makes a monotonous work-life balance. 5.2. Commitment: Commitment can be considered at an attachment and loyalty that employees have for their company. Mowday et al (1982) there are 3 characteristics of commitment- 1) A strong desire to stay in the organisation, 2) A strong belief in and acceptance of the values and goals of the organisation, 3) A readiness to exert considerable efforts on behalf of the organisation. According to Walton (1985) traditional control-oriented style of employee management should be replaced by a commitment strategy which enables employees to respond best and most creatively. This is possible when they are given higher responsibilities, encouraged and helped to achieve satisfaction from their jobs. 5.3. Engagement: Performance of an organisation also influenced by the employee engagement towards the organisational design to obtain desired results though intellectual assets. Reilly and Brown (2008) suggest that a strategic reward process, including both extrinsic and extrinsic reward combination, may help to develop and increase employee’s engagement. Influence of total rewards strategy on performan ce by engagement can better demonstrated as modelled below in Figure 3.0. Figure 3.0 How reward policies influence performance through engagement. Conclusion Concluding the importance of total rewards strategy in context to individual performance and consequently organisational performance, it is necessary for an organisation to introduce a clear and achievable reward scheme. The reward functions like base pay, benefits, learning and development and work environment must be described in a way those can produce benefits to employees as well as organisation. A successful total rewards strategy is the one which is integrated with business strategies and designed considering each element of rewards in reference to employee needs. It must contain proper balance of intrinsic and extrinsic rewards to recruit, employee development, motivate, engaged and committed man power.

Various Cause Effects Of Video Games Psychology Essay

Various Cause Effects Of Video Games Psychology Essay The most successful aspect of video games is that they provide a huge amount of human interaction through imagery and audio, thus encouraging the player to think and act quickly(Wolf, 2001, p15). This aspect makes video games different from any other forms of non-interactive media like television or radio. Video games give clear instructions about actions to be performed to reach particular levels in the game and instils a level of confidence and spirit of victory in its players. They also serve academic purposes and can be utilised as a powerful medium for educating children and youth in a very interesting and powerful manner. For example, video games involving driving can be used as a medium to teach players the traffic rules and penalties imposed if the rules are violated. Puzzle based video games give valuable practice lessons of time management, helps to sharpen specific skills needed to succeed in the game, encourages critical analysis and thought and improves cognitive abiliti es (Wolf, 2001, p17; Seller, 2006, p20). Social Video games have a part in influencing the social behaviour of young players especially children. The interactive gaming gives a virtual environment involving the player and his opponent which is essentially the computer system. In addition to promoting a level of healthy competition among players, the penalties imposed help to give due respect to fellow participants and encourages sportsman spirit to a great extent. Games which involve military contents can help to inculcate patriotism in youngsters as they are made to believe that they are protecting their country from rival attacks. Though there has been criticisms regarding the effect of video games in sparking criminal behaviour among youth, Jenkins (n.d.) observes that the hostile factors contributing to these acts are coming from unsound minds and disrupted families rather than interactive media. In fact, James Gees work highlights the benefits of using video games as effective media for logical problem solving and continuous improvement, thus improving the qualitative skills (Gee, 2001). Psychological Apart from providing relaxation and enjoyment, video games boost the players confidence level and raises curiosity as in most games, each level is exciting and cannot be seen unless the players pass all the previous stages. In children, the level of psychological development obtained leads to sharpening of memory and logical skills, increased mental development and simulation, making them tougher to face the challenges of the real world. Vices Contrary to the popular belief that video game players are just youngsters, Entertainment Software Association(ESA) has shown that 49% of game players are in the age range of 18-49 while the demographic statistics give 52% male and 48% female players (ESA, 2009, p3). The revenue obtained by video game sales in US was $11M in 2008 with Wii console games at the top according to NPD statistics (ESA, 2009, p10). Though the video game industry has flourished and sales figures have been accelerating over the last few decades, a lot of negative publicity has affected the popularity of interactive games to a large extent. Though there are many pros, the bad effects are so obvious and derogatory that they outweigh the advantages to a large extent. Medical The increasing popularity of video games is making more and more youngsters spend considerable amount of time and money in front of the gaming console or computer which has harmful medical effects arising due to addiction (Gunter, 1998, p31). The addiction can lead to childhood obesity as children will find no time for outdoor games which are healthy and provides relaxation and exercise to brain, mind and body. The strain caused by continuous exposure to harmful radiation from television affects a significant number of youngsters by ending up having problems with their eyes. The adult players are even more in danger as the addiction causes a change in lifestyle which trigger a variety of fatal illnesses from high cholesterol to heart attacks in addition to causing spinal alignment problems due to wrong posture. Psychological Most of the video games depict violence and the motto is to kill and succeed. Young minds are particularly interested in games involving violent attacks, abusive language and homicide. Different researches have been conducted in psychological aspects due to violent video games. Anderson et al. (2007, p12-39, p40-60) has described about the different kinds of aggressive behaviour exhibited by children based on which an aggression model is created. The effects of violence can arise from thefts for buying video games to thrills obtained from imitation of the shootings and attacks on innocent subjects. Continuous exposure to violent media has a profound influence on the mental balance of the young player, giving a very wrong impression that killing is winning. Social Recent reports have shown that an average time spent by a child playing console, arcade or home video games is almost 11-13 hours/week (Gentile, 2004, p1; Olson et al.,2007, p1). It means that they get little time for social interactions, academic reading and outdoor games. Decrease in peer association hinders development of social etiquettes, family ties and character. The social and emotional commitments are disrupted by over indulgence in interactive media leading to a set of humans devoid of emotions, respect or self-esteem. The increasing amount of violence and destruction involved in most games and the lonely atmosphere provided acts as detrimental to good social conduct. Stromberg (n.d.) has shown that almost 50% of popular games depict either fantasy or human violence to the extent that they encourage players to become less caring and friendly. According to Gentile Anderson (2003, p131-152), the tendency of aggressive behaviour is affected by repeated game play which often r eward the players for violence. Critical Analysis Wirth et al. (2003) has given that the virtual environment created by video games is essential to establish a spatial presence. But the impression of world as given by games has very little relation with the original real circumstances or actions. The violence and plan of action depicted in these scenarios, if practised in actual circumstances give horrendous repercussions for both the doer and the society. Some researches show video game learning as better to classroom learning in terms of memory retention (Moreno Meyer, 2000, p724) but it does not in any way substitute the knowledge obtained from books, classrooms or other interactive learning techniques but just complements them. The reason for success of video games has been described as the level of active control involved (Greenfield, 1984, p102). Active control often enables the player to decide on the course of action to be taken to fight the circumstances which gives them an uneven control and pseudo confidence that may urge them to enact similarly in a real situation. Moreover, the points gained during shooting or killing tends to glorify the violence depicted in games. The addiction to video games often leads to fits of anger and rows between the children and parents. The first rehabilitation centre for teenagers addicted to video games has been set up in London following the urge of parents (Taylor, 2010, p9). Parents have expressed concerns on the influence on video games on the psychological and social behaviour of children (Gunter, 1998, p35). Most video games have parental control through which the type, intensity and mode of play can be controlled by parents. But recent research has shown that only one-fifth of the parents are exercising their control over purchase of video games, with 55% of stores educating them on ratings (Walsh et al. 2003). Lee et al. (2009, p562) have put forward that the technological aspect has an influence on violent psychological behaviour in a way that a game played using less sophisticated graphics and audio do less harm. But here also, time is the deciding factor as continuous exposure to the virtual world even in low resolution graphics can cause psychological imbalance and health problems. Even though clear correlation between violent shooting attacks by teenagers and interactive gaming has not been established in all cases, the increase in vocal abuse and insensitiveness towards crime itself are appalling. American Health Associations research has given results stating that time spend by teenagers belonging to lower socio-economic status playing games was almost five fold than those of their educated and rich counterparts (ScienceDaily, 2008). This shows that education, and not money is the judging factor for use of technology. Conclusion

Service based economy in the U.S. :: essays research papers

Now that the United States has changed from an industrial based economy to a more service oriented economy, it means that our economic revenues are now primarily comprised by the prevalence of intangible assets, provided by services and technology for example, and less by tangible assets by means of physical labor in factories and other manufacturing industries. Because of this change, industrial production and output have been experiencing a major falloff as jobs in factories, farms, and mines that were once plentiful, are being eliminated, while jobs in the growing services sector, such as in technologies, telecommunications, and entertainment are experiencing a massive growth. We say that we are heading toward a more global economy because of the fact that competition in today’s markets is global. This means that corporations in the United States can compete in foreign markets and vice versa, therefore U.S. corporations and foreign corporations become interdependent and thrive off each other. This can have a good impact on the United States because it allows U.S. corporations to seek materials and labor outside of the U.S. in countries such as China, India, and Mexico, where workers are paid a lot less money than U.S. workers, thus allowing them to sell their products for significantly cheaper than if they were produced in the U.S.; however, the tradeoff is that many American workers in the industrial sector lose jobs due to this shift of labor to overseas. In the long run this will be beneficial for the U.S. and although some percentage of workers are losing work, new jobs in the services sector, in fields such as computer technology, telecommunica tions, and language skills are opening up and experiencing growth because of this change.

Essay --

Even though genetically modified organisms were created to grow more food there are negative aspects to these types of crops that are harmful to humans and animals. Therefore GMO’s should be studied more because there are positive impacts but harmful side effects. Genetically modified organisms is an organism whose genetic material has been changed using genetic engineering techniques. Organisms that have been genetically modified include microorganisms such as bacteria and yeast, insects, plants, fish, and mammals. GMO’s are the source of genetically modified foods, and are also widely used in scientific research and to produce goods other than food. Some negative impacts of GMO’s are the rise in autoimmune diseases, toxic effects, allergy risks, financial impacts, and cross pollination or contamination. The rise in autoimmune diseases, infertility, and chronic diseases may be associated with the introduction of genetically modified foods. The American academy of environmental medicine, consider the role of genetically modified foods in the nations health crisis, and advise their patients to avoid all genetically modified foods whenever possible. Genetically modified foods also share certain toxic effects on the liver, pancreas, kidneys, and reproductive system that may cause cancer in these organs. The widespread use of recombinant hormones-a genetically modified substance- in the agriculture industry is associated in IGF-1, a growth hormone that, in excess can lead to cancer. GMO foods have many allergy risks to people. Genetic modification often mixes or adds proteins that aren’t native to the original plant or animal, causing new allergic reactions in the body. Modifying plants genetically forms viruses, bacteria, and othe... ... indoors and the gardener controls the season. It is also a great way to spend wholesome, quality time with your family. In conclusion, there are many alternatives rather than using GMO. There may be many positive impacts of genetically modified foods but there are way more negative, harmful side effects and consequences when creating, eating, or using gmo foods. Gmo’s do not only affect the health of the human population but it also affects nature around us. Nature has it’s own natural cycle and genetically modified organisms diserupt the natural cycle. Killing one harmless species of insects may seem insignificant but it disrupts the food chain and animals or species that rely on them will die off and so will the rest up the food chain. Scientists should study more on the GMO’s so the negatives turn into positives so it doesn’t affect people as much or at all.

SHALL WE DANCE ? LIFE AS A DANCE FLOOR? :: essays research papers

You expect a ‘comedy’ to tickle your funny bone so you can walk out chuckling. Yes, Shall We Dance does raise laughs. But - it also raises some interesting questions. The DVD says it’s ‘A New Comedy About Following Your Own Lead’ and a pun like that is bound to appeal to the individualistic age we are supposed to be living in. It does indeed – and yet, what is happiness and contentment? Is it a lovely, loving and loved spouse and all the trappings of a comfortable settled life? Can there be a sense of incompleteness in spite of having ‘everything’? Is that then ingratitude? Should one be allowed to pursue individual goals? At what cost? John (Richard Gere) and Beverly (Susan Sarandon) Clark are comfortably married. They have two children, and he a good job as a lawyer. Yet, he is not ‘happy’. He fills the void in his life by impulsively shooting out of his commuter train seat up the stairs of Miss Mitzi’s Dance School after being captivated by Paulina (Jennifer Lopez) gazing out of the school window. A clumsy, shy, reluctant dancer at first, he taps a hidden side to his personality and blossoms into an accomplished ballroom dancer. All very well, except none of his family is aware of this chrysalis bursting open in this way. In roughly one hour and forty-five minutes, the film turns all expectations and predictability on their respective heads. With all the action building up towards the climactic Chicago Tattinger Trophy who could blame you for expecting a neatly wrapped package at that point: Clark rewarded for his accomplishment, all revealed and settled? But - it is its aftermath that has much to say. Yes, there is dance as the mating ritual. Bobbie (Lisa Ann Walter), earthy, vivacious, loud, generous-hearted, is disappointed at Clark’s treatment of Rumba, â€Å"the dance of love†. Paulina with her smouldering, controlled, Latino (stereotypical?) passion sets him straight. Yes, there is the hinted sexual attraction, even tension. But - there are also the bonds forged of friendship, camaraderie and candour. Life and people are given a direction by and through dance. John Clark is able to put his life in perspective, while Paulina unearths a lost spirit to chase her dreams. Beverly, a â⠂¬Å"romantic† with her sense of romance probably buried under the laundry, jackets at the apparel division where she works and the whims of two teenage children, is very understandably miffed but finds her feet again – and how!

Green Days by the River

How would you feel if you were put in the position of having to choose between attending school and getting an education over working so that you can help your family circumstances? Shell, a fifteen year old boy had made a decision to work instead of attending school and obtain an education. Why do you think a boy that young will choose to work? Shell chose to work because he is helping out his mother as she is the only one in the family who is doing well other than himself. His father is ill as he was put to bed rest. Shell has made a commitment to work on a plantation with Mr. Gidaharee and also he has gotten a second job at a coco plantation to help out his family circumstances by being another member in the family who can support financially. Do you think that was a good choice that Shell made? I believe that the role of a fifteen year old has a right to attend school and obtain an education but also I believe that a fifteen year old has a right to help out his or her family circumstances. You must be thinking which one I agree with the most. Well I agree with working to help your family circumstances. If Shell does not help out financially then where will that put his family? In this case as I mentioned before Shell is a fifteen year old boy who has chosen to work over obtaining an education to help out his family, especially his mother financially. I agree with the statement fully as it is a family circumstance. With Shell being able to work, he is able to help out his family tremendously especially his mother who was the only one working. He is making it easier for his mother by bringing in money to support her, his sick father, and himself. Many people think that if a teenager drops out of school due to family circumstances that they will not be successful in life. I do not believe in that statement due to the fact Shell can always attempt to go back to school. He can work for about 5 years and help support his family to get them on a good financial level and once completing that task he can go back to school and get his education. Shell was not forced to work he has come upon himself and chosen to work to help out his family. This shows Shell to be very caring for his family and also shows the maturity that Shell has. With Shell working do you think his mother appreciates him working and not obtaining an education? I think that his mother appreciates and puts a smile on her face because it is less stressful for her. If Shell did not work she would have to work to bring money into the home and also take care of Shells’ father. I believe that Shell has made a good decision in helping out his family even though he is only a fifteen year old boy. Who knows it may just work out for him and he may be able to get his education later on in life. I also believe that Shell would do anything in his power to help out his family. He will continue working with Mr. Gidahree at his plantation and also working at his second job at the coco plantation to help his family circumstances.

Ski Jacket

The analysis conducted shows the importance of quantity production variability on the profit maximizing verge. A range of values is presented by four Regional Sales Managers; each region includes the minimum, most likely and maximum sales values of a random variable. The sample data is described as simple, limited, and somewhat scarce; therefore, given the grade of uncertainty, the most appropriate and suitable distribution to use is the Triangular distribution. The Monte Carlo Simulation from Microsoft Excel @Risk, will calculate â€Å"a model output value many times with different input values. The purpose is to get a complete range of all possible scenerios. †1 For the Region 1 the demand is generated from (3000, 4000, 8000) with a mean of 5000. One point of interest in the data is the variability of the values. According to the parameters of this data the coefficient of variability is 22%. The graph is right skewed, as we see the mean (5000) is right to the median (4875), and the median is right to the mode (4000); its peak represents the most likely value (4000). According to the input the total demand average generated for this region is 5000 jackets. For the Region 2 the demand is generated from (2000, 4000, 5000) with a mean of 3667. One point of interest in the data is the variability of the values. According to the parameters of this data the coefficient of variability is 17%. The graph is left skewed, as we see the mean (3667) is relatively close, but left to the median (3717), and the median is also close, and left to the mode (4013); its peak represents the most likely value (4000). According to the input the total demand average generated for this region is 3667 jackets. For the Region 3 the demand is generated from (1500, 2000, 3500) with a mean of 2333. One point of interest in the data is the variability of the values. According to the parameters of this data the coefficient of variability is 18%. The graph is left skewed, as we see the mean (2,333) is left to the median (2269), and the median left to the mode (2242); its peak represents the most likely value (2000). According to the input the total demand average generated for this region is 2333 jackets. For the Region 4 the demand is generated from (500, 1000, 1500) with a mean of 1000. One point of interest in the data is the variability of the values. According to the parameters of this data the coefficient of variability is 20%. The graph perfectly symmetric, the peak represents the most likely value (1000). According to the input the total demand average generated for this region is 1000 jackets. When the four Regional demands are summarize (5000, 3667, 2333, 1000) we totalize an estimate value of 12000 jackets. The four Regions have different means, standard deviation; the tendencies of the values are they decrease from Region 1 to Region 4. Beside the values provided by the four Regional Sales Managers, 12 Egress employees have independently estimated demand for the upcoming season. Using the same program described above, the sample data generated a mean of 11750, standard deviation 3678, and an IQR of 5039. The best distribution fit for the sample appears to be triangular. If compared to the Regional Manager’s demand, the mean generated from the employ ees’ estimate (11750) is very close to the total demand estimated by the triangular distribution (12000) from the manager’s data. The most appealing option, between the two demand estimates, is the Regional Manager’s demand as it leads to the possibility of generating triangular distribution estimates, easy to understand and visualize any effect of any changes, which will result in positive decision making. There are three different quantities of production levels projected for the upcoming season (7800, 12000, 14000). According to the previous demand estimates, the total quantity demanded is 12000. Therefore, the production level of 7800 jackets does not match the demand estimated; there is a demand shortage of 4200 jackets, which will result in disadvantage, explained as follows. When compared this quantity level of production with the 12000 production level, there is an $84,000 profit difference between both levels, which makes us determine that between both the most appealing alternative for profit maximization is the 12000 production level. On the other hand, the 14000 production level generated a total profit estimate of $40,000; his amount can be translated into a loss of $100,000 when compared to the 12000 production level. Meaning that, 2000 extra jackets produced over the estimated demand will be sold at $30 per unit instead of $100. However, if these 2000 extra jackets were to be sold at full price ($100 per unit) profits would increase by $40,000. Finally, when comparing all three production levels, we can conclude that the most suitable alternative, that comprises t he most benefits, in terms of profit maximization, is the 12000 quantity production level.