Interview with the Owner of XYZ Company

The interview was conducted with the owner of XYZ Company, which is engaged in the manufacturing and sale of beauty products. This is a summary of the interview, which seeks to answer the â€Å"who†, â€Å"why†, â€Å"how†, â€Å"what†, â€Å"when†, and â€Å"where† questions during the interview.Advertising We will write a custom essay sample on Interview with the Owner of XYZ Company specifically for you for only $16.05 $11/page Learn More The interviewee was asked to indicate who the company’s most important clients are. In his response, he said that the company targets young women in the corporate world, who have the financial capacity and means to buy its premium-priced products. When the interviewee was asked to elaborate on why the company targets this specific market, he said that this market is less saturated, and that clients found in this segment are most profitable for the company to service. A dditionally, he said that the target market is attractive in terms of meeting the company’s core growth rate and brand loyalty, and that it fits the company’s objectives, resources and capabilities, hence enabling the firm to provide superior value to customers in this segment. The interviewee was then asked to state how the company’s undertakes its marketing campaigns to sustain growth and competitiveness. In his response, the interviewee said that the company employs different marketing strategies, including call to action (CTA) marketing, free sample marketing, and direct marketing. While CTA marketing uses the Internet to prompt individuals to access information contained in the form of a banner, text or graphic, free sample marketing consists of giving away a free sample of the product for purposes of influencing the customer to make a purchase, and direct marketing uses mail, email, texts and a multiplicity of promotional materials to communicate directly with the customer. Moving on, the interview was asked to mention what challenges the company is facing as it attempts to solidify the gains so far made.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In responding to this question, the interviewee said that some of the challenges include entry of new competitors into the market, the global economic environment, threat of substitute products, marketing and customer loyalty, uncertainty, and regulation barriers in several states across the United States. The interview was then asked to explain when the company will be ready to position itself internationally. In his response, the respondent noted that the prevailing uncertainty in the global economic environment is acting as a major barrier to internalization efforts, though the company is considering partnering with other firms in selected countries to market its products at an internationa l level. He noted that plans are underway to create collaborative ventures with other companies, with the view to benefiting from economies of scale and attract new customers for competitiveness and growth. The tentative date for such collaboration to be operationalized was given as April 2015, though the interviewee was positive that this could happen much earlier than expected if the global economic environment improves. Lastly, the interviewee was asked to explain where the company intends to target in its internalization efforts and the reasons behind the selection. In his response, the interviewee noted that the company first intends to target countries in Europe and Asia, before expanding to Latin America and Africa. According to the respondent, the company sells its products at a premium price, hence the need to first target high value countries in Europe and Asia.Advertising We will write a custom essay sample on Interview with the Owner of XYZ Company specifically for you for only $16.05 $11/page Learn More Additionally, the legal requirements and regulations in many of the countries in Europe and Asia are conducive for business, not mentioning that most of firms the company intends to partner with are based in these continents. This essay on Interview with the Owner of XYZ Company was written and submitted by user Cailyn Cruz to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Duty Ethics Provide a Case for Euthanasia essays

Duty Ethics Provide a Case for Euthanasia essays In recent years, the subject of euthanasia has become a hotly debated topic throughout civilized society. With those debates people are lining up on both sides of the discussion. Those who support the idea of legalized euthanasia believe it is an ethical duty to allow terminally ill people to make a choice to end their suffering. Those who are against the practice argue that it is a slippery slope and mankind should not even begin the process of sliding. While both sides continue to debate the positive and negative impact that legalized euthanasia could have on society, terminally ill people hang in the balance, uncertain about their immediate future. While nobody wants to see people die, the fact remains that death is inevitable. Once a person has contracted an illness that there will be no recovery from, only increased suffering and the potential for eventual death, they need to have the right to decide to die now, before their family is financially and emotionally destroyed and be fore the patient himself suffers needless months of agony. Society has an ethical duty to allow this practice. An ethical duty mandates that a duty be allowed or performed because it is simply the right thing to do and in the case of euthanasia the ethical duty is clear and immovable. Euthanasia is a medical term to describe a death that is caused medically for the purpose of putting an end to suffering. The death is not caused because of murder, rage, or other criminal intent. It is solely based on the desire to end the suffering a person is currently and will continue to deal with (Cohen-Almagor, 2003). Euthanizing animals who suffer with no hope of recovery has been an accepted practice for many years however the legal and medical community continues to argue over the ethical decision to allow euthanasia for humans. Almost a decade ago, euthanasia became legal in the Netherlands as long as it could be shown to be a last resort, a patient request...

Benefits and Strategies of Performance Management

Benefits and Strategies of Performance Management Armstrong and Baron define performance management as ‘a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved’. They go on to stress that it is ‘a strategy which relates to every activity of the organisation set in the context of its human resource policies, culture, style and communications systems. The nature of the strategy depends on the organisational context and can vary from organisation to organisation.’ In other words performance management should be: Strategic – it is about broader issues and longer-term goals Integrated – it should link various aspects of the business, people management, and individuals and teams. It should incorporate: Performance improvement – throughout the organisation, for individual, team and organisational effectiveness Development – unless there is continuous development of individuals and teams, performance will not improve Managing behaviour – ensuring that individuals are encouraged to behave in a way that allows and fosters better working relationships. Armstrong and Baronstress that at its best performance management is a tool to ensure that managers manage effectively; that they ensure the people or teams they manage: know and understand what is expected of them have the skills and ability to deliver on these expectations are supported by the organisation to develop the capacity to meet these expectations are given feedback on their performance have the opportunity to discuss and contribute to individual and team aims and objectives. It is also about ensuring that managers themselves are aware of the impact of their own behaviour on the people they manage and are encouraged to identify and e xhibit positive behaviours. So performance management is about establishing a culture in which individuals and groups take responsibility for the continuous improvement of business processes and of their own skills, behaviour and contributions. It is about sharing expectations. Managers can clarify what they expect individual and teams to do; likewise individuals and teams can communicate their expectations of how they should be managed and what they need to do their jobs. It follows that performance management is about interrelationships and about improving the quality of relationships – between managers and individuals, between managers and teams, between members of teams and so on, and is therefore a joint process. It is also about planning – defining expectations expressed as objectives and in business plans – and about measurement; the old dictum is ‘If you can’t measure it, you can’t manage it’. It should apply to all employees, not just managers, and to teams as much as individuals. It is a continuous process, not a one-off event. Last but not least, it is holistic and should pervade every aspect of running an organisation. How does performance management work? Because performance management is (or should be) so all-pervasive, it needs structures to support it. These should provide a framework to help people operate, and to help them to help others to operate. But it should not be a rigid system; there needs to be a reasonable degree of flexibility to allow people freedom to operate.

Application Paper on Film Jerry McGuire or Dead Man Walking Movie Review

Application Paper on Film Jerry McGuire or Dead Man Walking - Movie Review Example In the movie under study, most of the characters exhibited mindless listening in several events. This can be attributed to the field that the characters are in which is sports promotion of athletes. In such fields, talking is more valued than listening because agents need to sell and to promote their clients to advertisers and other stakeholders in sports. This is productive specifically when the speaker can deliver his messages successfully. The main character, Jerry Maguire is a perfect example of a good speaker. He has 72 clients during the start of the movie which is considered as a successful feat, thus, he is one of the most important sports agents in the company. This changed when he realized that he needs to change his lifestyle. The situation where he is in can be considered to be caused by the lack of listening skills. He constantly talks in his job and that became his normal manner of communicating with other people. Lack of listening skills can lead to miscommunications a nd for Jerry Maguire lack of proper connection with other people. He always tends to speak which is considered as one of the most common examples of challenges in the process of listening.

Doubt over Tunisian 'Martyr' who Triggered Revolution Article

Doubt over Tunisian 'Martyr' who Triggered Revolution - Article Example This research tells that a revolution process has always been bloody and it has kept the tradition in the Middle East too, especially Libya, where government-backed crimes have been gruesome enough to cross borders and become an international security concern. â€Å"According to an independent survey, civilians - including children - have been murdered, tortured and sexually assaulted†. The weaker majority, in all the Middle Eastern countries, has come under the wrath of unjust dictators, who had still not had enough of power. Security forces are killing the unarmed people upon the higher orders. The situation is of concern for the whole world and the concern is personified in Arab league’s economic threats to Libya. Revolution is in the air of Middle East now and a majority of public and youngsters are determined to stand against the stronger minority of governments. It is shocking to know that even in the 21st century; there are places like Tunisia where people would commit suicide because they are desperate to be heard and to be taken notice of. The centuries-old suppression is showing itself in full bloom throughout the Middle East yet the authorities are showing no justice whatsoever. The purpose is right and justified and people of Middle Eastern countries like, Libya and Tunisia, have every right to raise their voices but it will not happen without undue interruptions like Security forces crimes against the public in Libya and Total denial of justice to Mohammad Bouazizi. Damascus receives an economic embargo as a result of its unlawful killings of public and denial of democracy in the country. â€Å"The foreign minister of the country declares it a war against Damascus†. Damascus is trying to demonstrate a false image by showing public rallies in favor of the government through national media but the world is aware of this old trick. Whereas it has been an open show of intolerance in Syria, we see that in Tunisia individuals have be come prey to the undignified wrath of Ben-Ali.

Security and discipline Essay Example for Free

Security and discipline Essay Discipline normalizes; it fixes the process of training and permanent control. An optimal model will be the one that gives a certain result. Disciplinary normalization consists in trying to get people and their actions to conform this model and norm. Example of smallpox: they developed a mechanism of security with a double integration: rationalization of chance and probabilities. On typical practices of security we see a number of elements emerging that are absolutely important for later extension of apparatuses of security: 1) practice of inoculation: supervision of those inoculated: observing the risks of dying from inoculation or from smallpox. Here appears in the text the term on â€Å"prevailing disease† which is a kind of disease that unites a country or climate. Integrating individual phenomena within a collective field 2) the disease is accessible to a group, it is then accessible to individuals 3) risk is not the same for all individuals, of all ages, or conditions CRISIS: phenomena of sudden worsening and increase of the disease. The phenomenom of sudden, circular bolting that can only be checked either by a higher natural mechanism or by and artificial mechanism. The apparatus that appears with variolisation vaccination consists not in the division of those who are sick and those who are not. It identifies the coefficient of probable morbidity, the normal expectation of population of being affected by the disease. Foucault thinks we have a system exatly the opposite to the one we have seen with the disciplines. In the disciplenes one started from a norm. Here we have a plotting of the normal and the abnormal, of different curves od normality, and the operation of normality consists in stablishing an interplay between different distributions of normality. Points out the problem of contagion. AS A CONCLUSION: Foucault thinks that the integration of the town within central mechanisms of power, or better, the inversion that made the town the primary problem, even before the problem of the territory, is a phenomenom, a reversal, typical of what took place between the seventeenth and the beginning of the eighteenth century. It was a problem to which it really was necessary to respond with new mechanisms of power whose form in no doubt found is what he calls mecanisms of security. Another problem for him is: circulation, exchange and contact. He links this to the idea of sovereignty. SOOO.. the mechanism of security does nt function on the axis of the sovereign subjects relationship, ensuring the total and as it were passive obedicence of individuals to their sovereign. In the following pages the author says that population can only be the basis of the state’s wealth and power if it its framed by a regulatory apparatus. Here appears the term of desire: every individual has one. The sovereign is the person who can say no ti an individuals desire, the problem is how to legitimize this â€Å"no† opposed to individuals desire and found it on the will of these same individuals.

Environmental Intervention :: Informative, Health Interventions

The six types of health intervention are identified as educational, managerial, legislative, environmental, structural and individual-population methods of intervention. Education intervention, people can act purposely only when the know what to do; they are more motivated to act if they know they are personally menaced in general they prefer truth to falsehood. All dimensions can be influence by education and by knowledge seeks to produce. (14) Meanwhile, critics mention that education intervention is that knowledge flows from the top to the bottom of social hierarchy and from experts to lay people. (15). According to this position, people act in ways that profession seem unhealthy, they must do it from ignorance. (16) Managerial intervention consists of changes in work practice or management. Policies or other rules designed to guide behavior at a particular site. (17) In most cases such interventions often take place in hospital and clinics. Some example from health services include modification to rule about record keeping, second opinion or case audit as well as decision to implement in service training or second opinion continues education activities for an entire staff (18) however, this type of intervention may be completely ineffective if they are not proceeded by extensive strategies of how administrative policies and management practice influence existing behavior. Anthropologist Judith justice provide an important example of managerial intervention in Nepal when she described the failure of a problem to send assistant nurse midwives to rural areas in Nepal. (18). The program enacted largely because of international pressure, paid insufficient attention to the political context and cultu re. (19) Legislative intervention offers cover large audience and usually carries explicit premiums (e.g. tax incentives) or penalties (e.g. fines or jail terms) legislative intervention requires support from policy makers and takes time to pass and implement. (20) In some cases, legislative intervention involves a struggle between completing interest group with significant reserves at stake. The legislative changes that alternative sale tactics of nestle company in hospital cause about largely because of consumer pressure. (21) Environmental intervention changes the physical space or the use of physical space, so as to link a desire outcome inextricably with some practice (22) traffic laws focuses on the objective is to reduce the number of traffic fatalities, environmental intervention can modify how car behave in an accident through implement a traffic law. Other factors also restrict the use of environmental intervention because the category term such as place is still poorly conceptualized and measure in epidemiology.

Draft MOU with Diponegoro university Essay

ThisMemorandumof Understanding(MoU) recordstheintentionofDiponegoro University, in particular its Business School, (hereinafter referred to as â€Å"DU†) and the Institute of Management Technology (hereinafter referred to as â€Å"IMT†) to work together to establish one or more agreements for international. academic collaboration. It is made as a non binding gesture of goodwill between the two institutions. Period of Agreement ThisMoUshallbecomeeffectiveonthedateoffinalsigningandwillberenewableevery 5 years upon the mutual consent of both parties. This MoU may be revised or cancelled  by mutual written consent by the signatories or their designated representatives. Other matters not covered by this Memorandum shall be decided by mutual agreement and may be subject to the conclusion of formal written contracts between us. The parties shall review the operation of this Memorandum on an annual basis. Purpose and Areas of Potential Collaboration DU and IMT share an aspiration to: 1. Promote the exchange of qualified graduate students, enrolled on their respective postgraduate degree programs, who will be admitted according to the entry regulations of the host institution; 2. Promote the exchange of faculty for joint teaching and research; 3. Promote collaborative research in areas of mutual interest with a view to publishing by joint authorship; 4. Organize joint International conferences/seminars, symposia and workshops; 5. Develop any other programs mutually agreed upon during the period of this MOU. The development of a collaborative relationship between the parties is subject to: A. The approval of the relevant authorities of both DU and IMT and will be subject to norms & procedures of academic standards of both the partner Institutions. B.  Obtaining all necessary or advisable governmental, regulatory or other relevant approvals, consents or licenses. The parties agree to the following for the period of this agreement, subject to specific agreement at any particular time: Student Exchange: 1. The parties shall exchange a maximum of 5 graduate students per year, with parity to be achieved over the period of this MoU. If parity is not achieved, the parties agree not to request financial or other compensation; 1. Exchanges shall be arranged for a maximum of two semesters/terms. The period ofstudy maybe followedby aninternship,thearrangementsforwhich shallbe  agreedbythepartiesinadvanceofthecommencementoftheexchangeto comply with any visa regulations; 2. Students participating in the program will be accepted as non-award candidatesbythehostinstitution,providedthattheyfulfilltheadmission requirements of the host institution. Since instruction in both the institutions will be conducted in English, students selected for exchange must satisfy- the minimum language requirements normally required by the host institution for exchange students; 3. The students shall be selected on the basis of an excellent academic background, excellent command of the subject-specific language required for  their integration to the chosen curriculum; strongmotivationtostudyforthe academic program offered by the host institution; and the maturity to live and study in a foreign environment. 4. Students will be nominated and recommended in writing by an official representativeoftheirhomeschool/institution. Followingthereceiptofthe applicationmaterial,thehostschool/institutionwillprovidethenecessary assistance and documentation to satisfy visa requirements and other formalities, such as health insurance; 5. The parties will assist exchange students to find suitable accommodation and insurance. Accommodation and mess facilities will be provided at IMT; 6. The selected exchange students of DU and IMT shall pay their current tuition feestotheirrespectivehomeschool I institution i. e. DU or IMT, prior . to participation in the program, at the dates normally specified by their respective home school I institution for the payment of such fees; 7. The parties will agree in advance the credits that exchange students will be required to take. Non-award course work may not be used at a later time to fulfill requirements for a degree program, and students may not change academic  objectives; 8. All expenses including air fare, local travel, health insurance, accommodation, food etc. will be borne by the student. Faculty Exchange, Research and ConferencesÃ'Ž 1. The parties shall exchange an agreed number of faculty members and specialists basedontheavailabilityofopeningsandthenumberofqualifiedfaculty members interested in participating in the program; 2. Exchange faculty will remain employees of their home institution for the purposes of terms and conditions of employment; 3. The home institution shall cover international travel expenses while the host  institution shall, on the basis of reciprocity, cover local transportation, accommodation and hospitality for exchange of faculty. Otherdetails,including the financial arrangements, will be agreed on a case to case basis; 4. No later than ninety (90) days before the start of each academic year both partieswillpresentalistofnominatedfacultymembersalongwiththeir credentials to each other for participation in the program for the upcoming academic year- 2011-12 5. The parties agree to organize joint international conference/seminars, symposia andworkshops; commission joint research projects and exchangeof publications. Governance and leadership The Director of IMT-Nagpur, Dr. Rajendra Nargundkar and the Professor-Faculty of Economics- Dr. Waridin of Diponegoro University, Indonesia or their designees will provide the senior leadership within their respective organizations to move the venture forward. Exchange of information Each party will exchange information with the other with a view to understanding whether it would be effective and practical for the institutions to work together. Confidentiality ThisMemorandumandanyinformationprovidedinconnectionwithitmaynotbe disclosedtoanythirdpartyotherthan(a)theparties’professionaladvisers;(b)as required by law or a relevant regulatory authority; (c) with the prior written consent of the other party; or (d) where the information has come into the public domain through no fault of the party wishing to disclose it. Intellectual Property Unlessagreedotherwiseinwriting,anyIntellectualPropertyrightsbelongingtothe parties,whetherinexistenceatthedateofthisMemorandumorcreatedduringthe course of it, shall belong to the respective parties. Publicity 1. The parties will not include the name or logo of the other party in any advertising or publicity material without the prior approval of the other party on a case-to- case basis. 2. Neither party will do anything which in the reasonable opinion of the other, would damage the other’s reputation and/or business. Disputes 1. The parties shall attempt to resolve in good faith any dispute arising between them out of the operation of this Memorandum. If the dispute cannot be resolved informally, it shall be referred to the Head of the Business School of DU and the Director of IMT- Nagpur Dr. Rajendra Nargundkar. 2. This Memorandum shall be governed by and construed in accordance with the laws in India/Indonesia. 3. Any dispute arising out of the operation of this Memorandum shall be finally  settled by arbitration under the Rules of Arbitration and Conciliation of the International Chamber ofCommerce by two ormore arbitratorsappointed under those rules. The place of arbitration shall be New Delhi and the dispute resolution proceedings shall be in English. This MOU is signed by the parties on this 17th day of September 2010 at Nagpur (India) and the parties have affixed their Seals. ForINSTITUTEOF MANAGEMENT TECHNOLOGY- NAGPUR. (Dr. Rajendra Nargundkar) Director. SEAL For DIPONEGORO UNIVERSITY, SEMARANG-50241, INDONESIA. (Dr. Waridin) Professor- Faculty of Economics.

Implications of Space and Time for Distributed Work Essay

The study conducted by Suprateek Sarker and Sundeep Sahay aims to understand the effects of differences in terms of space and time based on observations done on an information systems development (ISD) project conducted by a virtual team. To accomplish the task, the researchers and coordinators observed several US-Norwegian systems development teams and gathered communication logs from the teams observed, from which they identified both the associated problems and strategies in terms of time and space related issues involved in the function of virtual teams (Sarker and Sahay 7). In terms of space, the problems identified were difficulties in communication, connection, trust, culture adaptation, and issues related to technology (Sarker and Sahay 8, 11, 13). Of course, there were also various methods identified which were utilized by the members of the virtual teams to compensate for such problems. For one, problems in terms of communication, connection, and trust were minimized through the proper use of a chat program as well as work documentation shown by members (Sarker and Sahay 11). In terms of cultural differences, the members were able to minimize the conflicts by being culturally sensitive and building rapport (Sarker and Sahay 12). Lastly, problems based on technology related aspects such as differences in skills, language, and infrastructure were dealt with through compromises, alternative methods of representation, and positively taking diversity into context (Sarker and Sahay 14). As mentioned, not only was space taken into consideration in the study but time as well. In this sense, two general problems associated with time were identified. The first one was that differences in time zones resulted in confusion as well as varying levels of activity and productivity due to the differences in the biological clock of the members; this was addressed through time conversion methods, deciding upon a more efficient time for work, and task allocation (Sarker and Sahay 16). The second obstacle associated with time was that there were conflicts in archiving message logs. In response to these conflicts, the members utilized a common method of messaging, and some teams even used a single terminal for communication purposes (Sarker and Sahay 17). In general, the study conducted was successful in identifying several challenges and solutions utilized by virtual teams. The researchers, however, have pointed out that the members of the virtual teams in the studies were mainly students. Hence, they may not be a good representation of virtual teams in a corporate sense (Sarker and Sahay 18). Even so, given the lack of information regarding such details about the functional processes of a virtual team even with a generally praised concept (Sarker and Sahay 3), the findings derived in the study are definitely of importance especially for the further understanding of virtual teams. Work Cited Sarker, Suprateek and Sundeep Sahay. â€Å"Implications of Space and Time for Distributed Work: an Interpretative Study of US-Norwegian Systems Development Teams. † European Journal of Information Systems 13 (2004): 3–20.

Why Men Are Typically Taller Than Women

Why Men Are Typically Taller Than Women While studying genetic factors behind different traits in men and women, University of Helsinki researchers have identified a genetic variant on the X sex chromosome that accounts for height differences between the sexes. Sex cells, produced by male and female gonads, contain either an X or a Y chromosome. The fact that females have two X chromosomes and males only have one X chromosome must be taken into account when attributing the difference in traits to variants on the X chromosome. According to the studys head researcher, Professor Samuli Ripatti, The double dose of X-chromosomal genes in women could cause problems during the development. To prevent this, there is a process by which one of the two copies of the X chromosome present in the cell is silenced. When we realized that the height associated variant we identified was nearby a gene that is able to escape the silencing we were particularly excited. The height variant identified influences a gene that is involved in cartilage development. Individuals that possess the height variant tend to be shorter than average. Since women have two copies of the X chromosome variant, they tend to be shorter than men.

Performance management process Assignment Example | Topics and Well Written Essays - 500 words

Performance management process - Assignment Example Besides, informal performance reviews are daily conducted. The annual performance reviews are based on five levels of analysis. Competency documents are required for the personnel file. Although HR guides the managers, yet it is managers who enforce the PM. PM ties into the organizational goal of excelling by providing the personnel with coaching, and increasing their interaction through meetings. Feedback is gathered from the staff in meetings and employee engagement surveys. Employees can get their complaints conveyed to the management through emails to the HR. Although employees are generally rewarded for displaying good performance, yet the company needs to improve its reward system. Teamwork motivates the employees. Besides, the nature of the work that requires helping the patients is so noble that employees feel self motivation. The department leader trains the employees. Improvement plans are prepared for three to four topics every month. Till 2011, the company will have a goo d behavior improvement program in place. Currently, the coaching system in place is quite informal and development of a mentoring program is due in future. So far, the coaching has not been up to the mark because of lack of stable management. However, the coaching system would be improved.

Contracting and Ethics Assignment Example | Topics and Well Written Essays - 750 words

Contracting and Ethics - Assignment Example However, according to the records the individual was able to access non- public propriety information regarding the protester’s performance of the contract that was incumbent, thus appearing to be challenged procurement. Therefore AGPH should be excluded from the competitive bid as it used the services of a former government staff which is unethical with regard to government laws on contracts. With regard to protesting the bid, Government Accountability Office (GAO) will issue the decision arrived at regarding the protest within the hundred days after it has been filed. GAO considers protests that concerns awards of subcontracts by or sales of a federal agency, or of a federal agency, or procurements made by the government agencies other than the Federal agencies. According to Lebowitz (2009) asserted that If GAO finds out that the award is not in compliance with the regulations it may recommend the AGPH to pay the protester the costs of filing and pursuing the protest, and th e bid and proposal preparation. In addition, protests are dismissed on the basis of; contract administration; contracting officer’s affirmative responsibility; and procurement integrity. 2. Since TMA was in the Department of Defense (D.O.D) responsible for awarding and management of contracts. Through the issuance of an RFP the issuance of contracts was to undergo evaluation before being awarded. This includes using the technical approach, past performance and finally price/cost. By employing the services of a former employee of TMA it means the whole process is flawed as he had access to information not available to the public. Therefore, AGPH should have utilized the rating scheme for purpose of evaluating on technical merit. According to the Agency Report (AR) Tab 86, of the Source Selection Evaluation Guide (SSEG) at 11-12, a flaw in the proposal increases the risk of unsuccessful contract performance. Also, TMA should evaluate each of the sub factors stemming from propos al risk. With regard to assessment of the ethics issue relevance rating is vital. In assessment and assignment of performance the following rating scheme is utilized; exceptional, satisfactory, marginal and not satisfactory. TMA is to receive time proposals from entities like AGHP for the contracts of the North Region. TMA’s is to commence evaluation and selection process with the establishment of three evaluation teams: firstly is the technical evaluation team (TET), which is to evaluate technical proposals; performance assessment group (PAG), which evaluates past performance information of offeror’s; and the price/cost unit, tasked with analyzing the price/cost proposals. The teams’ findings are then to be submitted to the chairperson of the Source Selection Evaluation Board (SSEB), who prepares best value award recommendation and evaluation report for consideration by source selection authority (SSA). The SSA following advice from the source selection advisor y council (SSAC) makes the final decision on best value award (G.A.O, 2009). 3. So as to avoid malpractices in the bidding and contracting processes integrity is paramount. The AGPH and TMA should set integrity mechanisms in their organizations. It is useful to conduct interviews including the very key individuals within the TMA who presumably would have wider direct knowledge of the activities of the former government employee. Also