The National Business Systems of Germany and the UK - Free Essay Example

Sample details Pages: 7 Words: 2152 Downloads: 8 Date added: 2017/06/26 Category Business Essay Type Compare and contrast essay Did you like this example? Introduction Both Germany and the UK are members of the European Union (EU) and participate in harmonised European legislation, including employment law, as well as a common capitalist market economy. However, despite these commonalities, there remain significant differences in the national business systems of the two countries, particularly with reference to the employment relationship and industrial relations (Brewster and Mayrhofer, 2012). This can be appreciated by looking at the two countries, first Germany, and then at the UK, in order to compare and contrast the two systems. Germany The German model of capitalism is different from that in the UK, it is referred to as a social form of capitalism, or sessile marthektwirtscharft (Edye and Lintner, 1996). The history and corporate culture with in Germany, and the development of the industrial structure, has been highly diverging, which has converged to create an industrial framework which is relatively tight, with close ties between the different stakeholders (Silvia, 2013). The relationship between the state, companies, and their various stakeholders, reflects the German approach towards capitalism, in which the systems should be regulated in a manner to produce socially acceptable outcomes (Edye and Lintner, 1996). The result has been a system where there is a high level of value placed on consensus, with the institutions that were created to embody the social values becoming self reinforcing mechanisms that have continued to propagate the same social values (Silvia, 2013; Edye and Lintner, 1996). This system ca n be seen in the way that the relationship between the firm and its various internal and external stakeholders has been manage. The country has historically had consensus built into the way in which governance takes place, with two tier board systems utilised by large organisation (Dimsdale, 1994). The two tier system consists first of a supervisory board, referred to as an aufsichtsrat and then a management board, referred to as a vorstand (Dimsdale, 1994). Although practices have been in place since 1884, the current co-determination is the system now in place was originally determined at the end of the Second World War, and initially found in the West German coal and steel industries (Silvia, 2013). The Cooperative Management Law which was introduced in 1951, along with the workers committee law of 1952, was amended in 1976 and 1972 respectively, when the framework was extended, and applied to all firms in Germany that had more than 2000 employees (Silvia, 2013). The regulatio ns require that just below half of the supervisory board members for each company worker representatives (Silvia, 2013). The members of the supervisory board are elected by the trade unions and the shareholders, and the chairman always has a casting vote, and is always a representative of the shareholders (Silvia, 2013). The management board is elected by the supervisory board, with the management board given the responsibility for the day-to-day running of the firm (Silvia, 2013). It is a requirement that there is at least one representative of the employees on the management board (Silvia, 2013). Employees on the boards, and a significant level in the supervisory board, results in a strong voice for the employees, and supports the German view of capitalism. In research by Dickmann (2003), a comparison as it was found that the different structure, impacted heavily on employee and management attitudes, and resulted in some significant differences when compared to the rest of E urope, and other international markets. Germany, it was found had a high level of bias towards long-term outcomes (Silvia, 2013). This is supported with Hofstedes cultural dimensions, where there is a high level of long-term orientation, given a score of 83, which is seen as indicating that it is a very pragmatic company, with a strong view of working for future benefits, rather than the adoption of short termism, that is present within many European, including UK, cultures (The Hofstede centre, 2015). This is seen in the planning horizon used by the supervisory boards, which is approximately twice as long as the planning horizon used by compatible companies in the UK (Silvia, 2013). This long-term approach is also seen in other areas of the employment relationship, such as the way in which employees tend to stay with employers for longer periods of time, and companies seek to provide more long-term benefits in order to retain employees (Silvia, 2013). It is also shared by stakehold ers, where shareholders may be more willing to wait for long-term results to pay dividends in terms of the investment value, and creditors may also take a long-term approach in aiding businesses that face difficulties (Silvia, 2013). In addition, the social concerns and voice also facilitate a higher level of cooperation. Therefore, the relationship between the unions and the employers tends to have a high level of cooperation when compared to other countries (Silvia, 2013). A good example of this may be seen when BMW, a German company, acquired Rover, a UK company. The company BMW made many long-term promises regarding the security of jobs in the UK, but failed to understand the differences in the culture, and suffered as a result of the lower level of cooperation, and higher level of conflict that was present in the relationship between unions and management in the UK operations (IPA, 2003). The problems resulted in the failure of Rover, with the company only BMW only retaining the mini Cooper group. This demonstrates not only the differences between the two systems, but the way in which they may clash. For this reason, a number of German companies have found it difficult to operate internationally without adapting their systems to facilitate a more liberal Anglo-Saxon model of operation (Brewster and Mayrhofer, 2012; Schmitt, 2003). Interestingly, it has been found that despite the high level of inward foreign direct investment into Germany by companies that have a less rigid approach to business, that the strong institutional culture in Germany appears to be remaining intact (McDonald, Tuselman, and Heise, 2003), rather than moving to a point of convergence where there is a hybrid result. Notably, even when German multinationals move outside of their own country, although they adapt to the more liberal approaches, the aspects of the perspective of the social relationship of remains in place, with employees frequently having a greater voice than is le gally mandated (Gumbrell-McCormick, and Hyman, 2006). In addition, it has not been unusual historically for bankers whole places on the boards, to promote a long-term relationship between the lenders and the businesses, as well as have an influence on the way business is undertaken. However, this has been one area that has changed in recent years, due to the aspect of conflicts of interest associated with lenders dealing with many firms (Silvia, 2013). This created the potential for accusations of insider dealing, and concerns of conflicting interests, especially during times of credit crisis. Don’t waste time! Our writers will create an original "The National Business Systems of Germany and the UK" essay for you Create order The UK The UK operates under the Anglo-American model of capitalism, where external influences are generally resisted, whether they are from union influences, or from other stakeholders such as lenders or creditors (Hutton, 1996). The priorities within the UK system differ greatly, with a high level of individualism, and a lower level of institutional involvement in the day-to-day running of organisations. An examination of the Anglo-American model demonstrates that the view of collectivism and employers is very different. For example, in the UK, the basis of employment law is founded on the assumption of the master and servant relationship (Lockton,2008). The foundation of the relationship is based on compliance, and while there is employment law to ensure fair treatment of employees, the approach tends to be one that is reactive rather than proactive. The Hofstede centre, which gives indications of the cultural dimensions for different countries, demonstrates a significant differe nce in the UK compared to Germany. For example, while long-term orientation in Germany gains a score of 83, in the UK it only gains a score of 51 (The Hofstede centre, 2015). This is also supported by the dimension of indulgence, which tends to be low in countries where there is a willingness to say for the future, and consider others, with a score of 44 Germany, but 69 for the UK is (The Hofstede Centre, 2015). The approach towards the employment relationship and industrial relations in Germany was often characterised by the use of collective agreements, as seen with the proactive role of unions, and a high level of employee representation on boards (Hutton, 1996). This is not seen in the UK. Individualism is much higher, with far fewer collective agreements in place compared to Germany, and more contracts negotiated on an individual basis (Buchanan and Huczynski, 2010). This is also seen in the cultural dimensions school for individualism, which is 67 is seen as relatively high for Germany, but is even higher in the UK, with a score of 89 (The Hofstede Centre, 2015). The approach is reflective of a greater level of short-term thinking, with a greater emphasis placed by management on short-term results of the firms, and needs to meet stakeholder needs. As seen above with Silvia (2013), the planning horizon of Germans firm supervisory boards have been found to be approximately twice as long as UK boards. A short termist approach is likely to be influential not only of employment relations, but overall strategic approaches, and the way in which investments, including in employees, are perceived by management. This also impact on the way in which collectivism is perceived within UK businesses. Different models of collectivism have been proposed by Edye and Lintner, (1996) where it was recognised that relationships between unions and types of cooperation or cooperative practices could manifest in different ways. Whereas the German model appears to have a high level of alignment, the relationship between the unions and employers in the UK has a higher level of conflict (Buchanan and Huczyniski, 2010). The conflict in nature of this relationship may be seen in the 1970s, when there were many strikes under the Conservative government led by Margaret Thatcher, with Margaret Thatcher seeking to break the power of the unions. There was a general perception by many employers that unions had too much power, and were exercising it at the cost of business, economic progress, and profits (Edye and Lintner, 1996). Since the 1970s there has been a significant move away from any form of collectivism in the UK, with union membership continually dwindling, and while unions still have a role to play, their ability to exercise influence has declined significantly (Buchanan and Huczynski, 2010). Notably, unlike Germany, it is very unusual to find any union members on boards of British firms. The only exceptions are organisations such as Nissan, who h ave bought Japanese practices into the UK workplace, and have included employees on their board as a way of seeking to improve employment relations, and develop a higher level of cooperation in the workplace. However, overall, the model of cooperation tends to be viewed with a degree of suspicion, due to the long-term history of conflict and perception of non-aligned interests between employers and employees, and the fermentation of cooperative practices is only emerged in terms of requirement as a result of the implementation of EU law and the requirement for workers councils for certain employees. Conclusion There are significant differences between the German and the Anglo-American business systems, the former embodying long-term approaches with a high level of social concern, resulting in significant institutional-ism that become self reinforcing in Germany. By comparison, the UK has a more liberal economy, with a greater emphasis on short-term results, and a higher level of importance placed on individualism. Importantly, UK companies have fewer compliance requirements in the context of employee voices in the workplace environment, and notably many of the existing legislative practices which are required to comply with EU law, have resulted from a requirement for harmonisation and implemented through the concept of subsidiarity. Both systems reflect the historical background of employment relationships within the country, and the way in which employees, have, or have not, be able to influence the employment relationship, and workplace practices. References Brewster, C, Mayrhofer, W, (2012), Handbook of Research on Comparative Human Resource Management, London, Edward Elsgar Publishing Buchanan, D; Huczynski, A, (2010) Organisational Behaviour, Harlow, FT/Prentice Hall Edye D, Lintner V (1996) Contemporary Europe, London, Clarendon Press Flynn, M, Upchurch, M, Muller-Carwmn, M, Schroder, H, (2013), Trade union responses to ageing workforces in the UK and Germany, Human Relations, 66(1), 45-64 Gumbrell-McCormick, R, Hyman, R, (2006), Embedded collectivism? Workplace representation in France and Germany, Industrial Relations Journal, 37(5), 473-491 Hutton, W, (1996). The State Were In, London, Jonathan Cape. IPA Case Study, (2003), Informing Consulting Your Workforce: The BMW Hams Hall Plant Council, from https://www.ipa-involve.com/EasysiteWeb/getresource.axd?AssetID=52317 McDonald, F, Tuselman, H, Heise, A, (2003), Employee Relations in German Multinationals in an Anglo-Saxon Setting: Toward a Germanic Version of the Anglo-Saxon Approach? European Journal of Industrial Relations, 9(3), 327-349 Schmitt, M, (2003), Deregulation of the German Industrial Relations System via Foreign Direct Investment: Are the Subsidiaries of Anglo-Saxon MNCs a Threat for the Institutions of Industrial Democracy in Germany? Economic and Industrial Democracy, 24(3), 349-377 Silvia, S, (2013), Holding the Shop Together: German Industrial Relations in the Post-War Era, Ithaca, Cornell University Press The Hofstede Centre (2015), from https://geert-hofstede.com/germany.html

A Visit to The Peoples Republic of China - 868 Words

Index.html The Peoples Republic of China established in 1949.The flag is red and yellow,It symbolizes the soldiers blood. Five yellow star represents the government and unity of the people. Red on flag symbol of revolution and yellow star said the Chinese nation for the Yellow race. Five star means we are big group. China is located in the eastern and Central Asia the west coast of Pacific Ocean.But its shape on earth like a chicken. In fact China total land area of 9600000 square kilometers. http://en.wikipedia.org/wiki/List_of_Chinese_flags http://www.travelchinaguide.com/map/Place.html place.html BeiJing: The china holds Olympic Games in 2008. It is a great thing. The china arranged major international sport events that took place in Beijing. So China building many new built in Beijing. Like Bird Nest and National Aquatics center. It is a famous building. The bird nest includes 100000 seats inside. China holds opening ceremony and closing ceremony in bird ceremony. The torch wills lignite in bird nest. China arranged performing Arts in Bird nest. For example shows our china of brilliant civilization includes books, Drama and music etc. It is a show that china strong power and long civilization. The 2008 Olympic slogan that one world, one dream. There are many different countries athlete joining the sport. Beijing also organized many volunteer to help other countries people. In the game time, Chinese athlete performance of them strong ability. They won many medalsShow MoreRelatedIntroduction As a part of our Fb E course we have to compalsary do a country visit and visiting800 Words   |  4 PagesAs a part of our Fb E course we have to compalsary do a country visit and visiting China Hong Kong was a part of the course. The trip was for 15 days and I was unable to visit the domestic companies due to an external event of Swayam Club whose prior permission was taken. This visit was undertaken to understand the global scenario for doing business as China is one of the biggest hub for doing business. Business Environment China is one of the biggest markets in the world. China’s immense diversityRead MoreHistory and Museum – Instilling National Identity and Multiculturalism by display of History in Museum1711 Words   |  7 Pagesmulticulturalism to audience. This essay will be discussed about how nationalization and multiculturalism presents through history in China’s museum from examine several museums in China. China as a communism country usually takes various measure to remain the stability of the country to emphasis the identity of People’s Republic of Chinese other than ethnical identity. â€Å"The museums should promote scientific knowledge and the nations long history while resisting the decadence of feudalism and capitalism†¦Read MoreChina-U.S. Bilateral Relations1639 Words   |  7 PagesCHINA-U.S BILATERAL RELATION Background: Relation between the Peoples Republic of China and the United States have generally been stable with some period of tension, especially after the breakup of the Soviet Union which removed the common enemy and ushered in a world characterized by American dominance. There are also concerns which relate to Human Rights in the PRC and the political status of Taiwan. While there are some irritants in China-U.S relation, there are also many stabilizing factorsRead MorePlan of Investigation 1501631 Words   |  7 PagesPlan of Investigation 150 To what extent did Henry Kissinger’s diplomatic actions with China play a dominant role in the United States foreign policy between the years of 1969 and 1977 regarding the Soviet Union? The intent of this investigation is to evaluate the degree to which Henry Kissinger’s diplomatic actions with China during his position of National Security Advisor and Secretary of State affected the relations between the two world superpowers of the period time between the years ofRead MoreThe Taiwanese Culture and Identity - Current Relationship with the Chinese1737 Words   |  7 Pages Taiwan has struggled to find its identity in the world ever since 1971 when Taiwan (The Republic of China) was replaced by the People’s Republic of China in the United Nations. The Current Relationship between Taiwan and China is very complicated and every person has a different understanding of it. People often times questions the truthfulness of the history between and China and Taiwan and it has almost came to the conclusion that this simply cannot be described in detail and cannot be provenRead MoreThe Reasons for Britains Relinquishment of Hong Kong1744 Words   |  7 PagesWith martial and precision music played, the sovereignty of Hong Kong was returned from Britain to China officially in a ceremony held on July 1st, 1997. The ceremony symbolized that Hong Kong moved into a new era that is a dramatic change from capitalist territory to Communist control and in the meanwhile, the colonial power of Britain in Hong Kong was eventually declared the end. The purpose of t his research paper is to analyze the reasons for the relinquishment of Hong Kong from three aspectsRead MoreThe Chinese Communist Revolution Was A Negative Impact On The Political And Economic Development Of China1393 Words   |  6 PagesRevolution had a negative impact on the political and economic development of China. It also had a positive and negative impact on the social development in China. This caused the revolution to fail to meet the people s needs. Before the Chinese Communist Revolution, Mao Zedong became the leader of the Chinese Communist Party in 1921. After the Nationalist Party is created, the nationalists chase Mao and his rebels through china. This is known as the long march which unified the communists. Mao’s creationRead MoreMarie Lu s Legend And Andrea White s Surviving Antarctic Reality Tv2143 Words   |  9 Pagesbetween the novel and the modern government of the People’s Republic of China. The seemingly picturesque landscapes often obscure the reality that the Chinese government often oppresses freedoms of expression, violates basic human rights, give the population little control over the government and its rulers, and controls most of the country’s education and news. As in many preset-day governments, and the governments depicted in the books, China considerably restricts its citizen’s rights to speechRead MoreThe Complexity of Nixon’s Opening of China Anthony Bushong Professor Deborah Larson TA:2900 Words   |  12 Pagesof China Anthony Bushong Professor Deborah Larson TA: Galen Jackson Political Science 189 HC 21st of March 2014 Introduction In 1972, President Richard Nixon was quoted as stating that his visit to the People’s Republic of China (PRC) â€Å"changed the world†¦to build a bridge across sixteen thousand miles and twenty-two years of hostilities.† By meeting with Chairman Mao Zedong in Beijing, Nixon took groundbreaking first steps to opening relations and formally recognizing the People’s RepublicRead MoreUs China Relations During The Cold War1628 Words   |  7 PagesUS-China Relations in the Cold War Rough Draft The Cold War was a time of great upheaval for the United States and for the world. After the detonation of the atomic bombs at the end of World War II, war itself was forever changed. Atomic weaponry brought the potential for destruction on a massive scale. Concurrently, nations all over the globe were left reeling from the casualties of the war. Communist Dictatorships took hold in much of Eastern Europe and Asia, under Joseph Stalin, Mao Zedong, and

Osmosis Lab Report Free Essays

Introduction The reason of this experiment was to identify the properties and effects of osmosis. Osmosis can be defined as the diffusion of water through a selectively permeable membrane. (Miller/Levine) Osmosis occurs when there is an area of higher and lower concentration. We will write a custom essay sample on Osmosis Lab Report or any similar topic only for you Order Now Osmosis is a type of diffusion. Diffusion is when molecules move from an area of higher concentration to an area of higher concentration. The three types of concentrations are hypotonic, hypertonic, and isotonic. When in comparison to another solution, a hypertonic solution has a lower concentration, a hypertonic solution has a higher concentration, and an isotonic is when the two solutions have an equal concentration. The experiment tested the relationship between the concentration of an egg and solutions of different concentrations. The hypothesis is that an egg placed in distilled water will gain mass while an egg placed in syrup would lose mass. Methods To perform the experiment gloves and safety goggles were obtained. Two decalcified eggs were also obtained from the teacher. Using an electronic scale, the initial mass was measured and recorded of each egg. One egg was then placed in a beaker of distilled water while the other was placed in a beaker of syrup. After a time lapse of ten minutes, each egg was taken out and dabbed to remove excess liquids. After excess liquids had been removed, they were placed on the scale one at a time. The mass was then recorded in a data table. These steps were repeated in ten minute intervals four more times, each time recording the mass in the data table. After all measurements were collected, the percent of mass change was calculated using the formula listed below: 100(Mass after Immersion-Initial Mass) Initial mass Results After the fifty minutes soaking in the solution, the egg placed in water gained mass (Table 1) while the egg placed in syrup lost mass after fifty minutes (Table 2). The percent of mass change was calculated and put onto a graph (Graph 1) Discussion The hypothesis that the egg in water would gain mass was proved correct by this experiment. When the egg was placed in the water, the egg was hypertonic and the water was hypotonic. During the fifty minutes water diffused through the egg to higher concentration, the egg. As the water went into the egg it gained mass. If the egg was left in the water for a longer period of time, it would have continued to gain mass until the concentrations were equal, or isotonic. The hypothesis also stated that the egg in syrup would lose mass. This was also correct. When the egg was in the syrup, the syrup was hypertonic making the egg hypotonic. To equal out the concentration, the water inside of the egg diffused to the syrup which weakened the concentration of the syrup and strengthened the concentration of the egg. As the water left the egg the mass lowered. If the egg was left in the syrup, the mass would have continued to get lower until isotonic concentrations were reached. There were many opportunities for possible error. During the measuring of the mass, excess liquid was removed. If not all liquid was removed then the measurement would not necessarily be accurate. Also the amount of water and syrup put into the beakers wasn’t exactly measured. There could have been a drastically different amount in one group’s beaker compared to another. Another source of error was if an egg wasn’t entirely decalcified, then there might have been left over shell which contributed to the mass. In the future, there could be a predetermined amount of time you wipe down the egg, a common measure of liquids, and a certain amount of time that the egg sits in the vinegar. To further this experiment, different types of syrup could be tested compared to water. Different syrups could contain different molecule make up. They could contain more or less sugar. The difference between sugar-free and non-sugar-free could also be tested for further this experiment. If an egg is soaked in different types of syrup then the one with less sugar will gain mass and the one with more sugar will lose mass. Works Cited Miller, Kenneth Raymond, and Joseph S. Levine. Prentice Hall Biology. Boston: Pearson/Prentice Hall, 2008. Print. Table 1. The percent of mass change of an egg placed in distilled water. Mass| % Mass Change| Initial| 89. 9| 0%| After 10 Minutes| 90. 4| 0. 56%| After 20 Minutes| 91. 3| 1. 56%| After 30 Minutes| 92| 2. 34%| After 40 Minutes| 92. 5| 2. 89%| After 50 Minutes| 93. 1| 3. 56%| Table 2. The percent of mass change of an egg placed in maple syrup. | Mass| % Mass Change| Initial| 79| 0%| After 10 Minutes| 79| 0%| After 20 Minutes| 78. 6| -. 51%| After 30 Minutes| 78. 6| -. 51%| After 40 Minutes| 78. 1| -1. 14%| After 50 Minutes| 77. 7| -1. 65%| Graph 1. The percent change in mass of each egg versus time. How to cite Osmosis Lab Report, Essay examples

Christine Philosophy of Business

Question: Discuss about the Christine Philosophy of Business. Answer: Introduction The study is about implication of the ideas of business that are mentioned in a textbook that follows Christian philosophical and spiritual perspectives. The study will forecast real life situations in the business world that follows the ideas that are pointed out from the textbook regarding the Christian perspectives in business. The textbook selected for the study is Great Commission Companies: The Emerging Role of Business in Missions by Steven Rundle, Tom A. Steffen. Some holistic mission that are mentioned in the book are described in the study which will be used by organizations in the real life world regarding different business perspectives. Main Argument of the Author The authors in the textbook have some assumptions regarding the holistic mission of the business. The assumptions are described in the following. Assumption 1: Humans are created for doing good works. God has created human beings in order to perform good deeds. In terms of Jesus Christ, we the human beings are workmanship of him (Rundle and Steffen 2011). Assumption 2: Opportunities are created as a result of good works that helps in sharing good news. Authors have stated that due to good work, we the human beings create good opportunity for themselves that will lead to development. Assumption 3: The real physical needs are met by authentic missions. However, it never stops there (Rundle and Steffen 2011). In this context, authors try to state the fact that physical needs of man are basic needs that is responsible for keeping peace among the whole being i.e. soul, spirit and body. Assumption 4: In the family of God authentic missions usually aims in drawing people. However, it does not stop there (Rundle and Steffen 2011). In this perspective, the human beings are devoted to perform in authentic missions while involving them in activities that will draw people close to their mission. Apart from that, six steps are essential for starting a great commission company. The steps are as follows: Evaluating the business opportunity Evaluating the mission opportunity Assembling the management team Building an advisory network Developing business plan Developing great commission plan (Newman, Moncarz and Kay 2014) Application of the Idea into Business Evaluation of the Business Opportunity This aspect includes the size of the market. The market size includes the target customers, specific needs of the customers. The attractiveness of the industry includes the barriers of entry of the industry. In order to evaluate the attractiveness of the industry, PESTEL analysis, Porters five forces analysis, etc. The competitive advantage of the market in terms of the management talent, efficiency, brand recognition, technology and quality are to be found in order to make the business unique. The resource based VRIN model is to be used. Some factors are need to be considered such as investment in the business, source of investment, flexibility of the model, attractiveness of the investors (Hartman et al. 2014). Evaluating the mission Opportunity While forming a great commission company, the benefit of the people group or location will be benefitted. The company must be holistic in nature i.e. it would be responsible for spiritual and material benefits towards the society. It will also create a value in different less-evangelised part in the world. The company must contribute to the other Christian organizations of the world. It will determine the nature of the organization i.e. whether the organization belongs to not for profit or for profit organizations. The source of the resource of the business is also a point of concern (Grosser et al. 2014). Assembling a management Team The management team of the organization is consisted of balanced and qualified professionals organized in the form of a team. As a valid ministry, all the team members must see the activities of the business. There must be a spiritual maturity in the business operations. The spiritual disciplines must be present among the different persons involved in the business perspectives. The team members in the company must share persistence, passion, and capacity of learning from various risks and mistakes in the practical field. An ideal management team will be a national and expatriate believer of their own beliefs and values (Crane and Matten 2016). Building Advisory network Advisory networks are responsible for formulating strategy in the organization. The success of the organizational goals and organizational strategy is depended on the quality of people involved in the advisory network team of the company. The proper identification of the team is essential for seeking the advice seekers. The team include accountants, lawyers, local government officials, technology experts, mission agencies, leaders of the indigenous, trade departments, etc (Weiss 2014). Developing a Business Plan A business plan is the most vital aspect of a company that is responsible for the growth and sustainability of the business in the competitive business world. The senior management officials of the team formulate the business plan of a company. It includes financiers, investors, shareholders, stakeholders, chief executive officers, chief financial officers, chief operational officers, etc. A good business plan must include few characteristics such as opportunity for growth, context of the business, rewards and risks associated in the business, people associated in the business, etc (Baer 2015). Developing a Great Commission Plan However, it can be said that a good business plan is also known as a good commission plan. The business plan of an organization when has a perfect mission and vision that are accomplished with the business goals are considered to be a great commission plan. It can be said that most of the successful business of the world has a particular mission and vision that are incorporated in the business plan (Abend 2014). Conclusion It can be concluded that the Christian perspective of doing business can be implemented in real life business operations. The study reflects about the clear assumptions made by the author as per Christian belief as well as their implications in six different business perspectives. References Abend, G., 2014.The moral background: an inquiry into the history of business ethics. Princeton University Press. Baer, R., 2015. Ethics, values, virtues, and character strengths in mindfulness-based interventions: a psychological science perspective.Mindfulness,6(4), pp.956-969. Crane, A. and Matten, D., 2016.Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press. Grosser, K., Moon, J., Freeman, R.E. and Nelson, J., 2014. Special Issue on: Gender, Business Ethics, and Corporate Social Responsibility.Business Ethics Quarterly,24(02), pp.303-306. Hartman, L.P., DesJardins, J.R., MacDonald, C. and Hartman, L.P., 2014.Business ethics: Decision making for personal integrity and social responsibility. New York: McGraw-Hill. Newman, D., Moncarz, E.S. and Kay, C.L., 2014. Factors affecting lodging career success: an analysis of management philosophies.Journal of Quality Assurance in Hospitality Tourism,15(1), pp.1-18. Rundle, S., and Steffen, T. 2011. Great Commission companies: The emerging role of business in missions. (2nd ed.) Downers Grove, IL : InterVarsity Press. Weiss, J.W., 2014.Business ethics: A stakeholder and issues management approach. Berrett-Koehler Publishers.