Coursework on Change Management Example | Topics and Well Written Essays - 750 words

On Change Management - Coursework Example The change in an organization can be in various forms. It can be in form of the top management, it can be in form of individual personnel who leaves due to certain reasons, could be the cut in funds from the donors side, and it could be as a result the entire supply chain supply and other exterior elements that affect the organization and its results in a direct manner. Ages ago Charles Darwin stated the need for adaptation and adjustment by stating that â€Å"it is not the strongest species that survive, nor the most intelligent, but the ones who are most responsive† (Macmillan & Shaw.pg 11, 2004). To mitigate the effect of change, a completely separate discipline exists that focuses on the work plane for acting according to the change and further proceeding from that point on according to the requirements. The implementation of incumbent discipline enables identifying and further, implementation of all those elements which need to be taken care of. Change management allows c reating a work plan for mitigating and narrowing down the gap between the situation at hand and the desired situation which would lead to the successful results. Resistance to change is a natural phenomenon regardless of the discipline of management or other field of life. The mankind by nature resists change in its ambience; however change at times is very important for the survival of human beings as well as the endeavors they are involved in. Identifying the need for change is also an important decision. The timings of decision to change any variable is very vital. On time implementation can save the ship while out of time and random change can result in catastrophic disasters. In a given organization, change management could be about the change in its policies, managing change in terms of the change of strategy and work plan, manual operations to automated handling, in terms of the partners involved in project, hence change management is that integral part of the organization th at addresses all the important aspects of organization (Paton, Paton, & McCalman, 2008). An important feature of change management is it’s in time information and exposure. This principle works in such a way that demands actions at the right time and right occasion. Bringing about innovation in work is also a kind of change, since it involves doing something out of the ordinary and routine. Certain pre-requisites if followed in a proper manner provide a road map to effective change management. Involvement of stakeholders: The involvement of stakeholders who are directly or indirectly associated with it is of vital importance. This helps maintaining harmony in the working process and leads to more effective outputs intended from the change process (Green, 2007). These include highlighting the areas that need improvement in form of change, followed by the strategy to be adopted. Communication channel: An essential part of change process is the presence of communication channel. Absence or presence of communication can affect the process either way. Any change undertaken or under consideration must be in accordance with the approval of the working team as well as the requirements. Timeliness: A common saying goes as â€Å"a stitch in time saves nine†, the timing of change and applying the necessary tools and processes is of immense importance. The working team must be aware of the situation and should be well equipped on every front to confront any situation that

Helicopter paper Essay Example | Topics and Well Written Essays - 1000 words

Helicopter paper - Essay Example This involves studying the current parameters and the attributed measurements. In the case, the following table will be used in restructuring the measurements so that they can meet the expectations of the customers by improving the PHC helicopter construction in a bid to prolong the flight time. The table indicates the needed adjustment on the PHC helicopter to have met the customers’ desires of unlimited flight time. The current measurements as indicated in X offer the limited flight time which the customers are complaining about. In the case of Y, it represents the measurements which will offer the customers a prolonged flight time (PILGER, 2005). The results in the table attributed to the five factors which are the primary impediment are studied through a factorial experiment. From the table of results above, it can be deduced that when the new modifications have been implemented in the PHC helicopter the optimum flight time improves from the initial least optimum flight time. The following computations give the mean of the flight time before and after modifications. The results indicate that the five factors were the cause of the limited flight time. In the event that they are adjusted as indicated earlier, the new design of the helicopter will meet the customers’ needs of having a prolonged flight time. The new modifications of the wing length, body length, body width, paper clips and folded wings. This explains the reason why the modifications are necessary when certain efficiency is required. Based on the results, the relationship between the five factors and the flight time can be deduced. The magnitude of the curvature as evidenced in the results needs to be ascertained whether it is significant on the dependent variable, which is the flight time. In essence, the number of the paper clips has a fairly negative effect relative to the flight time. For instance, the more the number of the paper clips the faster the flight time. In

Leadership And Communication: Law Enforcement Agencies

Leadership And Communication: Law Enforcement Agencies Beginning with the studies and writings of Aristotle and Plato, communication has been dated back to the receiving of different means (talk, signals, writing, gestures, etc.). This is when it was determined that communication can be verbal or non-verbal. When communication is broken down to its main components, it is comprised of the source, transmitter, channel, receiver, and destination with noise occurring in the transmitter and receiver points. Noise is the interference of accurately sending information through the communication flow chart. How often does someone think about these components of communication? Once these components are studied and understood, the sender and/or receiver can see where the problem is in the order and find a resolution. Communication is essential when it comes to large organizations when there are a large number of employees to be reached. Interpersonal communication skills are critical when it comes to training and teaching others new skills. Basic c ommunication can function as a method to influence the actions, behaviors, even beliefs of people. As noted before, communication can be non-verbal. Use of body gestures, posture, visual aids, and using someone elses personal space can also be used to communication the message effectively. In verbal and non-verbal communication, different messages with the same method of sending it can be misinterpreted (Interpersonal Communication, 2004). For example, a pat on the shoulder from a boss may mean that person is in trouble or they are doing a good job. The basics of communication are crucial to understand in order to effectively send messages and receive the correct message. Going further in depth on the concept of communication, the sender and receiver both have roles they need to fulfill in order to successfully relay the correct message. In this context, organizations have a role in compiling the correct message and choosing the appropriate channel through which to send it, and the employee has the responsibility of receiving and properly decoding that message. Each organization must explore their means of communication and see which ones are most effective. The occurring problem with this is what can be called the active sender and the passive receiver in the communication process. When the receiver is passive in their receiving the message, they either do not want to hear what is being communicated or just listening to the message, not decoding it. This is when it is critical that the organization find out what methods will be most effective in sending a message. Once the organization finds the right means of communication that works for them, then the employees will be able to receive and decode the message correctly-thus, producing the desired outcome of the employee and better service from their organization. Once the correct means of communication is established, negotiating is the next step in the communication process. Through a well-established communication system, the organization and its employees can resolve conflicts or problems more effectively. For law enforcement agencies that are looking to share information with the public, this method of communication can also be utilized. With technology becoming more advanced and prevalent, there are much more options to be used when communicating with the public. Law enforcement organizations can accomplish much through both of these types of communication (Woerkum Aarts, 2008). The previously mentioned types and methods of communication can apply not only to law enforcement agencies, but to daily communication between strangers. Even on a horizontal chain of communication, these communication techniques can be utilized to more effectively receive and send a message. Think about the last time someone gave the wrong change for a transaction at the store. Was the message communicated? If so, how was it communicated? How was it received? The situation can take many different, unnecessary, turns if right means of communication are not used. There are many aspects to taking into account when analyzing the communication process. Leadership Leadership relies on communication in order to be effective. There are many ways and methods communication can be integrated to become a better leader. It is essential to differentiate managers and leaders. Influence and power are important when assessing the characteristics of a manager versus a leader. While acknowledging power and authority have roles in leadership, it is also important to note that ethics and morals more strongly define a better leader (Walker, 2004). One of the most important roles of a leader is to teach. To begin with the basics of leadership, a leader must teach their learners how to test their mental reality and discover how to change it. Next, the most crucial part of leadership and learning is for the teacher (leader) to ask the learners questions that help them explore their thoughts and ideas. This will help the learners develop better reasoning skills and more accurately convey their thoughts. A successful method of developing deeper and more critical t hought is simply asking the question, Why? When why is asked to answer an open-ended answer, there is a deeper level of thinking and even cognitive dissonance that will cause the learner to better critique their thought process. Other methods such as telling stories help engage the learner, we well as engaging reciprocating dialogue. The more important of these two, engaging in dialogue, is given guidelines in order to keep the leader/learner relationship healthy: 1. Suspend assumptions and certainties, 2. Observe the listener, 3. Listen to your listening, 4. Be aware of thought, and 5. Befriend polarization (of opinions) (Karathanos, 1998). Observing the listener is critical for the leader in order for them to be sure that the learner is accurately receiving the correct message. This can be detected by body language, facial expressions, and any speech/thought given. Listen to your listening means paying attention to what you are hearing and processing it correctly. Some people mere ly listen to others. Leaders need to ensure they are listening, not just hearing. Being aware of the learners thought and feedback is the most crucial part of the leadership/learner process. When the learner expresses thought or any other communication, the leader needs to be very aware, listening, and ready to help expound on the learners thoughts. Lastly, everyone has opinions. It is important for the leader to embrace these opinions so further discussion can possibly bring about other thoughts. When the basics of communication in the leader/learner relationship regard are taken into account, it can be applied to many concepts, especially organizations and hierarchy. One of the aspects of the previous passage that strikes most interest is asking the question why? That simple word can bring about a huge discussion of many things. It also allows for more complex thought and further discussion and exploration of a certain topic. Listening versus hearing is also pertinent to leadership and communication. Children always hear their parents say that it is time for them to get up. How many of those children are really listening to their parents when they say it is time to get up? Not many because most children remain in the bed to squeeze out a few extra minutes of shut-eye. When it comes to a law enforcement agency, it is imperative for the higher levels on the hierarchy to listen to the lower hierarchy, not just hear them. In order for any organization to meet their goals and needs, everyone must work together. This means that goals, concerns, and ideas must be communicated effectively, and listened to attentively, rather than just heard in passing. Different Types of Leadership The organizational hierarchy of an organization is an essential part of the organizations successfulness. Every organization has some type of matrix organizational hierarchy-meaning that there is a type of chain of command. Within this structure, there are teams and groups that have leaders, whether appointed or naturally emerging. One of the most important aspects of a team is that each member feels needed, feels like they belong, and feels like they are contributing to the team. The three key points of an organizational team are accountability, authority, and responsibility. Authority is power over others to coerce them into doing certain tasks. Responsibility is the fact that one person knows they must answer to another regarding certain tasks. Accountability is taking on the responsibility of getting a task done due to the responsibility that person has. There are also different types of leaders: the explorer, the coordinator, the driver, and the administrator. The explorer is th e type in which the person is very confident and adventurous and tends to assign daily problems to others rather than taking them upon themselves. The coordinator tends to be very conscientious of team members thoughts and opinions and is good in resolving team discourse and developing compromise. The driver type of leader is realistic, good at doing what they can with what little they have, and are very resourceful. Lastly, the administrator is very organized and is meticulous in the way their work is done. Everything must be done methodically and in a reasonable fashion according to the administrator (Organizational Design, 2004). Communication and Leadership in Law Enforcement Law enforcement agencies include all types of individuals, including the ones listed in the previous paragraph. There are many various types of hierarchy, chains of command, and leadership in law enforcement agencies. Let us first discuss how communication has been improved in law enforcement agencies. When people are asked to think about communication, most think of just speech and their verbal actions. It goes much deeper than that. One law enforcement agency saw it as so important to bring in a 40-hour class for its employees. The class aim was to help police officers better understand and handle those with special needs. This training class educated the officers on how to be more aware of others behavior, actions, and especially what they are saying. This, in turn, would help the officer better pick up on the small things that would help the situation on a whole (detecting drunkenness, mental illness, miscommunications, etc.) (Shafa, 2009). Training law enforcement employees on the differences of people and their disabilities, cultures, mental state, etc. is extremely important. Police officers very often have to make a split-second decision on the scene as to who is the hostile one, who is the victim, who is a danger, who is in danger, etc. This type of training discussed in the previous paragraph can definitely help law enforcement become more aware of their surroundings. More specifically, it will help them learn how to become more understanding and patient when it comes to communicating with different types of people. There are many different traits that build a good leader. Argumentativeness versus argumentative behavior is found to be traits in leaders. Argumentativeness is harmful to a group when it comes to communication. An argumentative person is just that by nature. Rarely is a decision unanimously voted upon when presented by an argumentative person. When a person is argumentative, they are verbally aggressive and destructive to productivity and the group. Yet, this verbal aggressiveness can be changed into something else to be productive. When it comes to argumentative behavior, this has shown to be very productive in leaders. The argumentative behavior can help bring about certain points that would not be brought up normally by a non-aggressive, assertive, or argumentative person. Once that point is brought up, the group can discuss it. But it takes someone with a certain trait, such as argumentative behavior, to bring about these points (Limon France, 2005). Argumentativeness versus argumentative behavior is a fine line to discuss. Someone with argumentativeness is more likely to be verbally aggressive, overpowering, and very opinionated, not accepting of the views of others. A person with argumentative behavior can actually benefit a group. When the argumentative behavior occurs, certain points are brought up that normally would not have been brought up. Once this window is opened, the group can discuss the issue. But the argumentative behavior has to be present in order to bring about this point. Let us consider that there is no one in the group with argumentative behavior. How will issues arise in order to be discussed? There may be the possibility that one person may speak up. Everyone has different traits. There is likely to be at least one person in the group that will disagree with someone elses view point and voice that. Although they may try to be very nice about it, the conflicting view is still brought up. Some officers who are new to the force feel they have an image to fulfill. They will often abuse their authority and act differently than they normally would in a different role. Attitude is everything when it comes to communication. When trying to improve upon ones communication skills, individually or as a group, much offense can be taken. They may see that they are being attacked because they are not communication well enough or they are just doing something wrong. Law enforcement has been given a bad label when it comes to bad cops, even regular cops, due to their communication skills. Awareness and training classes have been implemented in order to help officers better communicate with the public. These classes focus on paralanguage, hearing versus listening, kinesics, proxemics, and cultural considerations. Paralanguage is basically all other voice characteristics that accompanies the spoken language. Tone, volume, rate, and pitch all can convey different messages. If someone i s speaking in a fast, high-pitched tone, very loudly and fast, it can be easily concluded that they are excited, upset, or anxious. If they are quiet, speaking slowly at a low volume, things such as sadness, depression, shock, and other emotions can be detected. As spoken of before, hearing versus listening is a key factor in communication. Listening is the art of decoding what a person is saying rather than just merely letting their words in one ear and out the other (hearing). Kinesics is any communication that is nonverbal. Communication can be completely nonverbal. Gestures, facial expressions, posture, etc. can give a better clue as to what the person is feeling or what they are trying to communicate. Proxemics is the defining area around a person that would be considered as their comfort zone. A person will become much more alert to the other party once their comfort zone is impeded upon and they are made uncomfortable. When taking into account cultural differences, the most i mportant thing that we can remember is physical touching. Some cultures do not allow it, other encourage it, and what one action means to us may not mean the same thing to a person in a different culture (Pritchett, 1993). These five aspects of communication are crucial when encountering others, especially in law enforcement. Paralanguage is very often used in law enforcement. When an officer asks if a person has anything on them that they should know about, when that person says no, there is a lot of paralanguage happening that clues the officer in that the person is really saying yes. In law enforcement, hearing versus listening is somewhat hit-and-miss. If a police officer is dealing with a drunk man that is about to be locked up for the night anyway, how much listening is the officer going to practice? On the other hand, if the officer pulls up to a murder scene, how much listening is the officer going to practice? He will definitely be practicing a lot in order to gather as much evidence as he can, as opposed to the drunken guy. Kinesics is also a good tool for police officers to use when trying to get down to the real story. Kinesics is basically body language accompanied by speech. One can easil y say that they do not have any marijuana on them, but while they are saying they do not, they are fidgeting, putting their hands in their pockets and walking around. Proxemics is a good tool to use to get someone to talk. Each person has their personal space (usually around one foot from their body). Once that personal space is invaded, their self-confidence and security decreases. When the person sees that the police officer has invaded their personal space, they know they are probably going to search them anyway. Cultural considerations are a difficult concept to keep up-to-date on. Law enforcement and police officers would have to do research if they find themselves encountering many different cultural positions. For example, in the American culture, waving hello or good-bye is a good thing. In other countries, waving is seen as a serious insult. The same goes for the things we say. Therefore, we must be careful in what we say, do, and the way we act around those of a different culture. Inter-Organizational Communication When it comes to inter-organizational communication, a study shows that smaller agencies have the tendency to communicate better with larger agencies. The population and size of an organization depends on the type of communication and with whom to communicate. The studies presented in this case show that organizations tend to communicate with the same type and size of organizations as themselves (Roberts J. Jr., 2007). When speaking of law enforcement agencies today, this seems to ring true. Why would the Federal Bureau of Investigation communicate with the city police of a city with a population of 2,000 people for help, information, or ideas? Let us also look at it this way-why would the city police department of a city of 2,000 people contact the Federal Bureau of Investigation for help, information, or ideas? Placing these studies in the real world today seems to be accurate. We see many organizations of the same size and on the same level communicating and working together, but they rarely go outside of their comfort zone in this regard. For example, after Hurricanes Katrina and Rita, how often did people see the local city police sitting with the state police and military guard to block off roads? How many local organizations were seen getting their feet dirty along with the National Guard? There were more volunteers than this case. It can be guaranteed that it was not seen too often, if any. The success of an organizations communication system depends on effective means of communication, relaying the message, and considering the receiving party of the message. When it comes to productivity and communication within law enforcement agencies, there is little face-to-face contact with those who are sending a message and those who are receiving the message. Let us focus on the managing powers of the organization and communications in that regard. If higher management was to become lax, what would happen to the lower hierarchy? If higher management tightens up and significantly increases communication with the lower hierarchy, what would happen? One study suggests that managers or administrators who monitor progress and work-productivity run the risk of having those being studied turn to more malfeasance in their position. Therefore, the study concludes that trust is imperative when it comes to the managing relationship-in both horizontal and vertical lines of communication. Horizontal communication is two street patrol officers (on the same level of the hierarchy) communicating. Vertical communication would be a street patrol officer bringing c oncerns to the Chief of Police (the Chief being higher on the hierarchy). Being that police work is somewhat discretionary for the police officer, trust is definitely vital in both vertical and horizontal lines of communication. The Chief of Police is rarely able to be in a patrol car, seeing exactly what his officers are doing. Therefore, the Chief of Police must have a certain amount of trust in his officers, as well as the officers for their Chief, trusting him to do what he says he will do. Let us take a look on the other side of things. As stated before, officers have a certain amount of discretion over how to conduct their job. Everyone knows that a police officer will get a free drink from the local gas station or a free meal from the local breakfast restaurant. What would happen if communication and trust all of the sudden became tightened up and enforced? Not only would these little acts be affected, the productivity of the police officer would also be affected. If a police officer is, so to speak, micro-managed, there is more likely to be more backlash than welcoming of the communication. This can cause the officer to become insecure or frustrated at the focus being more on them and cause less productivity in his work (Langbein Jorstad, 2004). Women as Leaders While focusing on what characteristics comprise a good leader, let us also discuss how women emerged in their positions throughout the law enforcement organization to become effective leaders. Women were first introduced to the criminal justice system basically to handle female inmates due to abuse and mistreatment by male employees. Women were eventually moved to mainly work social work and had separate work environments, pay scales, dress code, and duties. Once the economy struggled through the 1930s and 1940s, women were battling for employment positions, or bread winners for the family and were eventually demoted back to being housewives. Despite stereotypical roles, struggles, and sexism, women have proved successful in rising to leadership positions in law enforcement among other types of organizations. Most of this can be contributed to the Fourteenth Amendment and the Civil Rights Act of 1964, both of which grant rights and equal protection to minorities. The factual stories of most successful women in leadership positions mainly include their past of lawsuits of discrimination, struggles with promotions, etc. Yet, these women have proved themselves worthy to be promoted to a high leadership position. While women have not yet met their goal in being treated equally as others, there has been a huge improvement over the years and many women successfully fulfilling leadership positions (Rienerth, 2001). Women have naturally integrated into the law enforcement scene. They have risen to leadership positions just as men have. Our country has made a lot of progress since the 1930s when women were suppressed from working and having household titles other than housewife or homemaker along with many other improvements in other regards. Today, there are many laws that protect the rights of not only women, but other minorities that have face hardships in gaining employment throughout our history. Nevertheless, something throughout all of this has proven successful due to our currently thriving and successful law enforcement agencies we have today. Groups and communication are a critical contribution when it comes to what comprises a healthy, successful, and thriving organization. Continually coaching, involving others, motivating, rewarding, and promoting teamwork can universally help organizations achieve their goals on the small scale and the large scale. In law enforcement agencies, there are many different departments that help the organization function on a daily basis. It is believed that authority or leadership is the reason for the failure or success of the agency. In this regard, leadership is believed to be the solution that can help stop unethical behavior. When a law enforcement agency has much more unethical behavior than others, management and higher leadership in the organization are usually to blame. When management is not consistent in carrying out their duties, communicating concerns, and especially when other employees see that they are not handling unethical employees the way they should, employee performan ce and productivity goes down and risk for unethical behavior rises. The whole organization suffers-tension mounts, low morale, lack of strife to achieve the same goal, and fragmentation of the organization can all occur (Wright, 1999). Suggested Further Research Further research should be conducted regarding the effectiveness of current practices by law enforcement agencies. We can only improve upon what we know we are already doing wrong. First, studies should be conducted on the current practices by different types of law enforcement agencies. These results should be studied then compared to the practices of successful agencies. Once these studies results are gathered, it should be further researched and calculated as to what the agency can do differently or more accurately pinpoint their weak points. Without duplicating the other agencys practices, further action should be taken in order to help what the agency is doing wrong. This can be done through policy and procedure, training, employee performance evaluations, and even staff meetings. Conclusion Established organizations and law enforcement agencies have policy and procedure in place. There should be more in place for each agency that outlines the chain of command and communication procedures. This should start from the bottom with training of new officers. Communication should be emphasized through a well-taught course during training. There should also be refresher courses at least yearly for those who have been with the agency for more than one year. Communication training should also be given to those who normally do not come in to contact with the public also. This training would be for administrative personnel, dispatchers, and office workers. This would be effective because even though these people do not interact with the public on a daily basis, communication still needs to be enforced and improved across the board in order for the organization to run smoothly. With the discussion given on leadership, training could help, but not in the same way communication traini ng would. In order to improve leadership skills and communication in that regard, ethical and equal treatment training would be beneficial. It is very unlikely that a 65-year-old Chief of Police veteran is going to change much just by watching a video. But the training would be very beneficial to those who are just coming into the agency. The same goes for this training also-it should be re-iterated every year to ensure all employees, new and old are staying fully trained in all regards. In summary, communication is the root of all beginnings of any organization. First, the organization must be established. Then the hierarchy must be constructed. From there, communications among leadership and those on the lower part of the hierarchy must be effective in order to achieve the organizations goals. If they are not being met, the solutions or methods discussed in this paper should be applied. Remembering there is a sender, receiver, and a channel through which a message is sent is essen tial to remember. The channel is they pivotal point in which the message can be effectively sent or effectively lost. The passive receiver concept must also be taken into account. When this is detected, either the channel for the message needs to be changed or the receiver needs to be addressed. Listening versus hearing impedes much progress due to party not fully understanding the message of the other. When leading a group of people, it is important for the teacher to effectively utilize their methods. One of the most important methods of ensuring the message is effectively conveyed is asking the question why? This opens up the listener to much more broad thinking to come to other, possibly alternative, ideas. A law enforcement officer dealing with a mentally handicapped person would communicate with that person differently than a sober, belligerent, 250 pound man. Understanding the other partys situation is very important when dealing with law enforcement. Leadership plays a role in everything that is discussed in this paragraph. Whether it is training, on the job work, or providing awareness, leaders are responsible for their employees performance regarding communication. This is where trust is fundamental for law enforcement agencies-vertically and horizontally in the hierarchy. If there is no trust between police officers and their Chief of Police, work-productivity will suffer due to low morale. This low morale will come from the officers thinking, If the Chief doesnt care, then why should we? Thus, leadership and communication go hand-in-hand when it comes to managing an organization and keeping that organization thriving and successful.

Comparing Choice and Responsibility in Death of a Salesman, Young Goodm

Choice and Responsibility in Death of a Salesman, Young Goodman Brown, and   No Exit  Ã‚   Sartre and his existentialist philosophy have been subjects of curiosity for me for years. Only recently, after taking a philosophy class, have I begun to grasp some of the major principals of existentialism. Though I'm unsure about some of the peripheral arguments and implications of existentialism, the core of the system appeals strongly to me: Human beings are themselves the basis of values and meaning, and in this sense values are real--evolving, developing, and real. Existentialism places the individual at the center of things, gives him a sense of empowerment and responsibility, and erects a bridge on which Man can find his way out of many of the traps and snares he constructs for himself. Sartre's character in the play "No Exit," Orestes, finds such freedom and, in a humanist sense, is one of the most enviable characters I encountered in this course. How can this be? Orestes commits two murders and is exiled from his rightful kingdom, barely escaping with his life. What is enviabl... Comparing Choice and Responsibility in Death of a Salesman, Young Goodm Choice and Responsibility in Death of a Salesman, Young Goodman Brown, and   No Exit  Ã‚   Sartre and his existentialist philosophy have been subjects of curiosity for me for years. Only recently, after taking a philosophy class, have I begun to grasp some of the major principals of existentialism. Though I'm unsure about some of the peripheral arguments and implications of existentialism, the core of the system appeals strongly to me: Human beings are themselves the basis of values and meaning, and in this sense values are real--evolving, developing, and real. Existentialism places the individual at the center of things, gives him a sense of empowerment and responsibility, and erects a bridge on which Man can find his way out of many of the traps and snares he constructs for himself. Sartre's character in the play "No Exit," Orestes, finds such freedom and, in a humanist sense, is one of the most enviable characters I encountered in this course. How can this be? Orestes commits two murders and is exiled from his rightful kingdom, barely escaping with his life. What is enviabl...

Airline Consumer Engagement Marketing Essay

Airline Consumer Engagement Marketing Essay Abstract This paper discusses how airline companies engage with their consumers. It discusses the modes of consumer engagement and the process of engagement. Most companies use integrated marketing approach to engage consumers because of the diversity of needs in the market. It also outlines the various theories of decision-making as applied in the airline industry. The aim is to establish how different consumers make their decisions about services and products in the market. Cognitive dissonance theory, maximization utility, the reasoned action and the theory of certainty provide realistic concepts for predicting the behavior of consumers. Companies are more likely to use them in designing and implementing consumer engagement strategies. Introduction Customer engagement marketing refers to all the strategies that a company or business use to establish a relationship between the consumers and the operations of the company. Effective consumer engagement strategies are important because they influence consumers towards developing values in relation to companies. Consumers who value the services or products of a particular company tend to be loyal customers (Bowden 2009). Consumer engagement can also be perceived as a marketing strategy that aims at creating and maintaining loyal customer base in the market (Bowden 2009). This paper seeks to discuss how companies in the airline sector engage with consumers of their services in the market. It also seeks to discuss how consumers make decisions using relevant theories. The Reasons for Consumer Engagement Processes Understanding why companies need to engage with consumers in the market is useful in determining how they conduct the process of engagement. Consumer engagement is a crucial aspect of brand management. Brand management is one of the marketing strategies that companies use to establish brand loyalty. It aims at increasing the positive perception of a particular product or services (Ashworth & Kavaratzis 2010). For instance, companies in the airways sector engage in awareness campaigns to inform the public of their services and routes of destination. The awareness campaign is one of the aspects of brand management strategy. Consumer engagement strategies may provide platforms for receiving feedbacks regarding the services that companies offer in the airline sector. The companies can use the feedbacks to improve the nature of their services (Ashworth & Kavaratzis 2010). For instance, an airline company may learn that their flight attendants take relatively longer time to serve customers compared to other companies. The airline company may use the information to serve as a basis of investigation and improvement of all services. Customer engagement strategies also provide information that a company can use to understand the composition of the market. The information regarding the composition of the market is useful in determining why certain age groups do not use the available services. It also makes the company understand how to change and improve their services to accommodate the interests of other people who do not use the services (Bowden 2009). Companies may also understand their competitions using the feedback they receive from consumers. Consumer Engagement Strategies Modes of Engagement Companies use various modes to engage consumers. The suitability of the modes depends on the objective of engagement. For instance, a company that seeks to get feedback on their new product will use Facebook because it provides options for receiving comments. The strength of the methods of engagement lies in the ability of consumers to provide feedback regarding the operations of companies in the airline sector. The market composition for airline services has become complicated. It consists of different groups of people who have varying needs. Each group of consumers requires a different advertisement method. The methods of advertisement include the traditional modes such as televisions, radios and printed articles. Most recently information technology has become the predominant mode of engagement. Information technology supports various social platforms such as Facebook and twitter. Information technology also involves advertisement through mobile phone applications. Most airline co mpanies use an integrated marketing strategy to respond to the challenge of diversity in the market. Integrated marketing strategy involves using various advertisement methods together. The scheme offers a comprehensive approach for engaging consumers of airline services in the operations of the company (Shakeel-Ul-Rehman & Ibrahim 2011). Media planners in such companies acknowledge the diversity in the market in relation to the interests of people. For instance, the traditional advertisement methods may be helpful in reaching people who might find the use of technology a daunting task (Shakeel-Ul-Rehman & Ibrahim 2011, p. 188). It can be argued tha tthe use of information technology offers more appeal to the younger generation and business people who value time. Consumer engagement through social media works on principles that are different from the traditional methods. It offers a platform for receiving feedbacks regarding the operations of the company. The Process of Engagement Bijmolt et al. (2010) maintains that the process of consumer engagement begins from acquisition of the same. The process of acquisition involves selecting prospective customers on the basis of their potential responsiveness and their ability to purchase the services. This aspect is important to airline companies in African countries because of the high rate of charges they impose for the services. Only people with adequate financial resources can afford the charges. The selection criteria might help companies to conserve their resources by focusing on customers who fit the qualification criteria. The selection process helps the airline companies to establish their focus in the market. The companies use the Recently, Frequently and Monetary model to select prospectus customers (Bijmolt et al. 2010). RFM is a strategy that companies use to determine the value of customers. The assumption of the valuation model is that a future customer has the same characteristics as the customer of th e past. The second step in the process involves the management of the acquired customers (Bijmolt et al. 2010). This step also involves a sub-process of allocating resources in relation to the establishment of effective marketing approaches. Media planners select suitable advertisement modes based on the analysis of the characteristics of the prospective customers. Airline companies might, therefore, use an integrated marketing approach to counter the challenge of diversity in the market. A higher proportion of people aged above 65 years and above find technology intimidating and involving. Majority of people aged below 45 years find technology appealing to their interests (Shakeel-Ul-Rehman & Ibrahim 2011). Business people and executives of various corporations prefer direct inquiry because other processes consumes a lot of time. Correspondingly, the consumer management process follows a successful analysis of the characteristics of prospects consumers (Posavac 2012). Other steps i nvolve customer development and retention (Bijmolt et al. 2010). The processes aim at attracting loyalty to the services of airline companies by engaging in vigorous campaigns of the same. In general, airline companies engage consumers through a process that begins from a careful selection of the same and ends at retention. They also engage consumers through carefully planned advertisement techniques (Bijmolt et al. 2010). Consumer Decision-Making Process Making a decision involves engaging in a process that would help decide the right course of action in a situation with more than one alternative. Young (2010) people develop risk-benefit frameworks in most situations to analyze the options that are present. An individual would want to make decisions that impact positively on his or her life. The outcomes of situations depend on the nature of decisions that individuals make. Decision-making processes also apply in situations where consumers need to choose between products and services. The airline industry has several companies that offer same or similar services. The theories that explain decision-making processes include cognitive dissonance, consistency theory, commitment, certainty effect, choice-supportive bias, confirmation bias, the scarcity principle, and reasoned action theory (Young 2010). Cognitive dissonance theory maintains that individuals always seek to minimize the extent of discomfort in contradicting situations (Youn g 2010). According to the theory, individuals experience discomfort due to the conflicting ideas in their minds (Cooper 2007). It explains that an individual in such a situation is likely to take the easy option of eliminating the source of discomfort (Young 2010). Cognitive dissonance affects how consumers process information in relation to various products and services. Individuals will always have ideas that conflict with their pre-conceived perceptions about certain companies. The diversity in ideas results from the emerging trends, the shifting needs and social circles (Young 2010). In social circles, everyone tends to defend what they believe to avoid the uncomfortable situations. For instance, an individual may experience cognitive dissonance when he receives a message that contradicts the value that he attaches to an airline company (Cooper 2007). A friend may try to convince him that there is another company that offers better services than the company he has been using. Ma rketers may use the concepts of this theory to present consistent information when engaging consumers. Consistency theory asserts that lack of constancy in the relationship between beliefs and actions evoke uncomfortable feelings in individuals (Little-John & Foss 2008). It affirms that people wish to engage in acts that are consistent with their belief and cultural system. The discordance in the relationship between the belief system and actions evoke uncomfortable feelings. An individual in such a circumstance is likely to change the belief and value system to accommodate the emerging trends. Human beings have predetermined belief and value systems that they use to evaluate decisions before making them. In other words, the choice that people make should always be consistent with what they perceive as right or wrong (Little-John & Foss 2008). Any slight variation between the belief system and the course of action evokes the feelings of discomfort in individuals. The consistency the ory explains why some people are particular about the flight attendants who serve them in an airplane. The theory may not find much application in customer engagement compared to cognitive dissonance theory. Most processes engaged in the provision of airline services do not contradict the belief systems of individuals. The theory of certainty result discusses how probabilities of outcomes influence the behavior of individuals (Secchi 2011). The theory maintains that people tend to develop less interest in situations which present low probability outcome of the desired results (Loughran et al. 2012). Similarly, an individual will develop more interest in a situation if the probability of achieving the desired results is high (Secchi 2011). Individuals make choices on the basis of the probability of the outcome of the situation. They perceive outcomes based on their past experiences or the experiences of other people. For instance, engaging consumers through social media provides a pl atform that consumers may use to present their feedbacks. Some of the feedbacks can be critical of a company’s operations. If so many people acknowledge the efficiency in operation of an airline company, then people are more to likely seek the same services. In other words, people want to get a hint of what would happen if they were to make a particular decision. The behaviour pattern is driven by the need to eliminate the negative feelings that come from disappointments. People have various expectations regarding how they want the outcomes of various situations to become (Loughran et al. 2012). Most airline companies use influential personalities in advertisements to create an impression of better past experiences. The personalities convince potential consumers that the services of the company were better. The aim of the advertisements is to influence consumers to develop positive opinions regarding the services of the company. Maximization utility theory predicts that human beings behave as if they were economists and were business-minded. It asserts that an individual is likely to make a choice of a product that offers the greatest value for the least amount of money possible (Kahneman & Thaler 2006). In extreme circumstances, the costs of products and services are more likely to influence the purchasing behaviour of individuals even if the quality is compromised. Inadequate resources influence this type of a decision-making process (Kahneman & Thaler 2006). In normal circumstances, people will want high-quality result for fewer inputs. It explains why people like to bargain when purchasing products and services. In the airline industry, people tend to go for companies that offer quality services at affordable rates. It can be argued that the understanding of this theory also affects the pricing strategies of various airline companies (Kahneman & Thaler 2006). For instance, most airline companies have different classes of passengers; first class, sec ond class and third class. The first-class passengers can afford high charges for the highest quality of service. The low-class passengers are the people who wish to use airline services, but are discouraged by the high charges. Choice-supportive bias theory explains that most people twist their memories to convince the present result that the decisions they made were the best (Ross 2009). The theory asserts that most people manipulate their memories to prevent the feelings of disappointment that the result presents. The case happens in situations where an individual has to take an early stand in the matter that involves multiple options. Individuals will always want to remember less negative things about situations that happened (Ross, 2009). In a business environment, the choice –supportive bias theory occurs for consumers who have used a particular product or service for a long time. Such consumers will always talk negatively about other products or services. It is an adva nced level of brand loyalty that results from effective consumer engagement strategies. Various companies understand that subjecting prospective customers through effective and consistent consumer engagement sessions influences the way they perceive the services. Consumers would continue to stick even if their services were relatively poor compared other companies (Ross, 2009). The principle of scarcity affirms that individuals are more likely to go for services and products that are scarce in the market, especially if the demand is high. Individuals tend to associate scarcity of products and services with quality. The notion is that the services or products could be scarce because several people went for them (Siebert 2008). If many people went for them then, they must have been impressive. The abundant supply of a particular service or product may create the impression that it is less desired by people (Siebert 2008). Most people analyze situations to ascertain the behaviours of o thers towards various products or services (Siebert 2008). The aim is to avoid first-hand experience of disappointing results. Airline companies understand this principle and use it to increase the consumption of their services. They create a demand crisis then offer limited opportunities for utilization of their services. The strategy encourages people to book flights in advance to avoid a last minute rush. The reasoned action theory explains that individuals engage in certain actions because they planned to do so (Tanachart & Islam 2010). It also explains that the intention originates from his or her attitude towards that behavior (Tanachart & Islam 2010). In this context, the intention serves as the basis for prediction of a behavior pattern. Beliefs and values influence the formation of attitudes regarding certain patterns of behavior (Smith & Biddle 2008). Understanding people’s beliefs system is important in understanding their attitudes. Understanding attitudes helps i n predicting what an individual plans to do in a circumstance. An individual is more likely to engage in a particular action if he or she believes that it is the right thing to do in the circumstance. What other people think of the choice plays a central role in influencing the actions of the individual. The theory recognizes that there are factors that limit the influence of people’s intentions towards engaging in a particular behavior (Smith & Biddle 2008). For instance, the airline companies are aware that many people wish to use their services but are incapacitated by the lack of financial resources. The understanding has compelled the airline companies to develop different classes of service; high class, middle class and the low class. Cognitive dissonance theory, maximization utility, the reasoned action and the theory of certainty provide realistic concepts for predicting the behavior of consumers. Companies are more likely to use them in designing and implementing con sumer engagement strategies. Conclusion Companies in the airline industry engage consumers through an integrated marketing approach. The approach is influenced by the diversified nature of the market. The engagement process begins from the selection stage and ends at retention of customers. There are various theories that explain how consumers make decisions regarding products or services. Such theories include cognitive dissonance, consistency theory, commitment, certainty effect, choice-supportive bias, confirmation bias, the scarcity principle, and reasoned action theory. References Ashworth, G. J., & Kavaratzis, M., (2010). Towards effective place brand management: branding European cities and regions. Internet Resource. Bijmolt, T., Leeflang, P., Block, F and Eisenbesiss M., (2010). Analytics for Customer Engagement, Journal of Service Research, Vol. 13, No. 3, pp. 341-356. Bowden, J., (2009). ‘Customer Engagement: A Framework for Assessing Customer-Brand Relationships: The Case of the Restaurant Industry’, Journal Of Hospitality Marketing & Management, Vol. 18, No. 6, pp. 574-596, COOPER, J., (2007). Cognitive dissonance fifty years of a classic theory. Los Angeles, SAGE. Kahneman, D. & Thaler, R.H., (2006). â€Å"Anomalies: Utility Maximization and Experienced Utility†, The Journal of Economic Perspectives, vol. 20, no. 1, pp. 221-234. Littlejohn, S. W., & Foss, K. A. (2008). Theories of human communication. Australia, Thomson Wadsworth. Loughran, T. A., Pogarsky, G., Piquero, A. R., & Paternoster, R., (2012). Re-Examining the Functional Form of the Certainty Effect in Deterrence Theory. JQ: Justice Quarterly, Vol. 29, No.5, pp. 712-741. Posavac, S. S., (2012). Cracking the code: leveraging consumer psychology to drive profitability. Armonk, N.Y., M.E. Sharpe. ROSS, B. H., (2009). Advances in research and theory. Amsterdam, Elsevier. Secchi, D. (2011). Extendable rationality understanding decision making in organizations. New York, Springer. Shakeel-Ul-Rehman & Ibrahim, M.S.. (2011). â€Å"Integrated Marketing Communication and Promotion†, Researchers World, vol. 2, no. 4, pp. 187-191. Siebert, H., (2008). Economics of the environment: theory and policy. London, Springer. Smith, A. L., & Biddle, S., (2008). Youth physical activity and sedentary behavior: challenges and solutions. Champaign, IL, Human Kinetics. Tanachart R., & Islam, S.N., (2010). Designing an Efficient Management System: Modelling of Convergence Factors Exemplified by the Case of Japanese Businesses in Thailand. Heidelberg, Physica. Young â⠂¬Å"Sally†, K 2011, ‘Application of the Cognitive Dissonance Theory to the Service Industry’, Services Marketing Quarterly, Vol. 32, No. 2, pp. 96-112.

Qualities that a husband should have

Who will be the person I spend my life with? Before we even think about marriage, we should think about the quality of a guy that we should marry. So, do you have a dream guy? Here, I would Like to share the qualities that a husband should have. 1st of all, he must have faith In God. He should be the one that gulled you In knowing your religion better. By choosing a religious guy, you can avoid yourselves from doing wrong thing such as premarital marriage. Besides, a religious guy will treat you right because every religion forbids us from doing wrong things before marriage.Besides, I'm sure all of us want a caring and loving man. Imagine, you had just arrived from a hard day of work; your caring husband has already prepared you dinner. How sweet is that? A caring man will also take charge of his responsibility and he will not let you do everything alone. He can help to pay the bills, doing housework and taking care of your children. He can even help to take off your clothes! =P Hone sty, loyalty and trust, these are the three main recipes for a happily ever after. Never ever marry a guy that cannot be trusted, loyal and honest.But if oh do, you'll be like living in hell. Who want to marry a guy that play â€Å"wood -three†? Other than that, having a dishonest husband will only make you live in tears. I believe that every lie a husband make is similar to a pierce to our heart with a samurai sword. And if you can trust your husband, you will not have to worry about him. Last but not least, make sure he has a good Job and high salary. Nowadays, we cannot say that money is not important because we need money to survive in this modern era. I'm sure most of us, girls will be successful is the future.So, it's harder for you to find a man that can support your expenses. We should be able to depend on our husband and our husband should not depend on us for money. I would like to have branded handbags, watches, and clothes In the future. For girls, this Is why we study hard now right, so that we can have a good salary In the future? I'm sure we will go shopping here, shopping there, shopping here and everywhere. A husband with a handsome salary is Just like a bonus! As for the conclusion, marry a man that you love. Love can overcome anything. Love can change everything.If you love each other, you can overcome any difficulties. Remember, perfect guys do not exist, but there Is always an Imperfect guy which Is perfect for you. Who knows, you Mr.. Right Is Just right In front of you? Thank you. Qualities that a husband should have By grammaticalness some of us might already be married. Married? Be married to whom? Has it ever do you have a dream guy? Here, I would like to share the qualities that a husband should have. 1st of all, he must have faith in God. He should be the one that guide you in knowing your religion better.By choosing a religious guy, you can avoid you had Just arrived from a hard day of work; your caring husband has already y ou do, you'll be like living in hell. Who want to marry a guy that play â€Å"wood -three†? Branded handbags, watches, and clothes in the future. For girls, this is why we study hard now right, so that we can have a good salary in the future? I'm sure we will go you can overcome any difficulties. Remember, perfect guys do not exist, but there is always an imperfect guy which is perfect for you. Who knows, you Mr.. Right is Just right in front of you? Thank you.

the photo of a cheerleader essays

the photo of a cheerleader essays The Photo of a Victorious Cheerleader 2004 In the poem A Photo of Immigrants, the author Robert Wrigley presents a photo where an immigrant family is under the fear and pressure of learning how to deal and live in this new country that they have come to. Like this poem, my photo also represents the stress of a young lady that has to overcome her biggest fear of performing in front of an audience and come out as a champion because that is what all her family expects her from her. Cheerleading is a popular sport these days. They cheer for many different sports, such as, football and basketball and many people go to the games just to see the cheerleaders perform; however, no on knows what is going on before performing. It is June 19th 2004, the sun is out, there is a perfect weather and the Staple Center has never been so full of people as there is today and everyone is waiting to see all the young cheerleaders come out and do what they do best. The time is passing and all the cheerleaders are excited except one, my sister Mayra. She is about fifteen and half years old, she joined cheerleading this year and so far she has had no trouble on getting use to it. However; she has never perform in public, in fact she does not like it. Ten minutes before going to the stage she decides not to participate and let her squad and family down. She is under a lot of tension, she obviously does not know what to do since she does like cheerleading and she knows she can do it , it is just that she is scare and the stress is not e letting her think well. Ever since I have known my sister, I have seen her give up a lot of opportunities just because she lets her fears conquered her. That day she comes up to me and ask me for an advice as a big sister I know I have to tell her not to quit, but most of the time I just go along with what she says so that way she will not disturbed me with her problems. However, this time my parents are invo...

Free Essays on Yoga

1.) The first of the eight limbs of yoga is Yama (restraints), Ahisma: nonviolence, Satya: commitment to truth , Asteya: non-stealing, and Bramacharya: redirecting sexual energy. The second part of the limbs is Niyama (observances), Shauca: purity, Santosha: contentment, Tapas: discipline, enthusiasm, Svadhaya: scriptural/literal study, and Ishvarapranidhanad: surrender. The third limb is Asana, which are the postures. Fourth is Pranayama, which is breath control or control of life force. Fifth is Pratyahara, the withdrawing from the mind from sense of perception. Sixth is Dharana (concentration). Seventh is Dhyana, which is meditation. The eighth and final one is Samadhi, the superconsciousness. For the time being, I intend to practice asana because I find it easier to focus on the physical benefits that the asanas provide. If I said that I practice yoga rather than asana I would be wrong because to practice yoga fully, I feel that I would have to have a better understanding of yoga philosophy and breathing techniques. When I am in my postures, I still find it hard to breath in a slow controlled way; especially when I’m in a challenging pose. 2.) The Yamas are Ahisma, Satya, Asteya, and Bramacharya. Ahisma is non-violence, kindness and no harm in your action. There should be awareness or gentleness in our actions, thought and speech. Satya is the commitment to truth in our speech, thoughts and deeds. Asteya is non-stealing, not coveting, not being jealous. Bramacharya is moderation in all things, channeling emotions, self-containment and control of sensual feelings. The Niyamas are Shaucha, Santosha, Tapas, Svadhaya and Ishvarapranidhanad. Shaucha is purity of body, cleanliness, good health habits and an orderly environment. Santosha is contentment, accepting what is and making the best out of everything. Tapas is the willingness to do what is necessary to reach a goal with discipline. Svadhaya is self-education, studying, refle... Free Essays on Yoga Free Essays on Yoga 1.) The first of the eight limbs of yoga is Yama (restraints), Ahisma: nonviolence, Satya: commitment to truth , Asteya: non-stealing, and Bramacharya: redirecting sexual energy. The second part of the limbs is Niyama (observances), Shauca: purity, Santosha: contentment, Tapas: discipline, enthusiasm, Svadhaya: scriptural/literal study, and Ishvarapranidhanad: surrender. The third limb is Asana, which are the postures. Fourth is Pranayama, which is breath control or control of life force. Fifth is Pratyahara, the withdrawing from the mind from sense of perception. Sixth is Dharana (concentration). Seventh is Dhyana, which is meditation. The eighth and final one is Samadhi, the superconsciousness. For the time being, I intend to practice asana because I find it easier to focus on the physical benefits that the asanas provide. If I said that I practice yoga rather than asana I would be wrong because to practice yoga fully, I feel that I would have to have a better understanding of yoga philosophy and breathing techniques. When I am in my postures, I still find it hard to breath in a slow controlled way; especially when I’m in a challenging pose. 2.) The Yamas are Ahisma, Satya, Asteya, and Bramacharya. Ahisma is non-violence, kindness and no harm in your action. There should be awareness or gentleness in our actions, thought and speech. Satya is the commitment to truth in our speech, thoughts and deeds. Asteya is non-stealing, not coveting, not being jealous. Bramacharya is moderation in all things, channeling emotions, self-containment and control of sensual feelings. The Niyamas are Shaucha, Santosha, Tapas, Svadhaya and Ishvarapranidhanad. Shaucha is purity of body, cleanliness, good health habits and an orderly environment. Santosha is contentment, accepting what is and making the best out of everything. Tapas is the willingness to do what is necessary to reach a goal with discipline. Svadhaya is self-education, studying, refle...

Analysis on Luxury Car Market in India

I also would like to thank her for letting me start my internship late so that I could get into an internship that I would like. . I want to thank Audi for taking me in as an intern, training me, and giving me a chance to hone my skills in marketing. My experience in this company taught me valuable lessons which will be with me even when I start my career and step into the corporate world. I also want to thank Ms. Ayesha Khan , the Assistant Marketing Manager(Direct Marketing) of the company for not only being my external guide but also a mentor. She was there to support me in all the work I took up in his company and encouraged me to implement my ideas. Table of Contents Executive summary Company profile History 1 Organizational structure 21 Audi in India 24 Reviews of Audi’s car lineup 35 Comparing Audi, BMW and Mercedes 69 Industry analysis Automobile industry in India 77 Luxury Car Market in India 80 Recent trends and developments in luxury car segment 86 Analysis and interpretation Questionnaire And Data Collection 88 Which is preferred more Audi, Mercedes or BMW 93 Why an Indian customer would like to spend on a luxury car? 4 Findings and discussions Bottlenecks in the industry 103 Suggestions and Recommendations The 8 speed Tiptronic transmission is very good, and is much smoother in casual driving than the S-tronic, and it shifts just as fast (we’ve driven both). Audi tells us that the TDI will be following in year 2 for the A7, though we’ve driven it in Europe with the 3. 0TDI, and it’s quite simply amazing. Torque junkies, you want the 3. 0TDI. Connecting the front and rear axles is an all new Crown Gear center differential. This unit is more compact (lighter) and more efficient than the previous Torsen center differentials, and allows for more rearward bias than before. Its still 100% mechanical, but uses a different arrangement of crown and pinion gears, with the addition of mechanically activated clutchpacks to do its thing. Weve driven the A7 on ice and snow, and can verify that the crown gear center diff works exceedingly well. Off the line, the A7 launches firmly, certainly fast enough to excite your passengers and others around you. In Tiptronic mode, drivers will want to make quick work with the shifter lever to keep up with the relatively short ratios and quick revving engine. Audi says the A7 3. TFSI will run to 60 in 5. 4 seconds. We didn’t put a watch to it, but that seems about right, if maybe a little pessimistic. This car is really quick off the line, and the throttle to smile relationship is very close. Merging onto the highway, passing on 2 lane roads, and just general hooning are easy, and hugely fun. On the highway, the A7 has more than ample power for cruising at legal and beyond speeds. Because of the smooth and quiet natu re of the car, it’s all too easy to find yourself clicking along at speeds that the nice man in the

Financial analysis report- APDM pillbox logger Essay

Financial analysis report- APDM pillbox logger - Essay Example The following table highlights the breakup of all these costs. The sales are forecasted for three years for the period of 2012 till 2014. It is assumed that in the year 2012, the number of units sold would be around 100 units at the selling price of $1,000. The number of units sold is expected to increase by 50 units every year. There are also expectations that the prices of the electronic pillbox logger will be increased by 10% due to inflation. The detailed sales projections are outlined in the following table. The projected income statement of APDM has been formulated on the basis of its performance in the years 2011. All the items of income statement has been increased by 5% under current assumption which states that the performance of APDM will remain stagnant throughout the period of next three years as currently there are no bright hopes for the company to perform on a good note. The main area of concern for APDM is the level of discount that they offer to their customers. The amount of discount simply erodes the earnings and causes the company to suffer losses. If company somehow manages to reduce the level of discounts from thee customers, then there are chances that the company start performing operations with better profits and come out of the current depressing situation. The current income statement shows a net loss of $8,695 which is expected to be carried over for the next 3 years as there are no indicators which suggest that there are chances for the company to grow stronger. Under current assumptions, it can be said that the financial performance of APDM will consistently display the similar disappointing results. Even with the launches of new devices, the performance of the company would remain below par. The highlights of the income statement are given below: If the breakeven analysis of the product is taken into consideration, then it can be observed that under the current assumption of having 100

Case Stady#2 Study Example | Topics and Well Written Essays - 1000 words

Stady#2 - Case Study Example matter of concern, in respect with her Doctor’s advice for her to continue with working since it would help allay the spread of cancer: I would still let her retain her job, but would have to decrease the expected work load owing to her weak and now frail disposition. I would advice her students and colleagues not to put a lot of unnecessary pressure on her. 1I would also have another teacher ready on the standby-just in case the illness happens to take an unprecedented toll upon her, and which may require that she be rushed again back to the hospital. I would urge the school’s staff and the entire student community to accord her total cooperation and respectfully understand her plight. Finally the office staff must take pride in being overly kind, caring and attentive to the needs of the students, teachers and even parents (LeBlanc, 2009). 2In spite of the fact that she is currently ill but still determined with continuing with her work, technically, she still remains an employee of the school because she has found herself in a contentious position, not out of attaining retiring age or out of an act of misconduct; but rather from an unfortunate physical. Therefore a lot of consultation and research on my part must be carried out so that my final decision is informed by integrity and acceptable conduct of professional ethics. I would start with the ministry of education (U.S.) and find out what the ethics and academic duty and laws says about a scenario such as this. 2This is because: Members of a profession agree to maintain high degree of performance, to restrain self-interest, and to promote ideals of public service in the area of their responsibilities (Hamilton, 2002).Therefore it is necessary for me as the principal to strive not to be rash but rather exercise objectivity in my judgment, while not making worse the said teacher’s predicament. 3As I m, mentioned earlier in my introduction, this teacher is not just one of the best in school. She

Internal vs. External Validity in Research Coursework

Internal vs. External Validity in Research - Coursework Example There is often a tradeoff between internal and external validity, due to the fact that that the requirements of a high internal validity is the creation of a controlled and artificial setting for the research, which then limits the application of the results to the natural and real-life situations (Mitchell & Jolley, 2001). The attainment of a high internal validity of a research requires that the participants in the research are shielded from the extraneous factors that may change the relationship between the dependent and the independent variables. On the other hand, the extraneous factors are fully operational in the real-life situations, limiting the application of the findings of a research done in a setting where the extraneous factors were blocked. Therefore, there must b a trade-off between the internal validity and the external validity, such that internal validity is only high where external validity is low and vice versa (Isaac & Michael, 1971). 2. Is there a benefit in achieving a high level of one type of validity (internal versus external) over the other? Is there a way to design a study or series of studies to have high internal as well as high external validity? What would be the benefit? There is a benefit of achieving a high level of one type of validity over the other, based on the nature of the research in question. The level of internal validity achieved in the study is low, while the level of external validity attained in the study is high.

Culture aspect on human organ donation Research Paper

Culture aspect on human organ donation - Research Paper Example While there are no legal hurdles during the process of organ donation, there is a lot of skepticism among the potential donors. In countries like India and China, the main religions talk about the concept of rebirth and reincarnations. Hence, religious followers have developed a fear about donating the body parts after death (Woo, 1992). According to Daar (2000), in Islamic countries, the religion prevents the separation of organs from the body after death. However, a deep dive into the cultural traditions of these nations indicates that religion and culture are not actually against organ donation (Ogbonmwan, 2010). This study aims to identify the reasons that prevent people from organ donation and will try to find out if culture is one of the dominant factors that go behind the decision. The study is based on review of literature as well as the research undertaken on the topic of impact of culture on organ donation. The study will highlight the various insights through the review of literature and research about the way in which culture plays a role in making an impact on organ donation. Organ Donation, Culture and Religion The cultural aspect of organ donation is deeply influenced by the way in which culture influences religion. Hence, in most cases, the religious practices or beliefs have transpired as cultural beliefs. Here is a brief summary of what some of the major religious practices talk about the concept of organ donation. Islam and Organ Donation According to Islam, violating the human body is a forbidden concept but, at the same time, the concept of altruism forms a basic tenet of Islam. Hence, helping in saving the life is regarded as a noble concept. Therefore, based on this principle, many Muslim Law bodes have passed religious rulings that organ transplantation is entirely approved in Islam, such as by the UK Muslim Law body (Golmakani, 2005). According to Golmakani, the Islamic Jurisprudence Council of the Government of Saudi Arabia had approve d both live as well as cadaver organ donation in 1988. Countries like Pakistan, Egypt and Iran had also passed similar rulings (Einollahi, 2008). As per the research done by Einollahi in 2008, he felt that scholars approved of organ donation and even Islamic laws were passed in approval. However, even then many followers are not comfortable with the idea of organ donation, especially when it comes to the procedure of deceased organ donation. Einollahi’s research shows that among all the kidney donations carried out in Iran, only 13% were deceased donation. In Turkey, Kuwait and the Kingdom of Saudi Arabia, this figure was less than 25%. Hence, there is still some skepticism based on religion about organ donation. In addition, there is also some difference of opinion between the Indo-Asian Muslim scholars and the Arab scholars, where the Indo-Asian Muslim scholars are not much in favor of organ donation (Rady and Verheijde, 2009). Part of this concern could arrive from the nor ms for burial which states that the body should be buried within 24 hours, where as lengthy organ retrieval procedures may delay the norm (Gatrad, 1994). Therefore, while Islam as a religion does not have any prohibitions against Islam, followers are still apprehensive about the entire procedure. Christianity and Organ Donation Christianity as a religion endorses organ transplantation. The various branches of Christianity such as Anglican,

Personal reflective journal examining key positive psychological Essay

Personal reflective journal examining key positive psychological constructs - Essay Example Everyone wants to have the freedom to do the things they want to do, this is because everyone abides in the principle of pursuit of happiness. In happiness, humans find glory, peace and freedom. What does it need to be happy? Does a person need to be rich? Strong? Influential? I believe it is more than that. There are those who have everything in life, yet they are not happy. And there are those who could not eat three times a day but are pretty satisfied with their lives. Take for example the people in Middle East, they are being threatened by wars every day. Death, starvation and fear are common elements of their day to day lives, but they could still manage to dream of a bright future for them and for their families (Burke, 1993). Whenever I hear success stories of people from Middle East in television, I realize that life’s problems could be overcome by aspiration and willingness to succeed. It’s Tuesday already, prior to my critical point of realization: I was less of an ordinary person. There was nothing exciting in my life. I worked to eat, I ate to live and I lived because I had to. While it is true that humans mature as they grow, I thought that I was just going to stay psychologically and socially stunted for the rest of my life. I always wonder why soldiers sent to the most dangerous parts of the world still manage to laugh, play cards and drinks with their friends while on battle. Perhaps this is one of the tangible proofs that life is about psychological mindset and perception towards the world (Harris, 1992, p.185). I write for a major newspaper in one of the most progressive cities in the world. My editor once said that I was one of the best writers she ever met, and that I would be a very successful author someday. I really could not tell whether she was lying or not. Well, I don’t have the capability to tell other people’s emotions, feelings and sentiments. I do not have that much friends. While my readers keep on

Article Assignment Essay Example | Topics and Well Written Essays - 1000 words

Article Assignment - Essay Example In twenty four hours, nearly everything valuable had been removed. Later casual vandalism began, with windows being shattered, and parts torn apart. The car became a playing ground for kids (Wilson &Kelling, 1982). Simultaneously, the car in Palo Alto, California stayed intact for over a week. When Zimbardo went up and deliberately shuttered a part of it using a sledgehammer, soon after, onlookers began to join in for the vandalism. In a few hours, the vehicle had been spun upside down as well as completely vandalized. In both places the vandals seemed respectable, well dressed clean-cut whites. It is deemed that within a neighborhood like Bronx wherein history of property abandonment as well as theft are much more prevalent, destruction can take place very rapidly since the neighborhood sends out a ‘no one cares’ vibe. Related events can take place within any civilized neighborhood once communal barricades- the feel of mutual obligations and regard of civility-are let d own by actions, which suggests ‘no one cares’. An effective stratagem for vandalism prevention is to fix problems while they are minimal. Repair a broken window within a brief time and the inclination is that miscreants are less likely to smash more windows. Clean-up the sidewalk daily, and the inclination is for garbage not to amass. ... Additionally, taking a property that does not belong to you is equal to stealing even though the property does not have the owner. Another change to the policy within neighborhoods and public schools is that people should be encouraged to report to the police any properties that are left untended. Such changes would be productive because they will aid in preventing people from committing activities that denotes that crimes such as vandalism are not illegal. The changes to the policies will impart new attitudes and moral practices that deter people and young people in engaging in illegal activities. The changes to the policies will be difficult to enact in an already established culture that dictates that any unattended properties belongs to everyone and any can do as they please with such a property (O’Malley,2007). References Chappell, A. &Lanza-Kaduce, L. (2004). Integrating sociological research and theory with community-oriented policing: Bridging the gap between academics and practice. Journal of Applied Sociology/Sociological Practice, 21(6), 80-98. Kelling, G. & Moore, M. (2008).The evolving strategy of policing. Perspectives on Policing. 4. Retrieved November 21, 2008 from US Department of Justice, Office of Justice Programs National Institute of Justice, http://www.ncjrs.gov/pdffiles1/nij/114213.pdf O’Malley,T.J. (2007). Managing for ethics: A mandate for administrators.FBI Law Enforcement Bulletin, 66(4).Retrieved August 1, 2008 from http://findarticles.com/p/articles/mi_m2194/is_n4_v66/ai_19569535/ Shevory, T. (2003). Organizational structure in American police agencies: Context, complexity, and control. A book review.Albany Suny Press, 13(8), 287. Retrieved November 17, 2008 from

Personal reflective journal examining key positive psychological Essay

Personal reflective journal examining key positive psychological constructs - Essay Example Everyone wants to have the freedom to do the things they want to do, this is because everyone abides in the principle of pursuit of happiness. In happiness, humans find glory, peace and freedom. What does it need to be happy? Does a person need to be rich? Strong? Influential? I believe it is more than that. There are those who have everything in life, yet they are not happy. And there are those who could not eat three times a day but are pretty satisfied with their lives. Take for example the people in Middle East, they are being threatened by wars every day. Death, starvation and fear are common elements of their day to day lives, but they could still manage to dream of a bright future for them and for their families (Burke, 1993). Whenever I hear success stories of people from Middle East in television, I realize that life’s problems could be overcome by aspiration and willingness to succeed. It’s Tuesday already, prior to my critical point of realization: I was less of an ordinary person. There was nothing exciting in my life. I worked to eat, I ate to live and I lived because I had to. While it is true that humans mature as they grow, I thought that I was just going to stay psychologically and socially stunted for the rest of my life. I always wonder why soldiers sent to the most dangerous parts of the world still manage to laugh, play cards and drinks with their friends while on battle. Perhaps this is one of the tangible proofs that life is about psychological mindset and perception towards the world (Harris, 1992, p.185). I write for a major newspaper in one of the most progressive cities in the world. My editor once said that I was one of the best writers she ever met, and that I would be a very successful author someday. I really could not tell whether she was lying or not. Well, I don’t have the capability to tell other people’s emotions, feelings and sentiments. I do not have that much friends. While my readers keep on

Ema Essay Example for Free

Ema Essay The main reason for this is the radical changes put in place so rapidly with immediate effect. This resulted in lack of structure and consistency throughout the whole chain stores, as you gave each store manager to much autonomy to change the store i. e. decor, food menu etc. , the business culture values as a whole was lost and that was what made the business a success before. I understand some changes had to be made but not so drastically. The loss of business culture and lack of dimension of structure had a lot negative effect in the business especially demographic and sociology factor wise as regular customers dislike the changes and constant change in staff router, the reason for this was staff/managers never has any incentive target to work towards so they would leave after short while which causes extra expenditure cost. Some good ideas drawn from the case study but presented in a quite unstructured way Part b) In Study session 1 we introduced a series a metaphors to describe a business one of them was business as a culture which is a pattern of belief and expectation shared by the organisational members. These beliefs and expectation produces norms that powerfully shape the behaviour of individual and groups within the organisation. As you recruited new staff with no experience and gave managers freedom to change each branch to their liking it took away the business identity and culture. The cause of this is inadequate training giving to new staff and lack of knowing the root/history of the business. A good example is how Disney world recruit and trains their staff, after passing the first phase the second is enrolling at university of Disney land where they undergo forty-hour apprenticeship programme, employee learn about the history and philosophy of Disneyland, and the regulation and procedures that govern work. The way Disney recruits is essential to keep hold of the business ethics and culture. OK but make sure the TMA maintains focus on the set question. Another example by Drennan (1992), who proposed 12 key factor that shape the culture of the business some of these are: The influence of a dominant leader-the vision, management style and personality of the founder or leader in a business often has a significant influence on the value that the business tries to promote The history of the business – how things has always been done The customers of the business who are they and what they expect The reward system and the measurement of performance c) These factor (above) could be useful to you to address your business problems vague and general in the future if put in place other suggestions are: Practices: These are the rites, ritual and ceremonies of the business. These can take many forms, and would include the annual office party, employees and inner site completion (what does this mean? ). (as mentioned before) Physical form: these include location, open plan or individual plan or individual office. Not relevant in a restaurant. Communication: Stories of notable events in the past tend to become part of the culture of the business and can influence behaviour explain how this relates to the case. A common language: jargon is common to many business. It is a convenient short hand form of communication, but is also effect behaviour. Disney employees are â€Å"cast crew† while McDonalds employee are â€Å"crew Members†. You have to be careful to hold on to the facts of the case, and not to go off at a tangent. Part 2 One of topics I found interesting through reading and taking part in discussion (book1 TMA01 Activity 1. 3) through TGF, which was the concept of business culture whether a business culture can be changed. At first I thought how a culture integrates in a business metaphorically and the more I read and researched the more I understood the big role it plays in a successful business. Many cultural element of a business is not obvious, but there has been attempts in the academic literature to develop definition and identify influencing factors. It is possible to see, or feel, that one business is different from another, and that this involves more than just how it present itself to the outside world.. During our discussion on whether a business culture can be changed, I felt that as human we have to adapt to new cultures to understand each other so for a business is imperative for changes to be put in place to modernise the business culture where needed to evolve the business. Some key factors influencing culture are: Which industry or sector he business is in, and how much and what type of competition it faces The procedures and policies within the business – ever-evolving, but often a good indicator of underlying values. The reward system and the measurement of performance Good summary Where is your references list? Where is your word count? MARKING GRID Part I Maximum Marks Your Marks Question 1 (a) Identify the problems faced by Lodge Bistro that relate to the study session chosen Explicit identification of the study session chosen20 List of problems106 Why these are problems and how these affect Lodge Bistro1814 Total marks Q1(a)30 20

Strategic Human Resource Management (SHRM) of Sainsburys

Strategic Human Resource Management (SHRM) of Sainsburys Importance of Strategic Human Management in Sainsbury: Strategic human resource management (SHRM) is a proactive approach of identifying better support for employees in order to accelerate the performance or the actions they provide in accordance with Human resource management (cipd.co.uk). The responsibility of Human resource manager is recruitment to retirement process of the employees and two types of functions are Managerial and Operational. Managerial function includes Planning, Organising, Staffing, Budgeting, Coordinating, Controlling, and Implementing. And the operational function includes Planning, Recruitment, Selection Induction, Training, Performance Appraisal, Compensations, Promotions, Welfare to employees, Recreations to employees, retirement (allinterview.com). The role has intended to identify the potential skills on employees and to focus the performance they supply into development. The importance of performance management is to provide more effective personnel who will be able to increase product market competition, provide the opportunities to share organisations vision and that way they realize the vision, the opportunities for the line manager for the acceptance of accountability to make such decision. Able to understand the key decision which is down to the line manager and the supervision (Millmore, et,al 2007). The policies and practices of Human Resource Management must meet with strategy in order to adapt integrated competitive environment and with the immediate business conditions that meet in an organisation. The integrated strategic has three dimension approach to apply. which is means the relationship between Human resources management policies and practices with strategic management, importance of internalization of HRM on the part of line manager and the workforce into an organisation to foster commitment or an identity of interest with the strategic target (Beer at el., 1984). The importance, purpose and contribution of strategic HRM in an organisation or to the achievement of the organisational objectives are discussed hereafter. As a Human resource manager in Sainsbury I am defining my role in Strategic Human resource management. AC 1.2: Activities of Strategic Human Resource management in Sainsbury: Sainsbury as one of the biggest supermarket in the UK has its strategic human resource extended widely. It has very good policy of STRM. The processes of SHRM in Sainsbury are 1.2.1. Strategic recruitment application process: Sainsbury as big supermarket has its recruiting process online for reducing time frame. The recruitment and selection includes the application process of applicants name, address, postcode, date of birth with marital status, two references and their contact information, national insurance number, employment history, qualifications and cv. After the application process they use e-mail or telephone to contact the applicant about the process. Consider alternative position may be applicable for applicant. Sainsbury keep the information for the internal record. Fulfil the legal obligations. If the application becomes successful Sainsbury make a personal record for the applicant and contact the referees are provided by the applicant (Sainsbury.co.uk). 1.2.2. Training and development programme: Sainsbury has design its training and development programme very constructive way. They have segmented the programme in different steps. Step1. Induction training: The induction training programme is compulsory for everyone. It takes place during first two days. A basic introduction to Sainsbury about its value, legal and compliance rules includes health and safety and food safety. Step2. Foundation and training: It is compulsory for all colleagues to be skill at this. It takes place during first 12 weeks. An introduction to job roles description that includes all the basic is required to know how productively and safely the work is done in individual department. Step3. Intermediate training: The intermediate training is fundamental for everyone. It takes place once foundation level is signed off. It includes the timescales depend on the hours but it takes place during first 12 month. This is the stage of develop the job role and deliver the required performance standard. Step4. Advanced training: Advanced and training is for management and team leaders, the job experts who want to develop the next stage of the job. It takes place once intermediate level is signed off. This includes how to manage and supervise the role. It also signed off of the legal and compliance of the job in the first 12 weeks (sainsburys.co.uk). 1.2.3. Employment career programme: Sainsbury has designed and develop a standard employment and development programme very constructively for their staff according to the needs. Career and development programme includes Colleague discount card, Annual bonus scheme, Family friendly policies, Parental leave, childcare vouchers, Pensions, Life insurance, Save as you earn, Sainsbury share purchase plan, Career breaks, Sainsbury social association programme Award for long service (Sainsbury.co.uk) 1.2.4. Loyalty of employee: Loyalty of employee which is called a great place to work. Sainsburys Training and development and reward programme has made its employees to be loyal in the organisation. By performing the best of human resource, Sainsbury won CBI Human Capital Award on 12th of October in 2009. It has over  £80 million bonus payments for 127,000 colleagues to encourage and earn their loyalty (J Sainsbury plc.co.uk). 1.3. Contribution of strategic human resource management in Sainsbury: The contribution of SHRM in Sainsbury is very rich. Sainsbury as a developed supermarket has identified its Human resource management policy according to the objectives. Contribution of SHRM is mainly focuses the performance of Human resource management in Sainsbury. The contribution of Strategic Human resource includes 1.3.1. Company growth: Sainsbury has gradual opportunities to grow supermarket space. It has currently 16.1 percent market share in the UK as a whole. According to the developing plan, Sainsbury introduced 10 minutes drive to Sainsbury of 40 percent UK population by opening 38 new supermarket which almost three quarters are in the areas where they currently under performed(J Sainsbury plc.co.uk). 1.3.2. Increase of revenue: Sainsbury has its total sales (including vat, including fuel) up 5.1 percent to  £21421 million (2008/09:  £20383 million). Total sales(including vat, excluding fuel) up 6.7 percent. Underlying operating profit up 8.9 percent to  £671million (2008/09:  £616 million).J Sainsbury plc.co.uk 1.3.3. Satisfaction to the shareholders: Sainsbury has been able to focus on the perspective of its stakeholder interest. According to the integrity of stake holder involvement it has very successful achievement of stakeholder satisfaction. The achieve includes world leaders in Fairtrade (value of  £218 million), we are Green to the core, largest retailer of freedom food, Leader in HR and people management, Official partner of London 2012 Olympic games, Making a positive deference to our community ( £86 million for schools and clubs).J Sainsbury.co.uk Task 2 Task 2: Human Resource Planning in HSBC Bank 2.1: Analyse the business factors that underpin Human Resource planning in HSBC Bank Strategic HRM Strengths: The strength of strategic HRM in the HSBC bank is to identify the right people in the right place. Strategic HRM is to focus HR activities that HSBC practise in order to develop the organisation. The strengths of Strategic HRM is to apply in HSBC bank with great effort in order to bring the outcome satisfactory and make the company develop in HR practice. HSBC as world local bank has various factors that strength the Human Resource planning. Particularly in the economic down town HSBC has come with successful business factors which made it able to identify the sectors they were need to develop. As a Human resource Manager following the Business factors that I have underpin the Human resource plan is 2.1.1. Business Growth: The impact of Strategic HRM in the World giant bank of business growth is to practise the Strategic HR activities properly by the Managers, individual bankers, cahiers and by the customer service assistant. HSBC as world giant bank has newly opened a retail branch in Glasgow by spending  £2.1 million and creating 18 jobs across Scotland. HSBC regulatory committee has authorised a further investment of opening a new HSBC premium branch to open in Thailand in 2011(Enterprising news, 2011). 2.1.2. Locations of operation: HSBC as one of the giant local bank in the world has its Headquarter in London and it is appearing in 8000 locations in 80 countries and the territories are across Europe, North, Central and South America, the Asia-Pacific region, the Middle East and Africa. Particularly HSBC has 1500 branches across UK (HSBC, 2011). 2.1.3. Business change: HSBC as one of the world giant bank has gone through a radical business change by adapting online Banking system. Where consumer can do their business activities after the banking hours close. The online banking system has identified to make flexible and conducive service for customer. In online banking customer can easily transfer the money, apply for credit card, apply for loan, apply for mortgage and also can apply for job as well (HSBC, 2011). 2.2: Assessment of Human resource Requirements in given situation: HSBC bank has bought the Indian retail and commercial businesses of Royal Bank of Scotland (RBS.L) as the part nationalised UK bank it retreat from overseas markets. According to HSBC it would pay a premium of up to $95 million over the tangible net asset value(TNAV) of the business after the deal has completed probably in the fast half of the next (2011) year (reuters.com) 2.2.1. Government policy (Regional): Human resource management policies of HSBC bank in fact, Government polices about the employees of RBS in India over the Acquisitions has remained unchanged as the Royal bank of Scotland in India 83% is owned by the British Government (reuters.com) 2.2.3. Government policy (Education): To make more skilled and more productive employee in the organisation HSBC Strategic Human resource programme has started running online academies by what allows the personnel to make their personal development programme. The online academy provide self-assessment programme, exams to the users who will find out where the position of the employees in the organisation and match this against the skills of what position they can look for (personeltoday.com). 2.3: Develop a Human resource Plan for HSBC Bank: HSBC as one of the biggest Bank in the world has its Human Resource management is very rich. It has to develop a human resource plan for its Human resource performance. Here I am as a Human resource manager of HSBC bank creating a Human Resource plan. 2.3.1. Organisational Objectives: HSBC as world local bank its plan must be based on SMART (Specific, Achievable, Measurable, Realistic and Time based). In terms of supplying best service all staff must be concern with objectives. 2.3.2. Selection and Recruitment: Selection is the initial stage of identifying the right people need for the organisation. After the selection process recruitment process must be based on the organizational structure to avoid the unwanted position. 2.3.3. Employee Development: Employee development plays a major role in the organisation. In HSBC bank there is a need for regularly revising Training programme. In average HSBC spends  £600 per employee on training programme delivered in 16 training centre worldwide. Here in the United Kingdom about 173,000 learning days so far recorded with around 33,000 employees attending face to face training (Thinking made easy, 2009). 2.3.4. Retention: Retention planning gives the chance to keep the skilled personnel in the organisation for long period. Developing a promotion and career plan aspect must be taken in order to avoid potential recruitment in the organisation. 2.4: Critically evaluate how human resource plan can contribute to meet HSBC bank objectives: The contribution of Strategic Human resource plan is to increase human resource activities performance in the organisation. It plays a vital role of providing the effectiveness in its action in order to improve the business performance. It attempts the link between personnel management practices and such as hard outcomes as profit (Millmore et,al 2007). The stages of contribution kept by human resource plan are defined below. 2.4.1. Improve performance: The contribution of Human Resource Management in the HSBC bank is to improve HR activities in the organisation. It is to identify in what are need to be develop or need to improve in order to provide extreme performance. 2.4.2. Business case (cost): The contribution of strategic human resource management is to reducing the cost of unwanted expense in HR practice. Minimising the cost is one of the key element of practising extreme human resource activities in HSBC bank. 2.4.3. Succession planning: HSBC has one of the key objective of Managing Growth is a strategic plan of implement formal and friendly behave between staffs. By what they understand that they can have skilful and perspective people in the organisation (Thinking made easy, 2009). 3.1. Explain the purpose of Human resource management in HSBC Bank: The purpose of human resource management in HSBC bank is in very wide perspective. It has mainly to identify and reserve the Human Resource activities in the organisation. The policies of HR in HSBC bank are 3.1.1. Health and Safety: HSBC bank put great importance on Health and safety to make sure that a safe environment is exist in the organization the measure of risk may arise from possible terrorist attack, the environmental disaster to fire, accident and diseases.. HSBC has encouraged its employees to take health and safety as a part of their own responsibility (Thinking made easy, 2009). 3.1.2. Equity and diversity: In HSBC bank Equity and Diversity programme is practised with lots of integrity. To develop the best diversity practice HSBC introduced locally the strategy of diversity Toolkit programme in 2004 in Hong Kong. To enhance the consciousness of the issue and develop a database of cultural and business etiquette HSBC introduced an interactive diversity competition on the employees intranet in Hong Kong (Thinking made easy, 2009). 3.1.3. Bullying and Harassment: HSBC as the world local bank has put the individual specific employee policies are imposed by the legislation and the regional cultural norms. All personnel are accountable for behaving colleagues with respect and dignity for creating the atmosphere free from Discriminations, Harassments and Victimisations. Unable to be abided by the policy may be subject to disciplinary procedures (Thinking made easy, 2009). 3.1.4. Working time and time off: HSBC bank has statutory requirement working hours and leave. Most of the staffs are required to work maximum 48 hours average in the working week. Any agreements must be writing and signed by worker. The bank has made detailed regulation on maximum rest period. The employees are entitled to take maximum of 5.6 weeks paid leave a year. The employees are also entitled to take, paternity leave, maternity leave, parental leave, abortion leave and the leave for family reason (hsbc.co.uk). 3.2. Analyse the impact of regulatory requirements on Human Resource policies in HSBC bank: The impact of regulatory requirements on Human Resource policies in HSBC bank is very important and essential for proper practice of regulatory policies and abides by the rules. It has emphasised on exercising Employment legislation and legal and regulatory requirements including pay, discrimination, equality employment right and responsibilities. The impact of regulatory requirements policies in HSBC bank are discussed below. 3.2.1 Sex discrimination act: Under the sex discrimination act 1995/1997 it is illegal to discriminate against someone o grounds of their sex (including gender re-assignment) or marital status (including civil partnerships) or on grounds of their actual and perceived sexual orientation. No one can discriminate because of the pregnancy or maternity (hsbc.co.uk). Race relation act: Under the race relation act 1992 it is illegal to discriminate against someone on grounds of Race, Colour, Nationality or Ethnic minority origins or on the grounds of their religion or philosophical beliefs. Anyone become failure to be abided by the rules would be faced proper action of termination (hsbc.co.uk). Employment act: under the employment act 2008 HSBC has introduced the basic employment law to the staff. The recruitment law cover the discrimination on number of grounds is illegal for instance, race, sex, age, disability, sexual orientation. Part time employees have the right to be treated with full respect as the full-timers have. Employees must deduct for NI and tax contribution from their wages, and pay them to Customs HM revenue under pay as you earn. Dismissing someone is automatically unfair and discriminatory if the dismissal is due to pregnancy or any reason to do with the childbirth (hsbc.co.uk). Task 3 Task 3: Review Human Resource Management in British Airways 4.1. Analyse the impact of organisational structure on the management of Human Resources According to Mintzberg (1979; Mintzberg et al 1998) there are two basic approaches to the formation of organisational structure, the contingency approach and configuration approach. The contingency approach of the structure of an organisation will depend on factors like the nature of the business and its strategy, its size, the geographical span of its activities, its age and history and the nature of the environment. He argues that rather than adapting the contingency approach it is sometimes better to base structure on configuration approach, factors like span of control, the need for formalization centralization and decentralization and planning system should be logically configured into internally consistent grouping (Stonehouse Campbell, 2004). Organisational structure is form of model which indicates the segmented management level and the imposed responsibilities belong to individuals. Impact of strategic HRM on the British Airways organisational structure is to set up a frame work in the favour of reducing unwanted vacancies, make positive and constructive formation in the organisation. Organisational structure of British Airways has given below. Geographical Impact: British airways as one of the biggest airline company in the world have great impact of its operation in all over the world. The organisational structure has big influence on running the Human resource in the company. Strategic HR and its function are involved with the company in order to make proper recruitment process to the promotion in that organisation and employ the right people in the right place. In terms of reducing the unprofitable routes and make the productive practice of Strategic Human Resource. Centralization impact: Centralization of British Airways organisational structure can put huge impact on its operation. British Airways business which is value adding activities can be highly impacted and effective by practising centralization of its organisational structure. The decision making process of centralized structural activities can produce the competitive market for British Airways. British Airways Organizational Structure (the official.com) 4.2 Analyse the impact of British airways organisational Culture on the management of human resources: Organisational culture: Organisation culture is the key element of management practice. In the aspect of organisational life culture keep a central and dimensional location in the organisation. Organisational culture sometimes perceived an explicit attention by how people think about the company, the value and the ideas how guided by the meaning and the belief of a cultural nature. Managing the organisational culture is important and the perception of it understand by the corporate world can develop the cultural practice and the performance (Alvesson, 2002). Organisational culture is the form of cognition and ideas, ideologies and the value of the organisation internal behaviour. This is kept in people mind when they work for British airways. Nurture the aspect of organisational culture in mind practise the responsibly is the progressive way of developing human resource in British airways. The relationship between culture and HRM functions: The relationship between culture and HRM function is very common and internally linked. HRM function includes Resourcing, Development, performance management, pay and conditions and employees relationship has the contingency approach to each others. The functions of HRM and the culture are practised at the same time to develop and exercise the Strategic Human resource management in the organisation. British airways can be idealised with this practice of cultural HRM functions to make en effective Human resource in the organisation. 4.3. Examining how the effectiveness of Human Resource management in British Airways: The effectiveness of Human resource management is to improve the existing business in BA. Human resource management strategy, human resource policies and Human resource operation is to provide the competitive advantages in the organisation. The contribution of HRM is to provide the achievement for organisation, help to acquire BA goals, reducing the cost, and increase the benefit by practising it. Organisational goal: Strategic human resource has identified the several field of effectiveness in BA. BA has the goal to develop customer focused and the performance of HRM that offer rewards for individual performance but also the recognition of different employee in the business has different demand in terms of benefit, Training and development (2009/2010 annual report) Human resources efficiency: Human resource efficiency means the activeness of the operation is provided by those people who are working for BA. British Airways has total manpower of 36832 across the operation which is the reduction of 3800 staff in the previous year (2009) all on voluntary terms. To improve the business BA has finished restructuring of the management in order to increase accountability of the business. It is now exploring the new way of boost the efficiency in staff to get better value for consumer by focusing the improvement of employees engagement (2009/2010 annual report). Performance Indicator: Performance indicator is a process of identifying the individual employees activity measurements. BA have the right Human resource leader of right support with motivation to create high performance HR culture, that means the managers may involve with the employees to get high class productivity. To measure the individual performance the surveys report will be introduced quarterly and include the engagement index by what managers can track and take the action (2009/2010 annual report). 4.4. Make justified recommendations to improve the effectiveness of Human Resource management in British Airways: British Airways is the UKs high profile and largest international scheduled airline. It flies the consumer at convenient times to the best located Airport around the globe. British Airways is the world leading global premium Airline with 144 Boeing, 84 Airbuses, 3 Avros and 7 Embraer E-jets. It has one of the world biggest structural and multicultural infrastructures around the world. Proper implementation of Human Resource practice can bring the effectiveness and the outstanding productivity in that organisation. This can help BA to achieve its target market and expected goals. Justified Recommendation: The effectiveness of strategic Human Resource management in BA is to perform the organisational performance of combination with strategic structure and the strategic cultural programme in order o provide better service to the customer. The effectiveness of the theory to adapt and implement existent structural and cultural exercises by utilising the resources it has to bring the improvement in the practice of human resource in the organisation. Regular monitoring programme, Reporting and Meetings could be very effective way to justify the performance of Human resource in British Airways in terms of improving the effectiveness. Benchmarking HR performance: Internal performance programme standard can be the effective way by looking at the comparative HR performance of others Airline Company of the same categorical or the look at the similar Airline Company that is providing the same service in the industry. British Airways can have in effect, the existence strategic HR groups by benchmarking against similar Airline Company rather than the individual. BA may be performing badly and loosing the competitiveness against others Airline organisations that can justify customers needs in different way.