Orginzation change in puplic sector Essay Example | Topics and Well Written Essays - 750 words

Orginzation change in puplic sector - Essay Example According to the research, it is evident that, the organizations in public sector required more sustained and deeper change process (Bell, 2008, p.22). It is identical from the case that, due to several reasons, such as inadequate attention to several organization systems, absence of change management competence and flawed guiding theory of change; the organizations within the public sector is failing to implement successful change process. Inadequate independent variable understanding within the management is affecting the change process in the public sector organizations. Kurt Lewin’s organizational change theory can be applied in this study to propose an effective change process to the public sector organizations. The objective of the study is to evaluate the opinions of the authors regarding the change process and theories in the public sector organizations. Critical Evaluation Several authors have presented different views about the implementation of the organizational ch ange process. This part will critically evaluate the opinions of hose authors and will find out strengths, weakness and negative and positive points on the opinions. Lau, Osborne and Gaebler have argued that, due to lack of focus of government leaders, the organizations of public sector are not able to implement the change process effectively. ... Change management is a key competitive strategy that needs to be implemented for a specific period of time. Moreover, it is true that lack of understanding of independent variable within the management can affect the change process. Implementation of Change process Before applying organizational change process, it is important to understand the reason behind change and effectiveness of the change process (Buchanan and Huczynski, 2010, p.86). Depending upon the present situation of the organization in the public sectors, application of the Kurt Lewin’s organizational change process can be effective. Kurt Lewin’s organizational change process This process includes three stages, such as unfreezing, refreezing and change. Unfreeze process refers as the preparation of organization change process. Refreeze stands for shaping up the change process. Move or change includes the effectiveness of the organizational communication process (Appendix). Unfreezing In this stage the pub lic sector organizations need to determine and understand the change process. An in-depth research work is necessary by the consultants in order to implement the change process (Buelens, Sinding, Waldstrom, Krietner and Kinicki, 2010, p.98). The organization should implement this change process in the domain of manufacturing procedure, domain of training programmes and development. Effective unfreezing process will help the public sector organizations to develop overall communication system and organizational structure. The top level management of the organizations should involve in this change process along with the appointed consultants. Refreezing In this stage, the appointed consultant should anchor the change process into the culture of public

General Beauregard and his early life leading up to the Civil War Essay

General Beauregard and his early life leading up to the Civil War - Essay Example During the first four years, after moving to New York, he learnt English as a second language, starting at the age of 12 years. After leaving school, he joined the US military academy at West Point, where he learnt a lot to do with the military and war (Eicher and Eicher 37-42). One of his instructors at the military academy was Robert Anderson, who was later appointed as the commander for Fort Sumter, and left the position for Beauregard after the start of the Civil War. While at the military academy, Beauregard dropped his first name, and started using Beauregard as his first name, and Tounant as his middle name. After his term at the military academy, he graduated at second position from the 1838 class, earning distinction as a military engineer and an artilleryman. Beauregard’s early years in Army career covered his service as an engineer under the command of General Scott, where he was appointed as the brevet captain, for the battles of Churubusco and Contreras; he was al so appointed as a major during the Chapultepec. He was among the first soldiers to move into Mexico City, but returned in 1848 (Eicher and Eicher 37-42). After his return, he spent 12 years he engaged in the Mississippi and Lake Defenses, while working on the construction of new and in the repair of forts along the Florida Coast and Alabama. Beauregard’s impact during the Civil War Beauregard’s presence and participation in the civil war was massive. His engagement started after he moved from New York to New Orleans, where he started offering advice on military operations to the local authorities of the area. The advice he offered included that on the need to strengthen different forts, which would secure the area from Mississippi attacks (Eicher and Eicher 37-42). After the appointment of Braxton Bragg as the commander, he was offered the post of a colonel, but preferred working as a private for the Orleans Guards. Later, he was appointed to head Charleston’s d efenses, and due to his qualifications as a military engineer and a leader, he was appointed as the first general officer in charge of the Confederate states. He also worked as a brigadier general with the transitional army of the Confederate states in 1861, and was later ousted to the post of a full general. While working at the different roles at the different areas, Beauregard facilitated the operations of the confederate states and also commanded major military activities. After his arrival at Charleston in 1861, he caused one of the most memorable victories, after his men made the first hits that marked the culmination of the civil war, forcing Anderson to surrender Fort Sumter on April 14. Following the successful attack, he received a heroic treatment, and for that matter, was placed in charge of Alexandria's line, to guard against the federal offensive that was expected from Brig’s forces. During the first Bull Run battle, he was working together with McDowell, and af ter the success of the multi-force excursions, he was acclaimed for his input and was recommended for promotion to the post of a full general. After the success of the attacks, he played a key role, together with William Miles in the creation of the Confederate Battle flag, which made the flag the confederation’s most popular symbol (Eicher and Eicher 37-42). Beauregard played a critical role in the planning of the surprise attack staged against Grant’s Army, nearly ending in victory. However, his planning

Epilepsy and Type 2 Diabetes Mellitus: Case Study

Epilepsy and Type 2 Diabetes Mellitus: Case Study People with chronic and complex conditions are usually characterized by complex causality, multiple risk factors, a long latency period, a prolonged course of illness that cannot been cured, and functional impairment (Wilkes, Cioffi, Warne, Harrison, Vonu-Boriceanu, 2008). These people are often treated by primary care professionals such as the community care. Community care plays a key role in our health system; it can avoid patient readmission to the hospital, reduce healthcare costs, and make patients feel more comfortable when they have treatment at home (Wilkes et al., 2008). In the case study, Jessica is suffering epilepsy and Type 2 Diabetes Mellitus, which affects her daily life and her self-care behaviour. As a community care registered nurse (RN), I will promote Jessica’s knowledge about her chronic illness and health history, perform nursing assessments, and support her and her family with regard to her continuing nursing care. My primary goal is to improve Jessica ’s health condition and help her maintain her normal daily social and career life style (Lubkin Learsen, 2013). As an RN, on the first day visit with Jessica. At the beginning, I will establish therapeutic relationship with her by communication and also observing her facial expression, body language and listening voice tone. Arnold Boggs (2011) stated the foundation of nursing skills are approaching to therapeutic relationships and good communication in nursing practice and identifies trust, respect and honesty which are guiding professional actions. Meanwhile, her health history needs to be obtained by using oral communication skills, such an interview with her and her partner, without any judgment and by using open-ended short questions (Lubkin Learsen, 2013). In addition, the RN need perform a physical examination that includes general observation and checking BP, pulse, temperature, BGL, height, and weight. The information obtained during this phase contributes to an overview that identifies Jessica’s current and past health state and provides a baseline assessment to evaluate fut ure changes (Brown et al., 2014). It is important for the RN to indicate Jessica’s past and present medical conditions and treatments, which can create a suitable care plan and provide unique care. Ekman et al. (2011) believe all care providers should create personalized nursing care to people with chronic illness and help them to achieve their individual goals. The research shows epilepsy is the most common serious chronic neurological disorder of young people, with public misinterpretation inducing fear and social stigma, which leading to prejudice and discrimination in school, workplace, and community (Coker, Bhargava, Fitzgerald, Doherty, 2011). As a RN should educate Jessica by explaining the pathophysiology of epilepsy; for example, McCance, Heuther, Brashers, Rote (2014) state that â€Å"seizures are the abnormal discharge of electrical activity within the brain; the epilepsy is repeated recurrence of seizure activity which results from underlying disorder of the Centre Nerves System (CNS)† (pp. 679). In the past, Jessica’s seizures have been infrequent, brief, and often well controlled by medication. However, she may also suffer from greater degrees of depression, anxiety, and be prone to the social and vocational limitations that the illness usually brings (Coker et al., 2011). Furthermore, there are many risk factor s that can cause breakthrough seizures; these include diet, medication withdrawal, and alcohol consumption. Jessica may not aware of such factors due to a lack of specific knowledge (Coker et al., 2011). At the moment, Jessica is starting to withdraw from her anticonvulsant medications and avoiding her GP’s advice by continuing to drive her car; she also went to a dance club and drank alcohol. All of these affect her health conditions. Jessica also has Type 2 diabetes, a common chronic multisystem disease related to abnormal or impaired insulin production, with high risk of macrovascular and microvascular complications that lead to illness or disability and death (Hicks, 2008). There is no specific research on the association of epilepsy and Type 2 diabetes, but studies have found that seizures can occur during diabetic ketoacidosis when the body cannot get enough insulin; meanwhile, in many cases, epilepsy-related seizures may be mistaken for the symptoms of hypoglycaemia (Schober Holl, 2011). The aim of treatment is to control her blood glucose level (BGL) between 4 to 7 mmol/L, which reduces the risk of diabetes complications (Hicks, 2008). Currently, Jessica’s BGL shows12.9 mmol/L because of poorly controlled diet and excessive weight, which presents a greater great risk of cardiovascular, kidney, and metabolic diseases. After explaining the two chronic diseases to Jessica, during the time as an RN, I will perform a nursing assessment that includes a neurological observation assessment, nutritional assessment include regular BGL checks, behavioural assessment, and psychological assessment. Neurological observation is the collection of information on a patient’s central nervous system and neurological status, incorporates monitoring of the patients level of consciousness, pupil reaction and motor function, and observation of vital signs (Brown et al., 2014). It is important to monitor Jessica’s neuron function due to frequent seizures, especially after being hospitalized with tonic-clonic coma and unconsciousness. Regular BGL checks will help with her awareness of her glucose level and encourage regular administration of her hyperglucagonemia medication. The aim of intervention for Jessica is to control her high BGL and assess her normal diet, which can reduce diabetes complications so t hat she can achieve the quality of life she desires. Research has found that to control chronic complications from diabetes, a patient needs good self-care behaviours; for example: healthy diet, regular exercises, weight loss, taking medications as prescribed, blood sugar monitoring, and good support from family (Huang, Hung, Stocker, Lin, 2013). Behavioural assessment can help monitor her health condition and achieve goal setting, problem-solving, and medication adherence. The nurse can provide an accessible, relaxed environment to help Jessica focus on what she can do rather than what she cannot do, and act as a channel for her and her partner to discuss their fears and anxieties associated with her chronic illness (Welsh, 2008). She also told her GP that she did not need any more prescriptions for her anticonvulsant medication. Studies show that withdrawal from epilepsy medication has significant implications for lifestyle and circumstance, and that the patient should stop drivi ng (Coker et al, 2011). As the result, as an RN I need to consider Jessica’s dilemma carefully as it impacts her independence regarding transport and that, in turn, impacts her employment and income, self-esteem, and quality of life. The nursing intervention can include broader aspects of care including assessing Jessica’s needs, providing advice on associated topics to help her understand her condition and the management plan, and asking her partner to join her care (Welsh, 2008). For example, her partner, Martin, should be aware of her health condition including driving, potential pregnancy, alcohol use, employment restrictions, and other safety issues. On the point of RN also provide referrals to other professionals such as dietitian, social workers, counselling services, and family support groups. The role of the community RN is not only managing a patient’s chronic illness, but also to seek more assistance or research to improve the effectiveness of patient cares (Chen et al., 2012). The research shows that education in combination with psychological intervention can support medication adherence (Dean, Walters, Hall, 2010). In Jessica’s case, the RN needs to understand the negative impact that psychological issues can have on her lifestyle and chronic disease management, for example the chronic disease may cause her anxiety, and depression. As the result, we might arrange for Jessica to attend some group meeting or study conference about young people with chronic diseases. The fundamental nursing requirements are skills in communication, listening, counselling, and teaching to support the patient and her family (Welsh, 2008). There are two priorities for the RN’s follow-up with Jessica. As we noticed that before the current seizure, Jessica had weened herself off her anticonvulsant medications because she wanted to become pregnant and is perpetually in noncompliance with regard to her diabetes. The aim of the community service nursing intervention is to improve Jessica’s quality of life through needs-led primary health care with a person-centred approach to her individual needs and create a treatment plan that will improve health outcomes (Ekman et al, 2011). As Jessica is of child-bearing age with epilepsy, she merits unique consideration. Because withdrawal her antiepileptic drugs will increase seizure frequency, as an RN will need to be informed when Jessica contemplates pregnancy and refer her to a specialist before conception. Meanwhile, an occupational therapist will assess any risks in her home environment; a counselling service also be needed. From this point, the RN should consider the patient’s needs and communicate with a multidisciplinary team (Lubkin Larsen, 2013). We will need to motivate Jessica to take responsibility for her own self-care by using motivational interviewing and health coaching to incorporate behaviour change principles that promote healthy activities (Lubkin Larsen, 2013). For example, as an RN need to understand and explore Jessica’s motivation for becoming pregnant and keep her current life routine by listening with empathy because her opinion and methods may be different than they would be with a person who didn’t have complex medical issues. This will empower Jessica, encouraging her hope and optimism to follow the current treatment plan as well as to consult other health professionals. The primary goal is to maintain good self-care attitudes that will enable Jessica’s knowledge and understanding related to her ability to successfully cope with the disease in her normal life (Coker et al., 2011). A study by Soubhi et al. (2010) shows that strong self-management programs are amongst the best evidence- based interventions for improving outcomes. Thus, promoting self-care will empower Jessica to make independent decisions. The result will be an improvement in her quality of life and a reduction of psychosocial problems. In conclusion, from a community nursing service perspective, the experience of care giving to Jessica with her chronic and complex conditions has been extensively addressed. Meanwhile, an RN with an increased understanding of Jessica’s experiences will gain greater insight into the care she needs to improve her health and provide more effective healthcare delivery in the community (Soubhi et al., 2010). References Arnold, C. E., Boggs, U. K. (Eds.). (2011). Interpersonal Relationships: Professional Communication Skills for Nurses (6th ed.). Missouri: Elsevier. Brown, D., Edwards, H., Lewis, S. L., Heitkemper, M. M., Dirksen, S. R., O’Brien, P. G., Bucher, L. (Eds.). (2014). Lewis’s medical-surgical nursing: assessment and management of clinical problems (4th ed.). Chatswood, Australia: Elsevier. Coker, M. F., Bhargava, S., Fitzgerald, M., Doherty, P. C. (2011). What do people with epilepsy know about their condition? Evaluation of a subspecialty clinic population. Elsevier Ltd: Seizure 20, 55-59. doi: 10.1016/j.seizure.2010.10.007 Chen, M. S., Creedy, D., Lin, S. H., Wollin, J. (2012). Effects of motivational interviewing intervention on self-management, psychological and glycemic outcomes in type 2 diabetes: A randomized controlled trial. Elsevier Ltd, International Journal of Nursing Studies, 49, 637–644. doi:10.1016/j.ijnurstu.2011.11.011 Dean, J. A., Walters, J., Hall, A. (2010). A systematic review of interventions to enhance medication adherence in children and adolescents with chronic illness. Arch Dis Child, 95, 717–723. doi:10.1136/adc.2009.175125 Ekman, I., Swedgerg, K., Taft, C., Lindseth, A., Norberg, A. †¦Sunnerhagen, S. K. (2011). Person-centered care-ready for prime time. European Journal of Cardiovascular Nursing 10, 248–251. doi: 10.1016/j.ejcnurse.2011.06.008 Huang, C. M., Hung, H. C., Stocker, J., Lin, C. L. (2012). Outcomes for type 2 diabetes mellitus patients with diverse regimens. Blackwell Publishing: Journal of Clinical Nursing, 22, 1899-1906. doi: 10.1111/jocn.12123 Hicks, D. (2008). Recent developments in the management of type 2 diabetes. British Journal of Community Nursing, 6(11). doi: http://dx.doi.org/10.12968/bjcn.2001.6.11.9458 Lubkin, I., Larsen, P. (Eds) (2013). Chronic illness: Impact and interventions (8th ed.). Burlington, MA: Jones Bartlett. McCance, L. K., Heuther, E. S., Brashers, L. V., Rote, S. N. (Eds.). (2014). Pathophysiology: The biologic basis for disease in adults and children (7th ed.). St. Louis, MO: Elsevier. Schober, E. Holl, R. (2011). Epilepsy in children and adolescents with type 1 diabetes. Diabetes Voice 56(2), 43-44. Retrieved from https://www.idf.org/sites/default/files/attachments/DV_56-SI2_Schober-Holl.pdf Soubhi, H., Bayliss, A. H., Fortin, M., Hudon, C., Akker, V. D. M., Thivierge, R. †¦ Fleiszer, D. (2010).Learning and caring in communities of practice: Using relationships and collective learning to improve primary care for patients with multimorbidity. Annals of Family Medicine, 8(2), 170-177. doi:10.1370/afm.1056 Welsh, M. (2008). The practice nurse’s role in the management of epilepsy. British Journal of Community Nursing, 6(3). Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/11923723 Wilkes, L., Cioffi, J., Warne, B., Harrison, K., Vonu-Boriceanu, O. (2008). Clients with chronic and complex conditions: their experiences of community nursing services. Journal of Clinical Nursing, 17(7b), 160-168. doi:10.1111/j.1365-2702.2008.02454.x

Odysseus, The Hero :: essays research papers

An individual’s characteristics are the key to their behavior. Homer’s The Odyssey takes place about 700BC in the Mediterranean, near Greece. The epic tells of a man who left his home twenty years earlier to fight in the Trojan War. His mission now is to make his way home to Ithaca. Odysseus shows good and bad traits throughout the epic that influence his way home .   Ã‚  Ã‚  Ã‚  Ã‚  (65 words) The courage and wisdom of Odysseus help him survive through the whole epic. For example, Odysseus kills the Cyclops while the giant is asleep, even though the monster ate two men minutes before (P.110). Odysseus has courage to stand up for his beliefs and never lets the opinion of others keep him from doing what is right. Some think Odysseus shows his courage throughout the epic because he is proud and does not want to leave any job unfinished. Furthermore, Odysseus by plugs the sailors’ ears with wax when going through the Sirens, whose sweet singing lures sailors to there doom (p. 141). Odysseus often hesitates before acting, because he uses reason to evaluate the situation, which saves him and his men many times. Odysseus knows that there is no progress without the wisdom to back it up. Using courage and wisdom throughout life allows a person to see greatness in life. As great as he was, Odysseus still had some weaknesses, most importantly that of his pride and sensualness, that prolongs his voyage back to Ithaca. This is clearly evident in the episode on the Cyclopes’ Island when Odysseus and his men are safely away from the island when Odysseus brags about his exploits making Polythemus hurl giant boulders almost sinking the ship (P. 114). This incident hurt Odysseus more than just losing a few men, because Poseidon makes his travel home very long and arduous. This proud characteristic shows Odysseus has a lack of respect for others and that he is selfish. Furthermore, Odysseus stays with Circe for one year before his men remind him of home (p.

Business report Essay

This report illustrates two ways that Virgin Atlantic Airway uses to invest successfully in Africa. The two aspects are business and local directions. These are based on company’s website, academic journals and newspapers. Business means companies should catch the opportunity to expend their business. Local means the company should be concerning about the local economic situation and the local people’s lifestyle, in order to let the local accepting them invest in Africa, therefore makes that Virgin Atlantic Airway invest in Africa successful. The two ways used by Virgin Atlantic Airway have been mostly successfully invest in Africa. If Virgin Atlantic Airway keeps considering about these two aspects to their investment program, it can make their investment program more successful than their current situation. 1. Introduction Virgin Atlantic Airway is one of the most famous airline giants in the world. Its successful investment in Africa is an important essential that makes this company reaches this rank. 1. 1 Background Virgin Corporation was founded in 1968 by Richard Branson in the United Kingdom. Until 2012, the Virgin Corporation employed almost more than 50,000 people over 50 countries in the world. Global branded revenues of ? 15bn ($24bn). Virgin Corporation is a transnational private company. In 1970, the Virgin Group has gone on to grow successful businesses in sectors ranging from mobile telephony, travel, financial services, leisure, music, holidays, health to wellness. Virgin Atlantic set up in 1984. The company has become Britain’s second largest carrier serving majority of cities in the world. In 1999. Virgin Atlantic started cooperation with South Africa Airways. At the same time, Virgin added a new airline flight to South Africa. In 2004, Nigerian investors and Virgin Group founded in Virgin Nigeria. However, Virgin, the major shareholders announced their withdrawal from the partnership in 2009. 1. 2 Purpose The purpose is explaining how successful Virgin Atlantic Airway investment is in Africa. 1. 3 Methods The method of this report is based on business and local perspectives to prove that Virgin Atlantic Airway makes a successful investment in Africa. 2. Findings and Discussion 2. 1 Business The growth rates of a number of African countries were achieving impressive levels with consistency. When transnational corporations choose to invest in Africa, business opportunity is one of the biggest reasons. In 2009, Virgin Atlantic Airway found a proper time when they moved into Africa. The economic achievements after Virgin Atlantic Airway moved in Africa included: Table 1 From 2003—2007 Virgin Atlantic Financial Y/E April 2003 2004 2005 2006 2007 PAX NO (cal year) 3. 8m 4. 3m 4. 4m 4. 6m 5. 1m TURNOVER ?1401m ?1272m* ?1630m ?1912m 2140m PROFIT/(LOSS) ?15. 7m ?20. 9m* ?20. 1m** ?41. 6** ?46. 8 (Source: From â€Å"Virgin Atlantic Airways – Company Overview,† n. d. ) The table shows Virgin Atlantic financial position from 2003 to 2007, it was increasing. From 1999, Virgin Atlantic Airway started investment in Africa. They found a new space to expand their business. From Table 1, from 2003 to 2007, their profit obviously increased from ? 15. 7m to ? 46. 8m. Especially, in 2006, the profit of Virgin Atlantic Airway almost doubled that in 2005. Furthermore, at the same time, Virgin Atlantic Airway invested in Nigeria which is one of the important reasons for the fast increase in company profit. Virgin Atlantic Cargo today announced revenues for the 2010/2011 financial year increasing 39 per cent to A? 224. 4 million (â€Å"Virgin Cargo sees 39% ,â€Å"n. d. ). In EMEA, sales increased 47 per cent over 2009/10. (â€Å"Virgin Cargo sees 39%,† n. d. ) In February 2009, SAA and Virgin Atlantic expanded their existing code-share. In March 2009, SAA offered additional flights and increased capacity on the route between Johannesburg and Mumbai. (â€Å"Market Overview – Travel,† 2010) Table 2 Overall ownership 51% Nigerian, 49% Technical Partner (Virgin Atlantic) 49% Virgin Atlantic Technical Partner (owned 51% Virgin, 49% Singapore Airlines) 11% Capital Alliance Leading private equity investor blue-chip investors/management 10% Dantata Leading industrial/services conglomerate based in Muslim North 4% Standard Trust Bank Largest Nigerian bank, â€Å"new generation† strategy 26% Other Nigerian institutional investors 17 other Nigerian insurance companies, banks, corporates, private equity firms. (Source: Fromâ€Å"Investment Environment in Africa,† 2005) This Table explains that the percentage of Virgin Atlantic invested in Nigeria. Virgin Atlantic is the major share-holder in Virgin Nigeria. In 2009, Virgin Atlantic Airway quitted from Virgin Nigeria. Virgin investment in Nigeria announced failed. However, Virgin Atlantic Airway invest in Africa had failed in some situation. In 2009, Virgin Atlantic Airway quit from Virgin Nigeria. From Table 2, Virgin was the major share-holder in Virgin Nigeria, Akpo. E (2013) states,† external factors include but are not limited to poor infrastructure in Nigeria, conflicts with government’s aviation authorities as regards use of facilities and poor profit turnout†(p. 6). It means Virgin has a negative factor in choosing a place. Thus, Virgin Atlantic Airway should be concerning that knows what other international investment companies method about investment and management. If they have strengthen communication between company and the company, they can avoid failed in Nigeria and their business space in Africa will wider than now. 2. 2 Local The company plans to move into another country, the leader will consider the local problem first. When the local support the company that means the company’s investment program has succeed and has a good beginning. In 2004, Virgin Atlantic Airway invested in Nigeria, and the leader of Virgin has considered this issue. Lumess Talent Acquisition has executed across all of the business by Virgin Atlantic, which received 130,000applications from 2,200vacancies advertised every year (â€Å"Virgin Atlantic uncovers the best talent and cuts time to hire by 20%† n. d. ). Virgin’s investment in Africa started from 1999, Virgin Atlantic Airway got the supporting from local that Virgin Atlantic Airway had received 130,000 applications for 2,200 vacancies advertised annually. This way boosts international economic cooperation, and promotes the relationship between investment company and local. Moreover, investment in Africa has promoted the tourist industry of Africa because it can bring many business chances and enhance local economic. Brand new air crafts and a mix of expatriates and local employees was commenced operations by Virgin Nigeria (â€Å"The birth, the rise and the fall of Virgin Nigeria† 2013). High traffic growth occurred because the emergence of budget airlines and the booming economic climate in South Africa (â€Å"Market Overview – Travel† 2010). On the other hand, Virgin Atlantic Airway invested in Africa solve the problem of employment. Akpo. E (2013) states, â€Å"Virgin Nigeria commenced operations with brand new air crafts and a mix of expatriates and local employees† (p. 6). Recruitment of locals is one of the reasons that Virgin Atlantic Airway gets support from the local. Therefore, Virgin Atlantic Airway’s method is right to have achievement in Africa for the company. In this aspect, Virgin Atlantic Airway should be keeping the balance of local employees and service quality. If they perform regular inspections every month, they will solve the problem between local employees and service quality and keep of it. 3. Conclusion This report clearly states that Virgin is almost successful to invest in Africa. The reason is that they catch the opportunity to expand their business and consider about the local situation of Africa. Virgin can provide working opportunities to the local, and help the economics of Africa growth. Overall, Virgin is one of the best examples to demonstrate how well a company investment in Africa. 4. Recommendation and implementation As a company, investment is one of the most important programs. Companies should know about how to catch the business opportunities and cater for the local. Therefore, Virgin Corporation attaches importance to business and local. They catch a good opportunity for the investment program. However, in order to make Virgin Corporation become more successful investment in Africa. Accordingly, the following recommendations are made: If Virgin Corporation concerns about communicating with other local air company, the company will know more about the local situation and find more new partners. Virgin should not only communicate with their work partner because they need expanding in the future. If Virgin Corporation improves the ability of regulating conflict and keeping the balance with inner and outer. Virgin Atlantic Airway will not withdraw from Virgin Nigeria. For example, having a regular assignment to the employees can avoid poor employee attitude as a minus.

Feasibility Study Proposal Example

Business Proposal for Al Bustan Retail Facility (ARF) Prepared By: Dr. Munir Hourani Introduction Al Bustan Retail Facility (ARF) Business Proposal will define broad city-wide goals for sustainable development into focused, actionable, area-specific strategies to ensure the vitality of the central area of Abu Dhabi city and enable us to achieve our community vision Abu Dhabi 2030. The planning process will place an emphasis on ways to promote and improve mixed uses and quality future concept of a retail facility, service-oriented and affordable, transportation and parking management, and the quality and capacity of public infrastructure.Our intent is to identify, understand, and address current strengths and barriers to the creation of new futuristic retail facility development. At the same time we need to make the hard decisions necessary to facilitate the continued evolution and maturation of this vital and dynamic mixed use (ARF) facility. We will hire specialized retail consultan t to help produce and accomplish this study and put it in force. Feasibility Study Methodology Our Study will serve the objectives by addressing the future retail marketing concepts through utilizing and studying of the following trends: 1.Successful in international retail trends and retailing trends to attract the ‘new consumer'. 2. Creating new store (Future Stores) designs and concepts to engage consumers and drive profits. 3. Utilizing the latest in-store technology platforms to effectively create, manage and measure the in-store shopper experience. 4. Harnessing the power of innovative multichannel solutions to engage with new customers and increase the shopper experience 5. Maximizing the potential of social media to engage with the new consumer 6.Future Branding: Connecting your brand with today's consumer 7. Engaging with the regional consumer: Successfully introducing customer loyalty schemes to increase repeat custom, brand visibility and profitability 8. Capitalizi ng on the soaring growth of the grocery and FMCG market in the Middle East. Retail Feasibility Analysis A retail market analysis will help to determine strengths, gaps and opportunities for retail development and retention of ARF. Bearing in mind the following feasibility understanding: Abu Dhabi downtown is home to one of the most dynamic small downtowns in the UAE. ARF is one of the centerpiece of the community from a retail, dining, and entertainment perspective and widely regarded as one of the most successful mixed-use area. The ARF vicinity provides a variety of office, residential, cultural, retail, and institutional uses and is the undisputed center of new Abu Dhabi. * Over the past several years, the retail climate in Abu Dhabi has evolved. Major retail developments, traditional retail competitors and malls have added worthy competitors to downtown Abu Dhabi. Retail business has benefitted from the climate dominating Abu Dhabi island ( humid and hot ) most of the years roun d, to create the culture of shopping and entertaining in indoor areas. * Downtown Abu Dhabi is now at a crossroads of development. The community has enjoyed marked success since the boom of 1990s and does not wish to rest on those accomplishments. The recent recession has â€Å"complicated† the market forces at work in the country, resulting in store closures, reduced profits, and traditional retail churn.In Abu Dhabi all of this is happening at the same time that retail and dining destinations have expanded out of the traditional retail business. * As you know Abu Dhabi now is on the cusp of a new downtown master plan process that will provide detailed analysis of downtown and provide the chance to share this planned community expansion. Scope of Work We will be working on the following subjects or tasks to fulfill the Objectives of the study. The Scope of work will be limited to the following: 1. Review and understanding of prior Abu Dhabi retail market. 2.Overview of local and ARF vicinity retail capacity including: * Market definition * Market segmentation and demographic analysis 3. Analyze the existing retail mix and growth for the ARF, and the assessment of visitor versus local traffic. 4. Identify potential retail voids in the ARF area. 5. Recommendations to capture retail market opportunities, and reinforce customer base. 6. Marketing recommendations: to develop a series of new retail brand allocation (Franchises), marketing, business retention, and recruitment recommendations for ARF. Specific Deliverables: 1. Review of prior Abu Dhabi retail market Report. . Local and ARF vicinity retail capacity Report. 3. The assessment of visitor versus local traffic Report. 4. Identify potential retail voids in the ARF area Report. 5. Marketing Recommendations and new retail brand Recommendation Report. 6. Al Bustan Retail Facility (ARF) Feasibility Study Final Report; detailing the results of the tasks mentioned above, also including an Executive Summary of major findings. 7. An annotated presentation for sharing findings easily with stakeholders. Project Phases Phase 1: Review of prior Abu Dhabi retail market task, and Local and ARF vicinity retail capacity task.This phase will end with delivery of the mentioned tasks Reports. Phase 2: The assessment of visitor versus local traffic task. Identify potential retail voids in the ARF area task, nd Marketing Recommendations task. This phase will end with delivery of the mentioned tasks Reports. Phase 3: Feasibility Study Final Report; detailing the results of the tasks mentioned above, also including an Executive Summary of major findings. Project Duration This study will need 90 days for the purpose of executing all Business Proposal objectives.

The Assassination of Archduke Franz Ferdinand 1914

The Assassination of Archduke Franz Ferdinand 1914 The assassination of an Austrian Archduke was the trigger for World War I, yet things were so nearly different. His death set off a chain reaction, as  mutual defense alliances  mobilized a list of countries, including Russia, Serbia, France, Austria-Hungary, and Germany, to declare war.   An Unpopular Archduke and an Unpopular Day In 1914 Archduke Franz Ferdinand was heir to both the Habsburg throne and the Austro-Hungarian Empire. He was not a popular man, having married a woman who – while a Countess – was deemed far below his station, and their children had been barred from the succession. Nevertheless, he was the heir and had both interests in the state and state commitments, and in 1913 he was asked to visit newly annexed Bosnia-Herzegovina and inspect their troops. Franz Ferdinand accepted this engagement, as it meant his usually sidelined and insulted wife would officially be with him. Ceremonies were planned for June 28th, 1914 in Sarajevo, the couple’s wedding anniversary. Unfortunately, this was also the anniversary of the First Battle of Kosovo, the struggle in 1389 which Serbia had convinced itself saw Serbian independence crushed by their defeat to the Ottoman Empire. This was a problem, because many in the newly independent Serbia claimed Bosnia-Herzegovina for themselves, and fumed at Austria-Hungary’s recent annexation. Terrorism One man in particular who took particular umbrage at this event was Gavrilo Princip, a Bosnian Serb had devoted his life to protecting Serbia, no matter the consequences. Assassinations and other politically charged murders were not out of the question for Princip. Despite being more bookish than charismatic, he managed to enlist the support of a small group of friends, who he convinced to kill Franz Ferdinand and his wife on June 28th. It was to be a suicide mission, so they wouldn’t be around to see the result. Princip claimed to have originated the plot himself but he did not have trouble finding allies for the mission: friends to train. The most important group of allies was the Black Hand, a secret society in the Serb army, who provided Princep and his co-conspirators with pistols, bombs,  and poison. Despite the complexity of the operation, they managed to keep it under wraps.  There were rumors of a vague threat that reached all the way up to the Serbian Prime Minister, but they quickly dismissed.   The Assassination of Archduke Franz Ferdinand On Sunday June 28th, 1914, Franz Ferdinand and his wife Sophie traveled in a motorcade through Sarajevo; their car was open topped and there was little security. The would-be assassins positioned themselves at intervals along the route. Initially, one assassin threw a bomb, but it rolled off the convertible roof and exploded against the wheel of a passing car, causing only minor injuries. Another assassin couldn’t get the bomb out of his pocket because of the crowd’s density, a third felt too close to a policeman to try, a fourth had an attack of conscience over Sophie and a fifth ran off. Princip, away from this scene, thought he’d missed his chance. The royal couple continued with their day as normal, but after the display at the Town Hall Franz Ferdinand insisted he visit the mildly injured members of his party in the hospital. However, confusion led to the driver heading to their original destination: a museum. As the vehicles stopped in the road to decide which route to take, Princip found himself next to the car. He drew his pistol and shot the Archduke and his wife at point-blank range. He then tried to shoot himself, but the crowd stopped him. He then took poison, but it was old and simply caused him to vomit; the police then arrested him before he was lynched. Within half an hour, both targets were dead. The Aftermath No one in Austria-Hungary’s government was particularly upset by Franz Ferdinand’s death; indeed, they were more relieved he was not going to cause any more constitutional problems. Across the capitals of Europe, few other people were overly upset, except the Kaiser in Germany, who had tried to cultivate Franz Ferdinand as a friend and ally. As such, the assassination didn’t seem to be a major, world-changing event. But Austria-Hungary had been looking for an excuse to attack Serbia, and this provided them with the cause they needed. Their actions would soon trigger World War I, leading to years of bloody slaughter on a largely static Western Front, and repeated failures by the Austrian army on the Eastern and Italian Fronts. At the end of the war the Austro-Hungarian Empire had collapsed, and Serbia found itself the core of a new Kingdom of the ​Serbs, Croats and Slovenes.    Test your knowledge of the origins of WWI.

Washington Views on Factions essays

Washington Views on Factions essays George Washington is the most well-known American in history. The first president of the United States, his portrait has graced the quarter and the one-dollar bill. Our capital city and even a state have borrowed his name. After Washingtons second term as president, he decided not to run for a third term. He wanted to leave the country with some words of wisdom in hopes of guiding the country to longevity without his supervision. One of the most important ideas Washington offered to the country in his Final Address was to stay away from factions. Washington says that although factions are inseperable from our nature, they should be avoided (Farewell Address). Parties form because not only is it human nature to congregate with people of similar interests, but also because a group is more likely to change something in government than a single person is. In Washingtons cabinet, Thomas Jefferson and Alexander Hamilton constantly feuded because of differing views on the economy and the role of government in general. Washington must surely have realized that parties were forming; it prompted him to write about them in his Farewell Address. Washington thought of the divisions in government in different ways; one way was of sectional disunion. Washington urges that the public should indignantly frown upon the first dawning of every attempt to alienate any portion of our Country from the rest, or to enfeeble the sacred ties which now link together the various parts (Farewell Address). He then speaks of the fact that any kind of sectional thoughts could be harmful to every part of the country. Washington says that the North depends on the South for food, while the South depends on the North for ships to transport their goods. In addition to this, Washington says the West needs goods provided by the East, and the East needs wood from the West (Farewell Address). If any of the sections of the ...

Characteristics of an Effective Team Leader

Conflict arises from the differences, and when individuals come together in teams, their differences in terms of power, values, and attitudes contributes to creation of conflict. Without conflict, teams will not be challenged and will not perform at their optimum levels. When this becomes apparent, how should the team prepare themselves to face this challenge, and how should the team leader facilitate and resolve conflict? The purpose of this paper is to present the characteristics and traits of an effective team leader. We will also be discussing the different types of conflicts as well as the effective way of managing and resolving disputes among team members Discussion: Effective Team Leader Successful management requires more than just assigning tasks to the team. It calls for a leader who can inspire team members to achieve their full potential. People want to be guided by a person they respect; someone responsible and dependable and someone who has a clear sense of direction. More and more businesses are becoming international. Team members need to trust each other as well as trust each others expertise. They need to feel confident that the other members are doing their share, so that when the team finally pools their ideas together, a multifaceted solution results. Different countries have different cultures, ways of doing things and behaving. Leaders need to learn about these differences if they are to succeed. Being an effective team leader requires basic leadership skills. Leadership is becoming tougher and tougher and requires continued development. When times are especially tough, it is the purpose of the leader to cheer the team through it. It is the leaders job to remind the members of the team just what they are capable of getting done. The team leader is someone who provides guidance, instruction, direction, leadership to a group of other individuals for the purpose of achieving the team results. It is their job not only to ensure that the standards of their team are high and the tasks that have been assigned are being done, but also to ensure that the team spirit and morale of their team is kept. But good and effective team leader knowledgeable in managing conflict can result in benefits for a team. All leaders are not the same, but they share a common trait. They don’t lead in traditional â€Å"to-down† manner (Information. com). Tyrants can no longer effectively manage a diverse, highly-educated, flexible, and independent workforce. Business and team leadership in 21st is more a matter of influencing the culture within which work is done, in the pursuit of a shared goal. Inspiring teamwork is a skill that allows people the freedom to achieve new heights of accomplishment through effective use of the teams collective skills. In this way you allow people to fulfill their own destiny, their work becomes the vehicle that will allow them to achieve both their professional and their personal goals. A leader is not always the leader of a country or a ‘movement’. A leader can be in so many different walks of life, be it business, entertainment, sport, politics, charities etc. But, in whatever field, it seems there are these certain traits that characterize a good leader. True leadership is only developed by those who continually work and study to improve them. Even the so-called born leaders need to constantly work on self improvement.. Many of the studies of team leadership have employed a behavior oriented approach, derived from job analytic methods. In some of the earliest research on team leaders, McGrath (1962) outlined several functions the team leader should serve. Leaders perform a diagnostic function by monitoring team performance (and comparing it to accepted standards) and a remedial function by taking action to improve group performance. Leaders also perform a forecasting function by watching environmental conditions (and their potential effects on team performance) and a preventive function by attempting to avert the negative effects of a volatile environment. Zenger, Musselwhite, Hurson, and Perrin (1994) also took a functional approach to team leadership and used questionnaires, interviews, and focus groups to outline the practices and skills of successful team leaders. The team leader is typically a member of the team who provides guidance and support and has ultimate responsibility for the outcomes of the team. As such, the success of a team leader is often measured in terms of both the cohesiveness of the team as well as producing some tangible outcome. Interestingly, little systematic research has been conducted on the success factors underlying effective team leadership. In a separate article, â€Å"How to Be an Effective Team Leader† (Technology, 2004), it says that there are five characteristics of effective team leader (a) Coach, Don’t Demonstrate – demonstrating the task rather than to provide supportive direction, (b) Provide constructive criticism by communicating the good and the bad actions and providing clear suggestion to improve the assigned task, (c) Back off- show team members hey’ll get a fair chance to demonstrate what they can do without interference, (d) Try to be Positive – during hard time, regain team motivation by discussing with them what needs to be changed and listen to what they have to say, and lastly (e) Value your Group’s Ideas – consider each and every idea that your generate and encourage them to communicate their insights on a regular basis. Team Confl ict: Without a good team leader, the team could not function effectively and later on could lead to conflict between team members. The best way a good leader resolves conflicts is with communication, allowing everyone to express themselves, be open to criticism, and processes the ability to encourage compromise and negotiation. Conflict in teams is a significant contributor to poor performance, but seldom is it dealt with effectively. This section will help with a basic understanding of conflict and how to deal with it (Teambuilding. Inc, 2001-2007). Conflict. This is a word that causes most of us a great degree of discomfort, anger, frustration, sadness, and pain. Conflict arises from the clash of perceptions, goals, or values in an arena where people care about the outcome (Alessandra, 1993, p. 92). If the management of that conflict is not effective, it can totally disrupt the entire group process. The dictionary defines conflict as a struggle to resist or overcome; contest of opposing forces or powers; strife; battle. A state or condition of opposition; antagonism; discord. A painful tension set up by a cla sh between opposed and contradictory impulses. No matter how hard we try to avoid it, conflict periodically enters our lives. In the workplace, a simple disagreement between team members, if unresolved, may escalate into avoidance, inability to work together, verbal assaults, and resentment. In the worst cases, it may also lead to hostility and eventual separation from the organization. Many people and organizations view conflict as a negative, or something to be avoided. Yet conflict, differences, or disagreements are a natural result of people working together. Also, without conflict, teams can become complacent and not perform at optimum levels. The challenge then becomes, how should the team be prepared for this stage of their existence, and how should the team leader facilitate through it? (Cappozzoli (1995) and Alessandra (1993)) In some articles from the web, causes of conflict were itemized into eight possible causes. These are (a) perceived breach of faith and trust between individuals, (b) unresolved disagreement, (c) miscommunication leading to unclear expectation, (d) personal clashes, (e) differences in acquired values, (f) underlying stress and tension, (g) ego problem, and lastly (h) combination of the above (Teambuilding. Inc, 2001-2007). According to Cappozzoli (1995) and Alessandra (1993) some common sources of group conflict are: 1) values of team members, 2) attitudes of team members 3) goals / expectations – the processes and expected outcomes 4) roles and responsibilities of team members 5) limited resources 6) personalities 7) interdependency and 8) increased interaction (frequency). On the other hand, Thompson, Aranda and Robbins defined two types of conflict â€Å"A-Type; emotional† and†C-Type; cognitive†, Type-A, emotional conflict, involves interpersonal friction not related to the task and is considered harmful conflict, but Type C, task-oriented conflict, revolves around discussion and debates about the task itself, and can promote productivity. In our book (Langton, 2004), it was summarized into three variables communication, structures, and personal variables. It says that one of the sources of conflict is communication through semantic difficulties, misunderstandings, and â€Å"noise† in the communication channel. But communication is certainly not the source of all conflict. These are structures and personal variables as well. The structures includes the variables such as group size, degree of specialization in the task assigned to group members, jurisdictional clarity, member-goal compatibility, leadership styles, rewards systems, and degree of dependency between group. Personal variables, on the other hand, include the individual value system that each person has, and the personality characteristics that account for individual idiosyncrasies and difference (Langton, 2004, pp. 87-189). Other version of why conflict arises is coming from Stulburg (1987) Five-P’s of Conflict management :(a) Perceptions: People associate conflict with negative responses such as anger, fear, tension, and anxiety. Rarely do we perceive any benefits from being involved in a dispute. Our negative perceptions impact our approach in resolving conflict as we strive to eliminate the source of these negative feel ings. (b) Problems: Anyone can be involved in a conflict, and the amount of time, money, and equipment needed for resolution will vary according to its complexity. c) Processes: There are different ways to go about resolving disputes: Suppress the conflict, give in, fight, litigate, mediate, etc. (d). Principles: We determine the priorities of all resolution processes on the basis of an analysis of our fundamental values regarding efficiency, participation, fairness, compliance, etc. (e) Practices: Power, self-interest, and unique situations are all factors relating to why people resolve disputes the way they do. Stulberg proposed these patterns as an aid for formal mediators, but anyone dealing with conflict can benefit from understanding the elements common to disagreements. Furthermore, Conflict arises from the clash of perceptions, goals, or values in an arena where people care about the outcome (Alessandra, 1993, p. 92). If the management of that conflict is not effective, it can totally disrupt the entire group process. However the old saying that which does not kill us will make us stronger illustrates how successfully managed conflict can benefit the group. Conflict in work teams is not necessarily destructive. It can lead to new ideas and approaches to organizational processes, and increased interest in dealing with problems. Conflict, in this sense, can be considered positive, as it facilitates (a)the surfacing of important issues and provides opportunities for people to develop their communication and interpersonal skills, (b) motivating team to examine a problem they would have overlooked; (c) forcing them to re-examine a solution and be more innovative; and lastly (d) increasing team interest and energy, thus reinforcing solidarity and cohesiveness. On the other hand, conflict becomes negative when it is left to escalate to the point where people begin to feel defeated, and a combative climate of distrust and suspicion develops (A. F. Bowditch, 1997)Nelson (Nelson, 1995) cautions that negative conflict can (a) destroy a team quickly, and often arises from poor planning, (b) leading to crucial information being withheld and to work patterns being disrupted, (c) diverting team’s energy towards destructive ends, and (d) undermining their credibility in the eyes of outsiders and clients. Some high potential areas from which negative conflict issues commonly arise: (a) administrative issues, (b) people resources, (c) cost overruns, (d) schedules, and lastly (e) responsibilities. Team members can and should attempt to avoid negative conflict to occurring. With this information, negative conflict will therefore result to possible productivity and motivational loss to all employees. An effective charter covers areas such as the team’s purpose, goals, methods, resources, boundaries, commitments, and process checks. Properly constructed, it can provide a basis to work through the normal issues encountered by new teams and help them deal more effectively with the conflicts that are certain to arise (Thompson, Aranda, Robbins et al 253). In addition to the charter, the team should develop a good set of ground rules to guide the expectations for interaction of the group and the resolution of any conflict in the team. The ground rules should be clear and agreed upon everyone on the team. There are lots of more going on beneath the surface – with the organization, between and within teams and within individuals. The first step is to clarify the causes of the conflict. In other to identify these, some questions such as; Are there unclear accountabilities? Are there mismatched expectations? Are leaders clear at communicating what they expect? And have leaders provided the appropriate resources and sources to meet the expected organizational goal? should be considered. In ICRA Learning Resources(Fuente : Oomkes and Team, 1992) , it reviews the stages of conflict as (a) Nervousness – debate begins to get heated and opponents take different position, (b) Neurosis – views become fixed, opponents become the â€Å"enemy†. To â€Å"give in†at this stage means loss of face. Threats are made. ; and lastly (c) Combat- enemies becomes faceless, threats are often carried out, coalistion form, fighting may become physical. Conflict Resolution Nevertheless, if conflict arises, there are methods or key principles in resolving conflicts (a) take shared responsibility for the conflict, (b) recognize and appreciate differences among people, (c) preserve individual dignity, (d) listen carefully and with empathy, listen to understand, communicate, don’t debate, (e) be calm, don’t give in to emotional outburst or reactions, (f) vulnerability is the key to successful resolution, therefore open up and share your feeling, (g) don’t assume people are being difficult intentionally, (h) choose a safe place or person with whom you can vent and clarify the issue for yourself, (i) generate solutions and find agreement, and lastly, (j) follow up to assure resolution and modify as necessary (Conflict). Effectively managing conflict allows teams to stay focused on their goals. When it comes to teamwork, a persons ability to build relationships, work with others, and communicate effectively can be more important than his or her technical expertise (Dawson, 2005) Rayeski and Bryant (E. , 1994) recommended that we use Team Resolution process when conflict arises. Conflict should first be handled on an informal basis between the individual involved. This, they say, allow time for resolution or self-correction by the individual. But if this doesn’t solve the conflict, a mediator can be brought in to help resolve the situation. If resolution is not achieved the dispute should be openly discussed in a team meeting. A formal discipline process needs to occur, if resolution is not achieved after being addressed at the team level. The escalation process of the Team Resolution is as follows : a) collaboration –handling the new problem person to person(one on one)-Handle the new problem person-to-person. Use as many facts as possible and relate the issue to customer, team, or organizational needs. Be open and honest and conduct the session in a private setting. Document the concerns or issues, the dates, and the resolution, if any, and have both parties sign it. (b) mediation one on one with mediator, If collaboration did not work or was inappropriate, handle the problem with a mediator. The mediator must be trained in conflict resolution, understand policy and ethics, be trusted by the team, and have the ability to remain neutral. Gather facts and talk over the issue with the people involved. Bring up as many facts as possible and relate the issue to customer, team, or organizational needs. Be open and honest and conduct the mediation session in private. Document it and have all parties sign. A mediation is a process by which the conflicting sides call on a third party to help resolve their conflict. However, it is not the same as arbitration. Mediation can only occur if both parties are wiling to find a solution and if the mediator is respected by both of them. The role of mediator is then to make them aware of their shared interests. The conflicting parties keep control of the decision making process. c) team counselling handle the conflict at a team meeting; put the problem on the next agenda and invite the necessary individuals. The conflict is now a definite issue to the team. Collaboration and/or Mediation could not be done, were not appropriate, or did not work. Handle the conflict at a team meeting; put the problem on the next agenda and invite the necessary individuals. Again, bring up the facts, relate the issue to customer, team, or organizational needs. Be open and honest, discuss it in a private setting, document it, and have all parties sign it. Anyone on the team can put an issue or problem on the team agenda, however, this step should be used only after Collaboration, and Mediation has been ruled out. Another method approach to conflict management is Endelburgs 4 Rs Method as presented below: 1) Reasons- The causes or reasons for the conflict are explored and openly, yet respectfully discussed. 2) Reactions. Team members look at their own reactions to the conflict. If those reactions are destructive, rather than constructive, individuals can self-correct and take the necessary steps to recommit to team success. 3) Results. If the conflict is not resolved, what might happen? How might the team work together to resolve the conflict in a constructive manner? 4) Resolution. Which approach to conflict resolution could be used to effectively resolve the conflict? (Engleburg, 2003). On the other hand, ICRA Learning Resources also suggested Ways of Dealing with conflict: (a) Ignoring the conflict and living with consequences; (b) going into confrontation and fighting; (c) giving in, freely or under pressure; (d) negotiation –this is the best method when both parties stand to gain something, when both have some power and when they are interdependent; (e) calling in respected intermediaries as mediators; and lastly (f) referring to arbitration: this disempowers the team and may weaken it; always try to solve the conflict within the team first. Arbitration is done by an outside authority figure. They are called in to decide how conflict is to be solved. This is usually based on facts and the conflict parties’ rights. It is formal process. The conflicting parties relinquish all control on decision making process. This process is needed when some of the conflicting parties feel they stand to gain because of their rights concerning the issue and when other methods have failed. However, arbitration by outsiders have some disadvantages: (a) time may be wasted waiting for a suitable arbitration to become available; (b) someone form outside the team will only be concerned with the facts. They are not likely to know the deeper emotional factors, and lastly (c) communication can become strained within the team and members could take â€Å"side† which makes agreement difficult to reach. Leadership demands a delicate balance between sensitivity and authority, between the whole and the parts, between loose and tight leadership styles, between functional expertise and cross-functional excellence (width of knowledge), internal (creating value for organization and employees) and external (creating value for investors, customers, and society). † (Kotelnikov, 2008, p. 27) Understanding and appreciating the various viewpoints involved in conflict are key factors in its resolution. The best way a good leader resolves conflicts is with communication, allowing everyone to express themselves, be open to criticism, and processes the ability to encourage compromise and negotiation. Another way leadership skills are amplified is by the leader’s behaviour when problems arise and how conflict is handled. One minute the team leader may be a referee, the next minute, the role changes to coach, all in all, the group is looking for the leader to handle the conflict fairly. Maintaining the groups cohesiveness is an indirect reflection of the teams leader and conflicts can determine the effectiveness a leader has on the group. The ideal leader will â€Å"make people believe they have benefited from the conflict when â€Å"(1) a new solution is implemented, the problem is solved, and it is unlikely to emerge again, and (2) work relationships have been strengthened and people believe they can work together productively in the future. † (Bateman Snell, 2004, p. 443) Recommendation: Based on the above information, it is recommended that an effective leader is required to be a coach, provide a positive criticism, back off if necessary, try to be positive and values group ideas. An effective leader should also be able to be resolve and address conflicts within his team members. Not all conflicts are destructive, if resolved effectively it can lead to personal and professional growth. Team resolution process recommended by Rayeski and Bryant is a formal discipline process which an effective leader can use if resolution is not achieved after being addressed at the team level. Conclusion/ Remarks Leaders are people who write down goals and strive to achieve them. They understand the importance of goal setting and the example that they are teaching by doing this. We often hear the words â€Å"Great leaders are made, not born†. There are many well-educated and motivated people who lack the knowledge of how to lead people. You can test the effectiveness of a leader once conflict arises in his organization. An effective leader should be able to identify, manage, inspire and resolve the dispute to regain the stability of his organization. Thus, this is why leadership is a very challenging task. A good team leader should be able to articulate and communicate the team’s rules, goals and expected duties clearly and persuasively, while also being able to be diplomatic in the face of any conflict. By correctly positioning the individual member strengths and compensating for weaknesses, the leader can bring the team into a productive balance and harmony.

Week 3 Discussion Questions Essay Example | Topics and Well Written Essays - 1000 words

Week 3 Discussion Questions - Essay Example ide a chance to the companies to be invest into something new but will also allow for a chance where the competition can get together and build a bigger brand. This is a simpler mode where the competition can get together and work in cooperation with one another and builds a brand or product which is much bigger than what they could have build by themselves. This brand or product will allow for the companies to be sure of remaining a part of the market. 4. The position of CEOs in a company is one which brings along a number of responsibilities and even longer working hours to cope up with the needs of shareholders, media, government, lawyers and many more parties involved. With the decrease in the earning of the CEOs and the amount of work that they put into the businesses, it is not fair. This is majorly because people in the other fields like the movies and celebrities; earn much more for comparatively lesser efforts. One of the best examples would be to compare Oprah who earns as much as $200 million per year and the CEO of Oracle who draws as less as $ 1million as salary. This in comparison is not quite fair keeping in mind the efforts and the number of hours of work that is put in by each of these people. 5. Fraudulent activities in companies have been on a serious rise since the early 2000s. One of the most famous frauds was that of Enron. However it is important to understand that the company portrays itself to be in perfect line and in complete control and working within the law. Enron as has been seen has paid its audit fees and has kept up in terms of hiring lawyers for the company. However the company has worked on the basis of real time auditing which is not a very responsible move by the company or even the auditor and is in a lot of ways the major cause for the fraud. Hence it is important that the companies and auditors learn a lesson from this and avoid this type of auditing and to follow the traditional style of marketing to avoid the chance for

Case study analysis of technology and organizational choice at Essay

Case study analysis of technology and organizational choice at NHSDirect - Essay Example 497). This was done with the help of the system of job rotation that allowed variety to the employees within the limited framework. The setup of the organisation was such that the number of nurses exceeded the number of doctors and the general management of NHS. The case study showed that the nurses had been able to maintain the caring and human aspect of the organisation despite the automation in the processes in which they worked (Steinberg and Baxter, 1998, p. 149). The case also looks into the aspect of the knowledge in various domains in the organisation. The included the treatment specific clinical knowledge, the occupational knowledge of the doctors as well as the nurses and the managerial knowledge that is required to run the organisation in an efficient manner (Kovach, 1996, p. 120). The organisation had been successful in incorporating creativity, interface and realistic approach in the way how the knowledge was produced through the employees of the organisation. Thus paral lel to the technical knowledge that was required for the successful running of the technological processes of the call centre, the nurses ensured that the professional knowledge was also nurtured and the organisation was run based on the human values. ... According to the age old theory, people who work under a particular work set up are seen to be influenced by the process because it is the way the organisation would be able to optimise (Taylor, 2007, p. 11). In most of the call centre based services like banking, the employees do not have much liberty and flexibility because most of the work is predetermined by the decision making systems that is set up by the managers. However, in this particular case of NHS, the nurses did not let the technical aspect dominate the humanitarian facets of the work. Despite working in the call centre set up the nurses decided which patient should be addressed first rather than the frequency of visit of a particular patient. Therefore the entire work set up in NHS took place as per the judgement and discretion of the nurses (Checkoway and Doyle, 1980, p. 17). This was the big idea of the case study that challenged the orthodox theories of the labour process theories. Answer 3 In NHS Direct Nurses are getting themselves more acquainted with eHealth services which are positive in the healthcare services. EHealth provides interaction between patients and the health service providers in a much improved way. They use ICT-based tool i.e. information and communication technology based tool to assists the patients in diagnosing, prevention, treatment and health monitoring of the management. But it required expertise from the nurses to carry out the operations which they lacked. A nurse is like a knowledge worker. So they have to be supported for their role. They have to collect the clinical data, then structure it and transform them into information which is to be interpreted with the nurse’s speciality in the

Personal finance Essay Example | Topics and Well Written Essays - 500 words

Personal finance - Essay Example My concerns over the job market, the economy, and my student loan debt have led me to consider going to school for an additional year and earning a B.Ed. with teaching certificate so that I have a backup employment plan for the future. 1. Financial goals for the next 2 years (or until graduation with the 4 year degree). Monthly budget (show typical month to include a monthly pro-rate as needed (for each year). To some extent you have already done this. You can use spreadsheet following the basic outline of the budgets from worksheet #1 in the workbook. In a footnote add an explanation of any extraordinary items not contained in a monthly budget. After graduating, I have a two year grace period on my student loans to get settled, find a job, and begin building my career. It would make sense to start saving to build a cushion for emergencies and a base of savings to help cover bill payments. I will owe around $20,000 in student loans upon graduation, which I expect to pay off in 8 to 10 years. I have around $4000 in credit card debt from books, clothes, and other living expenses in school that I will need to manage. After graduation, I would like to travel for three months to Mexico and Latin America, and will budget around $4,000 to $5,000 in travel expenses for the trip. I expect to fund half of that through my own work and half through family gifts at graduation. In my first 2 years after college, I hope to receive a job paying in the $40,000 to $50,000 per year working for the company with which I did my internship last year. To date, I have applied but not heard back on my resume. With a budget of $40,000, I will receive around $2800 per mnoth after taxes for my budget: 2. Financial Goals for the next 8-10 years. Specific strategies to achieve them like income, major expenditures, saving amounts, and investment rate of return of targeted investments. Complete from information in worksheets and display on a spreadsheet for each year.

Effectiveness of Business Communication Essay Example | Topics and Well Written Essays - 1250 words

Effectiveness of Business Communication - Essay Example The essay "Effectiveness of Business Communication" paper aims to proffer pertinent issues relating to the analysis of business communication and the strategies to effectively communicate in teams by using the list of "Advantages and Disadvantages of Teams" that provides an example how teams have worked in one’s workplace. Communication is a process which aims to transfer and implement the meaning of symbols from one person, group or organization to another. According to Workplace Communication, â€Å"business communication is defined as the imparting or exchanging of information and the sharing of ideas or feelings. It entails the process of creating meaning†. The current paper aims to proffer pertinent issues relating to the analysis of business communication and the strategies to effectively communicate in teams. The manner by which individuals communicate in the work setting depends on various factors. Using the list of "Advantages and Disadvantages of Teams", the e xamples of how teams have worked effectively incorporated the common elements noted for a successful teamwork that included the following: increased knowledge and information; increased diversity of perspectives and views; increased tendencies to unanimously accept a proposed solution; and manifestation of higher levels of performance. In one’s work setting, for instance, it was clearly imminent and proven that the increased information and knowledge works well. A team has access to more data and share crucial information.

Design Human interfaces for Operating Systems Research Paper

Design Human interfaces for Operating Systems - Research Paper Example Since then super computers have been transformed several times, first to desktop computers, then laptops and now cutting edge tabs and pads, thus becoming widely used and an inevitable part of the human life. However, the science behind computers is quite enthralling and it makes a person wonder how exactly a machine is able to perform such complex tasks within mere seconds. First of all it is quite clear that computers do not understand human language, or High Level Language (HLL), and at the same time, humans do not understand machine language, which is basically in binary codes. Thus, it becomes clear that between the computer and the person or user, there needs to be a translator that can translate the languages in order for both parties to understand the other. In case of computer, this is done by the program translators, which consists of assembler, compiler and interpreter. Thus, it becomes clear that by converting high level language and program language into machine language, the computers can understand what the user tries to communicate, and similarly, by converting machine language into program language or high level language, the user can make sense of what the computer is c ommunicating. However, there still needs to be a platform where these communications can take place. This is where the operating systems of computers come into play, as it is them that provide a basic platform for the user to interact with the computer system through interface or human interface. Therefore, it becomes clear that the design of operating systems and human interfaces need to be done in a way that it enable maximum utilization to the user. An operating system is a software program, which facilitates the management of â€Å"hardware and software resources of a computer† and performs tasks including â€Å"controlling and allocating memory,

Business environment Essay Example | Topics and Well Written Essays - 1750 words - 3

Business environment - Essay Example In its mission, the bank endeavours to build strong markets in various parts of the world. In addition, HSBC aspires to build a strong customer relation that is keen in upholding excellent service delivery, sales and solutions. It is worth noting that the bank desires to achieve morally based long tern proceeds for all stakeholders. To achieve these objectives, the bank is keen in developing strong team players that will work to produce excellent results. A rewarding and challenging business environment is vital for any business to grow and as such the bank continues to develop a decent working environment for its workers. HSBC aspires to specialize in various banking groups by upholding a commitment to interior philosophies and banking values. HSBC bank is one of the leading banking institutions in Turkey in customer service. This lead is attributed to an excellent working environment for its employees and other stake holders. The working environment is conducive and friendly promoting excellence in customer service. In addition, the bank has over years created strong team players keen at creating service packages that will attract wider markets. The bank has invested greatly in technological innovations that have seen customer service taking place online. Indeed the bank has achieved its objectives despite few challenges that are common to other financial institutions. HSBC’s core responsibility is to provide financial services to its customers. It is for this purpose that the bank has continued to build a strong customer service that is keen at keeping the promise of high level service delivery and financial solutions amid the dynamic corporate environment. In its corporate social responsibility, the bank invests in the education of needy students at all levels of study. The bank also invests in other sectors of the

Design Human interfaces for Operating Systems Research Paper

Design Human interfaces for Operating Systems - Research Paper Example Since then super computers have been transformed several times, first to desktop computers, then laptops and now cutting edge tabs and pads, thus becoming widely used and an inevitable part of the human life. However, the science behind computers is quite enthralling and it makes a person wonder how exactly a machine is able to perform such complex tasks within mere seconds. First of all it is quite clear that computers do not understand human language, or High Level Language (HLL), and at the same time, humans do not understand machine language, which is basically in binary codes. Thus, it becomes clear that between the computer and the person or user, there needs to be a translator that can translate the languages in order for both parties to understand the other. In case of computer, this is done by the program translators, which consists of assembler, compiler and interpreter. Thus, it becomes clear that by converting high level language and program language into machine language, the computers can understand what the user tries to communicate, and similarly, by converting machine language into program language or high level language, the user can make sense of what the computer is c ommunicating. However, there still needs to be a platform where these communications can take place. This is where the operating systems of computers come into play, as it is them that provide a basic platform for the user to interact with the computer system through interface or human interface. Therefore, it becomes clear that the design of operating systems and human interfaces need to be done in a way that it enable maximum utilization to the user. An operating system is a software program, which facilitates the management of â€Å"hardware and software resources of a computer† and performs tasks including â€Å"controlling and allocating memory,

Effect of cashless police in nigeria Essay Example for Free

Effect of cashless police in nigeria Essay Vol. 1 (2), pp. 040-043, April 2013. Research Article Impact of Cashless Economy in Nigeria *Omotunde Muyiwa1, Sunday Tunmibi,1 and John-Dewole A.T.2 1 School of Computer Science, Mathematics and Information Technology, Houdegbe North American University, Republic of Benin. 2 Department of Computer Science with Electronics, Faculty of Information Technology and Applied Sciences Lead City University, Ibadan. Nigeria. *Corresponding Author’s email: [emailprotected] ABSTRACT This paper studied the impact of cashless policy in Nigeria. The policy was introduced by Central Bank of Nigeria (CBN) in December 2011 and was kick-started in Lagos in January 2012. Survey research was adopted with questionnaire as data collection instrument. Responses from the respondents show that cashless policy will increase employment; reduce cash related robbery thereby reducing risk of carrying cash; cashless policy will also reduce cash related corruption and attract more foreign investors to the country. The study, therefore, shows that the introduction of cashless economy in Nigeria can be seen as a step in the right direction. It is  expected that its impact will be felt in modernization of Nigeria payment system, reduction in the cost of banking services, reduction in high security and safety risks and also curb banking related corruptions. Keywords: Cashless economy, Cashless policy, Lagos State, Nigeria. INTRODUCTION Cashless economy is an economy where transaction can be done without necessarily carrying physical cash as a means of exchange of transaction but rather with the use of credit or debit card payment for goods and services. The cashless economy policy initiative of the Central Bank of Nigeria (CBN) is a move to improve the financial terrain but in the long run sustainability of the policy will be a function of endorsement and compliance by end-users (Ejiro, 2012). The CBN cash policy stipulates a daily cumulative limit of N150, 000 and N1, 000,000 on free cash withdrawals and lodgments by individual and corporate customers respectively in the Lagos State with effect from March 30, 2012. Individuals and corporate organizations that make cash transactions above the limits will be charged a service fee for amounts above the cumulative limits. Furthermore, 3rd party cheques above N150, 000 shall not be eligible for encashment over the counter with effect from January 1, 2012. Value for such cheques shall be received through the clearing house. All Nigerian banks were expected to cease cash in transit lodgment services rendered to merchant-customers from January 1, 2012. The policy through the advanced use of information technology facilitates fund transfer, thereby reducing time wasted in Bank(s). Wizzit, a fast growing mobile banking company in South Africa has over three hundred thousand customers across South Africa. Likewise, M-PESA was introduced in Kenya as a small value electronic system that is accessible from ordinary mobile phones. It has experienced exceptional growth since its introduction by mobile phone operator (Safaricom) in Kenya in March, 2007 and has already been adopted by nine million customers, which is about 40% of Kenya’s adult population. Wizzit and other mobile financial services including MPESA in Kenya are helping low income Africans make financial transaction across long  distance with their cellphones, thereby reducing their travel cost and eliminating the risks of carrying cash and also avoiding most banking charges (Akintaro, 2012). It is assumed that the proper implementation of mobile phones and other technologies can aid the implementation of cashless policy and hence, the growth of cashless economy in Nigeria. The introduction of the implementation of cashless policy (policy is program of actions adopted by government) began in Lagos State, Nigeria. Why Lagos? According to Central Bank of Nigeria (CBN, 2011) Lagos state accounted for 85% of POS and 66% of cheques transaction in Nigeria. Cashless economy aims at reducing the amount of physical cash circulating in the Nigeria economy and thereby encouraging more electronic–based transaction. According to Central Bank of Nigeria (CBN, 2011) the policy is expected to reduce cost incurred in maintaining cash-based economy by 90% upon its full implementation in Nigeria. This study aims to look at the impact of cashless economy in Nigeria. www.gjournals.org 40 Greener Journal of Internet, Information and Communication Systems Vol. 1 (2), pp. 040-043, April 2013. 2. BRIEF LITERATURE REVIEW Cashless economy is not the complete absence of cash, it is an economic setting in which goods and services are bought and paid for through electronic media. According to Woodford (2003), Cashless economy is defined as one in which there are assumed to be no transactions frictions that can be reduced through the use of money balances, and that accordingly provide a reason for holding such balances even when they earn rate of return. In a cashless economy, how much cash in your wallet is practically irrelevant. You can pay for your purchases by any one of a plethora of credit cards or bank transfer (Roth, 2010). (2004) observed that developed countries of the world, to a large extent, are moving away from paper payment instruments toward electronic ones, especially payment cards. Some aspects of the functioning of the cashless economy are enhanced by e-finance, e-money, e-brokering and e-exchanges. These all refer to how transactions and payments are effected in a cashless economy (Moses-Ashike, 2011). Marco and Bandiera (2004) argue that increased usage of cashless banking instruments strengthens monetary policy effectiveness and that the current level of e-money usage does not pose a threat to the stability of the financial system. However, it does conclude that central banks can lose control over monetary policy if the government does not run a responsible fiscal policy. Echekoba and Ezu (2012), in a research carried out in Nigeria, observed that 68.2% of the respondent complained about long queues in the bank, 28.9% complained of bad attitude of teller officers (cashiers) while 2.89% complained of long distance of bank locations to their home or work places. Likewise, in her 24th NCS national conference in December 2011, CBN data shows that 51% of withdrawal done in Nigeria was through automated teller machine (ATM), while 33.6% was through over the counter (OTC) cash withdrawals and 13.6% through Cheques. Payment was also done through point of sales machine (POS) which accounted for 0.5% and web 1.3%. Therefore, if the introduction of ATM in Nigeria cash withdrawals system reduced OTC withdrawal; then it will implies that introduction of cashless policy supported by application of information technology can achieve more to reduce over dependent on cash payment in Nigeria economy system. However, Akhalumeh and Ohioka (2011) observed some challenges with the introduction of cashless policy. Their findings show that 34.0% of the respondents cited problem of internet fraud, 15.5% cited problem of limited POS/ATM, 19.6% cited problem of illiteracy and 30.9% stayed neutral the respondent not been sure of problem been expected or experienced. While in some quarters there was fear of unemployment, some believe it will create more jobs especially when companies manufacturing POS machine are cited in Nigeria. More so, data sourced from Central Bank of Nigeria portal shows that Lagos state, with a population of 17 million people, only has sixty one  Point Of Sales, twenty bank branches and twenty four ATMs per 100,000 people which are far less to satisfy the needs of the population. These data verify the claim of Echekoba and Ezu (2012) on the problem of cash based economy and cashless policy in Nigeria. For effective cashless implementation in Nigeria availability of suffi cient and well-functioning infrastructure (notably electricity), harmonization of fiscal and monetary policy, regular assessment of the performance of cashless banking channels, consideration of the present state and structure of the economy, redesign of monetary policy framework and greater efforts towards economic growth whilst managing inflation should be considered (Odior and Banuso, 2012). 3. RESEARCH METHODOLOGY This study was carried out, using accidental sampling method, in Lagos state, Nigeria. A total of 500 traders, students and civil servants were sampled. Questionnaire was used as data collection instrument, with questions on demographics and benefits of cashless economy in Nigeria. The major statistical technique used was descriptive (use of frequency tables and charts). 4. RESULT 4.1 Demographics responses on gender show that male respondents accounted for 55.6% while the female respondents are 44.4%. Figure 1 and Figure 2 presents the responses on age and occupation, respectively. For age, majority of the respondents are between 18 to 25 years, this is followed by those between 26 to 40 years while the least number are between 41 to 60 years. For occupation of the respondents, the highest percentage (44.4%) is traders, followed by students (33.3%) and civil servants (22.2%). www.gjournals.org 41 Vol. 1 (2), pp. 040-043, April 2013. Greener Journal of Internet, Information and Communication Systems 41-60 years 22% 18-25 years 45% 26-40 years 33% Figure 1: Age of Respondents 45 40 35 30 25 20 15 10 5 0 Traders Students Civil servants Figure 2: Occupation of Respondents 4.2 Benefits Table 1 shows the view of respondents on benefits of cashless economy in Nigeria. The lowest percentage, 11.1% of the respondents, believed that cashless policy will increase employment. A higher percentage, 22.2% of the respondents, believed that cashless policy in Nigeria will reduce cash  related robbery thereby reducing risk of carrying cash. The highest percentage of the respondents believed that cashless policy will reduce cash related corruption (33.3%) and cashless policy will attract more foreign investors to the country (33.3%). Table 1: Benefits of Cashless Economy in Nigeria Benefits of Cashless Economy Increase employment Reduce cash related robbery Reduce cash related corruption Attract more foreign investment Total Percentage (%) 11.1% 22.2% 33.3% 33.3% 100% www.gjournals.org 42 Greener Journal of Internet, Information and Communication Systems Vol. 1 (2), pp. 040-043, April 2013. 5. CONCLUSION The study, impact of cashless economy in Nigeria, focused on the three major categories by which Nigerians can be divided – traders, students and civil servants. More number of traders was sampled, compared to students and civil servants, because they are more into business and financial transactions. More so, a higher number of respondents within the age bracket of 18 and 25 years show that apart from students, quite a number of Nigerian youth are  also into trade. This study shows that the introduction of cashless economy in Nigeria can be seen as a step in the right direction. It is expected that its impact will be felt in modernization of Nigeria payment system, reduction in the cost of banking services as well as reduction in high security and safety risks. This should also include curbing banking related corruptions and fostering transparency. It is also assumed that the introduction of cashless policy in Nigeria will help to reduce the amount of bills and notes circulating in the economy. This should, therefore, reduce handling operation cost incurred on conventional money, as well as reduction in cash related crimes. It should also help to provide easy access to banking services for Nigerians. REFERENCES Akhalumeh, P.B., and Ohiokha, F. (2011): Nigeria’s Cashless Economy; The Imperatives. International Journal of Management Business Studies. vol.2 pp. 12 – 17. Akintaro, S. (2012): Going Cashless. IT Telecom digest, online magazine, august,2012 CENTRAL BANK OF NIGERIA (2011): Towards a Cashless Nigeria: Tools Strategies. Nigerian Journal of Economy. 3(2), 344 – 350. Echekoba, F.N., and Ezu, G.K. (2012): Electronic Retail Payment Systems: User Acceptability Payment Problems in Nigeria. Arabian Journal of Business Management Review. vol.5, pp. 60 – 63. Ejiro, O. (2012): What Nigerians Think of the Cashless Economy Policy. Nigerian Journal of Economy. 4(6), 97 – 102. Humphrey, D. B. (2004): ―Replacement of cash by cards in U.S. Consumer Payments, Journal of Economics and Business, 56, 211–225. Marco, A. and L. Bandiera (2004): -Monetary Policy, Monetary Areas and Financial Development with Electronic Money, IMF Working Study, IMF. Moses-Ashike, H. (2011),â€Å"Cashless Economic can Reduce Risk of Carrying Huge Cash†, [Online] Available: http://www.businessdayonline.com/†¦/22217. Odior, E.S., and Banuso, F.B. (2012): Cashless Banking in Nigeria: Challenges, Benefits Policy Implications. European Scientific Journal. Vol 8, pp. 12 – 16. Roth, B. L. (2010). â€Å"The Future of Money: The Cashless Economy – Part 1†. [Online] Available: https://www.x.com//future-money-cashless-economy—part-i. Woodford M. (2003). â€Å"Interest Price: Foundation of a Theory of Monetary Policy†, Princeton University Press. www.gjournals.org 43

LVMH_Career Development through International Mobility

LVMH_Career Development through International Mobility IntroductionTask 1 Work Force Planning Workforce planning is a process designed to anticipate and integrate the human resources response to an organizations strategic plan. [Strategic Workforce Planning PDF]. The plan is projected to help in staffing in terms of short as well as long term. Through Workforce Planning organisations gain insight into what people the organisation will need, and what people will be available to meet those needs. In creating this understanding of the gaps between an organizations demand and the available workforce supply, organizations will be able to create and target programmes, approaches and develop strategies to close the gaps. The plan should: †¢ Depend on the staffing and the competencies predicted for the future. †¢ Asses the present work force †¢ Identify gaps which exist between the present workforce and the future requirements †¢ Develop strategies to acquire the workforce needed in the future †¢ Evaluate from time to time the effectiveness of the plan. Work Force Planning in LVMH In a global organization like LVMH, work force planning faces a lot of constraints. The plan has to take into consideration the growing number of 71000 staff who are spread across 2000 of the companies stores. Displaying an organic growth of 7% per annum it is essential that LVMH has the right and sufficient talent to compensate its future requirements. Another constraint would be the facts that the plan should incorporate fifty different autonomously run companies which are constantly growing alongside the addition of newer companies. The main aim here would be to develop the workforce in line with the business strategy. The plan should be constantly evolving taking into account the various changes affecting the organization. From the outset LVMH was an international business and had drawbacks in its work force plan which is evident from the fact that the human resource department lacked international experience and many managers were not fluent in English. The skills required were not predicted well enough to ensure the competency levels of the employees was in co-ordination with the organizations needs at that point of time. The group is headquartered in France but has to be multicultural due to the scale of its international operations. Subsequently an effective work force plan enabled LVMH to identify the competency levels it needed from its employees in line with its business strategy. This lead LVMH to develop global managers with international expertise through International Mobility. Looking towards the future, the importance of work force planning at LVMH can be related to the following global trends: †¢ Change in market trends †¢ Scarcity of skilled workforce in certain countries †¢ Changes in legislations which may collide across operating countries †¢ Older population †¢ Changes in the retirement age of the younger generation of employees †¢ Advancement in technology to change the HR function An effective work force plan which takes into consideration the growth and the staffing constraints in the operating as well as prospective business zones would equip LVMH to maximize its growth opportunities. Task 2 Recruitment Recruitment refers to the process of attracting competent prospective employees for vacancies at an organization or firm. Recruitment may be done internally or externally. External recruitment is the process of attracting employees from outside the organization whereas internal recruitment is where internal labor is used for filling vacancies. The rapid globalization of the markets combined with a constant shortage of skilled staff and advances in technology have resulted in large scale changes to recruitment practices throughout the world. A survey spanning more than 2000 companies conducted by Intelligence Group in association with StepStone, revealed that 42% prefer to recruit internationally for their operations. International Recruitment from the Perspective of LVMH There are many advantages associated with LVMH recruiting internationally to cater to its workforce needs, some of which have been outlined below: †¢ Moving from Ethnocentric to Geocentric 50% of the Senior Executives and 40% of the managerial staff are French even though they only account for 37% of the employees in LVMH. These figures portray an ethnocentric orientation of the firm. An ethnocentric orientation in a global organization can lead to a lack of understanding of the host countries differences that may require a different approach to marketing and management. Here a common belief is that the head quarters way of managing is better or more preferred than any other way of managing practiced outside. As a global organization aiming to grow internationally an ideal approach would be a geocentric orientation as cited by Levitt(1983). This would be achievable by recruiting talent internationally which would gradually reduce the ethnocentric influence and develop a pool of global managers needed by LVMH. †¢ Reduced Influence of Labor Market Conditions in Specific Countries LVMH would have a larger people base to recruit from and it will not be limited by work force scarcity in any particular country. The influence of changes in any particular countries labor market conditions would be reduced. †¢ Larger Talent Pool Recruiting employees from the countries where LVMH has presence would add to the talent pool within the organization. These new recruits would have local knowledge of the culture and fashion trends in the country of their origin. At the international level they would bring into the organization a fresh set of skills which may benefit LVMH. For example: A designer recruited in India may create an ethnic accessory which can be marketed and sold not only in the country of origin but may have a huge potential internationally. †¢ Cost Saving Recruiting internationally would reduce the need for expatriation to fill a vacancy. This would naturally lead to saving the expenditure involved. It would also reduce the work load on the International transfer team. The internationally recruited employees could be taken through intensive training to understand the expectations from management. †¢ Less Dependence on Expatriates Many expatriates are unwilling to take on certain international assignments due to various reasons. Recruiting internationally would therefore reduce dependence on Expatriates. †¢ Government Legislation LVMH operates through more than 50 stores which are spread worldwide. Recent trends have shown that governments require companies who conduct business in their country to develop the talent of the local workforce so that they hold key management positions over a period of time. Certain countries also have legislations which require a certain percentage of the staff to be locally recruited. Task 3 International Mobility International Mobility has grown with the increase in globalization of companies and the opportunities of operating in markets across the world. This expansion in business created a need for leaders and employees with global expertise to manage operations across national borders. Human resource departments are facing a growing demand on their resources in order to manage the mobility of this new type of work force. LVMH has the advantage of developing this form of work force early and now it can reap the benefits of the pool of Global Managers. Benefits of International Mobility LVMH stands to gain from the following benefits of International Mobility: †¢ Availability of skilled labor Changes in technology have created a shift in the labor market. There is a noticeable shift towards the demand for skilled labor. Shortage of labor caused in certain countries due to this demand can be counteracted with the help of mobility. †¢ Distribution of knowledge In this age, technology progresses at a very rapid pace. In the face of eminent competition it is important for LVMH to be technologically ahead and implement development in a very short span of time. International mobility of competent work force would enable the rapid distribution of knowledge within the organization. †¢ Global Competence Since the expatriates in LVMH are travelling extensively and engaged in international assignments they develop a knowledge base and skill sets. They may include an understanding of different countries market trends, culture differences, local languages, management of multi cultural teams. More globalized managers would lead to a globalized top management who will guide its international operations. This global competence of the workforce gives LVMH an advantage over its competitors. †¢ Adaptability Recent trends show that products need to be constantly evolving and be customer specific. Mobility develops an adaptive and flexible culture in LVMH and thus it can benefit by keeping in pace with the customer requirements.