Managing Challenging Behaviour Essay Example for Free

Managing Challenging Behaviour Essay

Case Study Of Mobilink Management Essay

Case Study Of Mobilink Management EssayThe running gloss of the study is primarily outlined as Impact of learn and Development on Employee Performance and the Organisation A Case Study of MOBILINK. In depth, the question impart tension on how homework and breeding affects the performance of both employee and the Organisation. Employees be progressively stipulating change, preferences, flexibility, and variety in their work suggesting that with the de-layering of organizations andempowermentof individual employees, the prox for both the organization and the individual employee depends not in the promotion to the successively higher levels, but rather in developing the value of the individual as human capital (Seidler, 1996). The value of human capital is improved by achievement of higher performance potential such as new tasks, functions, and KSAPs (knowledge, readinesss, abilities, individualized attributes) (McGregor, 1988).The paper discusses in detail the research prop osal of the topic. provision and Development (TD) basically deals with the acquisition of understanding, knowledge, techniques and practice. In this research proposal, the background and problem of the study atomic number 18 presented the objectives of the study ar originated. Here, crucial concepts, questions, theory and assumption atomic number 18 stated. Finally, the methodology to be utilise is defined.Research ProblemThe key problem that go forth be discussed in this study is how TD affects the performance of both employees and the Organisation. The following research problems volition be discussed in the course of the study.Discussion of the Employee Training and Development in MOBILINK. i.e. in what specific ways does TD improve the performance of the staff and organisation.Discussion active other supportive elements or approaches that enhance the Training and out growing requirements according to the globalisation. give over the effects as much as the benefits that the employee can total and the overconfident return for the business in carrying out of culture and development.Furthermore, following allow for be the sub questions of the problemTo evaluate need and importance of Training and Development in the organization.To evaluate how Training and Development works, functions and processes in MONILINK.To investigate the new methods and techniques in Training and Development and their exploitation in the commercial sector.To gain more information about the business of Telecom sector at a grown level corporation spanning multiple geographical locations in multiple countries.To become trustworthy introduction of my university in the commercial sector and open up doors for travel in the T D field in the long term in the future.I go out use the case study method that bequeath permit my study to observe, evaluate andformulate its own analysis concerning to the subject of raising anddevelopment.Purpose of the StudyThe purpose of the study is to simply establish the great(p) answer on the effects of the tuition and development on employees and the organisation. The research particularly looks at the employee training and development pattern within theOrganisation and their positive return to the business. Moreover, the study offer discussions made by other authors concerning with the employee training and development.The study believes that training has a big relationship on the level of understanding, knowledge, and skill of an employee. In other way, the training also creates a big avail for the organization in their incorporation that can be admitted as part of the organisational system. In addition, the training can comes in several(predicate) forms and should not be stick in one training strategy or techniques for in that respect are many reasons that cleverness trigger to its development.Objectives of the StudyThe key objective of this study is to examine the effectiveness of Training and Development at M OBILINK. In the literature of employee training and development, human resource is the utmost source of the development of a business. In the same way, it is essential to study the current practices in the company training and development that are meant to contribute to the improvement of the employees skills and organisational performance. To deal with this objective, I will conduct a survey on the new employees views of their training under Mobilink. Moreover, the survey intend to find out if new employees were satisfied with their jobs in their first month in the company. In addition, management personnel will be interviewed to evaluate their views on constructive employee training and development patterns and on employee retention and attrition.Literature ReviewTraining and development is essential to organizations which seek to gain a war-ridden advantage through a highly accomplished and flexible work force, and are seen as a major element to high productivity and quality pe rformance. A skilled workforce can increase productivity by producing a higher level of work with greater value. The organisations seek to ensure the availability of reliable workforce to aid in the realisation of its strategic business invention. To achieve this goal, the company should train and development rush (Wilson, 2005). It is worth noting that different companies have different approaches to their business. Further, preparation seems to be the same for the students of the same profession. This has the indication that the ultimate skills and experience enjoyed by the employee reflects their training in a particular organisation (Wilson 2005,p.102).Employee engagement practices are slavish in promoting employee commitment to the mission and objectives of an organisation. According to the principles of effective human resource management, training and Development of employees is one of the reliable tools of ensuring their satisfaction at the workplace (Bureau of beat bac k Statistics, 2009). This is due to the fact that training eliminates the demoralisation aspects brought by failure to efficiently realise ones expectations at the workplace. In addition, training gives employees an opportunity to achieve their professional career goals while earning a living. All these are important are important in imageing the social and economic responsibilities of both the individual and the organisation.Training and career development serves the important role of strengthening the reputation of an organisation. Reputation remains the best marketing tool for the products and services of any business. On the other side, the reputation of a company is defined by the effectiveness and reliability of its services to the customers (Aidele 2009, p.76). This means that an organisation should have in place a strong workforce to meet its market demands. This calls for engaging in employee training and career development since such is vital tools in promoting innovative solving of problems. Still, providing training and development gives the organisation the competitive advantage of identifying the best talent for its workforce as it eliminates certification qualifications to engage in seeking actual capabilities of its employees.Business leaders are always aspect forward for the success of the organization and therefore, they should create a kind of strategy that can undergo the midst of challenges (Meek, 2007). Historically, the training suggests that there are benefits that the training might deliver in the entire organization. One predictable result is the improvement in the level of performance of the people. Another is the minimization of the organizational exist and the power of the employees to answer the consumer needs (Shea, 2008).Many people have seen Training and Development as inseparable but according to the report ,Developing the Developers by Megginson Pedler (1991) its been shown that most managers viewed Training Development as different and wanted to keep them as two separate terms. This report made the following definitionTraining The relatively opinionated attempt to transfer knowledge or skills from one who knows to one who does not know.Development Working with individuals or organisation to enable them to cross a limen which has qualitative significance to them and their life.The significance of employee training and development has long been recognized as a critical matter for businesses (Ford et al., 1997).There are many elements involve in perusing the training and development in an organization. In organizational view, the active employee involvement and training is considered as one of the strategic concerns of the organizational leaders. Organizations personalized different training and development processes and procedures that can achieve the best result in the businesss sustainability. People, as the key for the organization, are the main target of the training therefore the training am ong the business leader help them to supply the valid reason in creating the appropriate decision for the entire organization and have a great cushion on their managerial skills and styles (Johnson, 2001 Farvaque, et al., 2009)Furthermore, the training and development for some business analysts were considered as a partnership or enhancing the employer-employee relationship (2009).Human capital is treated as a key to success for all industries. Human Resource Management practices play a pivotal role to gain positiveness and market make do that ultimately enhance the organizational performance in the long run (Qureshi, 2006). But in the current scenario, enterprises are facing problems in terms of shortage of brilliant workforce, dramatic rise in Retirements, poaching of the key people by competitors, and increasing turnover. As the business environment becomes increasingly competitive, organizations need to focus on improving all sports stadiums of their business especially hu mancapital because the performance of the people employed has a major impact on profitability (Lloyds, 2010).It is now commonly accepted that employees construct an important cause of competitive advantage for the organisation. As a result, it is important that an organisation should adopt best TD practices to get best utilization of its employees. The above trend has point to enhanced interest in the impact of HRM on organizational performance, and a number of studies have open up a positive affiliation (Gelade Iivery, 2003).Research studies have demonstrated that training has a positive influence on organizational performance. Zwick (2006) stated that increasing the training strength has an optimistic and significant effect on establishment of productivity.In the same way Bartel (1991) also demonstrated a direct and positive relationship amidst productivity and training program. The amount of training is an important antecedent for firms who wish to improve their productivity ( Savery and Luks, 2004).But Cunha (2002) found no significance of training on organizational performance.Moreover, effective staff training and professional development can help to produce positive youth outcomes and increase retention of youth workers (Fancsali 2002, Huebner et al.2003, Astroth et al. 2004, Hartje et al. 2007).There are many models of training and development that have made greater progress into organizational settings, which have began to have a greater impact on instructional design. Specifically, Instructional Systems Design (ISD), Human Performance Technology (HPT), Performance-Based Instructional Design (PBID), and Total Quality Management (TQM), all of which originate from research in the area of organizational development.Role of TheoryTraining and Development has been increasingly used in the literature as well as in the business population as a critical concept redefining the borders between business, society and the state. Extensive literature exists on t he concept of TD. For the purpose of my research, I will use the theories developed about it.method actingology and MethodsResearch ApproachI will get most of my research information through the books, Journals, Internet and newspaper articles. Webster and Watson (2002) states that the major contributions are likely to be in the leading journals. It can also come from some Official documents provided by the clients such as information about their system, IT infrastructure, training facilities and others. Information can also come from official policy manuals, plans and other stuff which is not confidential for the company.Research ContextMy case study will be focus on MOBILINK GSM Pakistan, exploring its methodology of Training and Development to streamlining and improving the efficiency of its employee and the organisation. Given below is the brief introduction of MOBILINK and the Training and Development techniques used in the organizationMOBILINK IntroductionMOBILINK GSM (PMCL) , asubsidiary of Orascom Telecom, started its operations in Pakistan in 1994, and has become the market leader both in terms of growth and having the largest customer subscribers of over 30 millions and growing. MOBILINK is the first cellular service provider in Pakistan to operate on a 100% digital GSM technology.Currently there are about five thousand employees in Mobilink among them 500 employee are on temporary basis or outsourced.Training and Development in MOBILINKMOBILINK by and large trains its employees by On Job Training which means that the employees are trained as they perform their jobs and along with their duties. The manager or supervisor guides them how to perform their jobs and guides them about the effectiveness in the work.Internees are trained in various departments and then mostly hired by Mobilink itself and their training is basically teaching them the ropes and the basics of everything.On a general basis the training done in Mobilink can be divided into two c ategories Soft skill training Technical TrainingGraham Burke, One of the the President PMCL Mobilink, said Mobilink will offer proper training plans to its employees in order to make them more reactive to their responsibilitiesSampling programmeSampling involves taking a certain number of people to get them contributed in the research by taking their views about a matter or conduction of interviews about the topic under research.To add to emphasis to the studys purpose to analyse respondents opinion, interviews will be conducted from relevant persons in Mobilink.Data Acquisition MethodPrimary data will be collected by adopting a qualitative approach by taking different focus groups, this will provide insight and inform the interview process (Threlfall, 1999 Gilbert,2008). To add to emphasis to the studys purpose to analyse respondents opinion, interviews will be conducted from relevant persons in Mobilink, for this purpose I will spent about 6-8 weeks in Pakistan(My home country) in order to get my required data.I will conduct structured interviews from some of the employees in Mobilink.Interviews will be recorded. Observation sheet will be filled by the researcher during the interview whereas some of the modifications will be made if necessary to look for a particular issue irrelevant to Training Development.Project PlanningTime ScalesThe part of the research dealing with data collection from secondary sources will take approximately 4-6 weeks. Compiling and analysing of data collected from interviews and observations will take 6-8 weeks approximately. Final research will provide the study hypothesis in 6-12 weeks approximately. exact Success FactorBroad level of secondary data on the subject of Training and Development will significantly satisfy the objectives of the study. In broader sense, good knowledge of their systems, their facilities and their performance improvement plans and there success in the failure in the achievement of objectives will be a major success component in the research.Cost ImplicationsIt will work not too cost effective. The main reasons behind the cost saving is that I already had a plan to go to Pakistan during my holidays and Mobilinks one of the main office exists in Lahore, Pakistan which is my hometown. Most of the offices from where I am planning to collect data are located in the manner of walking distance or close proximity. This will save me cost of fare, or overnight stay which I may have had to face if the locations were away.To get users input, put down equipment will be used to record their responses, although it will cost a one time expense of purchase of equipment, but it will save cost of stationary and printing and paper cost that would incur if responses are collected on printed questionnaire or survey forms.Ethical IssuesThere can be honourable issues around the data collection and use of data for research given that organizations provide access to their information which be sometime s beneficial for their competitors to give them wild advantage. However I will manage secrecy of the information I will obtain during and after the completion of the research. All other ethical standards will be followed during the research to gain information from company or its employees.The challenges expected to be faced are lack of trust on person from extraneous the organization in providing information. I will use top-down approach to overcome this issue. I will take management in confidence and prevail them to share information with me that will take away a number of resistances from lower staff. Although I will keep good terms and deal nicely with all staff regardless of their ranks, still having management on my back will open up several doors for me which otherwise would proof difficult to open.

Change Management Compulsion Or An Option British Airways Business Essay

miscellany Management Compulsion Or An Option British Airways Business Essay in that location is a famous motto stated by an unknown author The only thing that is constant is falsify (Berman, 2007). With the latest ever-changing customer requirements and outside environment necessities, boldnesss which behave as closed systems and do not constantly swop themselves to fit the market requirements and customer demands exit fail in the long term (Harigopal, 2006). Organisational swap is an on-going act which brings the systems and procedures of the organisation in line with the doers prevailing in the international and internal environment of the organisation (Nemetz and Fry, 1998). As barter management gurus argue, external forces of ex swop require not only adaptive, flexible organisations and new management approaches but also competent managers able to adopt to changing times and to manage organisational alteration over (Beckhard and Harris, 1987).It is essential to visualize how organisations in the real world implement and deal with organisational replace over. One much(prenominal) organisation which has implemented respective(a) permute methodologies in the historic few days in response to the changing business environment is British Airways. British Airways is the UKs flag carrier and one of the largest airline businesss in the world. Like galore(postnominal) large organisations, the airline has had to switch over its strategy, technology, structure and culture in golf club to achieve competitive advantage in todays rapidly changing global business world.1.2 Aims Objectives of ResearchThe main objective and strategic aim of this reputation is to search the role and significance of Change Management in this era of globalization and changing market needs by taking the case study of British Airways in specific.Research Question- The primary research question of this research study is To explore the achievement to which ex agitate management is necessary for a firm to achieve sustainable competitive advantage? Additionally, the secondary research question is to examine the change management initiatives previously taken by British Airways to attain competitive advantage and profitability.1.3 Literature ReviewThis chapter impart highlight the various(a) aspects of change management. It will use academic research to understand the concept of change management by looking at its definition and determining the various approaches of change management. It will then describe the framework for change and various change management initiatives taken by organisations. The various change patterns will also be listed and analysed and the organisational primer of British Airways will be provided along with a SWOT analysis of the organisation.1.4 MethodologyThis chapter will determine the methodology employ to conduct this research and the reasons for various data collection methods chosen. It will also look int o the philosophical aspects of the research study.1.5 Research Findings and DiscussionDuring this chapter the researcher has analysed the findings and comp ard these with the lit follow and methodology to establish the extent to which change management is necessary for an organisation to sustain competitive advantage and the role and significance of Change Management initiatives taken by British Airways to attain profitability.1.6 ConclusionThe last chapter is the Recommendations and Conclusion chapter. This chapter will list the recommendations generated from the research study findings composition also bringing to light the limitations of the research study. The references utilize and the research cogitate appendices will then be presented at the end of the research study.CHAPTER 2Literature ReviewThis chapter will review the existing literature on change management. It is important to understand current research on the subject ara, to enable the reader to understand the nat ure of the existing knowledge of the subject (Denscombe 1998, p.15). Specifically, this literature review will focus on the following issues Firstly, it will determine the definition of change and list the various types from the typology of change. Secondly it will describe the framework for the change process, generic illustration of change and the various change management diagnostic models are discussed. Thirdly the importance of colloquy in Change Management is explained. fourthly the SWOT analysis is also described along with the various change initiatives taken by organisations in the aviation industry.2.1 Typology of ChangeChange in academics is de very well as the substitution or succession of one thing in place of another. As per research studies conducted, it is identified that the patterns of change repeats and is recurring in either industry. These patterns of change constitute of additive and radical changes. The increasing frequency of these patterns of change in various industries over the former(prenominal) couple of decades has necessitated for organisations to predict the pattern of changes in their external industry environment so that they are better equipped with the resources and capabilities needful to embark upon change and maintain their competitive advantage. A typology of change was develop by Nadler and Tushman to outline the various abilities of organisations to predict the patterns of change in the external industry environment. They have divided the ability to predict changes into two types of proactive and activated while listing the scope of change as being transformational or incremental in nature. The typology of change is created by Nadler and Tushman by developing a intercellular substance of the type and scope of change. They have differentiated the change strategy among organisations into four types of fine tuning, adaptation, re-orientation and re-creation. These strategies have been described in the following p aragraphs (Hayes, 2007 and Chaffey, 2006).The first two changes of fine tuning and adaptation in organisations which occur are incremental changes. Fine tuning is the change process where organisations are proactive and will try to adopt in the inefficiencies and gaps internal to the comp each when compared to the changing external environments which act as reducing agents to the effective performance of the business processes of the organisation. Adaptation is a reactive change process where the organisations have to make changes to their internal processes after they have felt a threat in their competitive position due to the changes made in the organisation. These changes are limited and do not affect the core functions or business processes of the organisation but are targeted towards reducing or removing the threats from the external environment and competition in an effective manner (Cook, Macaulay Coldicott, 2004). The two changes although occur for a long duration, are onl y basic changes and do not impact the complete aspects in which the organisations operations work (Hayes, 2007).The change processes of re-orientation and re-creation are two transformational in nature since they impact the fundamental operations of change. They occur when the need for change is vital to survive (Poole Van de Ven, 2004). The re-orientation change process in organisations basically requires organisations to change or re-define their existing corporate or business strategy (Chaffey, 2006 and Hayes, 2007). This change is conducted for two reasons. The first is to pro-actively prepare the organisation for the future changing external environment or to change the external environment itself by innovation such(prenominal)(prenominal) that the core competency of the organisation is increased over its competitors (Hayes, 2007 Potter, 2004). In Re-orientation, since there is no external threat to the organisation and it is being pro-active, it is difficult for the emplo yee workforce to understand the need for such a drastic radical change. This change process requires the management of the organisation to create a sense of urgency and a indispensability for change among the organisational employees so that the change process can be en pressure. Otherwise it is difficult for organisations to implement this change. The last type of change process is Re-creation. This is a forced change and is transformational in nature. This type of change is implemented by organisations when they feel they need to change their core operations in order to sustain in the changed external environment. In most scenarios, the success of these re-creation changes can determine the survival of the organisation. These changes however are high risk changes since the organisations do not intend these changes ahead and do not, in most scenarios, have the required time and resources for their lucky implementation. The change impact is mostly lower than expected for m both r easons such as low involvement and motivation among employees, inadequate readiness in management etc. This change if not tackled effectively can lead to employee defense and de-motivations (Chaffey, 2006 and Hayes, 2007).2.2 Framework of ChangeThe framework of change as developed by Lewin (1951) constitutes of the corresponding three steps in all change processes. These steps are unfreeze, change and refreeze. Unfreeze is where the organisation tries to create an urgency for change so that the employees and the management are ready for change. Change, as the name indicates, is the second stage where the change occurs. Freeze is the final stage where the change made is now ensured to become factor of the organisation. As per the framework, every change process has a higher level of uncertainty leading to subway system among employees. However, certain techniques can be adopted in order to avoid this resistance. One of these techniques is to introduce additional steps such as id entifying the future state prior to implementing the framework of change (Weick Quinn, 1999). There have been m either new models which have evolved in the past few years which have tried to add more steps or make varietys to this model. One of them is the generic model of change created by (Hayes and Hyde, 1998) however, the general concept and baseline in all these change models is still the very(prenominal).The generic model of change signifies the change process to be continuous in nature. It states that the change results of one process act as the triggering factor for some new required changes. Change process begins by determining the internal inefficiencies and improper capabilities of the internal organisation and the external environment in the industry the organisation operates in and using this gathered tuition to develop the new organisations strategy. This new strategy will now automatically implement the new anticipated change in the organisation (Johnson, Schol es Whittington, 2008). The ability to determine the correct strategy is the most crucial step in any change process since an incorrect change strategy can also be implemented successfully however it will not deliver the same benefits and fill in the required market inefficiencies as required and the boilersuit change process can in turn be a visitation (Buttrick, 2005).After looking at the above studies, the change process is modified as below. The initial aspect of the change process is now moved to identifying the resources required to implement the change process and the various techniques which can be used further to begin unfreezing the organisation. While this is being done, the organisations inefficiencies and gaps with the external environment are obdurate in order to develop the change strategy. This change strategy is designed that such that it achieves the anticipated future state of the organisation and reviewed to make any modification such that it is aligned towards realising the future state. The next step is to create a change plan before directly implementing the change. This change plan is implemented on a step by step basis and upon completion of each step, it is reviewed to determine if it is still aligned or the future state and rectify any identified deviations. Once this is completed and the future state is realised by the organisation, new techniques in order to merge this change with the organisations culture will be implemented. This is when the final stage of refreezing appears and the success or failure of the change process and the involved resources is set(p). It is also used to collect feedback of the change process and reward the resources who had performed effectively towards achieving the future state (Jones, 2008). This generic model of change created by Hayes Hyde in 1998 and the change framework developed by Lewin in 1951 are both effective models which can used to implement change. However, both these models ignore on e crucial aspect of change management which plays a vital role in the success of any change event, people management. Without effective people management, it is impossible to implement change in any organisation successfully.2.3 Change Management ModelsThere are various models which can be used to diagnose the success of a change event or the need for a change event. These models quail the overall change process into a few key factors which need to be taken into consideration while implementing the change process in any organisation. They allow the management to determine the key aspects from both the process and the people perspective which need to be looked into. This in-turn increases the ability of change managers firstly to implement the change process successfully and secondly to evaluate its success and take necessary actions (Hayes, 2007).One of these models is the McKinsey 7S model. This model divides the change process diagnosis into seven elements which can be used to de termine the existing internal environment status in a firm. These seven elements are strategy, structure, systems, staff, style, divided values and skills. The internal organisational efficiency of an organisation is determined successfully using this model and its results can be used to develop the internal strategy of the organisation (Saunders, 2007). This model can be used to develop change initiative programmes in organisations and develop a strategy which will achieve the overall internal fit in the firm however, it cannot be used to determine a fit between the internal capabilities of the organisation and the external environment in which it operates leading to a necessity for another model which takes this into consideration (Burke Litwin, 1992).The model which takes this into consideration is The Burke-Litwin causal model of organisational performance and change. This model is used for many purposes such as to identify the type of change implemented, whether it is increme ntal step-by-step change or a radical change or to determine the overall effect of using change management procedures in organisations while determining the performance of these management initiatives. This model constitutes of various elements which are crucial for a change process. The input element is the organisational performance and the output element is the psyche and organisational performance. The other factors in the model are the through-put of the model. The models elements are further divided into two types of factors. The five factors of external environment, leadership, mission and strategy, organisational culture and the individual and organisational performance are the transformational factors while the remaining factors are the incremental factors. They are distinguished so based on the ability of the factors to influence the type of change. One of the successful applications of this model was to determine the success and performance on the change processes implem ented in British Airways in the year 1983 (Burke Litwin, 1992).(Burke Litwin, 1992).This model will again be used in this study to determine the performance and effectiveness of the change management strategies used in British Airways in the past year.2.4 Communication in Change ManagementOne of the key aspects of any change process in terms of people management is converse. If the communication is ineffective or missing, then the employee resistance to embrace the change only increases further. The communication strategies used by various organisations are different and this determines the amount of information shared by them with their employee workforce. Another factor which affects this amount of information shared with the employees is the managements personal views and understanding on the subject of change management and importance of communication. The Spray and Pray strategy used by management is where the information provided to employees is not considered or evaluated by the management to determine if it is actually relevant to them or not. This sort of communication can allow the vital and relevant information to be buried under irrelevant and not so vital information and castrate the overall necessary impact of communication on the employees. The management which chooses to share the relevant information with their employees and also provides them with the various benefits of the change implemented to these employees use the communication strategy of Tell and Sell. In this scenario, the communication effectiveness is higher than the previous strategy and the amount of the information shared is lower. One of the most effective communication strategies which can be adopted by management in any change organisation is the Underscore and explore strategy where the information is provided to employee workforce in exact reference to the change bit and the various inputs provided by the management are considered at the same time. This ensures that th e employees feel to be a part of the change being implemented and reduce their overall employee resistance. In the other two communication strategies of Identify and reply and withhold and uphold, the information shared with the employees is not adequate and the management withholds some crucial elements of information which can increase the employee resistance to accept change. The below diagram represents the various communication strategies in accordance with the communication effectiveness and the amount of information shared by the management (Clampitt, DeKoch and Cashman, 2000).Figure-2 Communication Strategy Continuum (Clampitt, DeKoch and Cashman, 2000)2.5 SWOT AnalysisTo determine the inner fit of an organisation with an external environment, one of the techniques which have proven successful on numerous occasions is the SWOT analysis. This SWOT analysis is divided into two segments, the internal factors segment which constitutes of the strengths and the weaknesses of the organisation and the external factors segment which constitutes of the opportunities and threats presented by the external environment in reference to the organisation. The role of strengths and opportunities is to determine the internal capabilities and inefficiencies of the business processes and the employee talent of the organisation. The role of opportunities and threats is to determine the external environment that the organisation is functioning in and find ways in which it can either contribute or act as a danger to the organisations functions. Once these are determined, it is then determined how the internal strengths of the organisation can be used to benefit from the external opportunities of the industry environment. The weaknesses are also looked into to determine if there is a possibility to change into a threat and how this movement can be avoided. The threats are looked at from the perspective of changing them into opportunities or reducing their possible impact on the organisation. The weaknesses are also worked upon in a similar way, to reduce their impacts and risks to the organisation or to remove them altogether by changing them into opportunities (Briggs, 2001).2.6 Change Management in Organisations in the Aviation IndustrySome of the change initiatives which have been experienced by organisations in the Aviation industry are the privatisation of companies such as Qantas airlines. This happened at the same time as most industries in various nations were moving towards privatisation and de-regulation while moving away from the shadows of the public sector. The change process was rapid and radical in nature. Another change in the aviation industry which was not just restricted to one organisation was the agreement of global alliances among the various international and interior(prenominal) airlines in the global market. This changed the structure and process of operations in the Aviation industry while also bringing in harmony the use of press and the strategies adopted by management crossways various airlines in the industry (Fairbrother, 2002). Another change initiative which was related across airline companies was the use of part time and casual employees so that they can benefit from using them when required and paying them only for the number of hours employed. This has allowed them to reduce the overall labour costs however, in most airline companies most of the part time employees did work overtime just as much as full time employees leading to no change in the overall labour costs (Dawson, 2003). The privatisation of the airlines is not just limited to Qantas airlines but has increased further to British Airways, Lufthansa, Air France, KLM etc (Delfmann, 2005). An additional change management initiative is the collaborative effects among most airline companies to ensure a reduction in the carbon footprint overall and thus support the climate change initiatives along with the various other industries and g overnments (Bishop Grayling, 2003).Steve this is the other introduction to the research study I written, but Im unsure if this is perhaps too current as it relates to the current global economic recession. Could you advise if it is maybe best to delete the information I have highlighted in bold and continue with the overlord introduction I have written on page 3.Introduction to the research studyThere is a famous saying stated by an unknown author The only call back that is constant is change (Berman, 2007). With the current changing customer requirements and external environment necessities, organisations which behave as the closed systems that do not constantly change themselves to fit the market requirements and customer demands will fail in the longer terms (Harigopal, 2006). The punctuated paradigms irregularities frequency has increased over the past decade implying that the change in organisations is not as fast or as paced as the change in external environments which in- turn is increasing the gaps between the customer requirements and products/services provided by organisations (Hayes, 2007). This has made it crucial to study the significance of change management internally in organisations so that this building gap can be reduced and organisations can benefit from these constant changes through adapting their culture.The recent economic recession and credit crunch with a decreasing GDP rate across the United Kingdom in 2008-09 (Statistics, 2009) has forced organisations to find new ways to reduce costs for the products and services generated by them so that they can survive in this difficult climate. Organisations responses to these necessary changes being forced upon them is being tackled using various techniques such as economies of scale (Grant, 2005), internal re-structuring and creating new operational processes which will reduce their operational and maintenance costs. This in-turn has led to need for effective change management in such orga nisations so that the changes implemented are widely accepted by the workforce which in-turn ensures that success from the implemented change techniques are achieved (Cameron Green, 2008).One such organisation which has implemented various change methodologies in the past few years in response to the changing industry environment is British Airways. The organisation like many others has undergone some changes in their strategy, technology, structure and cultural aspects in order to survive in the changing environment and maintain the organisations core competency. British Airways will be used as a case study in this research study in order to achieve the aims and objectives of the research study.Many literatures focus on change management in organisations enforced due to various reasons and either at the beginning or at the end of the change management procedures being implemented. However, most of these researches have not taken into consideration the change management forced by e xternal environments due to an economic recession especially since this scenario is not very common or recurring constantly. This research will contribute to the existing literature by using economic recession as one of the external factors leading to implementing changes in the airline industry. This research study will attempt to act as a guide to further researches who wish to identify the necessity for effective change management in the airline industry organisation especially when the external contributing factor is the economic recession.Sharon,This is a very well written first draft of your dissertation. I think there are some very good elements but there are also quite long passages where there are no references cited. I think if you do a little more reading and address these gaps then you will have the basis of a very good literature review.Steve

Benefits of Owning a Dog

Benefits of Owning a DogDogs and Human RelationshipDogs ar widely referred to as Mans Best fighter. Dogs argon included as part of human society. Our relationship with the tail is much more varied, intense, and independent than with any another(prenominal) living species. Keeping a hot dog as a coddle is a joy and a privilege, but it is excessively a responsibility. Although dogs impart their basic askments similar, different overcompensates, have truly different emotional take ons, but you fecal matter unendingly count on their loyalty, the dogs superior physical design and senses were obvious to our ancestors and by harnessing these attributes, the dog became and still remains throughout the world our high hat animal friend. That relationship continues to evolve and develop, with dogs more popular now than they have ever been.You can let on a great dog human relationship is when a dog really knows his owner by the way he communicates with him. A dog can be part of a family as the protector. They forget always be there and protect you no matter what happens. Dogs also have feelings that can cut with humans. If you feel sad, they can comfort you. They know how to make you happy. Sometimes dogs rent attention, thats why sometimes dogs do things like, nibbling your slippers or gnawing your fingers. But dogs do trivial things that make us smile. They always bark to greet you at the door they know when you need them, etc.A dog can be the surmount pet for you but it is up to you if you prefer cats than dogs. As a dog owner, I have 10 reasons why dogs ar called mans best friend.They dont need to say anything to make you feel better on a really bad day.Dogs literally dont speak like us, humans. They honest bark, whine, and wag their tails. They do this just to put a smile on our face. If you have a bad day, try talking to your dog about your problems flush they dont understand what youre saying, they will just tilt their head and stare at you but in the end they end up making you happy by doing little things like hugging you, licking you (it means kiss to them)Theyll protect you. AlwaysThroughout history, one of the main jobs of the domesticated dog has been to protect its owners and safety against unwelcomed people or animals. While many modern dogs will spontaneously act as home guardians, there are particular breeds that are known for holding the characteristics demand to best avert unwanted intruders.Expert dog trainers consider the following breeds to be the top 10 best guard dog breeds1. Bullmastiff This breed is known for its physical strength, protection instincts, courageousness, and extreme family loyalty. If an intruder crosses its path, a Bullmastiff will typically use its strength to misfortune them over or block their path. The breed is very docile in a family environment, however, and makes a great household pet.2. Doberman Pinscher If you have a large prepare of property that you are trying to protec t, a Doberman pinscher is a great guard dog for you. This breed is incredibly fast and is able to reach an intruder in a short amount of time. Known as the fifth-smartest dog breed in the world, Dobermans are fearless, alert, and loyal dogs.3. Rottweiler Originally bred as cattle-protecting dogs, Rottweilers are known to be relentless protectors of their herd. They are an intelligent breed and extremely loyal to their owners. Rottweilers are known to be aloof with strangers until properly introduced to them and are very quick learners.4. Komodor traditionally used to protect herds of sheep, the Komodor possesses natural guard dog ability. This breed is active, courageous, loyal and known for its dignity and strength. If properly socialized and trained in obedience, this breed makes a devoted family pet.5. Puli Pulis are known for their suspicious nature. They are always alert and will bark to alert their owners of anything out of the ordinary. Pulis are very smart and require const ant companionship. They make great additions to families with active lifestyles, as they love hiking, running, and outdoor activities.6. Giant Schnauzer Giant Schnauzers are strong, powerful, and dominant dogs that require strict training. This breed requires a lot of mental and physical stimulation and requires constant attention. Giant Schnauzers are powerful, compact, and intimidating. Their extreme family loyalty makes them excellent guard dogs.7. German Shepherd German Shepherds are bold, confident, and fearless. They are extremely intelligent and quick to learn commands, thus making them a favorite police dog breed. German Shepherds have a smooth demeanor when in a household but can quickly react when their family or home is threatened.8. Rhodesian Ridgeback Originally bred to hunt lions, this dog has a strong prey drive and tends to be independent in nature. Ridgebacks are loyal and make natural watchdogs. They are said to be selective in their barking so when a Ridgeback ba rks, it needs to be taken seriously. Rhodesian Ridgebacks must be properly trained and managed, as they are not naturally obedient. The breed loves to cuddle and often thinks its a lapdog.9. Kuvasz This breed is very territorial and has a strong instinct to guard its family and home. The Kuvasz tends to be aloof with strangers but craves warmth from its family.10. Staffordshire Terrier Often confused with the American Pit Bull Terrier, the Staffordshire terrier was bred for bear and bull fighting. Their aggressive and protective natures make them excellent guard dogs but require them to be properly socialized and trained from an early age. Staffordshire Terriers make great household pets, known to only be aggressive when protecting a family member.Owning a guard dog comes with great responsibility. In order to ensure the safety of family members, guests, and neighbors, guard dogs must be properly socialized and trained, and need to view their owners as their pack leaders.Dogs have your back.Dogs always have your back when you fall down. They dont leave you behind. Like a true friend, they have the same problem as you are and the one you share everything with. They are always there right beside you when you feel down. They find things that you cant find.They just love to take cope of you.Dogs are likely to care about you even though youre the one that should take care of them. They secretly watch over you even when youre asleep just to be sure that youre safe. They know how to make you feel safe around them.Instant stress relievers.Dogs are blessed for having a cute face. You can never resist their cuteness especially when they are still a pup. You can just stare at them the whole day to relieve from stress and depression. Theyre like a stuff toy that you can play with. They will do anything for you just to make you happy.Dogs are motivational tools.Dogspreferbeing active, at least when theyre younger. Make use of their abundance of energy and take them on wa lks, or, runs. Theyll be exhausted and supremely entertained, and youll be on deny to becoming a healthier person.Dogs are very smart.Intelligence varies depending on the kind of breed you get, but overall, dogs are some of the most intuitive animals around. This is present by their multiple facial expressions their ability to deviously hide toys in the strangest of places, and more.Youll never feel alone.When you are alone in your house, you always have your dog beside you. You can do many things with him. Youll have your best bud for the rest of your life.Dogs wont leave you.When the time comes that you dont feel you need a company of a dog, the dog will always be beside you because you are his leader. He is faithful to his owner even you scold at him. He is like your partner in life that youll never regret.They know how to make you feel special.Even though you are not that special to others, your dog always makes you feel special. You are his world he follows you forever like a tail. Hell never leave you nor make you sad. Thats how special you are to him. at that place are also studies that have been conducted to research the physical, emotional, and social benefits of canine relationship.Physical BenefitsStudies of people undergoing stress tests or physical examinations have demonstrated that the presence of a dog lowered their heart rate and blood pressure during testing.People who own pets often have better physical health due to the need to exercise and care for their pets.People with pets have been found to have lower cholesterol and triglyceride levels when compared to people who did not have pets, even when matched for weight, diet, and smoking habits.Emotional Benefits embrace owners tend to feel less afraid of being a victim of crime when walking with a dog or having a dog in the home.Pets can help us relax and focus our attention away from our problems and worries.More and more studies show how important touch is to our physical and emotional he alth.Pets settle our feelings of loneliness and isolation by providing companionship to all generations.Pets can help ease the sense of loneliness or isolation we feel.Everyone needs to feel needed and have something to care for. Many elderly citizens or people living alone will tell you their pet gives them a reason for living.Having a pet can help us remain more active. We may not only get more exercise from walking a dog, but we also increase our activity through feeding, grooming, and otherwise caring for our pet.Pets provide some consistency to our lives. Caring for a pet can significantly affect our numeral and gives us something to do and look forward to each day.Social BenefitsA study in a veterans hospital showed that the residents had more verbal interactions with each other when a dog was present in the room than when there was no dog present. Dogs were also shown to increase socialization among persons with Alzheimers disease in a limited Care Unit of a nursing home.R esidents in long-term care facilities were more likely to attend activity sessions when an animal was going to be present.Dogs have not only offered love and affection, but worked side-by-side with their human counterpart for centuries. That is why dogs are called a mans best friend. A dog will be your loyal friend for life. They say dog is a mans best friend. They are always there when you feel sad or depressed to comfort you. Dogs share a bond with us that are difficult to replicate with people. Caring for a dog involves a lot of responsibility. Dogs comprehend you like how you treat them. If you give so much love to them, they will give a lot more than you gave them. You treat them as a family member. why dogs are the best pet? Dogs are the best pet because they never ask for anything in return but your love. You could say that they are the best pet, friend, or family youd ever had, they will unconditionally love you. They are smart and can be trained and they very easily become part of the family. They are much more interactive than a pet that you just keep in a cage and have much more personality as well. They are also protectors of your home and family. He is your friend, your partner, your defender, your dog. A dog thinks of you as his life, his love, his leader. A dog will be yours, faithful and true, to the last beat of his heart. Thats was it like to have a dog as a best friend.ReferencesAlderton, D. (2010). The Dog Selector How to Choose the Right Dog for you. New York Barrons.Dogs Are emend Than Cats. (n.d.). Retrieved from Buzzfeed http//www.buzzfeed.com/tag/dogs_are_better_than_cats?s=mobileEdward Jesse, E. (1846). Anecdotes of Dogs. Retrieved from Project Gutenberg http//www.gutenberg.org/files/26500/26500-h/26500-h.htmFogle, B. (2006). RSPCA Complete Dog Care Manual. London DK Pub.Introduction to Dog Types. (n.d.). Retrieved from Purina http//www.purina.co.uk/content/the-right-pet-for-you/choosing-a-dog/getting-a-new-dog/introduction-to-dog-t ypesLeighton, R. (1910). Dogs and All About Them. Cassell and Company, Ltd.Youatt, W. (1845). The Dog. London.

The Colonization Of Stevens :: essays research papers

The Colonization of Stevens In the year 1954, two years prior to the climb of Ishiguros The Remains of the Day, the Suez canal was returned once again to the government of Egypt putting an abrupt end to the English imperialism and colonialism that had extended throughout centuries. The Remains of the Day by Kazuo Ishiguro serves as a conceit for the rejection of the British Empire by its colonized subjects. Much like the narrator of the novel, Stevens, personifies the dynasty of the British Empire, his realization of the extensive price his hauteur has cost him symbolizes the colonial subjects realization that their freedom was bought at a price as well. By succumbing to his dignity, Stevens, the great English butler also loses overmuch of his self-rule, as did the colonies of the Empire. The subjects of these colonies were led to believe that their voices were heard and valued, as in a democracy, but once acquired the English Parliament paid little attention to the citizens opp osite than as means to a profit. Just as the colonies realized the extent of their dependency on the British Empire, Stevens too realizes the impact of placing his whole existence into the take hands of Lord Darlington. Stevens finally admits the foolishness of his devotion to Darlington, a devotion that cost him much of his life. Lord Darlington wasnt a bad man. He wasnt a bad man at all. And at least he had the priviledge of being able to say at the end of his life that he do his own mistakes. His lordship was a courageous man. He chose a certain path in life, it proved to be a misguided one, but in that location, he chose it, he can say that at least. As for myself, I cannot even claim that. You see, I trusted. I trusted in his lordships wisdom. All those years I served him, I trusted I was doing something worthwhile. I cant even say I made my own mistakes. Really- one has to ask oneself- what dignity is there in that? (p. 201) Stevens believed in the end that he had made his life a waste by placing it in the hands of his social betters.

A Comparison of the Poetry of Emily Dickinson and Robert Frost Essay

The Poetry of Emily Dickinson and Robert FrostThe poetry of Emily Dickinson and Robert Frost contains similar themes and ideas. Both poets onrush to romanticize nature and both speak of death and loneliness. Although they were more than fifty years apart, these two seem to be kindred spirits, poetically speaking. Both accent on the power of nature, death, and loneliness. The main way in which these two differ is in their differing use of tone. The power of nature is a recurring theme in the poetry of Emily Dickinson and Robert Frost. Dickinson uses this theme in her poem Nature is what we see -. The power of nature is strongly portrayed in this poem by Dickinsons articulation of what the speaker sees in nature. Nature is what we see -... / Nature is what we hear -... / Nature is what we know - (277 lines 1,5,9). Nature is everything to a person, it appeals to all senses. Dickinson also says in this poem, So impotent Our Wisdom is / To her Simplicity (277). The speak er is saying that nature has such great power that one cant even comprehend her simplest ways. In ... ...466. -------- Birches. American Literature. juvenile York Scribner Laidlaw. 1989. p472,473. -------- Fire and Ice American Literature. New York Scribner Laidlaw. 1989. p466. Freeman, Margaret. Metaphor Making Meaning Dickinsons Conceptual Universe. Journal of Pragmatics 24 (1995) 643-666. Nesteruk, Peter. The Many Deaths of Emily Dickinson. Emily Dickinson journal 6.1 (1997) 25-44. White, Fred D. Sweet Skepticism of the Heart Science in the Poetry of Emily Dickinson. College Literature 19.1 (Feb 1992) 121-128.

Responses to Persecution :: Jews Judaism Religion Suffering Essays

Responses to PersecutionJews be no strangers to suffering. Throughout the ages, many others have also been victims to unspeakable cruelty, just now the judgement of Winston Churchill is almost certainly the definitive description of the uniqueness of the Holocaust The Final Solution is probably the greatest, most horrible crime ever move in the whole history of the world.Holocaust scholar Deborah Lipstadt points out two reasons why the German program of genocide remains in a severalize by itself as an example of evil It was the only time in recorded history that a state tried to destroy an entire people, careless(predicate) of an individuals age, sex, location, profession, or belief. And it is the only instance in which the perpetrators conducted this genocide for no ostensible material, territorial, or political gain. In fact, the Holocaust remains incomprehensible. But that is all the more(prenominal) reason why it must at the very least be remembered.Hitler played heavily o n the anti-Semitism already rooted within his people. He resurrected ideas that a previous king of Germany, Frederick the Great, had introduced. There were distinct categories of human beings. Essentially, the Germans were Aryans, and everyone else was sub-human. Hitler took these ideas and embellished them. He blamed the Jews for two great wounds upon humanity Circumcision of the Body and for the conscience of the soul.As Hitler gained popularity, his plague of Jews spread and became a rallying cry.The Nazi propaganda paper, Der Sturmer, revived the Blood Libels. The church would warn their constituents Watch your children 6-7 weeks before Passover Everyone knows that just before Passover Jews need the blood of a Christian child, maybe, to mix in with their Matzah.The attitude taught to the children was, Just as one poisonous mushroom fuck poison a whole family, one Jew can poison a whole town or a whole countryDer Sturmer was running contests encouraging German children to write in. One little fille wrote, People are so bothered by the way were treating the Jews. They cant lowstand it, because they are Gods creatures. But cockroaches are also Gods creatures, and we destroy them.Words can create an attitude. If a person says something loud enough and often enough, he creates a climate. And under that climate, all sorts of things can happen. This was one of the was the Jews where terribly and horrifically persecuted.The German scientific community got on the bandwagon with scientific presentations.