Operations Management Report - Kuala Lumpur International Airport - Free Essay Example

Sample details Pages: 9 Words: 2687 Downloads: 8 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? Contents Executive summary. Introduction. Discussion. The scope of operation management. The roles of operation manager. The strategic choices of location. The use of technology. The suitability of floor layout. Commitment to safety and passengersà ¢Ã¢â€š ¬Ã¢â€ž ¢ satisfaction. Conclusion. References Executive summary. This report presents an analysis of the principles of operation management deployed at Kuala Lumpur International airport (KLIA). The report will elaborate on the scope of operation management, the role of operations manager, strategic choices of location, technology use, suitability of floor layout, as well as the management authorityà ¢Ã¢â€š ¬Ã¢â€ž ¢s commitment to safety and passenger satisfaction. The main purpose of air transportation is to provide safe and efficient passengerà ¢Ã¢â€š ¬Ã¢â€ž ¢s transition between ground and airspace, as the ground operation being vital in the achievement of this function, it requires interaction of airport authority i.e. operation manager, pilot, air traffic control as well as ground handling and regulator. This will enable the ground movement of aircraft and vehicles needed to maintain the surface in a good condition and produce a good output. Therefore, this report will present the analysis of the principles of operation management that are deployed in international airports, the main focus is at Kuala Lumpur International airport, Malaysia. Don’t waste time! Our writers will create an original "Operations Management Report Kuala Lumpur International Airport" essay for you Create order Introduction. Kuala Lumpur airport (KLIA) began its operation in 1988. Ità ¢Ã¢â€š ¬Ã¢â€ž ¢s located in Sepang, 55 kilometers, south of Kuala Lumpur. The airport was built with the cost of RM 8.5 billion. Its primary Malaysia international airport thatà ¢Ã¢â€š ¬Ã¢â€ž ¢s saves Malaysia capital city and beyond. Being one of the southeast Asian major aviation hubs, that has been built with features that allow flexibility for future expansion, it hosts 50 international and domestic carriers, with frequent connections between major Asian cities. The airport is also well connected with varieties of transport, including KLI express trains, taxis and busses. The airport is operated by Malaysian airport (MAHB) Sepang Sdn Bhd. Discussion. The scope of operation management. Infrastructure management. Infrastructure includes all facilities that are directly related to the operation of the airport, at Kuala Lumpur international airport there a number of facilities enabling the functionality of the airport, these include(s), Luggage controls facilities. KLIA has 12 baggage conveyors which are set into alphabet A to M. The conveyors, L and M are dedicated to domestic arrivals while the rest 10 are set for international arrivals. The airport Baggage handling system (BHS) that comprises baggage common check-in in all of the 216 counters incorporates by automatic bar-code sorting controls, operates daily at 24 hours, with 4 levels in-line baggage security screening and high speed conveyors belts. At the arrival gate hand luggage trolleys are provided for passengers as well as in car parks trolleys are available at specific nest on all floors, and complimentary luggage trolleys are provided within the MTB and reclaim areas. Communication facilitie s. KLIA information counters are located in MTB and satellite building A, to facilitate information floor in the terminals, the airport provides information kiosk, a touchscreen system which combines all multimedia elements. These touch screens help the passengers to know well about the airport functions, facilities and services provided, ità ¢Ã¢â€š ¬Ã¢â€ž ¢s a user friendly systems that are located though out MTB, and satellite A buildings for departures and arrivals. KLIA, provide also post office services which are located at level 5 of the MTB, operates from 8:30am to 5:00pm Monday to Saturday. Business centers are located at the same level of the MBT departure and the mezzanine level of sat A, where services including fax, internet, telecommuting facilities, postal are offered. Air traffic controls facilities. KLIA has two air traffic controls towers, main control tower and apron control tower. The main control tower, which is 130 meters tall its built at air traffic control systems and radar equipments and the apron control tower, which is 55 meters serves for air crafts and vehicles movements in north and south part of the satellite terminal building. The airport has two parallelrunways, 14L/32R and 14R/32L, both are over 4,000 meters (13,000ft) long and 75 meters (246ft) wide. Facilities for disable. The airport also has developed numerous facilities for disable passengers and people, these facilities includes ramps, elevator, wheelchair accessible toilets, and adapted telephones to facilitate smooth passage throughout the terminals. Other facilities include, Hotels, restaurants, shops and car parks which are available in all seven locations of satellite A and MTB buildings. Bank, several burial exchanges facilities for arriving passengers are all available throughout the terminals, WiFi is also available throughout the airport for free of charge. KLIA, also offers shower, spa and sauna facilities located at satellite A beside gat e C3 to give long flight passengers a feeling of relaxation. Productivity management. Achieving high productivity is one of the KLIA goals, measuring the input KLIA has 2,513 employees who work directly to the airport, basing on the input, productivity, which is the output produced can be measured based on different categories, this includes, number of passengers handled, tons of air cargo handled, and the number of aircraft movements landings as well as takeoffs handled. The figure below shows increase of productivity recorded at the airport for different years. Traffic 2004 2005 2006 2007 2008 2009 Passengers 21,058,572 23,213,926 24,129,748 26,453,379 27,529,355 29,682,093 Cargo handled (metric tonnes) 651,747 653,654 672,888 644,100 649,077 584,559 Aircraft movements 165,115 182,537 183,869 193,710 211,228 226,751 Traffic 2010 2011 2012 Passengers 34,087,636 37,704,510 39,887,866 Cargo handled (metric tonnes) 674,902 669,849 673,107 Aircraft movements 245,650 269,509 283,352 Capacity monitoring. In monitoring capacity, terminal space per passenger is measured, the component factor is based on physical characteristics data on the competitive strength of the terminal. This physical structure characteristic is calculated by the number of passengers per square meter. Kuala Lumpur international airport has the capacity of 28 passengers per terminal square meter. Level of airport charges. The cost can be measured among the airport chargers to users, as the aircraft landing fees are normally considered as the most representative indicators. Based on the research conducted among different Asian airport, the standard aircraft, B747-400 carry 352 tons was chosen and Japanese airport shows high levels of airport fees while Kuala Lumpur, Changi, and Incheon airports were relatively low. Safety and security management. All facilities at the Kuala Lumpur international airport are under a monitored by CCTV, Security personnel are well trained to ha ndle sophisticated security equipment. KLIA is the worlds second airport to be equipped with an explosive goods diffusion chamber, after Munich international airport. These diffusion explosive chambers were purchased at the cost of RM 1.6 million each. The roles of operation manager. An airport operation manager is a person responsible for assessing, coordinating and evaluating airport operations activities, KLIA operational manager roles include the following, Manage, control, plan and organize day to day operational activities of the airport in a way that raises the productivity of the stuffs, this is by ensuring the physical and human resources of the airport are achieved. He directs inspection of airport facilities, for maintenance, safety and cleanings as well as open and closes airport to aircraft operation for safety issues and coordinates rescue and post accident recovery operation at the airport. Managing resources and employees, airport operations manager play a role in inventory management, and purchasing of necessary airport equipment as well as assisting in the formulation of plans for airport and aviation development. He directs employees in preparation of daily inspection reports and log entries at the airport, and then analyze and reviews operational activity reports. Oversee the policies, procedures and schedules of the airport in internal departments as well as outside vendors to ensure federal, local, state regulation are followed. Participating in reviewing and approving construction projects and specifications as they relate to air side and land side operations. Supervise and control flight-handling activities such as flight editing, check in, transfers, boarding, in order to ensure an optimum standard of guest service, ensuring that all ground services business is delivered in accordance with the KLIA values. Also airport operation manager has a role in implementing changes concerning the daily operation of the airfield, by continuously monitor the staffs skill levels and determine changes needed in the management and maintenance of the airport surface, i.e. the provision of the infrastructure in a working condition. The strategic choices of location. The strategic location of the Kuala Lumpur international park has made it to be one of the highest hub potentials in the Asia Pasific region. The uniqueness of the airport lies in its boundaries that needed for business, entertainment and relaxation, and surrounded by four main cities, Kuala Lumpur, Shah Alam, Seremban and Melaca. It is therefore is the part and parcel of the multimedia super corridor where establishment of high technology industries are being actively pursued and ità ¢Ã¢â€š ¬Ã¢â€ž ¢s a catchment area that offers exciting opportunities for business. In evaluating of airport accessibility, based on level of transit fares, a variety of transport modes, convenience, comfort, and other elements, Kuala Lumpur international airport is connected with good links of network highways and express highways to the rest of peninsular Malaysia, from Kuala Lumpur the primary access is through North-South central link expressways. Another route is through the North-South hig hway eastern route that links the southern towns Seremban and Melacca to the airport via Nilai interchange. The airport can also be accessed by other modes of public transportation to and from KLIA are via express buses, taxis, limousines and the Express Rail Link. The Express Rail Linkprovides the latest means of transportation to KLIA from the city center. The KLIA Express and the KLIA Transit links KLIA to Kuala Lumpur (KL Sentral City Air Terminal) and vice-versa. The strategic location of the airport has also attracted visitors who are in need to experience the thrill of formula one (F1) car racing which is located at Sepang Circuit 10 kilometers from the airport. Therefore the airport location, lies in the boundaries of cities which gives it a business opportunity as well as entertainment for visitors who come to Malaysia and passing through the airport or use the airport. The use of technology. In recent years the airport has upgraded its WiFi facilities that serve tenants, visitors and passengers, the Malaysia Airport Holding Berhad which operates KLIA, has upgraded the backbone of the airport network infrastructure, and made the award winning airport network facilities to be one of the most powerful in the world. Under the project, which was implemented by Malaysia Airports through its subsidiary Malaysia Airport Technologies Sdn Bhd (MA Tech), the airport was fitted with a 10 Gigabit Ethernet (10 GE) network that utilizes Cisco Systems(R) equipment, replacing the Asynchronous Transfer Mode (ATM) network that previously supported KLIAs Total Airport Management System. The new network is equipped with technology that will support KLIAs network for many years to come; its capacity has increased from 622 megabits per second to 10 gigabits per second (Gbps). Also coming to security infrastructure KLIA, has upgraded its technology by purchasing the explosive goods diff usion chamber that cost RM 1.6 this has made it to be the 2nd in the worldà ¢Ã¢â€š ¬Ã¢â€ž ¢s airport to be equipped with diffusion of highly explosive goods after Munich. Malaysia Airlines Kargo (MASKARGO) has also introduced various artificial intelligence system to handle cargo at KLIA, these systems such as KLIA community system (KLIACS) and e-Involving and payment has facilitated the airport capabilities in handling cargo and does it more efficiently. It pioneered theDagangNET System, allowing users to conduct trade declarations and applying permits over the internet and speeding the approval process by controlling authorities. These systems will be linked the Total Airport Management System. The suitability of floor layout. Arrivals. Both domestic and international passengers will pass through the arrival course located at level 3. Domestic passengers will come from the gates at domestic concourses and walk throughout a link bridge to claim for their baggage, and after that they go through taxi or limousine at arrival level curbside. For international passengers on international flights arriving at the Satellite Building, they must board the Aerotrain to the MTB. They will arrive at the mezzanine level of the contact pier and take the escalators down to the arrival level (level 3), and then go through immigration checks and collect your baggage at the international baggage claim Departure. The Departure Level is on Level 5 of the Main Terminal Building (MTB), and caters to both domestic and international departures. There is a total of 216 check-in counters along six lanes, identified by alphabets A to M (excluding I). For tour groups, check-in counters are available at the Ground Level of MT B. All domestic and some international departures are from the MTB while Sat. A caters solely to international departures. Access to Sat. A is via the Aerotrain. Then Passengers proceed through the international departure concourse, then the escalator down to the mezzanine level a floor below and go Through immigration. If the boarding gate lounge is Gate A or gate B then passengers head towards the international gate lounges at the mezzanine level of the contact pier, and departs from the satellite building, passengers must board the Aerotrain at the mezzanine level. Kuala Lumpur International Airport Flow Plan. Upper Level. Lowel Level. Key: Commitment to safety and passengersà ¢Ã¢â€š ¬Ã¢â€ž ¢ satisfaction. Safety of passengers and satisfaction are a key performance indicator for the operation of an airport. In assuring safety and customer satisfaction, KLIA has committed to giving a high quality of ground services through its terminals, at the same time struggling for continuous improvements to meet customer satisfaction. Therefore, to assure customer safety and satisfaction, KLIA does the following, Offering terminal comfort, good atmosphere for passengers, including maintaining cleanings in the terminal areas and toilets, seats facilities and as well as providing children play area and rest area facilities. Giving customer proper time to check in, immigration queuing times for arrival as well as departure, security queuing time as well as staffs being helpful and kind in serving customers. Clarity of signboards, terminal directions, including walking distance, as well as up to date flight information on the screen as well as availability of luggage trolleys. Passengers als o are offered with TV entertainment facilities, washrooms, waiting area, variety of choices of shopping. Management committed to improving communication facilities by offering passengers internet facilities, WIFI availability, telephone as well as business center facilities. At the airport the passengers are also offerer bureau exchange facilities, ATM facilities, as well as mobile operator facilities for arrival passengers that will enable them to purchase card for any mobile operator. To increase passenger satisfaction, the management puts numerous choices of bars, cafes and restaurant that the airport offered to its passengers, that offer quality services for food and drinks, also offering smoking areas for passenger safety, and as well as giving good facilities, access for disabled people, this gives them the perception of being safe and secured. Availability of baggage conveyors, which are identified alphabetically ranging from A TO M operating at the airport, this inc rease customer satisfaction as it takes a short time for arriving passengers to get their baggage on time, L and M conveyors are dedicated for domestic arrivals while the rest are placed for international arrivals. Also, the passengers are provided with facilities like information kiosk, touch screen system that combines a combination of text, audio, video and graphics capabilities that help them to navigate the terminals, by giving them variety of information concerning the airport, and its functions, existing facilities and services available, this make it easy for a customer to understand fast the area, and hence increase its satisfaction as well as guarantee its safety. Also, passengers are offered with facilities like shower, sauna spa located at the satellite building A for long journey arrival passenger, to refresh their bodies if they want, which also give passengers a good comfort. KLIAs commitment to promote environmental responsibility for all local and foreign travelers was recognized by Green Globe, making it the first and only airport in the world to receive Green Globe 21 certificate in year 2004 and onwards. Therefore, these shows that the management operation at the Kuala Lumpur international airport, has put various commitments in assuring safety and passenger satisfaction when they are inside the terminals. Conclusion. Therefore, as we have seen the principles of operation management deployed at Kuala Lumpur International airport, It is believed that by reducing costs and prices through an increase in labor and capital productivity, an airport will be able to achieve higher airport operational efficiency thereby, improving international competitiveness. References. 1

The Importance Of Building Relationships With Carers

One of the strategies is building relationships. Carers will need good communication skills such as good listening, good eye contact and even good posture. These skills will help to break down any barriers and make the service user feel at ease. In a residential care home the carer has to show active listening when they are listening to a service user, the service provider should try their best to prevent any arguments with their service user, service providers should also avoid over talking and should avoid trying to implement their own thoughts and opinions, based on values on to the service user. (Burnards, 1992) There has got to be a lot of trust between everyone to build relationships. If there is trust within the team then that will†¦show more content†¦The carer has got to welcome and embrace diversity; this can be done by taking time to consider what the other may have to say. Everyone has got to take full responsibility of their own actions whether that is through verbally or physically. Those who are cautious do not let their own negativity impact on those around them. Another strategy is promoting rights. This is related to the Human Rights Act, it is a law that is used in the UK. A barrier could be that one of the staff members may not like one of the other members of staff. To overcome this they will have to understand and have mutual respect for each other. Staffs have to be wary of things that are going on around them. By being wary they are taking responsibility for their own actions and words. It would be a lot easier if everyone could get along and understand each other therefore communication would not be a problem. Everyone would be able to express how they feel and what their individual thoughts are without hesitating. In care settings staff should help service users to express how they are feeling and what they are thinking. (Langridge, 2007) Rights are important for care workers because carers work in a social and legal context there are many grey areas to concern the idea of rights. Individuals might feel as though they have rights in something, it is really important to take this into account. In their own practice they should be thinking about the differences it makes for an

Week busn homework Free Essays

I had to step back and really think about what was being asked and why. The first question involves increasing U. S sports franchises popularity overseas and the cultural obstacles one must overcome. We will write a custom essay sample on Week busn homework or any similar topic only for you Order Now The next question deals with making products from these franchises appropriate for international market, and the last question brings in our government, would placing tariffs on imported products protect our industries. These three questions have multiple ways of being answered it will really depend on the beliefs of the person answering the question. When you think about U. S sports franchises trying to increase their popularity overseas, you must first understand what the people overseas are looking for and how your sport fits within the culture. For this question I will use our version of football, we see that the NFG every year has games in London in order to try and gain mom popularity with the people, the problem here Is you can’t Just have teams go and play the game the people overseas need to understand what is going on during the game. Soccer is already becoming a part of the U. S. So how did that happen, for me I think it was due to parents not wanting their kids to play football for the fear of injury do to the high impact nature of the game, It was a cultural change in the way people looked at the violence of football. Now back to my original point I watch many ports and soccer Isn’t one of them as I have no clue what Is going on and my Interest isn’t there to make me want to explore and find out, and this Is the problem the NFG has overseas people have traditions set when It comes to soccer and rivalries already exist and these are two cultural factors a U. S. Franchise must overcome, not to mention must people overseas don’t Like the fact that we decided to call our sport football as the foot Isn’t nearly the biggest aspect of the game. How to cite Week busn homework, Papers

The evolving role of HR in the contemporary business world

Question: Write an essay on "The evolving role of hr in the contemporary business world". Answer: Introduction The business world is changing, and the organizations are surviving in a dynamic market environment (Zugno et al. 2013). There is an evolving role of the human resource management in the world business scenario. The human resource management is a powerful tool in bringing in the success of the organization (Zugno et al. 2013). The business world is constantly evolving, and it is internal as well as external factors affecting the business. The human resource has an impact on the functioning of the business (Zugno et al. 2013). The report would evaluate the business issues, internal and external factors affecting business and the impact of HR on the business operations. Models of the HR function The human resource function has a bright future if it is managed and designed in a strategic manner. The objectives of the human resource management revolve around the effective utilization of the human resources, an optimum level of working relationships among the employees and the maximum individual development of the human resources (Armstrong and Taylor 2014). The major functions of the human resource department consist of the planning, job analysis, recruitment, selection, orientation, training and development, performance appraisal, compensation and career planning (Salvendy 2012). The HR function comprises of the labor relations, record keeping, employee research, and others. David Ulrich, the greatest management person of HR, had the ability to influence the dynamics of human resource, which is used even today. He delivered the world renowned Ulrich model or the 3 legged stool models. He proposed four important HR roles that are responsible for effective organization. The four crucial roles in HR are Change Agent, Administrative Expert, HR Business Partner and Employee Advocate (Cipd.co.uk. 2016). He proposed the concept of HR business partnering. It specifies that there is collaborative work between the HR managers and the business leaders, which help them to achieve the common organizational objectives. The business partners consist of the senior HR professionals (Cipd.co.uk. 2016). The Ulrich model has faced several criticisms in the past. The model is believed to have made negligible or no contribution to the strategic thinking. The model is unable to convince the senior level managers regarding the required business acumen to affect the strategic ro le. There are many critics that think about the credibility of the Ulrich model and perceive the model as an inaccurate way of people management. This model is used even today because, though, it is not a perfect model, but it provides a good reference point for the HR framework (Cipd.co.uk. 2016). This is because this model defines a clear role of the HR and creates a structure for the addition of value for the organization. This model creates a competitive advantage for the concerned organization. HR strategies A set of actions that are aimed at the integration of the organizations culture, people as well as systems so that the organization can achieve its business goals, are known as HR strategy (Momin and Mishra 2015). The HR strategy has four key dimensions such as people, organization, culture and the HR system (Lakshmi 2016). The people consist of the employees of the organizations along with their expertise, skills, and capability. The organization comprises of the job roles, structure and the hierarchy structures present in the organization (Scott and Davis 2015). The culture consists of the beliefs, norms, values and the management style of the organization. The HR systems consist of the selection of the employees, training, communications, career development, careers and others (Salvendy 2012). All these factors jointly contribute to the formulation of the HR strategy (Bamberger Biron and Meshoulam 2014). The successful HR strategy should be by the business policy, business objecti ves, budgetary requirements, engagement of staffs and the overall development of the organization. The HR strategy is considered as a vision of the organization (Salvendy 2012). The HR strategy requires the participation of the entire workforce. The HR strategies should be formulated after the assessment of the current business practices as well as the HR practices (Salvendy 2012). There should be forecasting of the HR requirements, which should be based on the goals of the organization. The gap analysis is also important that measures the difference between the current scenario of the organization and the vision of the organization. HR insights The human resource function leads the transformation process of many organizations towards a high performing, engaged, appropriate align and highly capable companies (Ulrich 2013). The HR function has gone through several transformations. The HR function has transformed from an operational role to a center service role (Ulrich 2013). The HR department is focused on the creation of integrated programs to attract and retain the premium quality manpower (Amin et al. 2014). The HR department also strives to drive a compelling brand of employment, improve the performances of the employees and to ignite the learning and development process (Cipd.co.uk. 2016). Fig: Four phases of HR Source: (Cipd.co.uk. 2016) The above diagram shows the evolution of human resource and the concerned technology. The companies' mission and purpose change as they move from one phase to the other. The organizations focus on efficiency as they progress from Phase 1 to Phase 2 (Cipd.co.uk. 2016). The setting of service centers take place at this level, and the organizations assign appropriate business partners to decrease the inefficiency of the service delivery. The organizations focus on the effectiveness of the talent initiatives when they progress from Phase 2 to Phase 3 (Cipd.co.uk. 2016). They look at parameters like time of closing the vacancies, quality of recruitment, training measures, and leadership as the measurement of success. The organizations try to experiment with something different when they finally arrive at Phase 4 (Cipd.co.uk. 2016). They try to modify their HR process so that it benefits the business functions and support the business directly. HR solutions for business The human resource functions play a crucial role in the business performances (Jiang et al. 2012). There should be structured governance and the development of a business case. The HR personnel should have a working relationship with all they key business leaders. The HR can involve the business leaders of the organization in the planning processes and the governance (Jeston and Nelis 2014). This involvement would enable the business alignment, which results in greater support for the business. The development of advanced workplaces planning and greater implementation of workforce analytics should be done (Jiang et al. 2012). This enables the high impact HR organizations to transform the organizations business data, talents, and external workforce data into suitable insights (Jeston and Nelis 2014). These business insights help the business leaders for better decision making. The implementation of the correct HR philosophies should be done so that the employees can contribute to the business success (Hsieh 2015). The effective philosophies focus on fostering collaboration and innovation. The innovative workplace makes it the best place to work and the organizational efficiency increases (Jiang et al. 2012). Business ethics The business ethics comprises of all the different aspects of business conduct, sales techniques, accounting practices, boardroom strategies and others (Ghillyer 2012). The organizations should strive for high standards of business, which is based on the ethical principles and corporate responsibility programs (Stone 2013). The codes, programs, training, support and others should nurture an ethical culture (Stone 2013). The ethics and HR functions should recognize their respective roles in the organization (Stone 2013). The good relations between the ethics team and the HR department help the organization to attain a value based culture. The HR team should emphasize on the ethical behavior of the employees. The organization should not tolerate any unethical behavior of the employees and should formulate strict rules for the unethical actions (Stone 2013). The internal customers, as well as the external customers, should be communicated well regarding the consequences of unethical act ivities (from an organizational point of view) (Stone 2013). The human resource department should focus on recruitment activities and should undergo detailed background verification to ensure that the employee they are hiring has good past records. The company should ensure that the new hire is a genuine one and should not possess any criminal records (Strohmeier 2013). HR plays a vital role in ensuring how the ethical values are embedded in the organization. Accountability The HR department is accountable for the workforce management practices. The HR should ensure that the employees meet the ultimate organizational outcomes (Marsden Caffrey and McCaffery 2013). The HR accountable practices should identify and anticipate the management issues in HR (Hr.wa.gov. 2016). The HR practices should formulate data-driven HR management strategies and solutions (Marsden Caffrey and McCaffery 2013). The HR practices need to be accountable so that the existing processes can be improved and the success of the department can be measured. Fig: Accountability of Workforce Management Source: (Hr.wa.gov. 2016) The accountability practices of the workplace management should consist of steps like planning and align, reinforcing, developing, deploying and hiring of suitable candidates (Sikora and Ferris 2014). The HR process should include the analysis of key workforce success, strategies, and the challenges. The analysis of the workforce measures and the performance of all the employees should be measured on a regular basis (Hr.wa.gov. 2016). The employees should fulfill their individual accountabilities so that there are effective human resource management practices in the organization. SWOT SWOT is an excellent technique for understanding the weakness and strengths of an organization as well as identification of the open opportunities and the potential threats (Buller and McEvoy 2012). The threats can also be eliminated by the proper analysis of the SWOT (Buller and McEvoy 2012). It is important to determine the strengths of the business.. . The possible threats would include a lot of competition, a downturn in the economy, less purchasing capacity of the people and others. The organizations should devise suitable strategies to combat the threats faced over a period. PESTLE P stands for Political factors, which means that political situation of the country should be taken into consideration and the political situation of the world should be considered before formulating any strategy. The government leadership, tax laws, customs laws, government tariffs and others should be taken into account when formulating business policies (Sadgrove 2015). E stands for Economic factors, which include determinants of an economy and its current condition (Sadgrove 2015). The different economic factors that should be considered are the inflation rates, monetary policies, fiscal policies, foreign exchange rates and others (Sadgrove 2015). The S stands for social factors, which means that mindsets and culture of the different country are different. The gender, cultural implications, social lifestyles and others should be considered while formulating organizational policies (Sadgrove 2015). T stands for technological factors, which implies the digital advancements and how the consumers respond to the same. This factor is rapidly changing, and hence, the organizations need to give special attention to this. The L stands for Legal factors that imply that the organizations need to be aware of the concerning laws, regulating the body and legal developments (Sadgrove 2015). The E stands for Environmental factors, which comprises of the geographical location of the country, climatic changes, and others (Sadgrove 2015). The organizations should take into consideration all the above factors for efficient decision making and formulation of policies. Porters 5 Forces This is a powerful tool for understanding the location of power in a business scenario. It represents the strength of the present competitive position of an organization. The five forces that influence the organization are supplier power, buyer power, and competitive rivalry, the threat of new entry, the threat of substitution and others (Hanlon 2013). The Supplier power influences the way the suppliers influence prices (Hanlon 2013). This is determined by the number of suppliers, uniqueness of each product, strengths of the products and others. The buyer power signifies the importance of each buyer to the overall business process and is determined by the number of buyers and the value each buyer brings to the business (Hanlon 2013). The competitive rivalry signifies the number and the capability of the competitors. This is the most important factor for a business entity because customers would switch on to other brands if they are not satisfied with a particular brand (Hanlon 2013). The threat of substitution is affected by the ability of the consumers to explore a different way of doing the individual job parameters (Hanlon 2013). If the substitution product is easily available and the substitution option is viable, then it would weaken the power of the business. The threat of new entry signifies the ability of other people to en ter the same market or the same industry (Hanlon 2013). In the absence of significant barriers in the market, the company may not be able to maintain their favorable position and the new competitors would take the companys position soon. Comparison of tools for analyzing business environment PEST analysis is appropriate for the companies that wish to conduct market research on the industry and the products. The Porters Five Forces is suitable for assessing competition within the market and examining its correlation with profitability. PEST analysis allows the experts to examine a wide variety of factors, which is helpful in the process of decision making. PEST analysis takes account of the various factors like economical, political, social and technological factors that influences the functioning of the organization. SWOT stands for Strengths, Weakness, Opportunities, and Threats. This technique is useful in analyzing the present condition of the business and to anticipate the future concerns of the organizations. SWOT tool helps to uncover the opportunities and understand the possible weakness of the business. The SWOT tool also provides insights about the companys good characteristics and the weaknesses of the company. It is important to determine the advantages of the organization, unique selling proposition, lowest cost resources, quality of the manpower, and quality of the products to remain ahead of the competition. The strengths should be considered from the internal perspectives as well as from the customers point of view (Gentry et al. 2013). The weakness of the business should also be analyzed so that corrective actions can be taken towards the improvement of the business (Trieloff and Buys 2013). There could be various weaknesses to a business such as missed deadlines, lot of pending work, a high rental cost of office, outdated data on market research, insufficient record keeping, and infrequent cash flow systems (Buller and McEvoy 2012). The opportunities of the business comprise of the interesting trends, loyal customer base, a seasonal high demand of products, high demand for similar merchandise and others (Buller and McEvoy 2012). The company should utilize the opportunities that are open to them. The threats include the obstacles of the company along with the acts, products and strategies of the rival organizations (Buller and McEvoy 2012) The macro environment of an organization is analyzed through PESTLE analysis (Sadgrove 2015). This analysis gives an idea to the managers regarding the present situation of the organization and the future position of the organization. This analysis comprises of the components that influence the business framework and each factor denoted by the letters, represent the influencing factor of the industry (Sadgrove 2015). The results from PEST help the company to plan for its future. SWOT model is less robust than PESTLE analysis. This is because the PESTLE provides the overall analysis of the macro environment that affects the smooth functioning of the particular organization. Porters five forces is a unique model that helps the organization to perform a competitive assessment. It helps the organization to assess the viability of a particular service, product or future expansion. The SWOT analysis, on the other hand, is a general assessment of the organization. Factors that affect organizations business or HR function There are different internal as well as external factors that affect the functioning of a business and particularly the HR function (Armstrong and Taylor 2014). The different factors are discussed below- Government Regulations- There are new legislations formed at regular intervals, which affect the functioning of the HR department, such as recruitment, training, termination, compensation, HR policies and others (Armstrong and Taylor 2014). For example, the organization must comply with the rules of terminating an employee; else they would be imposed heavy fines, and it would be detrimental to the company's image. This is one of the external factors faced by the companies. Technological advancements- The technology is an external factor that is rapidly changing, and it is imposing a high degree of influence to the organizations. The organizations are in a constant pressure to adopt the latest technology (Armstrong and Taylor 2014). On the other hand, the introduction of a new technology implies that there would be the redundancy of human manpower. For example, the HR department engages in firing of the existing employees as their share of work is done by the new technology that is installed. Economic conditions- The biggest external factors that influence an organization are the economic conditions of the country and the world at large. It affects the talent pool and the hiring decisions of the organizations (Armstrong and Taylor 2014). The organizations should prepare themselves with suitable strategies in the times of economic downturn. The companies should face the bad economy with appropriate strategies. For example, in times of economic downturn, the organizations engage in lower recruitment drives, in order to cut down the costs. Workforce demographics- This is one of the most important internal factors that affects the functioning of an organization. This factor deals with the retiring workplace population and the hiring methods opted by the organizations (Armstrong and Taylor 2014). The organizations must look for different ways of recruitment that are best suited for the organization. There is a need for different types of compensation packages that need to be designed for the different sections of the employees. For example, a majority of the workforce population close to the retiring age implies that the organization needs to hunt for new employees at a faster pace. Key stages in the formulation of strategy The human resource strategy includes several steps that need to be followed. The steps describe the translation of the selected strategy into organizational action to fulfill the desired goals and objectives (Lakshmi 2016). The human resource personnel are involved in each of these stages. The steps are described below- Determining the organizations objective Evaluation of the organizational environment Setting up of the quantitative targets Coordination with the divisional plans Analysis of performance and performing gap analysis The selection of suitable strategy Development of an organizational framework for implementing the strategy successfully. Disbursement of sufficient resources to the vital activities. Creation of policies that are in line with the strategies. Employment of best programs and policies for the purpose of constant improvement. The creation of linkages between reward structure and the accomplishment of results Efficient utilization of strategic leadership. The strategic HR involves two types of integration process known as vertical and horizontal process. The vertical integration deals with the alignment of HR practices with the strategic management process of the firm (Cipd.co.uk. 2016). This is based on the contingency approach and creates a framework for the overall fitment of the management strategies. The horizontal integration consists of coordination of the various types of HR practices (Cipd.co.uk. 2016). It deals with the efficient allocation of resources. The primary idea of the organization is to create a fit organization as well as a flexible organization, which can efficiently manage the dynamic environment of the organization (Cipd.co.uk. 2016). There are several best practices of the organizations such as security of the employees, appropriate selection of employees using different criteria, decentralization, high compensation packages, rich content of training and the sharing of performance information (Cipd.co.uk. 2016 ). The strategy formulation and the implementation of the strategy are the two most important functions of the HR team. The stage of strategy formulation deals with the evaluation of the interaction between the strategic choices and the strategic factors by the senior managers. The strategy implementation deals with the various tools as well as techniques that are utilized by the managers to implement their formulated strategies. The following diagram shows the inter relation with the strategy formulation and the strategy implementation- Fig: Model of Strategic Management Source: Created by Author Strategy Formulation The key stages in the formulation of strategy are strategic choice, corporate, business and functional. The strategic choice deals with the selection of a particular alternative for the betterment of the organization. The basic role of HR is to choose between several options, which are beneficial for both the organization and the employees. The corporate level strategy comprises of the overall direction of the organization and the philosophy of the organization towards the growth of the organization as a whole. The HR takes various strategies towards this stage such as proper utilization of the corporate resources, improving performance of employees, managing the diverse workforce and others. The business level strategy deals with the actions and decisions in relation with the business units. The HR takes a key role here by the implementation of a suitable HR strategy after the selection of a suitable competitive strategy. The functional level strategy concerns with the major functio nal operations within the business unit. The HR takes a key part by maximizing the productivity of the resources in the organization. Models for strategy formulation and implementation There are two types of models that underline the formulation and implementation of HR strategies. They are Control based models and Resource based models. The first one deals with the fact that the organization constantly monitors and evaluates the performance of the employees. It is based on the degree of workplace control as well as the behavior of the managers. The resource based model is based on the employee-employer exchange and is based on the employee behaviors. These two models form the basis for the HR strategy. Evaluation of business performance The human resource employees play a pivotal role in the formulation of business strategy (Bamberger and Meshoulam 2014). The organizational leaders have laid great emphasis on the importance of flexible, well skilled and high performing employees. The HR should formulate suitable skills for imbibing new skills and device suitable recruitment strategies that would fulfill the organizational goals. The HR is also responsible for the formulation of suitable training policies and training methodology that would be appropriate for the employees (Bamberger and Meshoulam 2014). The best sources of recruitment are finalized, and the hiring decisions are formulated by the human resource department (Armstrong and Taylor 2014). The structure of performance management is formulated by the human resource department. The HR is responsible for optimum utilization of the internal and external data. HR facilitates the change management in the organization by the implementation of suitable policies, w hich applies to all employees of the organization (Bamberger and Meshoulam 2014). For example, HR is responsible for implementing 360-degree performance appraisal in the organization (Armstrong and Taylor 2014). In this process, it can be seen that HR plays a key role in business planning and the management of change. The business performance should be evaluated by the traditional and modern indicators. The traditional indicators measure the performance of the employees with reference to the organizational goals. These indicators show only the average results. The modern indicators consider each and every activity of the employees involved in various business processes. It depends on the value based management, which encompasses the strategies, system, processes, analytics and the cultural goals of the company. The example of traditional indicators includes the evaluating of ones performance with the business goals. The example of the modern indicator includes the 360 degree performance appraisal systems. Assessment of different sources of data There are various types of data, which is used by the HR managers. There are qualitative data as well as quantitative data sources. The balanced scorecard is used by the HR to align the business activities to the strategic goals of the organization, improve levels of communication and evaluate the organizational performance. This scorecard was proposed by Norton and Kaplan. This is one of the most popular performance management methods. The AMO-Black box model is also used for assessing the performance of the employees. The AMO signifies the Ability, Motivation and Opportunity. There is a need of the performance measurement of these parameters in an organization. The black box signifies the relation of the HR and the performance management in an organization. It describes the mediating mechanism by the virtue of which the HR impacts the performance of the employees. The HR managers also use the Cotters stage model for assessing the change management process in the organization. The various stages are create urgency, formation of powerful coalition, creation of a compelling vision, communicating the vision, removal of obstacles, creation of short term success, building on the change and true implementation of the modifications in the corporate culture. The HR uses a wide source of information for the purpose of planning. The HR uses the various sources of internal data for the purpose of the formulation of strategies and the decision making . The employees databases, company performance, success data of various policies, sales data, financial data, marketing data and others are used by the HR department (Amin et al. 2014). The external data is also utilized by the HR department like competitive information, government data, environmental analysis, technological advancements and others. The HR utilizes vital information sources from both internal sources as well as the trusted external sources, for the purpose of smooth functioning. Conclusion The business environment is a dynamic place where is the coexistence of the internal factors as well as external factors. The HR plays a vital role in balancing the effect of the external factors. The HR is required to coordinate with the business processes and implement suitable policies that are beneficial to the organization as a whole. This report would be beneficial for understanding the HR strategies and the organizational strategies. This report would help the managers by responding effectively to the changes of external environment. References Amin, M., Khairuzzaman Wan Ismail, W., Zaleha Abdul Rasid, S. and Daverson Andrew Selemani, R., 2014. The impact of human resource management practices on performance: Evidence from a Public University.The TQM Journal,26(2), pp.125-142. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bamberger, P.A., Biron, M. and Meshoulam, I., 2014.Human resource strategy: Formulation, implementation, and impact. Routledge. Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), pp.43-56. Cipd.co.uk. (2016).CIPD Championing better work and working lives CIPD. Ghillyer, A., 2012.Business ethics now. McGraw-Hill. Hanlon, A., 2013. How to Use Porters 5 Forces.Smart Insights, November,18. Hr.wa.gov. (2016).Washington State HR. Hsieh, C.T., 2015. Implementing self-service technology to gain competitive advantages.Communications of the IIMA,5(1), p.9. Jeston, J. and Nelis, J., 2014.Business process management. Routledge. Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), pp.1264-1294 Lakshmi, T., 2016. Linkage of HR strategy with business strategy for organisational effectiveness an analytical study. Marsden, P., Caffrey, M. and McCaffery, J., 2013. Human Resources Management Assessment Approach.Capacity Plus. Momin, W.Y.M. and Mishra, K., 2015. HR Analytics as a Strategic Workforce Planning.IJAR,1(4), pp.258-260. Sadgrove, M.K., 2015.The complete guide to business risk management. Ashgate Publishing, Ltd.. Salvendy, G., 2012.Handbook of human factors and ergonomics. John Wiley Sons. Scott, W.R. and Davis, G.F., 2015.Organizations and organizing: Rational, natural and open systems perspectives. Routledge. Sikora, D.M. and Ferris, G.R., 2014. Strategic human resource practice implementation: The critical role of line management.Human Resource Management Review,24(3), pp.271-281. Stone, R.J., 2013.Managing human resources. John Wiley and Sons.

Continuous writing Essay Example

Continuous writing Paper The weather has been hot lately as summer was coming by. Sunny days with gentle wind at the beaches welcomed every people near Madonna beach to stop by. My family and I also grabbed this chance to go for a family outing. We went to Madonna beach by car. We went there in the morning excitedly until we forgot to take our breakfast. When we arrived, I saw the beach was full of people doing variety of activities. Some of them were swimming under the sun, cannoning, boat riding and some of the people were taking selfless. My mother enjoyed herself by looking at the lovely scenery of the beach. While me and my mother were taking our things out of the car, my younger sisters ran as fast as lighting to the beach and started to build their own sandcastle as their first activity there. I took out my DSL camera and started to take some pictures with my mother to keep it as a precious memory of our family. As we were tickled pink enjoying our own activity, suddenly the black sky overcast with heavy rain clouds. The trees along the beach dance frantically in the wind. The rain started like cats and dogs. We packed our things quickly and jumped into the car as a big storm might happen anytime. We will write a custom essay sample on Continuous writing specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Continuous writing specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Continuous writing specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We took a look at the sea waves and it was surprising that it became wild in a blink of an eye. There was a bad traffic Jammed on our way back home. The street was crowded with cars, vans, busses and even motorcycle waiting to pick up the children after school. They parked haphazardly along the street make It difficult for people to cross the street. Other vehicles were speeding along even there was speed limit sign. Suddenly, I saw a young boy who was running quickly without looking to the left or to the right to cross the street. The vehicles honked mercilessly on the street. Unfortunately, a tricycle hit the unlucky young boy. The boy was flung up In the air for a moment before his books scattering everywhere on the street. The accident happened In Just a blink of an eye. The motorcyclist speed up and run away before the people nearby could stop him. My father started to have a conversation with my mother after she woke up and told her what had happened Just now. While both of them were talking, I saw a woman with a brown backpack rushed to the boy and she had to fight her way through the crowd. l am a doctor! Make a room! as the crowds of people limit her movement. I could saw through my cars window that she took out a stethoscope from her backpack. I was worried about the boy so much because he Is such a young boy to experience all of these things. At that moment, I heard the siren wall of the ambulance. I was never felt so relieved In all my life. The doctor with the backpack had a talk with the paramedic before they pushed the boy Into the ambulance. As the crowd started to continue their normal actively, I saw blood splattered everywhere on the scene when my father passed by. There was a man who picked the boys book which scattered everywhere on the road to help the raffia moving. It was my first experienced an accident In front of my eyes. It gave me a shocked and I could not close my eyes at night when I was thinking If the boy would survived after the accident. The accident taught me that anything unexpected could happened anytime and everywhere without defined age or gender. So, we must take every step to say safe whenever or wherever we are. Continuous writing By catastrophic boat riding and some of the people were taking selfless. My mother enjoyed herself by parked haphazardly along the street make it difficult for people to cross the street. Motorcycle hit the unlucky young boy. The boy was flung up in the air for a moment before his books scattering everywhere on the street. The accident happened in Just stethoscope from her backpack. I was worried about the boy so much because he is wail of the ambulance. I was never felt so relieved in all my life. The doctor with the backpack had a talk with the paramedic before they pushed the boy into the ambulance. As the crowd started to continue their normal activities, I saw blood traffic moving. It was my first experienced an accident in front of my eyes. It gave me a shocked and I could not close my eyes at night when I was thinking if the boy would

You Will Chose The Topic When You Chose The Source Annotated Bibliography

You Will Chose The Topic When You Chose The Source Annotated Bibliography You Will Chose The Topic When You Chose The Source – Annotated Bibliography Example Annotated Bibliography: Obesity Metaphors Barry, Colleen L; Brescoll, Victoria L; Brownell, Kelly D; and Schlesinger, Mark. Obesity Metaphors: How Beliefs about the Causes of Obesity Affect Support for Public Policy. The Milbank Quarterly, Vol. 87, No. 1, pp. 7 – 47. 2009. Print.The authors aimed to determine how using metaphors would affect different perceptions of individuals that greatly influence the design and implementation of policies targeted to reduce obesity rates in the country. Through initially providing an effective academic background on the use of metaphors in various human interactions and behavior, the authors explained its use for reasoning and its important role in forming public opinion regarding the obesity issue. A study was conducted using the â€Å"Yale Rudd Center Public Opinion on Obesity Survey, in late 2006 through early 2007, to examine Americans’ beliefs regarding obesity† (Barry, Brescoll and Brownell 15). With sixteen policies tha t aim to reduce obesity rates, the findings revealed that the effective use of obesity metaphors proved increasing support of governmental policies that aim to reduce the obesity problem.The article was complete in the discussion of the identified topic. It was likewise effectively structured using appropriate sub-headings and a clear and understandable language. Considerable amounts of secondary sources of authoritative references, totaling 45, supported the arguments within the discussed issues. The use of tabular forms in summarizing results summarized the relevant information, as needed by the readers. For instance Table 5 clearly identified and summarized the metaphors explaining support for the 16 explicitly determined obesity policies (Barry, Brescoll and Brownell 35-36). Appropriate limitations for the study were also noted and implications for applicability were presented.The source is therefore very useful for the current study which aims to determine whether the obesity p roblem is actually a reality or just a myth. Through establishing identified metaphors which influence the design of obesity policies, the findings from the study assisted in confirming the current study’s arguments. However, other authoritative references are needed to finally arrive at the required evidence for the study at hand.Barry, Colleen L, et al. "Obesity Metaphors: How Beliefs about the Causes of Obesity Affect Support for Public Policy." The Milbank Quarterly (2009): Vol. 87, No. 1, pp. 7–47. Print.

Summary review Essay Example | Topics and Well Written Essays - 500 words

Summary review - Essay Example ’ and motivates the man to interact with the other employees so that he can learn about the styles that he uses as a manager (Blanchard and Johnson 14). In order to be an effective manager, Blanchard and Johnson have given three primary secrets in the book. The first secret is open minded goal setting. According to Blanchard and Johnson (18), this is the one minute management foundation. They vouch for the 80-20 rule of goal setting. By this, they simply imply that 80% of results that are really important come 20% of goals that were set. This simply entails making people aware of what they should do in their duties. In one minute goal setting, the first step is agreeing on the goals. This is followed by looking out for good behavior, then writing out each of the set goals in not more than 250 words. The fourth step entails reading and re-reading each goal, which should be less than a minute. The next step requires one to take a minute off each day to evaluate their performance and finally seeing whether or not the goals match their behavior (Blanchard and Johnson 22). The second secret is one minute praisings (Blanchard and Johnson 24). The two authors point out that people can reach their maximum potential if they are helped by effective managers to know every time they do something right. Blanchard and Johnson note that when people produce good results, they tend to feel really good about themselves. The first step in one minute praisings is letting people know up front that you are going to inform them about how they are doing. The second step is praising people immediately and then telling people what they do right, immediately they do it and in specific terms. Also, it is important to let people know you feel great regarding what they have done right and how it is helpful to the business and other people in it. Encouraging them to continue doing more of the same also works well. Finally, it is important to show people who do well that you support their

Social divisions are now much less significant than they were fifty Essay

Social divisions are now much less significant than they were fifty years ago. Discuss - Essay Example It shall compare divisions in gender and family roles both 50 years ago and today. And it shall also discuss the current continuation of class divisions and the exploitation of women in the home and in the workplace. Social divisions are less significant now than they were fifty years ago. With the advent of women’s liberation and anti-discrimination laws, men and women can now share the same opportunities and privileges in their work. Society has also largely discarded its outdated ideas about ethnic and cultural disparities in society and in the workplace. Women in the 1950s and 1960s were indeed being allowed to join the workforce, however, â€Å"women continued to earn considerably less than men for doing the same job, regardless of whether they worked in a factory of office, or in a profession such as teaching or nursing† (Cliffsnotes, 2009). Even when women were exerting the same effort or even more effort than men in the same job, women were still being paid the same wages or even less than the men. Such was the life of the working women 50 years ago. The 1950s also typified women as housewives. They were expected to stay at home and take care of the home and the children while their husbands were off to work. Any hint of independence they showed was not encouraged nor was it supported by their families and by society in general. And â€Å"the fact that so many women worked outside home ran counter to the myth in popular culture that emphasized the importance of traditional gender roles† (Cliffsnotes, 2009). The media, television, magazines, and advertisements in general all catered to the traditional idea of the women’s role in society and in the home. And when women started to break out of this traditional mould, they were discriminated against and not given the same chances and opportunities as the men. â€Å"Domestic ideology encouraged the post-war housewife to pursue his wifely duties, and post-war developments

Union and cooperation Essay Example | Topics and Well Written Essays - 500 words

Union and cooperation - Essay Example This is the journey I was to involve in, given that one of my closest relative and also a friend was a victim of the disease. While other victims were seeking help from the VCT, I took an initiative of always hanging around him like never before. I possessed the belief that efforts towards the victims were necessary. I was then the only closest friend he had, not even did he consider the help of VCT because of the stigmatization experience he had with one of the workers. I always ensured that I paid a closer attention because of the health care adversities I believed are associated with the disease. Every day, I accompanied him in a 30 minutes run around our town just to keep him fit. However, for my mum and others they considered that there were meagre chances of managing the influence of the disease in an individual; consequently, there was no need for dying to care for my cousin. Apart from the care, I also took responsibility of reminding him about the importance of taking the treatments as prescribed by the doctor. After reading an article written by The South African Medical Research Council I came across an English word, â€Å"adherence† which in the context was used as powerful medical glossary for the people living with HIV/AIDS (Gina et al, 69). Intuitively, I had to find a way of levitating the level of adherence within my victim, to ensure that he was always devoted to the medical advice. Further, I taught him the need for nursing hopes that there are still more days to live asserts that stigmatization. Nonetheless, I found it hard to achieve my goal since my victim had the belief that the ultimate consequence of HIV/AIDS is death, as the result of the perception held by the society towards the victim. From this I realized that the discrimination by other individuals in the society triggers the victims into feeling that there is little hope for the futility of the medical advices.

Early life environment and a childs temperament

Early life environment and a childs temperament The question of how dependent a childs temperament is on their environment, biology and other individual differences has been the subject of much debate in the world of psychology. To critically discuss to what extent such factors have on temperament, we should consider what this term means- individual differences in emotional, motor, and attentional reactivity and self-regulation (Rothbart, 1998, p.105-76). This definition considers the childs emotional responses; physical ability; how passionate or responsive the child is and how regulated their sleeping and eating habits are, for example. Possible influences on temperament are nature, including innate characteristics, and nurture, the childs early life environment and socialisation. A childs early life environment itself is affected by a number of factors, such as social-economic status; parenting; culture; school entry age and extracurricular activities to name a few. For the purpose of this essay, the focus will be on social-economic status and parenting. Firstly, individual differences were noted for dimensions such as distractibility and intensity of reaction in children in Chess Thomas (1987, as cited in Roberta, 2009) development of the 9 NYLS (New York Longitudinal Study) dimensions on child temperament. Some newborns were found to cry a lot louder than others if hungry, which showed more apparent intensity in the childs temperament. This indicates that temperament is a result of innate characteristics as at such a young age, little environmental influence is likely to have taken place. Behavioural profiles were also produced using the dimensions and 3 types of temperament were developed from this: Easy, Difficult and Slow to warm up, which were apparently identifiable in children as young as 2-3 years old. There is evidence that caregivers awareness of such individual differences is highly important as this can affect the childs socialisation process developing in early life. For example, those with a Difficult temperament might have more intense reactions and harsher parenting techniques used as a result may not always be helpful. Therefore, though aspects of a childs temperament can be seen as innate, environmental factors and social influences also hold a degree of influence. Parenting practices should be adapted to a Difficult child in order for the parent to optimise their ability to nurture their childs temperament. The NYLS dimensions are still in use today and the construct of child difficultness has been further developed and used in many other measures. However, this could cause issues when considering such research as results will depend on which measure and definition of difficultness is being referred to. Secondly, Kagans (1994) work (as cited in Chess Alexander, 1996) studied temperament by also using a biological approach. 43 children had their heart rates recorded and were observed and rated during 2 simple laboratory tasks. Statistical analysis was used to assess the difference between behavioural inhibitions of the children. Inhibition serves certain social functions such as preventing impulse acts, for example, losing your temper and hitting someone. This relates to impulsivity as an aspect of ones temperament. It was found that inhibited children had a higher and more stable heart rate than uninhibited children. At approximately 5.5 years old, there were a number of significant correlations between heart rate and physiological factors such as pupil dilation during cognitive stress and adrenaline levels. This suggests that individual physiological differences are indicative of varying temperaments in children, in line with other biological studies (Fox Calkins, 1993 as cited i n Rubin et al., 1993). Nevertheless, Kagan commented that environmental factors should be investigated too in order to gain a full picture. The effects of social-economic status can be seen in Dearing et al.s (2001) work investigating associations between children aged 1-36 months and effects of changes in family income by 36 months. Results showed a significant effect of income on children from poor families but no significant effects of income on non-poor families. For families in poverty, childrens school readiness; expressive language and positive social behaviours were negatively affected and behavioural problems more prominent and vice versa. Such research gives support for environment affecting a childs temperament, even at the early age of 36 months. Also, a higher risk for negative outcomes at 36 months was found for those that had spent longer in poverty. Even so, associations cannot be directly translated as causal relationships. It is difficult to be certain that extraneous variables, such as parenting; genetic ability and school standards did not affect the results recorded. Differences could have been due t o variables other than family income but the effect of the duration spent in poverty discourages this assumption. Parenting practices and child temperament were investigated using the questionnaire method. Parent perceptions of toddlers social wariness and shyness at 2 years old predicted their preferences for socialisation strategies at 4 years old (Rubin, Nelson Hastings Asendorpf, 1993). Observations of child-parent interactions were also recorded. It seemed that those parents perceiving their children to be shy, somewhat limited their childs opportunities for independence. This was more evident in those parents that were more anxious. Such parenting styles could make it more difficult for self-regulation to develop and for potential interactions with other children to take place. Those children less capable of self-regulation at an early age may develop independent feeding skills later than others for example, which would probably negatively affect temperament with more irritability occurring during meal times. So not only are parenting styles an influence on temperament, parents perception s of their childs abilities and temperament (inclusive of the factors defined by Rothbart, 1998) and how this affects their child-rearing is also extremely relevant. As parent perceptions were being studied, the questionnaire method used is quite fitting. Despite this, we should take into account social desirability bias and demand characteristics potentially affecting validity. For example, parents may be unwilling to convey their children as shy due to partaking in psychological research. Studies on twins have been carried out in attempt to determine whether biological or environmental factors attribute to a childs temperament. Spinath Angleitner (1998) collected separate mother and father ratings on 354 monozygotic and dizygotic twins ranging from ages 2-14. The twins Emotionality, Activity, Sociability and Shyness were also assessed using the EAS Temperament Survey (Buss Plomin, 1984, as cited in Spinath Angleitner, 1998). On all EAS dimensions, except Emotionality, dizygotic twins showed negative or near-zero correlations and the similarities between monozygotic twins were more than half those held by dizygotic twins. As dizygotic twins are expected to experience similar environmental stimulation, it seems that the much stronger correlations between monozygotic twins similarities would arguably be explained by their genetic similarity. Related findings seem to be obtained in further behavioural genetics research (Kimberly Saudino, 2005) which supports the impor tance of innate characteristics in temperament. Nevertheless, we cannot be sure whether parents ratings were affected by demand characteristics and therefore, the validity of the similarity ratings made between the twin pairs. It could even be argued that similarities were rated on perceived zygosity that is to say, perhaps parents and rating family members perceived more similarities between monozygotic twins because of their physical similarities. Experimental methods would conceivably be more useful for identifying the genetic factors contributory to temperament, but familial observations over time may well be more valid, naturalistic observations of child temperament and similarities. Although such research may suggest that the greater monozygotic correlations support the importance of biology in child temperament, results do not explain how relevant it is and certainly does not definitively give evidence for the nature or nurture debate. For more clarity, it seems that a combi nation of methods should be used to explore the dimensions of temperament. Perhaps teacher ratings could have been used in addition to parent and family member ratings alone. Exploring more within-family differences (Kimberly Saudino, 2005) to account for differential treatment of children within the same family, for example, offers more insight to why different family members temperament can vary across a whole range of behaviour. A greater understanding of the influences on child temperament has major practical implications. For example, certain teaching techniques may help Difficult children focus more in school and increase their productivity as a result. Biological influences are arguably less important, as it would imply that temperament is less changeable than a lot of research seems to suggest. For example, a child of slow to warm up temperament, whilst explicable by nature, could benefit greatly from practice of specifically identified socialisation skills. In addition, labelling children with certain temperaments could prove detrimental to their developing temperament during early years and being aware of this is exceptionally important. To conclude, there is evidence to advocate both nature and nurture contributions to child temperament. Although there is significant evidence for biologys role in temperament, there seems to be a general consensus that environmental factors are ultimately of higher importance, as human experiences and surroundings are so varied from person to person. To better understand child temperament, we should look at the interaction of such biological and environmental factors more closely rather than isolating them. A good example is portrayed by Chess Alexander (1987, as cited in Roberta, 2009), where individual differences from birth are apparent, but, what marks a difference is how those innate characteristics are dealt with by parents, and the effect this will have on other social interactions and thus, how child temperament is developed early on in life.

Essay --

Herman Melville, one of the more iconic names in Gothic literature, saw the world differently. Free from the Puritan rhetoric, Melville very much enjoyed the pleasures of the natural world. Melville traveled, and spent time among Natives. In several accounts he described his favorable time amongst them, and showcased the idea of noble savages beyond the borders of America. Without such tragedy to fuel him, Melville penned optimistic stories of adventure and excitement. The world wasn't a trap or a test, but a rich pearl oyster to be pursued and celebrated. True fame, or at least legacy, came later, with the publication of Moby-Dick. A darker story, but still heavy with adventure, Moby-Dick was undoubtedly a story of tragedy. Ahab, the iconic captain in the story, was driven by an obsession to hunt down a whale that injured him years prior to the story's beginning. Rather than accepting this as nature being a bit dangerous Ahab, against the better judgment of other members of his crew , anthropomorphised the titular whale, seeing it as a someone, not something, that wronged him and des...

Police Authority and Accountability in Australia

INTRODUCTION Police officers in Australia, as well as worldwide, have been consistently accused of abusing their authority over the years. Police officers are known to protect and serve and to be the law enforcers of the land, but due to the reality that some human beings are concerned about self-satisfaction and lawlessness, police authority can often times be misconceived as abusive and aggressive.The powers of the police are consistently being scrutinized by the media, the community and even politicians, not to mention that police are, and not just in Australia but worldwide, held as one of the most accountable in society (Robertson, 1998). In order to essentially resolve these issues, the focus of the research should be related to police officers and specific issues such as use of force, police discretion, delegation of authority and the attempts that were made to control officers behaviours’ in Australia.WHAT IS POLICE AUTHORITY? Firstly, authority can be defined as gener ally and basically, Persons having power or powers that other people will not naturally be allowed to have. Bringing this definition toward linking it to police authority, this is where the police officer has legal power of enforcing laws, and at all times should be given the respect, because they are the gate keepers of society, our â€Å"guardian angels† who will be watching over us twenty four seven.For example, we are to respect our parents; they care for us and provide for us our basic needs, I believe that police officers are somewhat the same because they provide us the citizens with safety and when there is a problem we can run to them at many times. Although police authority maybe a good thing, there are also the pit falls with it, in that, there is the abuse of police authority.Some officers due to â€Å"bad apples† meaning some officers are dirty cops, because of greed and selfishness, also some officers believe that they are above the law, because they enfo rce the law, but I believe in the â€Å"eye for an eye† theory: if you do the crime, you should do the time; no one is above the law. WHAT IS POLICE ACCOUNTABLILITY? Firstly accountability is It is a fundamental principle of a democratic society that the police should be held to account for their actions. Accountability includes both what the police do and how they perform.What an officer does or how they do what they do is extremely critical in the world of policing. The entire concept of police accountability revolves around these two criteria, which according to how efficient they are executed, may make or break an officer’s policing career. Agency-level accountability involves the performance of law enforcement agencies with respect to controlling crime and disorder and providing services to the public (National Institute of Justice, 1999). Individual-level accountability involves the conduct of police officers with respect to lawful, respectful, and equal treatmen t of citizens. walker, 2007). I honestly believes that police accountability should be very vital within policing. Officers should be held accountable for their actions like any other individual. POLICE AUTHORITY IN AUSTRALIA In Australia the authority and powers of the police services are clearly defined and understood by officers, these powers are being tested by the courts and even the police themselves, the police know the limit of their authority and powers, but at sometimes politicians, legal professions and even the community are reluctant to greatly alter those powers.Hence the reason why officers may have to use force, law enforcement officers are authorized to use force in specific circumstances, officers in Australia are trained as any other police officer worldwide, but the matter of the issue is how much force to use, this is referred to as police discretion. Authority and abuse needs to be differentiated, because they are not at all supposed to be equal to the same thi ng. Generally, the way in which the police may maintain social order successfully is mainly in alignment with the use of force exercised by the police officers.Many people, citizens of Australia and even the world, here the term use of force being used consistently, whether it may be via the media or directly from a police officer, but what does the term really mean? Use of force is simply and basically the amount of force that is required of a police officer to ensure that an unwilling offender complies with the law enforcer (National Institue of Justice, 2012). Where it is unnecessary to use brute force, a police officer ought to refrain from so doing. An officer can use force in ifferent ways, either verbally or physically; also it may be less lethal or lethal (National Institue of Justice, 2012). Even as it remains that the police officer in Australia has the right to use force where necessary, how then do we determine when he should use which method of force, and how to deal wi th an offender on the whole? Police discretion is used often times when it comes to more of the minor offences, such as alcohol use and urination, but one major encounter in Australia in which police discretion ought to be used is in relation to people suffering from mental illness.Police discretion though, can be influenced by either personal relationships, or race or status, which ought not to be so, but realistically is it. There was one scenario in which a police officer encountered a cafe proprietor who had a traffic violation. The officer in this scenario, decided not to give the driver a traffic offence notice due to the relationship that had developed from before.Although many other officers agreed with the officer’s decision to exercise gratitude toward the violator, this is not a welcoming and promising prospect for the future of law enforcement on the whole. Police discretion can be altered and affected by many other factors surrounding an offender in society. An u nwilling and unruly suspect has a higher risk of being arrested than one who cooperates with the officer. Also, the police records of an offender may also influence the decision of the police.Even with relation to juvenile, police discretion can be altered but not by the juvenile themselves. The parents or Guardians of the juvenile may weigh in heavily on the decision and discretion of the police officer. In the case where the parent or guardian may be uninvolved or uncooperative, the officers may be led to take a different approach to the handling of this situation (Holmgren, 2012). POLICE ACCOUNTABILITY IN AUSTRALIA The face of the matter remains, and one which makes complete logical sense, is that whatever a police officer does, he/she need to account for it.Police in Australia, however, have been given a sense of discretion and freedom to fulfil their roles in society without too much interventions of any judicial or supreme official (Lewis, 2012). Police are not to be seen as i ndependent and totally able to do as they will by members of society, which is not at all the case. Police usually have to consult the judiciaries in the commission of enquiry pertaining to accountability for their actions or allegations, but what prompted this move by the Government?Police in Australia in the past; have been accused for many different things, such as police corruption, inefficiency and brutality. These falls of the police officers are not overlooked by the judiciary, and even though police are the protectors of society, they are very liable to punishment and sanctions for their wrong if it is not properly accounted for (Lewis, 2012). Police accountability has over years become viewed as more of a problematic issue than that of an encouraging one.One of the major ongoing disturbances in Australia’s society is the case where civil litigation is constantly overlooked as a form as accountability (Ransley, 2007)what exactly is civil litigation? Well, civil litiga tion is where someone is accused of doing wrong, but not necessarily a crime, and it is formally submitted to a court (Honeyman, 1999-2010) In fact and very evident to the world today, there have been many cases in Australia, in which persons have been involved in disputes with police officers for doing wrong yes, but not crimes.The reality that the purpose of civil litigation is to settle and attain some form of compensation for being wrongfully accused or dealt with, makes civil litigation a very critical aspect that should more than likely be incorporated in the field of Police accountability mainly because it is a form of correction, just that it is from the civilian stand-point (Ransley, 2007).If in fact, the intent of the more recent police reform is directed toward the strengthening and to some extent upgrading of the individual and organisational accountability, then that makes civil litigation a very fundamental, effective and also it should be, a mandatory component in the effective completion of this goal. Attempts to control the behaviour of police officers are not only affected by civil litigation, but also by the measures in which police officers are dealt with for misconduct.Without the emphasis on the errors of police officers, the police force may adapt to the conditions which could lead to the abuse of their powers and authority. The lack of consistent correction of officers often times may lead to the diminishing of confidence in the community in the police service (Perez, 2008). Internationally, this have become the evident scenario in the present society, as the trust and corporation between Police officers and communities is rapidly becoming a thing of the past, and this have been ighly influenced by the lack of legitimate duty and procedures by police officials. Officers have confrontations of a sort among their own organisations because of the corrections that they may face having the issue to argue that to balance the leniency of misco nduct and the harshness of crimes is difficult to manage (Perez, 2008). A common observation presently is that since authority is delegated rather than chosen gives police officials the opportunity to select the appropriate officers to do the reputation and compatibility with the relative scenarios at hand.CONCLUSION Whether it may be the favourable opinion to some, or the contradicting bias to others, Policing authority and accountability is one of the fundamental aspects of efficient law enforcement. In the case where any of the two may fail or fall short in any aspect, there will always be a conflict in the relationship between Law enforcement and community, and also it may serve as the catalyst for the diminishing status of the police force.From the use of force, to the correction of police officers by their own organisations, the main concept is to ensure that the standard and reputation of the Australian law enforcement department. There have been a lot of complaints geared to wards or targeted at the police officers, but in fact as much as the reality is that they do make some really uncharacteristic errors, they do uphold the law relatively efficiently.This is just another reinforcing point that the society at large tends to make judgements, especially toward individuals and systems within the law enforcement sector based on their benefit and fair treatment. Whether or not the case would have been that police officers in Australia abuse their powers or not, the comparison of the rate in which civil litigation is turned away and how vast the difference is between the corrections that the police officers correct citizens to how intense and consistent the punishment and corrections of officers themselves are, would have still caused some sort of rift within the system.Nothing, it seems can truly be completely satisfying and totally effective, and especially in a world where crime and deviance, because of the continuous introduction of laws and stereotypes via media interventions and other sources, the balance between being lenient and modest in terms of acts of misconduct, and being harsh and enforcing in situations that are more serious, or crimes, is very difficult to assess. The fact remains that o matter where the police system is today, in Australia, and even worldwide, the law enforcement sector cannot afford to cease from continuously modifying and developing their efforts and adaptations to the criminal advancements in society. REFERENCES Holmgren, L. (2012, April 12). Factors that affect Police officers' discretion. Retrieved April 5, 2012, from ehow: http://www. ehow. com/list_5960237_factors-affect-police-officers_-discretion. tml Honeyman, C. (1999-2010). Civil litigation. Colorado, united States of America. Lewis, C. (2012, may 5). Police, civilian and democratic accountability. Monash, Australia. National Institue of Justice. (2012, January 20). police use of force. D. C. , Washington, United States of America. Perez, M . R. (2008, august). Police discipline and community policing: New models. Los angeles, USA. Ransley, J. A. (2007).Civil Litigation against Police in Australia:Exploring its extent, Nature and implications for accountability. Australian and New Zeland Journal of Criminology(Australian Academic Press) , 143-160. Robertson, D. (1998). Public and Private policing: Issues and options for collaboration within Australia. sydney: n/a. walker, s. (2007, may N. D). police accountability: current issues and research needs. POLICE ACCOUNTABILITY , p. 4.

Shakespeare Coursework Henry V Essays

Shakespeare Coursework Henry V Essays Shakespeare Coursework Henry V Essay Shakespeare Coursework Henry V Essay In Henry, how does Shakespeare avoid much disgrace with four or five most vile and ragged foils. Right ill disposed in brawl ridiculous in depicting the Battle of Agincourt on the Elizabethan stage. As the play commences, William Shakespeare has to depict a fight scene at the Battle of Agincourt. When one considers the time period it would have been rather difficult to perform these scenes. This is also due to the fact that Elizabethan stages did not have the use of advanced special effects and consequently they were very basic. The Elizabethan theatre used no real sets and only the most essential set pieces and props. Shakespeare had to find various ways to portray the story and he mainly focused on the acting rather than the props. As it was impossible for Shakespeare to create a real life battle scene, the Chorus apologises for this in the prologue, Oh, pardon: since a crooked figure may attest in little place a million, and let us, ciphers to this great account, on your imaginary forces work. In this essay, I will explain the difficulties that Shakespeare faced when he had to recreate the story of Henry V, ranging from having a small performing space, few props size and havi ng only a handful of actors. One way in which Shakespeare depicts the battle scene is to appeal to the audiences imagination. The Chorus urges the audience to think beyond what they saw on stage, now entertain conjecture of a time, and to envisage what it would be like if they themselves were involved in the scene. In addition, the Chorus also appeals to the audiences sense of sight and sound. Shakespeare has to rectify another issue. The performance took place in the afternoon, yet the battle scene was at night. To emphasise darkness once again Shakespeare uses the Chorus, the poring dark and chide the cripple tardy-gaited night. The language used stresses the point that the battle scene is set at night facilitating the audiences imagination. Additionally, Shakespeare uses personification such as, like a foul and ugly witch to describe the night. This adds to the drama of the play as the language makes the audience compare the night to a witch, which has negative connotations. This made is easier for the audien ce to understand certain aspects of the play such as the night. Finally, Shakespeare shows the distinct contrast between the French and the English armies. The English army was portrayed as being less than convinced of their chances of success due to inadequate size. This compares with the French army, whose contingents were courageous and arrogant in assuming that they were going to win the battle. This illustrates how Shakespeare makes the audience develop sympathy towards the English. In Act Four, Scene One, King Henry disguises himself as an ordinary soldier and converses with members of his army, asking them about their feelings towards the battle and their morale. This creates dramatic irony as the audience knows that the King is in disguise, however the characters do not. In particular, King Henrys old friend Pistol does not recognise him and he is confused with who this ordinary soldier is, art thou officer or art thou base, common and popular? This creates comedy or light relief and brings a more optimistic mood to the play, before the bleak battle. However, the mood of the scene is soon lowered when Henry meets three commonplace soldiers; Williams, Bates and Court. They speak of how they believe they are going to die, and how they feel as if they are insignificant to the King, Ay, he said so, to make us fight cheerfully, but when our throats are cut, he may be ransomed, and we neer the wiser. At this point, they did not know that the soldier they have met i s the King. This creates tension between the regular soldiers and the King; however it also creates sympathy towards the ordinary soldiers. Finally, in the closing stages of the scene, King Henry is desperately praying to God for victory over France. Throughout the play, Shakespeare continues to portray the French army as being overconfident, superior and complacent, therefore showing favouritism towards the English. This contrasts with King Henry doubts in the previous scene, as the audience believe that the French are too boastful and will not succeed. An example of how the French as seen as overconfident is, And your fair show shall suck away their souls, leaving them but the shells and husks of men. In contrast to the end of Act 4, Scene 1, Henry later becomes more confident in his weapons and his men. He does not want any more troops to join the army to fight, as he believes victory will be greater for we happy few we band of brothers. He conducts two main speeches in Act 4, Scene 3, both saying how much faith he has in his army and how he and his troops will work as one to win the battle. In addition, the speeches boosted the troops morale, making them more confident in their ability. Furthermore, both of these speeches build up suspense for the Battle of Agincourt itself. The actual Battle of Agincourt is not depicted as a very serious event but as a comic anticlimax. Shakespeare chose to portray the battle in this way because he realised that it would be impossible for him to re-enact the scene with the few actors and the limited props he had. Also in this scene, the audience discover how Pistols mercenary motives contrast completely with King Henrys idealistic motives. Pistol discovers that he can sell the French weapons in order to make a profit and this is purely for his own benefit. However, King Henry does not only want to fight for his personal pride but he wants to fight for his country. In addition, he believes that his purpose in life is to win, because God encouraged him to do so. We soon learn that England won the Battle of Agincourt, even though they were outnumbered at a ratio of 5:1. Shakespeare writes about how the French Nobles reactions differ highly from their attitude in Scene 2. They experienced hubris as they were originally overconfident and then they fell down at the last hurdle because they lost the battle. This was humiliating for the French as they had lost, thousands of soldiers were killed and they had lost their sense of superiority. In conclusion, I believe that Shakespeares use of language and various techniques made the play successful. He realised that he could not portray the fight scene realistically and therefore decided to show it in a comical way. He uses the Chorus to communicate with the audience, often telling them to use their imaginations, which made each member of the audience feel more involved in the play. In this time period, special effects were not available because the technology had not been invented and therefore Shakespeare depicted the play well.