Strategic Planning for Digital Marketing Communications Essay

Strategic Planning for Digital Marketing Communications - Essay Example SV has expanded footings catering section for airlines (Saudi Airlines a, 2012). SV has partnered with Sky team Alliance; a group of 18 international Airlines to provide more flexibility, convenience and choices to customer of member alliances (Saudi Airlines b, 2012). SECTION 1: CHALLENGES AND OBJECTIVES Section 1a: â€Å"General† marketing communications challenges ISSUES CHALLENGES 1 Global business is moving around the slogan of â€Å"Be Global – Act Local† (Amey, 2012). Globalization &Localization on increasing destination as well as service. 2 Tightening of policies, increasing taxes resulting in job losses; counts up to 1.6 mn in UK in 2010 the trend continues till date (The Economic Times, 2012), US waiting for sustained pick up in consumption, Top ten areas of change in consumer spending worldwide are aimed to be financially considerate (Delotte, 2011). Adopting product marketing that persistently stands business product to be best value for money spent. 3 Spending moved from bricks to clicks and now on to mobile. 52% of US consumers using mobile for purchases overall with more than 20% of air-tickets are purchased through mobile. Availability and adaptability with most digital mediums. 4 51 % rely on online shopping for product search and evaluation. In 2012, 167 million people shopped online with average amount of $1800. Sufficient information with easy purchase option to attract customer base. Accelerated pace of globalization with media in general and social media in specific Performance is open is for anyone and everyone for evaluation; more importantly beyond managements control. Priority challenges and risks: Globalization expansion in China (Amey, 2012). Increased accessibility: increased communication through interactive mobile. Huge risks are associated as increasing pace of digital has not been adopted with similar pace. Currently flight passengers’ account in 58% of Saudis, 22% of Arab and while70% is guest trave lers. Consistent travelers are less (for instance, seasonal travelers in holy months). Travelers’ consideration of SV as best value for money can be ranked medium as it ranks n 6th among the top 10 economy class (Sky Trax, 2012) but mainly accounts for the guest. Focusing mainly on guests and not growing business class is risk. Digital connectivity for flight bookings only (Clear Trip, 2012). Industry challenges ISSUES CHALLENGES 1 Post 9/11Security issues. Redeveloping travelers trust along with strong force than 9/11 updates on various mediums. 2 Fuel prices and economic uncertainty increasing continuously shrinking profits. IATA project Airline profit $ 3.0 Bn. Maintaining effective flights schedule and promptly passing on updated information to customer at easiest disposal 3 Deregulation/privatization of airlines; advertising fare regulation (Zacks Equity Research, 2012) Retaining customer along with detailing price component of tax in advertisement 4 Blocks or strategic alliances to maintain Selection of marketing tactic to exploit benefits of alliances and possible issues. Priority challenges & risk 1. SV developed alliance with Sky team gained the benefits cost saving, flexibility etc but not marketed other than press releases updates on member websites (Sky Team, 2012). 2. For increasing efficiency its flight program Al- Fursan has been developed. This program has been provided with internet based marketing as present on the airline’

Age discrimination in Employment Research Paper

Age discrimination in Employment - Research Paper Example However, this lack of recognition of age discrimination relates to the fact that the matters surrounding it are not succinctly apprehended. For instance, most of the forms of discrimination in workplaces are grounded on historical biases against a specific recognizable group such as women and ethnic minorities; nonetheless, age does not define a specific or recognizable group. Reasonably, age is a range along which differences between people are frequently elusive and relative (Sergeant, 2013). Additionally, while sex or race prejudice may be grounded on dubious presumptions about the capability of an employee to carry out a task, not all the distinctions regarding age may be prejudiced (Sergeant, 2013). Mental and physical capabilities can lessen with time, but not at a similar rate among all the people. The physical and mental distinctions between the aged employees and the tasks requested to carry out means that some people are capable of doing the job while the others are not (Sergeant, 2013). Since age discrimination is seen in almost all organizations, there is legislation in distinct states to safeguard individuals against prejudice. New Mexico State has numerous laws and regulation set to protect people against age prejudice (New Mexico State Bar, 2014). This paper discusses employment age discrimination and its legislation with reference to New Mexico State. Age discrimination can be described as either direct or indirect (Sergeant, 2013). Direct age discrimination is described as a less favorable treatment because of a person’s age (Sergeant, 2013). This occurs when an aged individual is not considered for a job position because they are deemed outdated or not up to date with the present technology when compared with a young person. On the other end, indirect discrimination refers to the selection criteria, policies, employment rules, benefits, rules and other practices that if adopted have the effect of

Tables for refrigerant of R134a in the domestic refrigerator

Tables for refrigerant of R134a in the domestic refrigerator CHAPTER -4 RESULTS DISCUSSION 4.1 Experimental Procedure on Running Refrigeration Tutor 4.1.1 Tables for refrigerant of R134a in the domestic refrigerator Table reading taken from the process of R134a refrigerant placed within the experimental setup. Note the reading of compressor water, mechanical device outlet condenser outlet, evaporator temperature pressure & of varied parameters within the setup. This is the normal domestic refrigerator having refrigerant 180 grams placed in the system. Table 4.1.1 Reading of R134a Refrigerant without Heat Exchanger This is the heat exchanger domestic refrigerator having refrigerant 150 grams placed in the system, experimental setup is same procedure is same as normal domestic refrigerator. Table 4.1.2 Reading of R134a Refrigerant with Heat Exchanger 4.1.2 Tables for refrigerant of R410a in the domestic refrigerator Table 4.1.2.1 Reading for R410a without Heat Exchanger Table reading taken from the experimental procedure of R410a refrigerant placed in the experimental setup . Note down reading as per procedure placed in third chapter-3 This is the normal domestic refrigerator having refrigerant 120 grams placed in the system Table 4.1.2.2 Reading for R410a Refrigerant with Heat Exchanger This is the heat exchanger domestic refrigerator having refrigerant 105 grams placed in the system. Experimental setup is same procedure is same as normal domestic refrigerator. 4.2 Calculation the Coefficient of Performance a Refrigerator Tutor 4.2.1 Calculating COP of R134a Normal Heat Exchanger Domestic Refrigerator Sample Calculation for R134a Normal Refrigerator: Taking valves from table 4.1.1 of following parameter Evaporator temperature :T1 0c:-9.3 Pressure (bar) : P1:0.55 Compressor temperature (outlet): T2 0c:57.5 Pressure (bar): P2:11.72 Condenser temperature (outlet):T3 0c:44 Pressure (bar): P3:11.03 Taking reading and seeing enthalpy values from the data handbook with having refrigerant R134a PH chart Evaporator enthalpy H1:585KJ/Kg K Compressor enthalpy H2:615KJ/Kg K Condensed enthalpy H3:460KJ/Kg K C.O.P :(H1-H3)/(H2-H1) :(585-460)/ (615-585) C.O.P:4.16 Sample Calculation for R134a with Heat Exchanger Refrigerator: Taking valves from table 4.1.2 of following parameter Evaporator temperature :T1 0c:-9.6 Pressure (bar) : P1:0.58 Compressor temperature (outlet): T2 0c:55.6 Pressure (bar): P2:15.72 Condenser temperature (outlet):T3 0c:41.6 Pressure (bar): P3:15.03 Taking reading and seeing enthalpy values from the data handbook with having refrigerant R134a PH chart Evaporator enthalpy H1:587KJ/Kg K Compressor enthalpy H2:617KJ/Kg K Condensed enthalpy H3:458KJ/Kg K C.O.P :(H1-H3)/ (H2-H1) :(587-458)/ (617-587) C.O.P:4.3 Table 4.2.1 C.O.P of R134a refrigerant with without H.E Figure 4.2.1 Graph Shows C.O.P of R134a refrigerant with without H.E 4.2.2 Calculating COP of R1410a Normal Heat Exchanger Domestic Refrigerator Sample Calculation for R410a Normal Refrigerator: Taking valves from table 4.1.2.1 of following parameter Evaporator temperature :TÂ ­1 0c:-12 Pressure (bar) : P1:1.103 Compressor temperature (outlet): T2 0c:56.8 Pressure (bar): P2:30 Condenser temperature (outlet):T3 0c:43.9 Pressure (bar): P3:29.65 Taking reading and seeing enthalpy values from the data handbook with having refrigerant R410a PH chart Evaporator enthalpy H1:434.6KJ/Kg K Compressor enthalpy H2:441KJ/Kg K Condensed enthalpy H3:423KJ/Kg K C.O.P :(H1-H3)/ (H2-H1) :(434.6-423)/ (441-434.6) C.O.P:1.81 Sample Calculation for R410a with Heat Exchanger Refrigerator: Taking valves from table 4.1.2.2 of following parameter Evaporator temperature :T1 0c:-11.5 Pressure (bar) : P1:1.24 Compressor temperature (outlet): T2 0c:52.3 Pressure (bar): P2:30.34 Condenser temperature (outlet):T3 0c:42.6 Pressure (bar): P3:30.00 Taking reading and seeing enthalpy values from the data handbook with having refrigerant R410a PH chart Evaporator enthalpy H1:414.9KJ/Kg K Compressor enthalpy H2:425.4KJ/Kg K Condensed enthalpy H3:436.4KJ/Kg K C.O.P :(H1-H3)/ (H2-H1) :(414.9-436.4)/ (414.9-425.4) C.O.P:2.047 Table 4.2.2 Represent C.O.P of R410a without With H.E Figure 4.2.2 Graph Shows COP Of R410a without With H.E 4.3 Comparison of Discharge Temperature of R134 R410a Refrigerant 4.3.1 Comparison of Discharge Temperature of R134a without With H.E: Following table show difference between normal heat exchanger refrigeration tutor working of compressor discharge temperature thus shows the by using heat exchanger there is decrease in temperature . This leads to improve the performance of system compared to normal refrigerator tutor Table 4.3.1 Shows Compressor Discharge Temperature of Normal H.E Tutor Figure 4.3.1 Graph Shows Compressor Discharge Temperature Difference 4.3.2 Comparison of Discharge Temperature of R410a without With H.E: Following table show difference between normal heat exchanger refrigeration tutor working of compressor discharge temperature thus shows the by using heat exchanger there is decrease in temperature . This leads to improve the performance of system compared to normal refrigerator tutor Table 4.3.2 Shows Compressor Discharge Temperature of Normal H.E System Figure 4.3.2 Graph Shows Compressor Discharge Temperature Difference 4.4 Comparison of Refrigerator Tutor Running Time by Using Various Refrigerants in the System 4.4.1 Comparing Running Time Consumption R134a Refrigerator Tutor Without With H.E: When running of refrigerator tutor time calculates to get final refrigeration effect in the evaporator, when staring from end of cut-off time is taken by the refrigerator tutor. Table 4.4.1 Time Taken for Running R134a Refrigerator Tutor without with H.E In this process found that time is decreased when tin the H.E refrigerator running time compared to normal refrigerator without H.E. Figure 4.4.1 Graph Shows Difference of Time Taken for Running Refrigeration system 4.4.2 Comparing Running Time Consumption R410a Refrigerator Tutor Without With H.E: When the running mode of refrigerator tutor time calculate to get final refrigeration effect in the evaporator, when staring from end of cut-off time is taken by the refrigerator tutor .In this process found that time is decreased when tin the H.E refrigerator running time compared to normal refrigerator without H.E. Table 4.4.2 Time Taken for Running R410a Refrigerator without with H.E Figure No 4.4.2 Shows Difference of Time Taken For Running Refrigeration 4.5 Calculating Energy Consumption of Various Refrigerant using without with H.E 4.5.1 Calculating the Energy Consumption for the Domestic Refrigerator for Running System: By giving electric power to refrigerator tutor energy meter placed to output supply to calculate energy consumption .Taking the reading from table 4.1.14.1.2 evaporator, 5 revolution of energy meter in seconds. Hence calculate the energy consumption into hours. At -9Â ºc freezer point time taken for 5 revolution of energy meter is 60second Energy meter constant :1200revolution: 1 KW :1200=3600Kj 1 revolution:3600/1200 Kj/rev For 5 revolution :(5*3600)/ (60*1200) Energy consumption: 0.25Kw-hr Table 4.5.1 Reading of Energy Consumption (KW) of Domestic Refrigerator during operation Figure 4.5.1 Shows the Difference of Energy Consumption in Without With H.E 4.5.2 Calculating the Energy Consumption for the Domestic Refrigerator for Running System: By giving electric power to refrigerator tutor energy meter placed to output supply to calculate energy consumption .Taking the reading from table 4.1.2.1 4.1.2.2 evaporator, 5 revolution of energy meter in seconds. Hence calculate the energy consumption into hours. At -10Â ºc freezer point time taken for 5 revolution of energy meter is 38.12second Energy meter constant :1200revolution: 1 KW :1200=3600KJ 1 revolution:3600/1200 KJ/rev For 5 revolution :(5*3600)/ (38.12*1200) Energy consumption: 0.393kw-hr Table 4.5.2 Reading of Energy Consumption (kw) of Domestic Refrigerator during Operation Freezer cut-off point OC -10 -12 -14.1 -16.8 -19.6 R410a Without H.E 0.393 0.385 0.383

THE SINFUL NATURE OF MEN IN WILLIAM GOLDINGS LORD OF THE FLIES :: essays research papers fc

When anyone thinks of the word â€Å"evil† they do not think it is within themselves. In reality, without a structured and well-followed society, people are apt to follow their own corrupt desires and neglect the thought of consequence. In the allegory, Lord of the Flies, William Golding reveals that man’s selfishness and sinful nature will be unmasked when the structure of a society deteriorates.   Ã‚  Ã‚  Ã‚  Ã‚  As the story opens, the boys are stranded on the island without any type of authority and must fend for themselves. A meeting is held and the chief, Ralph, is quickly named. A reader at once can notice there is already a power struggle between Jack and Ralph but this is overlooked when Jack says rational and sensible remarks about what should be done. The stability of civilization is still apparent when Jack says, â€Å"I agree with Ralph. We’ve got to have rules and obey them. After all, we’re not savages. We’re English, and the English are best at everything. So we’ve got to do the right things,† (Golding 42). The boys are still influenced by the restraints they learned from a controlled society. Joseph Conrad asserts that â€Å"there exists a certain ‘darkness of man’s heart’ that is suppressed by the light of civilization† (Introduction to Lord of the Flies 2). â€Å"Although Golding suggests the h armony of an ideal society, he does not indicate any faith in its creation† (Kennard 234). The more meetings that are held the more futile they become. â€Å" ’We have lots of assemblies. Everybody enjoys speaking and being together. We decide things. But they don’t get done,’ † (Golding 79). The boys realize that there are no punishments for what they do and disregard their priorities. â€Å"The idea that the absence of the restraints of civilization can lead to a subversion towards savagery† (Introduction to Lord of the Flies 2). The makeshift society that the boys have created is already starting to weaken.   Ã‚  Ã‚  Ã‚  Ã‚  More and more time passes, the tension growing between the boys heightens and their hibernating savageness starts to peer out. Now, the boys start to completely ignore the rules and neglect the thought of getting rescued and start to fulfill their own wishes of hunting and playing. â€Å" ‘The rules!’ shouted Ralph. ‘You’re breaking the rules!’ ‘Who cares?’ [Jack retorted]†¦ ‘Because the rules are the only thing we’ve got!’ [Ralph replied]. ‘Bullocks to the rules! We’re strong – we hunt!.

Negative Screen Time Effects

Statistics show that screen time negatively affects children’s learning abilities and development. â€Å"The effects of so much screen time can include speech delays, aggressive behavior and obesity. † (Lavey) Since parents play a role in how much television their kids can watch, they can minimize the chances of their brains not developing correctly.â€Å"The first 2 years of life are considered a critical time for brain development. TV and other electronic media can get in the way of exploring, playing, and interacting with parents and others, which encourages learning and healthy physical and social development.† (Kids Health)Children do not understand the damage that can be caused by excessive screen time, which is why parents need to become more involved and teach them. By minimizing the amount of time that children spend using television and other screen times, they will increase their levels of brain activity and have improved neurological development. Scre en time, of all types, can affect children in many different ways; some of them are positive, but many of them are negative.Watching television and using other types of screen times too much can affect many aspects of children’s lives, including their health and school performance. In order to stay healthy, kids need to eat right, as well as get plenty of regular exercise. This is not hard for most children since they are generally very active. However, when they are sitting in front of the television all day, they are not staying active. This will eventually start to take a toll on their weight and general physical well-being.â€Å"The difficulty really comes in that once a child is obese they more than likely will remain obese into and through their adulthood. There is no easy fix. It takes time, hard work and a drive to change habits that have been established for a long time. † (Sigman) So the sooner you get your child to start following good and healthy habits the better; this includes watching television because one of children’s favorite things to do while watching television is eat. School performance also can be drastically affected if children are exposed to too much screen time.They will not make time to do their homework, which will ultimately have a negative impact on their grades. Younger people are affected much more easily by what they see or hear on television or the computer. These things will have a bigger impact and influence on them than they would on someone older who knows better and knows what is right and wrong. There are plenty of commercials and shows on television that can be a bad influence on kids. Everything from violence and crime to drugs and sexual content can be found on both the computer and television.Even though parents try their best to teach their children right from wrong, if they see these things enough on a regular basis, it will have some kind of negative effect on them. When children see these b ad things happening on television, and they see that nothing is being done to stop them, they automatically assume that it is all acceptable for them to do as well. This, again, can begin to affect other aspects of their lives negatively such as school and their behavior. Research shows that the majority of screen time has a negative effect on children of all ages.Children ranging from ages two to 11, on average, spend anywhere from 25 to 35 hours a week in front of the television, or other forms of screen time. At such young ages, children should not be spending that much of their time watching television.There are many other much more stimulating activities that they could be doing instead that could help them in their development into adults including playing outside, reading, or writing. Parents are a big cause of this because the majority of them do not care how much or how often their children watch television.Some even encourage it, and think that it is good for their childre n. â€Å"Studies show that screen time cuts into the adult-child interaction that is crucial to developing language skills. † (Lavey) So, if parents do not pay attention to the amount of screen time their children are exposed to when they are young, it can affect their ability to learn how to speak correctly. Many programs on television teach kids things that are unacceptable or that can affect them in negative ways. Commercials and other ads, as well as many shows.Demonstrate unethical and unhealthy ways to live life, and children, at such young ages, can easily pick up on those things and make them habits of their own. Everything from stereotypes to violence, unhealthy eating habits to drugs, alcohol and sex is shown on television on a variety of channels.â€Å"Children who consistently spend more than 4 hours per day watching television are more likely to be overweight. Kids who view violent acts are more likely to show aggressive behavior but also fear that the world is scary and that something bad will happen to them.Television characters often depict risky behaviors, such as smoking and drinking, and also reinforce gender-role and racial stereotypes. † (Kids Health) There are over two thousand ads on television each year for alcohol. If children are exposed to these things, especially at such young ages, they will definitely be impacted by them.They will begin to think that things they see on television are acceptable, and will eventually start to copy what they see. Children are known for wanting to copy anything they hear or see when they are young, so parents should be sure that they surround their child only with positive influences.Although there are a number of negative effects of television and other screen times, they are not necessarily all bad. Certain things can be reversed so that there are more positive effects resulting from all the screen time. Parents can play a role in their children’s exposure to television and othe r screen times. If they monitor them, and teach their children what and what not to believe from what they see on television, they may have the power to reverse it into something good.When used in moderation, screen times can actually benefit children, usually those who are over the age of two. Watching television with your children, and teaching and educating them about what they are watching will help because then they will not be affected as easily.They will come to understand, with help from their parents, that just because they see something on television does not mean it is right or tolerable to do themselves. Studies have shown that television and other screen time can be educational for children to a certain extent.â€Å"Good educational programs can provide lasting benefits to children at many ages, but it may be especially important to provide such fare for very young children because they are less likely than older children to be exposed to formal preschool instruction, and because stable habits of viewing may be formed in the first few years of life.† (Huston, Science Daily)There can be just as many good things to be found on television and the computer as there are bad. Since we know how entertaining television is for children, we can definitely use it to our  advantage, by only allowing them to watch education programs and keeping them away from all of the negative things.This gives parents a way to keep their children happy and entertained, but also at the same time help to expand their knowledge and keep them away from all of the negative things that they may see or hear on television. The most important thing to understand and keep in mind is that children have not finished fully growing until they are well into their teenage years, when they are young their brains are still developing, so they will retain negative information easier and pick up on bad habits more quickly.Children will benefit more from decreased use of screen times, which will also help improve their attention span and overall academic performances. Watching television and using other screen times in moderation is acceptable and can also be beneficial; it is only when they are abused and over-used that they become a problem. With the known negative facts about children overusing television and other screen times, monitoring the amount of time they spend using them will increase chances of improved brain activity and development into adulthood.

Special Education for Disabilities

Disabilities affect every race, culture, sex, and religion. It is non-discriminatory. Almost everyone can think of someone they have come into contact with or are related to that has a disability, and we can all think of some torment or discrimination that has affected their life. Asylum, prison, basement, attic Sorry, allowed to exist but only as outcasts. Became a part of society but were not encouraged or allowed to participate in an attempt to gain their independence. Bill of right for disabled people-laws at the federal level Qualified Handicapped individual- a person who with reasonable accommodations can perform the essential functions as required for employment or education. Architectural Transportation Barrier Compliance Board Established legal channels to handle this Lead to Americans with Disabilities Act Moved to include State and Local Govt. Ensure a free and appropriate education Ensure and access effectiveness of the program Defines who provides services needed Today we have laws and they are enforced by strict guidelines. Our society as a whole accepts and allows for inclusion although some individuals still look down on special individuals and poke fun at them. Through education and exposure it is hoped that all of society will view each other as equal and unite. The greatest injustice to any individual is treating everyone the same. Everyone is an individual and should be treated in a way that recognizes their individuality and should be provided all the supports needed for them to gain and maintain independence and equality without discrimination.

Rocky Marciano essays

Rocky Marciano essays Rocky Marciano was born on September 1, 1923 in Brockton,Massachusetts to Mr. and Mrs. Pierino Marchegiano. Rocky would live a pretty normal life until 18 months of age , when he would contract pneumonian. Pneumonia was an infection which would nearly kill Rocky , but through his strong constitution he would be able to suvive without impairment. Even at a young age Rocky would have exceptional physical strength as he would grow up on his mom's Italian cooking. Rocky also developed his physical strength at a young age through living across the street from the James Edgar Playground , where he began the habit of exercising to his limit. Rocky would further develop his boxing skills through punching a stuffed mail sack that hung off of an oak tree in his backyard. Through Rocky growing up in a working class, multiethnic enviroment in NewYork he would be involved in many altercations that would help him develop into one of the greatest boxers. At age 14 however Rocky's notriety as a base ball slugger would overtake his reputation as a slugger with his fists. The legend of his athletic powers would begin at age 15 as he would blast homeruns as a clean up hitter for the American Legion Team . At age 15 Rocky would enter Brockton Highschooland he would take up football. In the fall of his sophmore year Rocky would win the position of center on the varsity football team. One of Rocky's most memorable moments had occured on the football field as well when he intercepted a pass and went 60 yardsfor a touchdown against archrival New Bedford. The following spring of his sophmore year Rocky would become the first string catcher on the BHS varsity baseball team. Rocky had threw rocket like throws and was one of New York's best catchers until he threw his arm out. Rocky then would be moved to right field and due to him being slow he would only be a pitch hitter. This would cause Rocky to join in another league , and since this prohibitted the school'...

West Side Story Anaylsis essays

West Side Story Anaylsis essays As a contemporary musical, West Side Story differs from Romeo and Juliet in form and detail, but stays true to the tragedy of innocent love caught in a complex social web that predestines its demise. In West Side Story, love at first sight between Tony and Maria set off a tragic chain of events which bring the story to its heartbreaking conclusion. Maria is Puerto Rican, Tony, Polish-American; they are young, innocent, rebellious-indifferent to the societal boundaries which they are trespassing. Like Romeo and Juliet, love is all that matters to. Inevitably, social reality intrudes upon the inter-racial lovers idealized world. Instead of the warring Montagues and Capulets, West Side Story revolves around two street gangs, the Sharks and the Jets. At this point in time, the impoverished white immigrant culture, which Tony represents, is being hreatened by the influx of new immigrant populations, especially the Puerto Ricans, who are beginning new lives in America. The young street gangs that arise from these ghettos demonstrate their frustrations and tensions through turf wars and street fights. Tony is a member of the Jets, the American gang. Maria's brother, Bernardo, and her Puerto Rican suitor, Chino, are members of the Sharks. Gangs are one of the results of poverty, discrimination and urban deterioration. Some experts believe that young people, undereducated and without access to good jobs, become frustrated with their lives and join gangs as an alternative to boredom, hopelessness and devastating poverty. Studies have attempted to determine why gangs plague some communities but there has been no definitive answer. As a result, people working to solve gang problems have great difficulty. They find the situation overwhelming, and the violence continues. The reason for some of this vilolence has to deal with the differences in culture between the two gangs and there ethinicity. As we have learned in socilogy cultur...

Natural Rights and How They Relate to U.S. Independence

Natural Rights and How They Relate to U.S. Independence When the authors of the U.S. Declaration of Independence spoke of all people being endowed with â€Å"unalienable Rights,† such as â€Å"Life, Liberty and the pursuit of Happiness,† they were confirming their belief in the existence of â€Å"natural rights.† In modern society, every individual has two types of rights: Natural rights and legal rights. Natural rights are rights granted to all people by nature or God that cannot be denied or restricted by any government or individual. Natural rights are often said to be granted to people by â€Å"natural law.†Legal rights are rights granted by governments or legal systems. As such, they can also be modified, restricted or repealed. In the United States, legal rights are granted by the legislative bodies of the federal, state and local governments. The concept of a natural law establishing the existence of specific natural rights first appeared in ancient Greek philosophy and was referred to by Roman philosopher Cicero. It was later referred to in the Bible and further developed during the Middle Ages. Natural rights were cited during the Age of Enlightenment to oppose Absolutism - the divine right of kings. Today, some philosophers and political scientists contend that human rights are synonymous with natural rights. Others prefer to keep the terms separate in order to avoid the mistaken association of the aspects of human rights not typically applied to natural rights. For example, natural rights are considered to be beyond the powers of human governments to deny or protect. Jefferson, Locke, Natural Rights, and Independence. In drafting the Declaration of Independence, Thomas Jefferson justified demanding independence by citing several examples of ways in which England’s King George III had refused to recognize the natural rights of American colonists. Even with fighting between colonists and British troops already taking place on American soil, most members of Congress still hoped for a peaceful agreement with their motherland. In the first two paragraphs of that fateful document adopted by the Second Continental Congress on July 4, 1776, Jefferson revealed his idea of natural rights in the often-quoted phrases, â€Å"all men are created equal,† â€Å"inalienable rights,† and â€Å"life, liberty, and the pursuit of happiness.† Educated during the Age of Enlightenment of the 17th and 18th centuries, Jefferson adopted the beliefs of philosophers who used reason and science to explain human behavior. Like those thinkers, Jefferson believed universal adherence to the â€Å"laws of nature† to be the key to advancing humanity. Many historians agree that Jefferson drew most of his beliefs in the importance of natural rights he expressed in the Declaration of Independence from the Second Treatise of Government, written by renowned English philosopher John Locke in 1689, as England’s own Glorious Revolution was overthrowing the reign of King James II. The assertion is hard to deny because, in his paper, Locke wrote that all people are born with certain, God-given â€Å"inalienable† natural rights that governments can neither grant nor revoke, including â€Å"life, liberty, and property.† Locke also argued that along with land and belongings, â€Å"property† included the individual’s â€Å"self,† which included well being or happiness. Locke also believed that it was the single most important duty of governments to protect the God-given natural rights of their citizens. In return, Locke expected those citizens to follow the legal laws enacted by the government. Should the government break this â€Å"contract† with its citizens by enacting â€Å"a long train of abuses,† the citizens had the right to abolish and replace that government. By listing the â€Å"long train of abuses† committed by King George III against American colonists in the Declaration of Independence, Jefferson used Locke’s theory to justify the American Revolution. â€Å"We must, therefore, acquiesce in the necessity, which denounces our Separation, and hold them, as we hold the rest of mankind, Enemies in War, in Peace Friends.† – The Declaration of Independence. Natural Rights in a Time of Slavery? â€Å"All Men Are Created Equal† As by far the best-known phrase in the Declaration of Independence, â€Å"All Men Are Created Equal,† is often said to summarize both the reason for revolution, as well as the theory of natural rights. But with slavery being practiced throughout the American Colonies in 1776, did Jefferson – a life-long slave owner himself – really believe the immortal words he had written? Some of Jefferson’s fellow slave-owning separatists justified the obvious contradiction by explaining that only â€Å"civilized† people had natural rights, thus excluding slaves from eligibility. As for Jefferson, history shows that he had long believed the slave trade was morally wrong and attempted to denounce it in the Declaration of Independence. â€Å"He (King George) has waged cruel war against human nature itself, violating its most sacred rights of life and liberty in the persons of a distant people who never offended him, captivating carrying them into slavery in another hemisphere or to incur miserable death in their transportation thither,† he wrote in a draft of the document. However, Jefferson’s anti-slavery statement was removed from the final draft of the Declaration of Independence. Jefferson later blamed the removal of his statement on influential delegates who represented merchants who were at the time dependent on the Transatlantic slave trade for their livelihoods. Other delegates may have feared the possible loss of their financial support for the expected Revolutionary War. Despite the fact that he continued to keep most of his slaves for years after the Revolution, many historians agree that Jefferson sided with Scottish philosopher, Francis Hutcheson, who had written, â€Å"Nature makes none masters, none slaves,† in expressing his belief that all people are born as moral equals. On the other hand, Jefferson had expressed his fear that suddenly freeing all of the slaves might result in a bitter race war ending in the virtual extermination of the former slaves. While slavery would persist in the United States until the end of the Civil War 89 years after issuance of the Declaration of Independence, many of the human equality and rights promised in the document continued to be denied to African Americans, other minorities, and women for years. Even today, for many Americans, the true meaning of equality and its related application of natural rights in areas such as racial profiling, gay rights, and gender-based discrimination remain an issue.

Mormonism Essay Example | Topics and Well Written Essays - 750 words

Mormonism - Essay Example Mormonism Later Day Saint Movement (LDS) or simply Mormonism is a Christian religious group founded by Joseph Smith. Smith claimed himself to be the God’s advocate through whom the Church would be re-established, because according to Smith, all other Churches had gone astray. Smith also claimed that he had several visions from God and that was the cause why he proposed to undertake this new mission. The cult, which claims to be the true church of Jesus Christ, has its own distinctive beliefs and texts different from those of Catholicism and Protestantism. The movement emerged during 1820s in America and gained popularity over the next few decades though later got split into new rather small denominations. According to the LDS statistical report (as cited in BBC Religion), the group has ‘13.5 million members world-wide’. Mormons’ belief about God is very much different from those of other Christian denominations. According to their doctrine, God is an exalte d man who has a physical body like any other human being. Even the human beings have the potential to attain this stature in afterlife. As described in the book of Gruss and Thuet What Every Mormon (And Non-mormon) Should Know, Mormon’s God consists of three distinct beings- collectively called Godhead- who are united in purpose, love and will (281-282). Among these three beings, God the Father is the all knowing Supreme Being named Elohim who created the whole world, for he has the absolute wisdom. The second being of the Godhead is Jesus Christ, who according to the Mormons, showed the perfect way of human life; and he is the first-born spirit child and biological child of the Father, and by whom Father performed the creation of the world (Gruss & Thuet 283). The creation is a process that is very similar to the act of a craftsman, for he did not create anything out of vacuum but perfectly organized already existing materials. Again, the Father himself is an exalted human w ho might have lived in another planet once, and who gained ultimate wisdom by closely adhering to the rules of his God. Jehovah, the God in the Old Testament referred to Jesus who later taught his disciples to live tighter for the common goal. Jesus died, got buried, and resurrected. Mormons’ Christ owns a physical body which neither limits his holiness nor prevents him from being God (BBC Religions). The third being that is Holy Spirit also is a unique being like Elohim and Jesus Christ. The only difference is that he is spirit and has no body, but at the same time resembles man. Unlike other Christian doctrines, mormons’ Holy Spirit is not omnipresent. Although He can be present only at one place at a time, his power is so intense that spreads across the whole universe in no time. Holy Ghost is the being that inspires people to obey God the Father and the Son. All Godly experiences, ‘love, comfort, and affection’ are being transmitted through the Holy Gh ost (BBC Religions). With regard to spiritual life, Mormons give higher emphasis to sustainable growth in knowledge and understanding, which is only possible through ongoing scripture study and personal preparation. Like any other forms of belief, LDS also maintains temples and priesthood which play central roles in their ceremonies. The ceremonies, normally termed as ‘ordinances and covenants’ can be performed only in temples by a proper authority- priest. Among such ceremonies, endowment and eternal marriage are important. During endowment, one promises that one would lead a righteous life by closely following the God’s Commandments. Marriage is not a simple one-time event; instead it lasts for ever once the couples enter eternal marriage, which is often termed as a sealing. Through this covenant, a family, including the children born and yet to be born, gets the blessings to be united for ever. LDS temples are the holy houses where Jesus Christ is expected to come and dwell. Mormons worship Jesus as the Son of God and Savior. Like almost all other Christian denominations,

Medical in the Middle Ages Essay Example | Topics and Well Written Essays - 1000 words

Medical in the Middle Ages - Essay Example It was in Salerno, for example, that much work was done by academics and others, supported and sponsored by the Church, to articulate for a new age the traits of Hippocratic medicine as a tradition. It is the results of this and other contemporaneous work which exerted great influence on physicians, healers and other medical practitioners until as late as the 19th century (Porter 1998, p. 13).2 Opportunities for a medical education were scarce at the beginning of the High Middle Ages. So-called cathedral universities that offered medical education, such as that of Chartres in France, were an exception. One reason for this seems to be that, because universities during this period generally offered a broad education in the humanities that did not have as a specific objective a curriculum designed to produce professional physicians, the education one could expect differed substantially in nature and content from that which was developed in Salerno from the 11th century onwards (Nutton 1995, p.139). The earliest Salernitan texts used for teaching purposes were the product of many variables, such as the influence of Arab medical knowledge imported into southern Italy by Arab settlers who maintained contact with Byzantium and northern Africa, which combined to infuse a new and more speculative view into medieval medical thought (Nutton 1995, pp.140). Medical education and professional training in the Late Middle Ages was greatly influenced and accelerated by a narrowed focus on medical learning as a discipline, which was adopted by university educators from about 1250 onwards (Nutton 1995, pp. 142-159). One work in particular, Articella, revived interest in and pursuit of the Galenic medical tradition, which built on the earlier Hippocratic works, and for the first time gave university medical educators and practitioners a 'sacred text' by which a physician's professionalism and knowledge could be measured and benchmarked based on his expert comprehension, understanding and application of the series of books that comprised the contents of the Articella compendium (Nutton 1995, p. 142). By holding to an assumption that all disease stems from natural as opposed to supernatural causes, physicians and healers throughout the medieval period, following the Hippocratics who established the tradition long before them during the Hellenic period, appealed to human nature itself for specific natural causes. It is for this reason that the treatise in the Corpus that elaborates the main tenets of Hippocratic medicine most ardently and succinctly is On the Nature of Man (Jones 1923, Volume IV). Medieval medical practitioners, in adopting and using these ideas, sustained the essence of Hippocratic thought by seeking to explain the nature of the human body by direct observation of it followed by systematic analysis of this observation. Medieval physicians and other medical practitioners used the precepts presented in the Hippocratic treatise, On the Nature of Man, to treat their patients (Nutton 1995, pp. 175-183). It is in this text that the theory of the four humors is discussed in detail, relating that the human body is comprised of blood, phlegm, yellow bile, and black bile

Why should i hire you Essay Example | Topics and Well Written Essays - 250 words

Why should i hire you - Essay Example tensible fact that we live in a tech-savvy society where competition in the corporate world is stiff and dynamic, my combination of IT and business skills will be of great value to your organization. I worked as part of a team on project for Salt lake swimming and tennis club, the system we provided streamlined the club’s class registration and management process leading to greater efficiency and greater customer satisfaction. Moreover, I am familiar with business applications and willing to learn on the system your company currently using as a way of fitting into the current workforce and use my business skills to improve efficiency in the company. Additionally, I have a high ability to network with people and possess effective communication skills which are fundamental for a business’ success in the contemporary world. I always stay connected with people, both physically and on social media platforms such as Facebook and Twitter plus I get high rate on team works most of the times. With this behaviour I will be able to encourage others including myself to deliver outstanding quality that will eventually improve the productivity and market performance of the company. What’s more, I am ready and willing to share knowledge and learn new skills. For the growth of the company I’m willing to share knowledge and learn new things to make a hard task or an easy task possible to solve with a high quality and within a short time. I will improve knowledge sharing within the organization and help relatively weak employees to improve on their performance. I love this field and if you hire me, I guarantee that I will provide the maximum output with my skills. As a member of your company, my ability to communicate effectively, share knowledge and my combination of IT and business skills can potentially drive the organization to greater

Language and Communication for Science Essay Example | Topics and Well Written Essays - 1250 words

Language and Communication for Science - Essay Example The Therefore, following the relationship between language and scientific development, I intend to expound on this relation. More to this, I shall give an examination of what this relationship implies in human resources development planning, and use Japan and China as illustrations. Scientific knowledge refers to objective knowledge of the universe and its phenomena. Such knowledge derives from the use of scientific methods of inquiry, and goes through public validation process to ensure it conforms to the empirical observations of natural phenomena. Storing such knowledge for further scientific advancement, as well as reference leads to the generation of scientific literature, which can be defined as a store of objective knowledge. Consequent to this, a clear relation develops between science and language as the knowledge developed gets to be stored in a certain form of language. Having elaborated on this relationship, I continue by highlighting the importance of language in the process of modernization. Scientific literature provides scientists with an accumulation of scientific knowledge. Given that scientists do not function in isolation, such literature provides them with the necessary information to boost their research. They refer to the scientific literature, to gain an understanding of what research has been done in the past. In addition to this, they get to develop knowledge gaps in such scientific knowledge, thus advancing the research process. Sharing the information with other scientists, using language as a means of communication, helps in innovating technologies that lead to the modernization of underdeveloped and developing nations. Given that scientists derive the required scientific information from scientific literature, the time taken to access the information determines the viability of any research

Essence of Employment Law Essay Example | Topics and Well Written Essays - 4000 words

Essence of Employment Law - Essay Example This paper focuses upon the employment law that refers to combination of massive ordinary law rulings, administrative rules, statues and legislation, which are then interpreted as employment law. Its rule descends under the sunshade of both central and state statutes, as well as judicial precedent and administrative directive. When employees file allegations for employment biasness, compensation, unemployment, compensation and employees’ compensation, these claims lie under employment law. In other words, employment law covers all these areas that concern both employers and employees. They are the regulations that govern the working environment of an organization. At the same time, supervising workplace security and standards, retirement and pensions, fair wages, workers benefits, and several other issues are inclusive in this broad range legal field. It tackles the actions, responsibilities and rights of both the employer and employees. Therefore, this law unites and enhances the relationships among the employees, employers and employer-employee relations. The most famous and common managerial regulatory body for employment law is the Department of Labor, which is present on both the federal and the state stage. There are several rights of people at work well known as employees but these rights depend on two main aspects; the stator aspect of the employee and contract of the employee. Note that the employees contract can never eliminate their rights they have as par the law. (Employment Rights Act 1996). Therefore, if for instance, a person has a contract, which affirms that the person is only entitled to have a holiday of no more than two weeks annually, which are paid for. However, according to the law, all permanent workers are, give the right to 28 days’ holiday annually, it shows that this section of the contract is annulled and is not applicable. The right of employees under law, which order 28 days’

Information security management Essay Example | Topics and Well Written Essays - 2500 words

Information security management - Essay Example Both threats and vulnerabilities need to be considered concurrently. Threats can provide damage to the confidentiality, availability and integrity of information present in the information systems. They explore opportunities for security breaches to cause confidential data invasion via unauthorized access, amendment of data, removal of information from information systems. Threats can hit the network from various sources. Threats are confidential on the parameters of different capabilities and approach including external approaches by cyber criminals, hackers, terrorists. For handling threats of different nature different risk mitigation and control methodologies are required in the context of protecting the prioritized information systems. Vulnerabilities are the weaknesses which are present in the system against the current threats. Vulnerabilities can be distinguished as security loop holes in the system. If hackers find these loop holes in the system, results are devastating incl uding unauthorized access, amendment or complete deletion of the system. A recent example is the hacking of wiki leaks website which impacted the whole world and also affected strategic and economic relations between countries as various confidential documents were leaked out from the website. Vulnerabilities are successful due to policy weaknesses, inadequate implementation of security infrastructure, and information of personal issues. For identifying any possible threats, testing of the security infrastructure including network components, hardware and software is essential which may occur in the future. The risk is defined as the likelihood of different threats via different circumstances, which are affecting the network and information systems. The circumstances should consider the strategy, security measures, environmental measures, own experience and the experience of other connected entities in the context of information security failure. The impact calculation is also requi red in terms of data integrity, availability; confidentiality and the cost associated with the fixing systems, lost availability and other related issues which are of prime concern to the network and information system operations. Measurements consist of Cost which is used to protect the information and systems Value of the information and information systems Threat probability and occurrence Effectiveness of Controls Hazards determine the identities and quantities of any chemicals or harmful substances present as pollute causes in the environment. There are different type of hazards required for cleaning and maintenance of the office furniture and items. Hazards may masquerade to human health or the network and information systems when spilled out accidentally by mistake. They also require flammable characteristics which may occur in severe threats and help to increase fire or other incidents. Assets are the components serving internally, as well as externally, within the network. Assets can be divided in to several different information technology environments. The physical infrastructure contains Servers, workstations, data centers, switches, routers etc. The core infrastructure contains virtual private networks, Microsoft active directory, domain controllers, email servers etc. The Internet infrastructure co

Essence of Employment Law Essay Example | Topics and Well Written Essays - 4000 words

Essence of Employment Law - Essay Example This paper focuses upon the employment law that refers to combination of massive ordinary law rulings, administrative rules, statues and legislation, which are then interpreted as employment law. Its rule descends under the sunshade of both central and state statutes, as well as judicial precedent and administrative directive. When employees file allegations for employment biasness, compensation, unemployment, compensation and employees’ compensation, these claims lie under employment law. In other words, employment law covers all these areas that concern both employers and employees. They are the regulations that govern the working environment of an organization. At the same time, supervising workplace security and standards, retirement and pensions, fair wages, workers benefits, and several other issues are inclusive in this broad range legal field. It tackles the actions, responsibilities and rights of both the employer and employees. Therefore, this law unites and enhances the relationships among the employees, employers and employer-employee relations. The most famous and common managerial regulatory body for employment law is the Department of Labor, which is present on both the federal and the state stage. There are several rights of people at work well known as employees but these rights depend on two main aspects; the stator aspect of the employee and contract of the employee. Note that the employees contract can never eliminate their rights they have as par the law. (Employment Rights Act 1996). Therefore, if for instance, a person has a contract, which affirms that the person is only entitled to have a holiday of no more than two weeks annually, which are paid for. However, according to the law, all permanent workers are, give the right to 28 days’ holiday annually, it shows that this section of the contract is annulled and is not applicable. The right of employees under law, which order 28 days’

Infosys Case Analysis Essay Example for Free

Infosys Case Analysis Essay ? Case analysis infosys document structure We have approached the case by first analyzing the identified issues, and then associate root causes to those issues. Further to it we have used two frameworks, â€Å"Web of Change† and â€Å"Hewitt Best Employer Characteristics†, to theoretically assess the weaknesses in Infosys Human Resource and Change Management policies. These frameworks can be used by organizations to better plan their change management and human resource management initiatives. We have used â€Å"Hewitt’s Best Employer Survey†, to identify the key initiatives which Infosys should undertake to enable it to reach its target of â€Å"Best Employer† by 2011. Further to it we believe that â€Å"Best Employer† and â€Å"Best Performer† are complementary goals, and it’s difficult to achieve one without the other, and hence we have identified the key initiatives which can help Infosys to achieve â€Å"Best Performer† target without compromising on its â€Å"Best Employer† objective. about infosys Infosys is the second largest Indian IT software services company. Infosys has reached pinnacles of success in short span of 20 years, through innovative business strategies and human resource practices. Currently it is facing challenges around balancing between business growth and employee satisfaction. About its business Model Infosys delivers IT services to its clients globally in a model called GDM (Global Delivery Model). The main characteristic of this model is that it decouples client location and project execution. Project is executed in locations which provide best combination of cost and talent. Project teams are spread across client site and offshore development centers in countries like India, China, and Mexico etc which provide rich availability of talent at competitive cost. Usually teams at client site document requirements and manage client relationship and offshore team manages delivery. This is a human resource intensive industry and the challenge is exacerbated by the fact that most of the resources are highly skilled professionals (engineers, MBAs, computer scientists etc). Being an industry where human resource is your only asset and your only competitive advantage, managing, ssues and Root Cause analysis In this section we’ll analyze the issues identified in the case and will attempt to identify root causes which led to employee dissatisfaction. After our analysis we believe that issues mentioned in the case is symptomatic of gaps in general principles of leadership, change management and HRM. Policies are not written in blood and stone, and they change ov er the lifetime of organizations. What should not change are basic organizations principles around human resource management. Our assessment is that policy changes in Infosys were reflective of external environment and business imperatives. However, diverging from the basic principles of Change management, leadership, communication and employee development in implementing new policies is what led to its fall in Best Employer ratings. â€Å"Stock Options started lacking luster to the new employees and created equity imbalance among employees† Stakeholders involved New Employees Discontentment Impact Inequity of income/wealth effect in the company which created tension between employees. New employees who had seen Infosys from outside as an organization committed to fairness, equity, and employee wealth creation got disenchanted. Root Cause Failure to Manage Expectations This issue primarily arose because of incorrect expectation setting of new employees. Infosys kept on using stock options and the millionaires’ stories as branding activity, even when stock options were no more an incentive to new recruits. Company should have made it very clear about its new compensation philosophy when it discontinued ESOPS. 1. Managing scale and attrition risk Stakeholders involved Employees Managers Discontentment Impact Infosys was growing at a speed where it was doubling its organizational strength every 1-2 years. However organization was plagued by high attrition rate. Employees felt lack of motivation, due to repetitive process tasks, which the business model demanded. Due to high growth, a lot of employees moved up the managerial ladder, but lacked proper training and orientation and hence couldn’t connect to employees Root Cause Lack of Employee fulfillment ( from the job ) Detached Lleaderships To stress on the need for the above two, we’ll give two examples from Indian public sector. Indian Railways Indian railways has recently transformed itself into a highly profitable organization, and according to the officer on special with Railways, single most critical factor which contributed to this success is involvement and commitment of employees of railways despite having a poor compensation structure. Employees of Indian railways take great pride in their work, since they believe they are contributing to the running of the country’s biggest infrastructure and are responsible for transporting of 2 crore customers every days. This association with organizational goal and pride in your organization is what makes an organization for perpetuity. Due to changing business needs, Iinfosys couldn’t connect to its employees in motivating them. Indian Army A unit commander in the army is able to inspire its soldiers to give up their life, compensation etc notwithstanding. The only reasons soldiers are so committed, is their immediate leader. It depends on the unit commander’s ability to connect to his soldiers, motivate them and show a genuine concern for their wellbeing, is what motivates the soldiers to do the unthinkable for their leader. According to research in human resources field, people leave managers and not companies. The leadership skills of managers are the greatest source of employee fulfillment at work. Lack of engagement and commitment of managers towards their subordinates, was probably the single biggest reason for high attrition rate at Infosys. 2. Strong formalization and process orientation, which came as part of growth, took away bandwidth to innovate from employees. Stakeholders involved Employees Discontentment Impact Employees who were used to getting the thrill and satisfaction from using their skill on technical challenges were feeling cocooned because of new process driven and re-use methodology. Similar impact was observed in people policy issues. All personal policies were getting more and more formalized. Root Cause Lack of employee Motivation Resistance to change One of the basic principles of organization design is that you don’t use strong formalization from highly skilled agents (employees). Formalization is for low skilled repeatable tasks. Infosys should have come up with business models aimed at high end, value added services much earlier. This would have kept its inherent talent not only motivated but better utilized for higher margins. In 1990s moving away from body shopping to GDM provide this opportunity, but in early to middle 2000s, Iinfosys couldn’t reinvent itself. Formalization in organizational policies when it grows out from entrepreneurial stage is inevitable. It’s actually needed to ensure consistent implementation of policies and create a sense of equity and fairness among employee. Dissatisfaction on this front could be attributed to resistance to change, and hence effective change management principles should be employed for disruptive changes. 3. Introduction of variable pay Stakeholders involved Employees Senior Management HR Department Discontentment Impact Variable pay was received with a lot of skepticism by the employees, fearing that it was introduced to reduce their compensation Root Cause/s Change Management Failure Lack of Leadership engagement Communication Failure This was probably one of the most disruptive changes introduced by Infosys. The amount of skepticism and distrust displayed by employees was a first in Infosys. Immediate reaction of employees was that this policy has been introduced to cut employee costs to satisfy shareholders demand for higher and higher profitability. The fact that a vast majority of senior management were shareholders in the company added to employee distrust. There was no clarity among employees how this policy will pan out. A lot of employees were not comfortable in linking their performance to factors outside their control (market conditions, decision taken by management etc). Also since the amount of variable component was high (more than 50% for project managers and above), employees could not understand how much their monthly take home were. This is a classic case of failure in change management and involvement of leadership at every level. Infosys data on variable payout shows that most of the time company has delivered 100% payout and even higher percentage to high performers. So employee skepticism bore from lack of clarity and communication on this policy. Lack of clarity, communication and involvement of employees was to such an extent that even middle management was taken by surprise by this policy. Many managers, who couldn’t appreciate the policy implementation, were reluctant in communicating the changes to the employees. For an employee first point of contact for clarification is his/her immediate line manager, hence it’s important to fully equip leadership at every level with information. To understand the role what leadership plays in motivating, retaining employees, we should look at armed forces. Unit commanders are able to motivate their employees to give their life, despite the fact that compensation package of soldiers is one of the lowest. This commitment in subordinates comes because of total commitment of their leader in engaging with them and motivating with them. Immediate line managers are the biggest reason employees leave an organization and are also the main reason employees go beyond their capabilities to outperform. 4. Retaining Organizational Culture with fast track growth Stakeholders involved HR Department Employees Discontentment Impact Due to business growth imperatives, and its business model, Infosys was doubling its employee strength every 1-2 years. To accommodate this type of growth, it had to lower its hiring standards and quality and culture was a victim of this. Root Cause/s Lack of Employee on boarding ( orientation) planning This issue had an impact on multiple facets. It led to a feeling disenchantment in existing employees, as they felt their brand equity in the market was getting diluted. New employees, who were not able to appreciate infosys inherent culture, didn’t felt comfortable and had a feeling that the organization is biased toward old employees. Root cause of this issue was that although organization had changed its selection criteria, it didn’t change its employee orientation strategy, or training methodology. Infosys should have changed its orientation program to be more customized offering for similar group of employees and using existing employees as mentor to help develop organizational culture and values in new employees. Similarly if you are hiring for quantity and not quality, it should have modified its training plan to be more exhaustive. 5. Broad Banding and promotions Stakeholders involved Employees Discontentment Impact Lack of faith in the organization Chaos and confusion in employees minds Root Cause/s Change Management Communication Leadership This policy again created a lot of employee discomfort since they didn’t knew the details of change. It’s again a classic change management failure. Although the policy was designed to bring more clarity in role structure and bring equity amongst similar roles, across the organization, poor communications created fear and scientism in minds of people. We can observe from the reinvention of Indian Railways, one of the reasons organization could progress on the growth trajectory, was employee commitment to the cause of Indian Railways, despite of low compensation. Employees felt proud to be part of the world’s biggest railways and were motivated to excel. Some of the senior managers lacked clarity about policies, hence they were apprehensive of clarifying the policy. This shows a major organizational failure in terms of change management and engagement of leadership with people. Similarly as discussed above, since employee appraisal parameters were not clearly defined, an employee could not appreciate how his/her appraisal going to impact promotions? Web Of Change – Change Management Framework To do substantiate our above understanding of issues at Iinfosys, we used â€Å"Web of Change†, a change management framework to understand the change management issues at Infosys. â€Å"Web of change: is the framework proposed by Stephen Thomas. This model defines 8 change elements as shown below and the web of change helps us to see how the values of each element changed during the Organization Change process in Infosys. The baseline score is the value of the Change elements in Infosys during the glory years of 1990’s and the re-assessment scores the value of the same change elements in the 2000’s when Infosys was going through the â€Å"Growth pangs†.

Employee Relations Analysis of UK Airline

Employee Relations Analysis of UK Airline 2.2.1 An overview of employee relations Employee relations is a term which is now frequently used but very ambiguously defined. It is usually regarded as the substitution of industrial relations. Although many professional bodies such as CIPD (Chartered Institute of Personnel and Development), and many of the recent textbook authors such as Blyton and Turnbull (1998), Farnham (2000), Gennard and Judge (1999), and Hollinshead et al. (2003) considered that there are still some differences between employee relations and industrial relations in context and emphasis, it seems that the term employee relations is still indistinguishable from industrial relations in their articles and books (Rose, 2008). Industrial relations issues actually turned up since the Industrial Revolution in the UK. However, it did not emerge as a recognized field of study and area of vocational practice in industry until approximately 1920, appearing first in the United States (Kaufman, 2004). In the United Kingdom, where the birthplace of industrial relations, it did not became a academic research subject until a decade later and did not get a mainstream position until after the Second World War. This disparate pattern of the term in the US and UK was caused by several factors, such as their different university systems, different management and labour market status, etc (Kaufman, 2004). Kaufman (2004) defined the post war period until the end of 1970s as the golden age of industrial relations, when the term gained rising academic visibility and enhance its influence on national labour policy. After the golden age, a cold climate period emerged, which can also be recognized as the beginning of the shift from industrial relations to employee relations. The shift was resulted in by several influences. Since the early 1980s, an obvious decline in trade union recognition arose at workplace (Salamon, 2000).Kessler and Bayliss (1998) summarized three major factors that resulted in these new departures. The first factor was the political environment of this period. During the period of the Conservative government (from 1979 to 1997), a series of steps were taken to limit the scope of trade union action, set new rules for trade union operations and enhance the role of management, because the government treated trade unions as an institutional impediment, which are harmful or at least unnecessary, to the operation of free markets (Legge, 1995). The marginalization of trade unions enhance the power of employers and gave them more flexibility to deal with employees more directly, so that they could achieve the business goals based on their own value systems without the hindrance of powerful collective bargaining from unions (Hollinshead et al., 2003). The second factor was economic changes. With the development of economic globalization, competition became fiercer in both the product market and the labour market. The decrease in manufacturing industry leaded to the high levels of unemployment. In addition, the great post war recessions were another reason, which raised unemployment dramatically. The third was change in management policies. As a result of fiercer product market competition, organizations began to realize that only hold the technology advantage is no long enough to maintain their competitive advantage. Employers sought to achieve higher level of employees productivity than the past to improve the organizational performance. In addition, non-unionism not only changed the balance of bargaining power between employees and employers, but also individualistic issue within employee relations, although this result is not the object of Conservative legislation. Besides these factors mentioned above, Hollinshead et al. (2003) additionally insisted the social-demographic factors, which refer to higher education levels, woke life balance, and the increase number of women and part timer in labour market, and technological factors, which refer to flexible working time, knowledge workers and computerisation of routine jobs. Because of those different situations, the professional party and textbook authors mentioned above tried to define the new boundary for the term employee relations so that it can be distinguished from the traditional industrial relations. Based on a series of interviews and surveys with human resource practitioners and employee relations managers, CIPD defined employee relations to be a more comprehensive employment relationship than the traditional industrial relations. As CIPD indicated, employee relations emphasizes more particularly on direct communication, managing organisational change and involving and motivating staff, while industrial relations is a narrower conception which just refer to the relationship between employers and collective employees (CIPD, 2005). However, the definition made by CIPD just reflected the perspective of employers. Gennard and Judge (1999) argued that comparing with the CIPDs perspective, the academic discussions require the plurality of perspective on issues and themes. Therefore, they defined employee relations as: a study of managing employees both as individuals and as a collective group, with the priority given to the individual as opposed to the collective relationship varying between companies depending on the values of their management. (Gennard and Judge, 1999) They emphasized the importance of acquiring employee relations knowledge and skills in unionised environments as well as non-union environment. In addition, they also treaded the relative balance of bargaining power between the buyers and sellers of labour services as one of the most important employee relations concepts. Similarly, Farnham (2000) also insisted that the essence of employee relations is paid employment or the pay work bargain between employers and employees. As Farnham, Gennard and Judge all emphasized upon individual aspects of the employment relationship more than collective aspects, Blyton and Turnbull (1999) considered that industrial relations was included in employee relations. They summarized that the particular industrial relations is only about trade unions and strikes. On the other hand, they viewed that employee relations is not only about the collective relationships, but also about the relationship between individual employees and employers. However, the collective aspects of relationship between employees and employers are still their focus point in the field. No matter how many differences these party and authors summarized between industrial relations and employee relations, there is still no significant distinction between these two terms. As Rose summarized (2008), employee relations become more mainstream than industrial relations may be just because it is considered as a more acceptable term than industrial relations as it averts the negative undermeaning associated with industrial relations. Like Edwards argued in 1995: In order to survive, industrial relations needs to change its focus to employment relations, examining not just institutions but how the employment relationship operates in practice, and exploring the outcomes for efficiency and equity. To sum up, employee relations is the outcome of changing contemporary industrial relations influenced by many external factors such as economic environment, development of technology, political steps, etc. It refers to not only the collective aspects of relations between workforce and management, but also the individual aspects of the relationship. 2.2.2 The importance of employee relations to airline industry Belobaba et al. (2009) indicate that the employee relations is particularly important in the airline industry. First of all, the fundamental reason for the significant position of employee relations in the airline industry is its service-intensive nature. Airline industry is labour intensive industry; therefore its proportion of labour costs to total costs is very high. Figure 2.1 European airline labour and fuel cost shares (%) of total operation costs: 2001 to 2008 Source: ITAT (Centre for Asia Pacific Aviation, 2010) Although the research made by ITAT indicates a slight decrease of labour cost from 2003 to 2008, it still in a large share of total operating costs. According to Rodrigue et al (2009), the percentage of labour cost in the operating costs of the airline industry in the world was approximately 35%, which illuminated about 75% of all non-fixed costs. Figure 2.2 Operating Expenses of the Airline Industry (2004) Source: ATA Annual Report 2005 (Rodrigue et al, 2009) Second, with the high level of union representation in this industry, employees can affect the performance level of airlines significantly. Those effects can be positive and also negative. For example, in adversarial employee relations environment, no matter achieve agreement or not in collective bargaining, it will result in higher costs and less operating flexibility (Gittell et al., 2004) for companies. If collective agreement can be achieved, higher wages should be paid for employees and companies layoff plan may be restricted to improve employment security of employees. If collective agreement cannot be achieved, additional costs might be leaved to companies through collective dispute such as strikes, go-slows, etc. On the other hand, employees also play important roles in adding values for companies. They can reduce companies unit costs through their coordinated and committed efforts and their productivity-enhancing ideas (Gittell et al., 2004). In addition, they can provide hi gh quality service to customers which can be seen as a competitive advantage in contemporary airline industry. Therefore, the status of employee relations within airlines can significantly affect their costs, their financial performance, and the achievement of their business goals. 2.2.3 New perspective of employee relations within contemporary airlines in the UK In the UK, airline industry has a tradition of adversarial employment relations (Marchington et al., 2004). Most airlines within UK accept the existence of trade unions; however, generally have bad relationships with them. Layoffs and wages cut are usually the first strategy used to improving financial performance and avoiding crisis during an economic recession (Rodrigue et al, 2009). However, reducing labour costs is not the only way to get competitive advantage and achieve better financial performance. According to Legge (1995), employee relations actually do not need to be so adversarial even in labour intensive industries. She argued that even companies choose to be more competitive on costs, they can still achieve this aim by increasing the productivity of their capital assets rather than by reducing labour costs. Similarity, Batt (2000) considered that comparing with reducing labour costs, investing in better employee relations could gain a greater return. Hence, like Gittell and Bamber (2010) summarized, although reducing labour costs are the focus of an service sector companys competitive strategy, their costs can be cut down not only by cutting wages and benefits, but also by increasing labour productivity. Management style in employee relations Different authors summarized different types of management styles in employee relations under different systematization. 2.3.1 The unitary theory and the pluralist theory Fox (1966) identified unitary perspective and pluralist perspective based on different general control and direction of labour. There are three main differences between these two perspectives: 1. Management acceptance and recognition of trade unions 2. Views about managerial prerogatives and employee participation 3. The perceived legitimacy of, and reactions to, conflict at work. (Blyton and Turnbull, 1998) Hollinshead et al (2003) indicated that unitary perspective of employee relations essentially treats employee relations as a harmonious relationship between employers and employees. The unitary perspective emphasize that there is a common goal between employees and employer. This common goal can avoid the potential source of conflict and hold employees and employer together to strive for their common objectives. Because of the harmonious relationship within a unitary employee relations environment, there is no need for a third party on behalf of either employees or employers to participate in bargaining process (Hollinshead et al, 2003). Therefore, trade unions are not necessary for both employers and employees. In other words, the labour market is depicted as a natural structure composed of an omnipotent management backed up by the state and of labour dependent on those two parties for its well-being (Gospel, 1992). However, the high level of consensus between employees and employers not always exists, even it does, it is hard to be maintained. The assumption is not reasonable in most application. Employees may accept a series of organizational objectives at the very beginning, but it is unlikely to maintain the long-term cooperation of a workforce (Hollinshead et al, 2003). The failure of the assumption reflects some weaknesses of the unitary theory that is summarized by Hollinshead et al (2003). First, it ignores the existence of differing interests between employees and employers. Second, conflict between employees and employer were considered as deviance (Palmer, 1983). The only way to deal with the conflict is dismissal or the law. Third, with more developed management techniques, many practitioners indicate that ignoring employees interests could result in more intense conflict. Although the unitary perspective can be seen as the earliest theory used to describe employee relations, it refers to many contemporary management ideas related to corporate culture and human resource management (Farnham and Pimlott, 1995). Hence, many employers nowadays still adopt this perspective as good business sense. Comparing with unitary theory, pluralist theory is a perspective that can more accurately reflect the employee relations within larger and more complex employment environment. The pluralist theory acknowledged that there is a limited level of conflicting interests between employees and employers, so that all parties within organization need to work together to achieve a consensus (Hollinshead et al, 2003). Like Trades Union Congress (TUC, the umbrella organisation of the trade union movement) described in a policy document published in 1997: The theme of this statement is partnership, a recognition that trade unions must not be seen as part of Britains problems. At the workplace social partnership means employers and trade unions working together to achieve common goals such as fairness and competitiveness; it is recognition that, although they have different constituencies; it is a recognition that although they have different interests, they can serve these best by making common cause wherever possible. (TUC, 1997) The implication of using this analysis was, unlike unitary theory, which it drew from accounts based upon a political heritage in democratic theory that portrayed decision making as a process of reconciling the different claims made by a variety of competing groups. In other words, it acknowledged the existence of a variety of competing interest groups, but in addition it accepted this variety as legitimated and normal. The existence of conflict was allowed for, and to an extent encouraged. What the theory appears to offer is an account of the nature of industrial relations which achieves greater realism by reflecting the political realities of the situation at that time. This is hardly surprising when the details of that historical period are considered, along with the level of trade union activity and the incidence of industrial disputes in evidence at that time. Conflict was very much the norm (Bassett, 1987). Once again, the theory also established based on a series of assumptions that are hardly recognized in practice. 2.3.2 The individualism and the collectivism Purcell (1987) considered that although Foxs unitary and pluralist theory had a major influence in the beginning of management style issue, the conceptions actually had a lot of limitations in practice. First, both unitary frame and pluralist frame have a number of variations. For example, both organizations those are essentially exploitive of labour and organizations those value the loyalty and commitment of employees are contained within the unitary frame, however, their management style are almost extremes. Similarly, organizations within pluralist frame also need to be sub divided through different kinds of variations. In addition, because of their mutually exclusive feature, these two perspectives seem do not useful as a framework of management style in employee relations. Third, it is often unclear in the way the terms have been used subsequently whether they related to managements beliefs and policies toward trade unions or, in addition, cover direct relations with employees. Therefore, he identified individualism and collectivism as two dimensions of management style of employee relations. Individualism dimension refers to the extent to which the firm gives credence to the feelings and sentiments of each employee and seeks to develop and encourage each employees capacity and role at work. Firms which have individualistically centred policies are thus expected to emphasize employees as a resource and be concerned with developing and nurturing each persons talents and worth. Payment systems might emphasize merit elements and make use of appraisal and assessment techniques designed to distinguish the contribution of each employee in anything from attitudes to attributes, as one firm puts it, The line managers role in managing people is likely to be emphasized, irrespective of whether the manager is in a production, sales, finance or a personnel position. Attitude surveys may well be used regularly since such organizations are keen to assess the efficacy of their policies. Communication systems are likely to be extensive and developed through a variety of media from newspapers and videos to the personal contact between the managers, the individual and small groups of employees. Collectivism is the second dimension of management style that concerns the extent to which the organization recognizes the right of employees to have a say in those aspects of management decision-making which concern them. There are a number of ways to distinguish it from the first one. One possibility is to use a test of trade union recognition for the determination of pay and conditions through collective bargaining. However, this is not of itself sufficient since in so doing we make assumptions about the nature of the relationship between the firm and the union and exclude organizations where employees participate in decision-making through non-union structures. A focus on industrial democracy might be more helpful since it would allow for a variety of methods by which managers become to a greater or lesser extent accountable for their actions to employees, and where staff have some say in decision making. The only problem is that there is no agreed definition of industrial democracy. Purcell and Grays category of management style The category developed by Purcell and Gray in 1986 is one of the most popular typologies of management style (Torrington et al, 2008). Comparing with the typologies mentioned above, it is more comprehensive. Purcell and Gray (1986) defined five types of management styles in employee relations, which are traditional style, Sophisticated human relations style, consultative style, constitutional style, and standard modern style. The traditional style considers labour as a factor of production and employee subordination is assumed to be part of the natural order of the employment relationship. Usually, trade unions are not accepted in this style. This style is mainly adopted by small owner managed companies. In addition, the product market often highly competitive, emphasis on cost control. Grunwick processing laboratories Ltd, Port of Tilbury are typical case adopting this management style. The sophisticated human relations style view employees as the companys most valuable resource. Comparing with the other companies in the same industry, this kind of company usually par employees more above average pay. The aim is to inculcate employee loyalty, commitment and dependency. Companies choose this management style seek to make it unnecessary or unattractive for staff to unionise. This style is usually adopted by large, American owned, single industry, financially successful organizations with a high market share in growth industries. IBM and Marks Spencer are typical cases adopting this management style. The consultative style is similar to the sophisticated human relations companies except that unions are recognised. An attempt is made to build constructive relationships with the trade unions and incorporate them into the organizational fabric. Emphasis is also placed on techniques designed to enhance individual employee commitment to the firm and the need to change. This style is often adopted by British or Japanese owned single industry companies that are large and economically successful, often with a high market share. Companies with relatively low labour costs often adopt this style. Esso and Cadbury Schweppes are typical cases adopting this management style. The Constitutional style have been recognised for some time and accepted as inevitable. Employee relations policies centre on the need for stability, control and the institutionalisation of conflict. Management prerogatives are defended through highly specific collective agreements. The importance of management control is emphasised with the aim of minimising or neutralising union constraints on both operational (line) and strategic (corporate) management. This style is often adopted by single industry companies with mass production or large batch production requiring a large unit size of operation. Labour costs form in these companies indicates a significant proportion of total costs. The product market conditions are often highly competitive. Ford is a typical case adopting this management style. The standard modern style refers to pragmatic employee relations and trade unions are recognised within organizations. Employee relations are viewed as the responsibility of operational management. The importance attached to employee relation policies changes in the light of circumstances. There can be marked differences of approach between establishments or divisions and between various levels of the hierarchy. This style is often adopted by conglomerate, multiproduct companies that have grown through acquisition and diversification, especially in the engineering and heavy manufacturing industries with long traditions of unionisation. General Electrical Co., and British airways are typical cases adopting this management style. 2.4 Employee involvement 2.4.1 The importance and necessity of employee involvement It is quite possible to run a successful business without involving employees in management activities to any meaningful extent, but the chances of sustained success are higher when employees are involved (Torrington et al, 2008). Objectives are more effectively and efficiently achieved if employees have some say in decision making, especially as it affects their own areas of work. Torrington and his colleagues summarized two main reasons for this phenomenon. On one hand, managers may be paid more than their staff, but that does not mean that they always know best. There is no fount of wisdom exclusive only to managers. Ultimately it is for managers to make decisions and to be held accountable, and these can be tough to make. But the chances that they will make the right decision are enhanced if they listen to the views of others and allow their own ideas to be subjected to a degree of scrutiny and constructive criticism. Moreover, involvement allows managers to tap into the ideas and suggestions of staff. The best new ideas often originate from people lower down organizational hierarchies, because they are closest to the operational coalface and often to customers. On the other hand, employees like being involved. They appreciate having their opinions listened to and acted upon, particularly in matters that directly concern their day to day activities. The chances of their being positively satisfied with their work are thus greatly improved if they are genuinely able to be involved. The knock on effects include lower staff turnover, lower levels of absence, the ability to attract more recruits and higher levels of performance. The effective management of change is especially enhanced by employee involvement because people are always happier to support what they helped to create. Types of employee involvement practices Hyman and Mason (1995) identify four categories of employee involvement: Downward communication to individual employees Downward communication to groups of employees Upward communication to individual employees Upward communication to groups of employees Downward communication from managers to employees is used to inform and educate employees so that they are more likely to endorse management initiatives and plans. Chapter three RESEARCH METHODOLOGY Introduction Based on Morse and Fields (1995) framework from the health sciences, Creswell et al (2007) summarized five main approaches used in qualitative research, which are narrative research, case study research, grounded theory, phenomenology research and participatory action research. In this dissertation, case study research methodology is used to explain how employee relations can affect the business performance of legacy airlines. background and definition Although some (Stake, 2005) stated that case study research is not a methodology but only a choice of the object of study, more experts considered it as a methodology, a comprehensive research strategy, and a type of design in qualitative research (Merrian,1998; Yin, 2003; Creswell et al, 2007). According to Yin (2003), a case study is an empirical inquiry that investigates a contemporary phenomenon within its real-life context, especially when the boundaries between phenomenon and context are not clearly evident. Therefore, he (2003) indicated that the case study inquiry is mainly used to deal with the technically characteristic situation in which there will be many more variables of interest than data points, and as one result relies on multiple sources of evidence, with data needing to converge in a triangulating fashion, and as another result benefits from the prior development of theoretical propositions to guide data collection and analysis. Likewise, Creswell et al (2007) summarized that case study research is: a qualitative approach in which the investigator explores a bounded system (a case) or multiple bounded systems (cases) over time through detailed, in-depth data collection involving multiple sources of information (e.g., observations, interviews, audiovisual material, and documents and reports) and reports a case description and case-based themes. 3.3 Variants of case study research Qualitative case studies may be distinguished by the intent of case analysis. Three variations that exist in terms of the intent- the single instrumental case study, the collective or multiple-case study and the intrinsic case study (Creswell et al, 2007). In a single case-study the focus is on one issue or concern and a bounded case is selected to illustrate this issue (Stake, 1995). In a collective or multiple-case study, the focus is one issue but multiple cases are selected to illustrate this issue. Multiple case design uses the logic of replication as the procedures a re replicated for each case (Yin, 2003). Qualitative researchers are reluctant to generalize from one case to another as the contexts of the cases differ. However, to generalize, representative cases should be selected (Creswell et al, 2007). In an intrinsic case study, the focus is on the case itself e.g. studying a student having a difficulty (Stake, 1995). This paper examines the nature of employee relations (issue or concern) taking the example of an organization- British Airways PLC (case). Therefore it is a single instrumental case study. It explains how theories of employee relations have been applied in practice. 3.4 Case study techniques Many researchers such as Simons (1980), Yin (1984) and Stake (1995) have written about case study research and suggested techniques for conducting this research. They proposed the following steps- determine the research question, select the case and determine data gathering and analysis techniques, preparation and collection of data in the field, evaluate and analyze the data and prepare the report. I have followed these steps during my research. 3.3.1 Determining the research question To arrive at the research question a research focus has to be established along with a research object. In this research, the main focus is on managing employee relations in organizations. The research object can be a program, entity, a person or a group of person (Soy, 1997). Here, the research object is an organization (entity). In this study, I am primarily interested in determining how employee relations is dealt with in organizations. First, I have conducted a literature review that provides information on employee relations and helps to define the following questions: The employee relations status in British Airways, and How to deal with poor employee relations? 3.3.2 Select the case and determine data gathering and analysis techniques There are a number of organizations in the UK suffering from poor employee relations. One of these is the British Airways PLC (Grugulis and Wilkinson, 2002). British Airways is now getting bogged down in collective disputes from its employees. Foreman (1948) suggested three broad categories of data gathering techniques. First, personal documents includes all record yielding information concerning the pattern or functioning of the researchers own personal or social life. It may reflect a social situation to which the author is responsive to or his/her own behaviour (Foreman, 1948). Second, participation observation records includes all chronicles prepared by the analysts following assumption for purpose of investigation of member roles in the unit studied (Foreman, 1948). Third, person reports includes all forms written by persons not directly participating in or identified with, but seeking to organize or to interpret the experiences or history of some personal, group, class, ecological, or cultural unit (Foreman, 1948) 3.3.3 Preparation and collection of Data A case study research requires large amount of data from multiple sources. Systematic organization of data is important to prevent the researcher from becoming overwhelmed by the amount of data and to prevent the researcher from losing sight of the original research purpose and questions (Soy, 1997). Databases have to be prepared to assist with categorizing, sorting, storing, and retrieving data for analysis. It is essential to note down key problems and events, identify key people and revise the research design to address and add to the original set of res