Work, privacy, and autonomy Essay Example | Topics and Well Written Essays - 500 words

Work, privacy, and autonomy - Essay Example Privacy, on the other hand, involves two things. First is control of information about ones self, and the other, some control over who can experience or observe the person. An example given is that privacy in relation to a spouse is different from privacy in relation to an employer. As proposed by Kupfer, privacy and autonomy are related to each other in that autonomy requires an awareness of control over one’s relationship with others, which is part of the essence of personal choice. Privacy contributes to autonomy because it provides he individual control over whether or not he/she will allow somebody else to be part of his/her experiences. Further, Lippke and Kupfer argue that autonomous individuals are those that have the capacity for it, a developed autonomous self-concept. If the individual cannot develop his autonomous self-concept, then he/she is not autonomous. Lack of privacy prevents or inhibits the development of such autonomous self-concept. I agree that both autonomy and privacy are valuable. Autonomy can be likened to a person’s independence or capacity for independent choices. Like in the relationship of a parent and child, it is deemed necessary for the parent to develop independence in a child as part of the preparation for responsible adulthood. And among the ways of nurturing this independence, aside from a parent’s mentoring, is by respecting the growing child increasing rights to privacy. In the workplace, I believe that the employees’ rights to privacy must be maintained and upheld. After all, there are advantages to both employee and employer by maintaining employee autonomy. Most organizations today desire employees who are initiative, resourceful and require minimal supervision. However, the scope of employee privacy rights in the workplace needs to be defined and accepted by both employer and employee as part of the exercise of freedom of contract. 2. Relying on a contractual model of

Issue or crisis Essay Example | Topics and Well Written Essays - 1000 words

Issue or crisis - Essay Example In fact, analysts such as Essen (2008) consider it a complete failure of the economic system to check and control the investments made by banks that are supposed to be under government regulations. The finance sector is one of the heaviest regulated sectors of the economy yet the present situation has come to a point where investors and finance gurus are calling it the â€Å"worst financial crisis since the Great Depression (Essen, 2008, Pg. 1)†. Of course the full impact of the crisis may only be understood years after the crisis is over but for the moment it is obvious that the basic cause of the crisis was the high risk action of many different banks who loaned out huge amounts of cash to borrowers without the proper risk scrutiny required. In particular, subprime mortgage lending which was done by American banks in recent times made them focus on short term profits, quarterly sales figures and short sighted goals rather than stable business practices that could have given them real returns (Essen, 2008). To fully understand the current crisis, the background must be examined and that shows a story of greed and what is called by Clendenning (2008) as the casino mentality of American banks. During a time of economic health, housing sellers and mortgage brokers suggested and recommended to buyers that they get into mortgages which required little or no cash towards a down payment. Further, these mortgages and loans were given out without a proper examination of the credit risks associated with the loans. Instead of reducing the risks undertaken by banks, these measures only served to expose them more. The crisis might have been minimized had the banks stopped there but the same debts were sold, traded and bartered as high risk investments to several international investors with the expectations of high returns. However, the high returns did not come and the banks

Current Intellectual Property Rights Essay Example for Free

Current Intellectual Property Rights Essay They say the internet is best source of information when in reality it translates as the best source of information that can be stolen. Current intellectual property rights laws seem to be just pile of papers under a politician’s secretary’s desk. The irony is that it lacks the capability to respond to violations it was intended to contest. If the present conditions continue, new ideas are in danger of being copied and thus hampering their developments. Intellectual property right basically means legal entitlement to intellectual works—such as names, inventions, trade secrets and written and recorded media— thus keeping it safe from being stolen. This is quite problematic because there the notion that no one can be original anymore exists and people don’t seem to care about a work being original at all. Sometimes violations may come in a form of reconstruction of a work, using another person’s work as a model, but if studied closely, they are merely imitations. Violating other’s intellectual property is needless to say a very unethical action. Opportunists save themselves time and the very difficult task of coming up with something original. These violations can be simply called theft in the realm of physical property. Legal problems concerning physical property are much resolved compared to the vague realm of intellectual property. Violations such as theft can be easily charged to the violator of a physical property not legally entitled to them and the properties are properly given legal protection. Protection of intellectual properties is the main objective of the law, but the broadness of the description of the law weakens its credibility. The term â€Å"intellectual property right† is one of the most controversial terms of the present era. It is still disputed and still globally unresolved. It is only half a millennium since the first patents and copyrights were made. Current laws seem to be unqualified to be the solution of eradicating violations to intellectual property rights. The formulation of such laws is obviously inadequate and requires in depth revisions since the problem is still rampant. On the other hand, some critics of the laws says that intellectual property are just present because of they serve a utilitarian purpose. These laws are passed because it would be much convenient to everyone than having them not exist at all. Still, many argue that it is not utilitarian at all because it can only be put into use by cases in which evidences can give support. Unfortunately, ideas can’t be sealed in a plastic bag and presented to the court. And even if these laws are present, a system that can monitor the World Wide Web seems to be far from the capacity of current technology. Since this an international problem, there is no legal system to resolve intellectual property violations if the parties involved are from different countries. Another big question is: who will be enforcing this law? There a group that is capable and has the resources to apprehended violators spread across the globe, so violators are still Not all authors have enough resources to have their work patented. Many authors don’t even bother to have their works copyrighted because they view the process of it as bothersome and expensive. Some even view it as inadequate and has weak credibility. Many are resorting to publishing their work through the internet which is the feeding ground for violators. This poses a threat to the development of new technologies. Companies are now, more than ever dependent on the internet. Violators are not merely copy-and-paste people, some are high-skilled computer hackers that may be employed to steal vital information from the competition. The realistic solution is not to be dependent much on the internet until the intellectual property right law is enforceable and serve its original function. Many is in doubt whether that time may come, but the important thing is that all of us should respect not just the law but the rights of our fellow human beings to create original works and be granted legal rights to those works. References Andersen B. 2006. Intellectual Property Rights: Innovation, Governance, and the Institutional. USA: Edward Elgar Publishing Christensen C. M. 1997. The Innovators Dilemma: When New Technologies Cause Great Firms to Fail. Boston, Massachusetts, USA: Harvard Business School Press

Organisational Strategic analysis on British airways

Organisational Strategic analysis on British airways The issue of organisational changes is a corner stone of organisational functioning, development, competitiveness and, yet, effectiveness. Over the past decades, the way in which people are managed, promoted and stimulated at workplaces has become a primary key to assess and improve organisational efficiency and marketability and became a part of a general organisational strategy. The purpose of this report is to conduct a Organisational Strategic analysis one of the largest airline company British Airways. The objective of the report is to evaluate the competitive and changing market condition of the airlines companies how these companies specially BAs organisational changes occurred in last five years In terms of globalisation and rapidly changing business environment, as well as growing competitiveness on the market, modern companies increasingly need to rely rather more on their skilled and motivated personnel than on pure technologies and products the report will show us how BA addressed following issues: Main objectives in making the change in last five years. Key factors Influence of BAs organisational changes How managed change toward resistance of changes In the Chapter D, the aim of the Chief Executive Willie Walsh for BA to be simpler and improving employees behaviour and performance has discussed the 7S framework are also used. The aim of the report is to outline the areas in which the current strategy could be improved and further related changes. Conclusion and recommendations are also drawn. Table of Contents Page No 1.0 Overview of the Company 1.1 British Airways Organisational Changes in last Five years 1.2 Objective in making change Part 2 2.0Factors influencing British Airways change strategy__ 2.1 Internal influences Part 3 3.0 Organizational Change 3.1 Organizational Resistance how its managed 3.2 Types of Organizational change process 5.0 Recommendations and Conclusions Part 4 4.1 Timetable for implementations Table of Figures Page No Figure 1: Model of Change- Sequence of Events Figure 2: Forces Causing and Resisting Change within an Organization Figure 3: Statistics of Favourite airline Figure 4: Europe Share Market Movement Figure 5: Timetable for full implementation Figure 6: 7S framework Figure 7 : Herzbergs Two Factor Theory Figure 8: Factor affecting employees attitude 5.1 Recommendations for achieving Mr Willie Walshs goal for BA, Part 1 1.0 Overview of the Company British Airways happens to be one of the biggest airline operators that is U.K. based and among the different operators of Europe it is holding the position of the 3rd position after the Air France, Lufthansa and KLM. The major canters of the airline are at London Gatwick, and London Heathrow in which their range of the services being provided by them from the long routes to the short routes of the domestic European flights. Manchester happens to be one of the Britain Airports from where it is operating for the long distance flights. There are about Five hundred and fifty destinations to which the airways is providing flights at convenient timings. Thus the British Airways is a group which comprises of the other subsidiary firms like the British Airways Plc and others like the BA Connect Ltd. and British Airways holidays Limited. As British Airways is considered to be a leader in the industry mainly because of the kind of the technology that is being utilized by the company in providing various services like the online booking system and the ticketing method of self services(www.britishairways.com) 1.1 British Airways Organisational Changes in last Five years British Airways Plc: the skys the limit. British Airways Plc, BA, is the leading airline in the United Kingdom, and naturally one of the biggest in the world. In May 2005, Willie Walsh, newly taken over from Rod Eddington as chief executive, continued this active management of company culture and said of his staff: I want them to feel inspired, I want them to feel optimistic, I want them to feel that this is a good place to be (Dangerous Company, BBC2 April 2006). Willie Walshs vision of change was so ambitious (doing better and better, never enough for him), Walsh justified himself in saying that he had a long-term vision and staff a day-to-day one. Although before Walshs tenure as chief executive, BA was a very well-run and profitable company and it was considered as the worlds favourite airline. But as visionary leader he was made number of changes, such as he reduces top heavy executive team from 25 to 14. Thus, he presented five objectives to achieve: To sustain BA as the worlds favourite airline. Improve customer service Diversify through merger and acquisitions Improve management and to be best managed company in the UK Cost cutting 1.2 Objective in making change The overall objective of Walshs approached to reduce the expenditures with in the organization as well as exterior. Walshs claimed BA needed a second revolution. At the beginning Willie Walshs vision of change and strategies were correct but its implementation to achieve his objectives were not well-liked by employees or people around him this resulted in employees de-motivation and de-moralization. As a result there was a planning to strike by the employees which was temporarily held by the court decision but there are planning to have a strike. This paper discovers the phenomena of radical organizational change in last five years, its implications and consequences over the companys on the whole performance and the controversy of leadership and its issues? In this paper author discuss how leadership effect on organizations performance in the context of organizational change? And how well Willie Walsh did his change management strategies. Was he successful or failure. This paper reviews these questions by analysing the case study of British Airways, and also discusses the role of effective communication and the motivation of staff in BA and how these aspects are interrelated with each other. Part 2 2.0Factors influencing British Airways change strategy__ Monitor global competition, customers, competitors and other factors Need for change Initiate Change Implement Change Evaluate problems opportunities, define needed changes in technology, products, structure culture Facilitate search, creativity, idea champions, venture teams, skunkworks idea incubators Use force-field analysis, tactics for overcoming resistance Environmental Forces Internal Forces Consider plans, goals, company problems needs Figure 1: Model of Change- Sequence of Events (Source: Richard, 2001) Corporate Innovation is something that is very hard to change and employees need time to get used to the new way of organizing. Many people are not willing to change unless they perceive a problem or a crisis. For companies with a very strong and specific culture it will be even harder to change. Mr. W. Walsh, Chief Executive of British Airways decision to implement change at BA was influenced by a number of various factors. These were mainly based on the effects of the external environment on British Airways. BAs technology was not in keeping with the technology of their competitors and so this was reflected in its products. To combat this threat, W.Walsh.,(2009) tried implementing new procedures and changing the culture of the organization. He decided to change the organization from a technology driven company to a more service oriented one, lacking the technological strength of its competitors, BA proposed to offer a superior level of service instead. The external environment threat of technology was the main reason behind BAs change. Change within the Organisation Forces Resisting Change Forces for Change Global Pressures Competition The Market External Environment Aspirations of the Workforce Technology Costs Inertia Lack of Trust Complacency Conservatism Fear of Failure Fear of the Unknown Power Blocks Figure 2: Forces Causing and Resisting Change within an Organization (Source: Jewell, 1990) In order to survive and prosper in a competitive and rapidly changing environment, organizations also need to change. This may be brought about by many influencing factors which may be internally within the organization or in external environment of the organization. External forces originate in all environmental sectors, including customers, competitors, technology, economic forces and the international arena. External influences: Political factors including legislation or other government measures. Organizations are forced to change in order to meet, for example, health and safety, environmental or consumer protection requirements. The EUs laws could prevent to diversify into the no-frills market.This will make less competitions for BA from no-frills airlines. Noise pollutions stricter laws from EU could affect all the airlines. United Kingdom have decided not to introduce the Euro would reduce number of tourists to come into the kingdom. Slots reductions at the airport could enable BA to take over other routes which are served by the other airlines. Reduction in the protection of slots, particularly those at the primary airports could enable British Airways to take routes served by other airlines. Government is always tried to protect BA as a national flag carriers. Costs have been increased due to increase fuel price. Economic factors such as changes in levels of unemployment and interest rates which can have a major impact on demand. Increase the airport taxes could increase costs of the BA. New members of EU could increase or introduced new flights to the UK which could prevent to hold up the profits. Current economic downturn and swine flu could prevent people to fly. BA and Spains Liberia airlines merged decision to increase  £400 millions of synergy (http://www.breakingtravelnews.com/news/article/ba-and-iberia-agree-merger-deal) Social factors including changes in life styles and environmental issues which organizations must respond to if they are not to lose out to competitors. Threats from terrorists attacks could reduce people to fly such as September 2001 and most recently failed suicide bomb attack at American Airlines . Technological progress such as word processing in the office or robots in the factory can change working materials, methods and practices and create the need for new skills. Trade unions can influence wage rates, working conditions and other aspects of industrial relations. Competition and changes in consumer tastes and demand all impact on business organizations, making change necessary in order to respond. Media reports which can influence consumers and employees perceptions of an organization and its goods and services. Internal forces for change arise from internal activities and decisions. If top managers select a goal of rapid company growth, internal actions will have to be made to meet that growth ( Smillie Hailey., 2001). New departments or technologies will be created. Demands by employees, labour unions and production inefficiencies all can generate a force to which management must respond with change. 2.1 Internal influences: New products or services which require change in order to introduce them. Management changes, due perhaps to a merger, take over or the appointment of new staff. This may affect the management style and culture of the organization. Quality assurance systems which are becoming increasingly important in organizations in order to meet changing customer expectations. Productivity and profitability improvements which often require change in systems or procedures in order to control or reduce costs and/or increase output. Customer service is now more crucial than ever for organizations in competitive markets because they can only survive and prosper if they satisfy customers. After analyzing the external environment, it can be summarized that no-frills zone may pose a big threats in the future. Another Problem that most recent painful terrorists attack had cancelled number of flights of BA. After the need for change has been perceived and communicated, change must be initiated. This is a crucial stage of change management- the stage where ideas that solve perceived needs are developed. Responses that an organization can make are to search for or create a change to adopt. The modern complex business world is being rapid changes. There are number of factors such as globalization amongst companies, changes in market trends as well as companies who are more globally demanding and mature, necessary to reduce costs and the introduction of new technology has lead to companies to face large amount of competition than they had in the past. It is therefore important for organizations to stay ahead of their competitors and recent research has indicted that the creativity and innovation of an organization can give them that competitive edge they require. By being creative and offering consumers a more innovative service or product, the company or organization will be able to differentiate themselves from others who offer similar services. Cook (1998) found that creative organizations harness the ability to think and act in different ways that make sense to their current and future customers. BAs CEO presented his views and identified on the key drivers and directions for the airlines industry and the strategies BA will follow in the transition into the next millennium. He also reiterated BAs commitment to achieve long term growth in earnings and shareholder value in the top quartile of the major airline by focusing on people, performance and growth. Part 3 3.0 Organizational Change Organization changes its overall strategy for success, adds or removes a major section or practice, and/or wants to change the very nature by which it operates. Willie Walshs vision was the same. When together all employees or the group of people work to achieve the organizational goal, the organizations are become operational and successful. Therefore, organizational change is possible only when employees of the organization understand the need for change, buy-in the idea of change, are motivated towards the change, and express their interest (McGuire D. Hutchings K., 2006; Beer M. et al, 1990). Keeping in view the importance of employees, management thinking for change should consider the effect of the change on employees as well as their resistance and reaction on it. They should be taken into account and should be motivated and explained reasons of change by the management while taking any decision. Other researchers (e.g. Tichy, 1983) acknowledge the frustration that managers feel when their organizations do not respond to elaborately analyzed plans, where there is a lack of interaction between decision and action. In the case of BA, Willie Walsh did not plan to follow up change because he did not think fundamental changes as process but wanted to change entire organizational culture immediately. As Whittington and Mayer (2002) also vindicate this need, adaptive reorganization, the ability to redesign structures frequently, is now critical to organizational performance. However, an effective change can only be achieved if change managers encourage employees participation as much as possible, address their concerns and repercussions and ensure them that leaders involvement would be role models for a change (Heracleous, 2002). Enthusiastic Willie Walsh eager for bringing changes in BA forgot to get his employees involved in the change management process. Nevertheless, employees or group of people working together for organizational goal made the organizations as successful. 3.1 Organizational Resistance how its managed There are number of factors are playing for resistance to changes such as fear of the unknown, the possibility of economic insecurity, habit, threats to social relationships and failure to recognise the need for change (Nadler, 1988). Another issue of importance in change which is difference between how organisation looks at present and look after the change. According to Cameron et al (1993), readiness for organisational change depend on how the degree to which a change (TQM) and existing culture differs from that culture, an organisation may be more or less ready for such a change. Tichy and Devanna (1986) discuss creating a need for change; in effect, opening up the organizational culture to be receptive to the change. They note that this is especially difficult when there is no apparent crisis, but rather the long-range vision of a leader who anticipates the time it takes to implement organizational change. Resistance to change is especially relevant if the vision of a leader differs from the values and beliefs of the existing organizational culture. If that is the case, then cultural issues must be addressed (Schein, 1991; Trice and Beyer, 1991). In the case of BA, Walshs vision was very good because organizations continuously need improvements and changes to maintain its competitive advantages. Willie Walsh started the change process and neither involved management nor his staff and stressed too much on cost cutting activities then these radical changes turned employees repercussion and resistance to change into aggression and they went on strike. Because e mployees thought that these changes were not needed and they were not convinced, also, they were worried about their future. In this part of the paper author will now discuss the controversy of leadership and its effect on organizations performance in the context of organizational change. 3.2 Types of Organizational change process Change management is a process to bring modification and transformation into an organization to sustain and improve its efficiency (John Hayes, 2002).There are different overall types of organizational change process, including planned versus unplanned, organization-wide versus change primarily to one part of the organization, incremental (slow, gradual change) versus transformational (radical, fundamental), etc. Organizational change is a step by step and a learning process which involve everyone in the organization. There are number of researches has conducted and researcher stated that the change in the organisation should have organisational culture capacity (Garratt, 1987, 1990; Bahlmann, 1990; Senge, 1990; Senge et al. 1994, 1999; Pedler et al., 1991; Burgoyne et al., 1994; Swieringa and Wiersma, 1992; Watkins and Marsick, 1993; Redding and Catalanello, 1994). This approach differs clearly from the literature trend which puts an emphasis on knowledge management and which associates organizational learning capacity with the ability to create, acquire, transmit, retain, or use organizational knowledge. This trend is led by authors such as Amponsem (1991); Nonaka and Takeuchi (1995); Nonaka and Nishiguchi (2000); Nonaka and Teece (2001); Nonaka et al. (2003); Baets (1998); Von Krogh and Roos (1996); Von Krogh et al. (1998); Despres and Chauvel (2000); Chauvel et al. (2003). It is clear from the above literature that Willie Walsh should have involved all the members of management and staff while making change in British Airways. They should have been convinced about the need of change for the improvements and encouraged to support this process. Despite of considering all that, he brought radical changes in organization without making his management and employees involved, like cost cutting activities, outsourcing of different departments and sale of operations etc. Buono and Bowditch (1993) notified that uncertainty during change processes is typically about the aim, process and expected outcomes of the change and implications for the individual employees (Buono and Bowditch, 1993). Part 4 The change in the BA has partly successful, as Walsh five objectives are partly achieved. Below has explained which changes are successfully meeting its objectives or not: 1) Sustain BA as the worlds favourite airline: According to Consumer Travel Alliance survey shows that Southwest Airlines was no 1 favourite in the world because of price and customer service. Below graph shows its result: Figure 3 : Statistics of Favourite airline (Source: http://consumertraveler.com/wp-content/uploads/FavoriteAirline1.gif) 2) Improve customer service A survey conducted by the BA shows that satisfaction rating across the network rose by 72 percent. The survey conducted among 21millions customers(.http://www.britishairways.com/cms/global/microsites/ba_rep) 3) Diversify through merger and acquisitions Most recent M A with Iberia agreement of  £3.9bn brought share price up and according to Willie Walsh both brand would be retained(http://images.google.co.uk/imgres?imgurl=http://static.guim.co.uk). Below graph shows of share market movements, it has shows that BA has gaining Europe share market in significant wa, Figure 4 : Europe Share Market Movement (Source: http://www.centreforaviation.com/news/share-market/2009/11/13/british-airways-and-iberia-establish-mou-for-merger) Improve management and to be best managed company in the UK British Airways has failed to reach an agreement with union for stop strike but at the end strike called off because of court order. He have not succeeded with his instant reform but he is able to overcome competition from low costs budget airlines(http://www.businessandfinance.ie/index.jsp?p=222n=22) Cost cutting British Airways have struggling to cost cut because of resistance of employees, as they have made controversy by asking staff to take unpaid leave, reduce hours or work for nothing (http://www.guardian.co.uk/business/2009/jul/06/british-airways-jobs-pay-unions). Thus they have facing strong resistance from the Union which discussed earlier in the part of this study. 4.1 Timetable for implementations Moreover, the parallel running and big bang strategies and pilot studies would be the best approach for the BAs changes for strategies. Such as However, it is very important to combination new technology and old technology until new systems is working properly in effective and reliable way, i.e. parallel running. The big bang strategy can be approached with the motivational courses and management training. The absenteeism could assist to loosing money by the company, as a result the change is evident in speed way. Big band theory could generate resistance to change, as well as a risk of failure, but in order to implement changes can be improve employees work environment, i.e. carefully planning will ensure successes and great resistance can be avoided. Below graph shows the timetable for full implementation, Figure 5: Timetable for full implementation 4.0 Recommendations and Conclusions A 7S framework model was developed as a model of not just structure, but model of organisational change by Tom Peters and Robert Waterman (1980). This frame work can also be used as an organisational analysis tool and it also depicts that organisational effectiveness from interaction of various factors. The 7S framework show below, Figure 6: 7S frmaework Skills Style Strategy Systems Shared Values Staff Structure (Source :http://www.themanager.org/models/7S%20Model.htm) the BP Group. Post acquisition, 240 BP employees will continue working for and in support of the ground fuels business to be transferred to Hellenic Petroleum. The remaining personnel will continue to support BPs other activities in Greece. The agreement also provides for a transitional period regarding the management of the network and branding. The deal is subject to regulatory approvals, Greek competition authorities and other relevant approvals. The deal is expected to complete towards the end of 2009. N M Rothschild Sons Limited acted as financial advisor to Hellenic Petroleum SA. Pratap Amin, Sebastian Lawson , Jocelyn Mitchell, Avril Martindale, John Fordham, David Taylor, Daniel Lawrence, Eli Hilllman, Vanessa Jakovich, Ned Staple, Van der Staal, Olivia Wyld, Patrick Taylor, Susan Doris, Michael Mà ¼ntefering, Chun Wing Yeung, Dylan Cunard, Todd Kramers of Freshfields Bruckhaus Deringer LLP acted as legal advisors fo r BP plc. The above diagram has no starting point or hierarchy and it shows that by seven elements which are considering organization form these 7 viewpoints it would be possible to establish major strength and weakness. 7S framework shows the 7most important things that should be kept in mind by the management for achieving organisational goals. The BAs management framework clearly sets out principle on how to delegate authority and responsibility. As the responsibility of running the company is efficiently is given to CEO, therefore CEO should take of all 7S mentioned in the framework. BAs group Chief Executive Willie Walsh is aiming to make BA a simpler and more efficient by enhance of employees behaviour with embedding a high performance culture by 2012. He had suggested that simplification is the key to success. According to Walsh (2008), BA had incredible assets and a great workforce. The only need was to bring these assets and people together to form a more productive, efficient and powerful organisation. The core problem that was cited was the Bureaucratic management structure which was formed because of the number of mergers and acquisitions in the organization. According to Walsh (2008), the people who knew most about the company were the people who were running operations at the bottom level. He also noticed that the management had become too introspective at the level and was not listening to the employees about safety and reliability. Furthemore, According to De-Witt Meyer (2004), business strategy is concerned with how firms should go about creating a sustainable competitive advantage in each business they operate. Therefore, In order to achieve sustainable competitive advantage, goals and make company the best in the industry, the owners (CEO, Top level management) of the company should take care of the people working in the company, as their efficiency in performance would help company to achieve its goals. So, therefore a good integrated communication and co-ordination network would be required to sustain its image in the industry. Figure 7 : Herzbergs Two Factor Theory (Source: http://tutor2u.net/business/people/motivation_theory_herzberg.asp) Herzbergs Two Factor Theory was developed as a model of understand of employees motivation and attitudes. This theory was developed by Fredrick Herzberg in 1959. Herzberg suggested both the factors are very important to understanding employee motivation and satisfaction. Following some of the factors which are causing satisfaction and dissatisfactions of the employees: Factor affecting employees attitude Figure 8 Hygiene Factor Dissatisfactions Motivator Factor Satisfactions Company policy and Administrations Achievement Supervision Recognition Working condition Responsibility Salary and other financial factors Opportunity for advancement Job Security Personal Growth Relationship Challenging The above list of factors shows that management of BP not only avoid Hygiene factor also provides Motivator factor to the employees in order to Tonys aims to make a simpler and more efficient by enhance employees performance and behaviour. 5.1 Recommendations for achieving Mr Willie Walshs goal for BA, Considerable steps should be taken up so as to make employees sure that they are working in a safe and healthy environment. This would help Walsh to retain the employees and also to generate a sense of belongingness among them. Another major factor is that there should be a new operating management system which should be designed so that it would help to bring more consistency in the operations of the company. This can be done by implementing cross group programmes. It can be done minimum once a year to call all the employees at one place (city by city) People are one of the main assets of a company to perform efficiently and effectively. Walsh would require focusing on improving behaviours of employees by motivating them to work in a more efficient and coordinated way. This can be done by rewarding them, giving them more fringe benefits and providing them safety and security at the workplace. There is also need to build a high performance culture in organization. With coordinating among different operations and departments, a high performance culture and highly motivated employees, Tony can achieve him aim. For effective change management process, good communication between management and staff is imperative. In order to keep competitive advantages and to minimize fundamental effects of political and economical disturbance, the continuous change is required but this should be taken place with the involvement of each and every member of staff. In the process of decision making, if employees are taken into confidence and are convinced about the required change while taking them on board in decision making process, they would as a part of change management process adhere and admire the change. On the other hand, if they are left disconnected and arent motivated about this change process, subsequently their spirit and enthusiasm will go down. Certainly they will have apprehensions and impact about this change process. Senses of insecurity and uncertainty of job within the organization created due to lack of communication which spread out rumours. Thus little-convinced employee will give low output and will not remain loyal to the company. Having gone through the case study and examining it with different supportive theories, it is apparent that even though the British Airways was a well-run company, Walsh decided to bring changes to compete in competent industry but he did not use properly communication techniques and therefore his employees were not communicated his ideas fully.

The Andromeda Strain :: essays research papers

The book I read "The Andromeda Strain was written by the author Michael Chrichton. It is approximately 286 pages long. This book should be categorized as a science fiction book. 2.) The book, The Andromeda Strain, by Michael Chrichton starts out with two men going to investigate a satellite that crashed in Piedmont, Arizona. This satellite was sent out to collect alien organisms or bacteria. When the two men drove into town to collect the satellite they noticed that everyone was dead and within a few moments so were they. Because they were army personnel working directly for the government, several doctors and scientists were contacted secretly to deal with the issue. Once all the men were contacted, they were set to meet at the "Wildfire Project Installation", which was a top-secret government installation intended to study and correct any alien virus. When the men arrived, they immediately began studying and trying to understand what exactly happened in piedmont and why. This building was set to five levels, the first of these five was clean however not sterile the second slightly cleaner, as was the third, and fourth, the fifth was as sterile as physically possible. During the experiments they tested two people they brought back from the town, which were the only two survivors of the virus, one being an old man and the other an infant baby. They could find no similarities in them, So they tested the disease on animals and then did autopsies on their dead bodies. However they did not find anything until during one of the autopsies, Burton, one of the group of scientists, had torn his glove, meaning he was contaminated with the virus. And the automatic detonation button was turned on and set to go off within three minutes. Hall another one of the scientists was the only person able to turn it off, forcing him to crawl through the air shaft to another floor while darts filled with poison were being shot at him.

Picasso :: essays research papers

1881: Pablo Ruiz Picasso was born on October 25, 1881, in Malaga, Spain, Son of Jose Ruiz Blasco, an art teacher (1838-1913) and Maria Picasso Lupez (1855- 1939) 1884: Birth of the first sister, Dolores (Lola) 1887: Birth of the second sister, Concepcion (Conchita) 1888 / 89: Started painting tutored by his father. 1891: Translated La Coruà ±a, where his father worked as an art teacher. The death of his sister Conchita. 1892: Enters school of Bella's Arts in La Coruà ±a. His father taught him. 1895:He was an Advanced student of the Barcelona Academy of the fine arts from the age of 14 , He experimented in his youth with hardly all of the avant-garde styles current at the turn of the century, an early demonstration of his life long ability to assimilate aesthetic ideas and to work in a variety of styles. He painted " Girl with bear feet" (Paris) 1897: He transferred to Madrid for advance training ; but he was an unimpressed by his tuition, and spent a great deal of time in Cafes and brothers. 1898 : He won a gold medal for " Customs of Aragon" , which was exhibited in his native town. He painted " Gypsy girl on the beach" 1901: Known as the " Blue period" because of the blue tonality of Picasso’s paintings were a time of frequent change of residence between Barcelona and Paris. During this period he would spend his days in Paris. Studying the master works at the Louvers and his nights enjoying the company of fellow artist at cabarets like the Lapin Agile. 1903: In works such as the old guitarist ( 1903;art institute, Chicago) he created evocative portrayals of blind, impoverished, or despairing people in a predominantly blue palette. His use of blue as a motif was apparently derived from the symbolic importance of that color in the contemporary romantic writings of Maurice Maeterlinck and Oscar Wilde, whose work often derived its force from the depiction of madness or illness. 1904: Picasso entered into a relationship with Fernande Oliver, who inspired many of his pre-cubist works, such as the painting " woman with Loaves" End of the Blue Period. 1905: Marked a radical changing color and mood for Picasso. He became fascinated with the acrobat, clowns and wondering families of the circus worlds. He started to paint. in subtle pinks and grays, often highlighted with brighter tones. This was known as his "Rose period"

Happiness Emotion Essay

Happiness is an emotion and feeling of contentment, gladness and pleasure. In some instances it may be in our power or in some other cases it may not be. Feeling of happiness is a transitory stage; however, it can turn into a long-term state when we and our surroundings constantly adopt those practices that cause happiness and pleasure. Maslow talked about long-term happiness. It can be subjective happiness or objective happiness. Maslow belief was on objective happiness. In the state of happiness our own self-deception plays a vital role. One can think of being happy when he’s not or one can be happy and content but not aware of this state. Some philosophers view that the state of being happy is completely under our control. We can choose to be happy or not. The power of being happy or unhappy is a state of mind. Because some people are happy over one thing, while others feel just the opposite of the same thing. It depends on our daily habits and practices. But Maslow believed that happiness is to have a good pleasurable life that one can achieve with his full potential. He thinks one can be happy when one is living a high-quality good life. According to Csikszentmihalyi, the philosophy of happiness in human society has always been under great controversies and discussions. Human brutality, war and conflict have caused great deal of violence, aggression and miseries in the society. Prevailing happiness in the society is not an easy task. It would require improving our relations with others. This includes all kinds of relations, relations between the nations, between different ethnic groups, between different cultures and societies. Developing relationship with others need changing our attitudes. A conflict starts when our attitude and behavior is not good with others. Keeping good attitude and behaving with others gently will only cause happiness to prevail. Harshness, brutality, rudeness, and aggressive attitude give rise to conflict, hatred and eventually war. For maintaining happiness in the society, it is not only important to improve our attitudes but to protect them and promote them to guard happiness. Happiness exists when all rights of people are protected and they get justice when harm is done to them. Philosophers define happiness as not just the ‘end of conflict’ but it’s a continuous process of developing relationships and promoting good behavior. Csikszentmihalyi gives broader view of happiness with respect to its existence and outcomes in history. He analyses how the aggression has existed in society and how happiness had evolved and been affective in prevailing tranquility in the society. Happiness exists in our feelings when our behavior inspires courteousness, love of neighborhood, sympathy, charity, if combined, defeat poverty, discrimination, abuse and other hatred attitudes. Trust in religion can overcome hatred & disgust, while it ends discrimination and does not foster inequity but love. Hurting, destroying and harming others spread pain. However, love halts this devastation and ends pain.   The demands of nurturing and sustaining such love are very high. Respect for religion inspires. According to Csikszentmihalyi, a happy meaningful life might be different in views of different people depending upon the achievements in different areas, which cover happiness, wealth, richness, health, love, marriage, family & relations. However, apart from these, there are spiritual and existential needs that give meaning to life. The desire to attain this meaning is not fulfilled or overcome by relative meanings, but this comes by ultimate gift. The former is limited to specific realm of meaning, while later is permanent, whatever we attain meaninglessness continues. Our moral responsibility is the necessity and our actions take root from our determination and our own choice. For this we are going to answer in the hereafter about our deeds. If our deeds are according to God’s law and His doctrine then we may be rewarded by Him but if our deeds are in rejection to what God created as ‘norms’ of life then we can be punished by Him. A voluntary act differs from a non-voluntary one in that first one has self-conscious advertence (to turn one’s attention to) to that particular action and self-choice for own causality. It has a choice that the act has been chosen by one’s own awareness. Thoughtful ideas and volition consciously started, but later continued merely spontaneously, without reflective advertence remains free because there was a free choice for bringing it about by elective adoption. Lyubomirsky states that everything, which is going on in the world, is the result of some previous event, or events. Therefore, everything that exists is already in pre-determined or pre-existent state and, hence, nothing new can come into existence. This holds the view that every event is simply the result of past events. This, in turn, has deep and radical effects on morality, science, and religion. According to the view of Lyubomirsky anything which is going to happen in the future is unalterable and is caused by prior events. It concludes that human freedom is an illusion. Free will is opposite to what determinism is, it is non-determination and freedom. The conscious of man are free to make genuine undetermined choices. Free will comes in a variety of types and strengths. Lyubomirsky states determination contradict free will and doctrine that it does not exist, because all events, are causally determined. Hence, our will can determine our happiness. This view shows that we’re in a system of parts, and strengthens the view compositional happiness, as commonly view by Christian complementariness in agreement with naturalist. According to Maslow, to build a system with happiness we must construct a physical or biological structure, and to successfully build such system, a mental life would emerge in that system. In support of this view, another philosopher suggests that to have a happy life means to have any peculiar kind of physical and emotional system. Philosophers assert that a person is system of material made up of different parts ordered in appropriate pattern. Thus, happiness may or may not be under our control. It some situations we can do things to make ourselves happy or at other times it may come without alarming. If existence is not taken into the meanings of a prosperous-being then, a society can exist without security, education and rules. But a society can never stand without any health. These three basic things are regarded as the very fundamental human rights namely security, education and health. The absence of the first two destroys the society as a whole but do not interfere with the individuals in a very direct way, but the absence of the third one destroys the entities of that society-the human beings itself. So health is the fundamental issue that a society has to care for. A society is said to exist on three main beams, Security of individuals, Education and health. Poor health conditions could affect the society in a way that even the other two collectively can not do. Nothing is more concerning to a person more than his health. Health is no doubt a basic human right. This basic right of an individual is the duty of a government. Only healthier persons can contribute effectively towards a productive society. Religion inspires courteousness, love of neighborhood, sympathy, charity, if combined, defeat poverty, discrimination, abuse and other hatred attitudes. Trust in religion can overcome hatred & disgust, while it ends discrimination and does not foster inequity but love. Hurting, destroying and harming others spread pain. However, love halts this devastation and ends pain.   The demands of nurturing and sustaining such love are very high. Respect for religion inspires â€Å"civility of love† for humanity, inspires people to trust, pray, and work diligently for a world where all people are respected. According to Lyubomirsky & Sheldon religion, especially monotheism, where God is the sole point of worship creates a direct relationship of man with God. Lyubomirsky & Sheldon’s writing has greatly been influenced by cosmological religiosity from in a sense though he is unable to do so as it largely relates to emotions, behavior and psychological health. He relates cosmological religiosity with human powers of love, emotions, feelings, and value as it is associated with the matter of soul. He stresses that cosmological religiosity is not a religious connotation but a science to deal with mental functioning in health and illness. For him, conscious and unconscious thought is not the matter of belief in God or not to believe in Him but about humanistic view of religion, his attitude, behavior and relationship with people and a positive attitude towards the society. But this humanistic definition of religion doesn’t actually encompass religious connotations. Though, in defining authoritarian view of religion, he is correct to some extent, where monotheism is regarded the only true form of religion while all other are deviation from this truth, he hasn’t yet been able to grasp the actual meaning of religion, its important role in man’s life and in his study of mind. In monotheism only one power, God, dominates, who has to be followed and respected with submission. However, he regards this type of submission as self-destruction. Here Lyubomirsky & Sheldon is proposing an incorrect view of â€Å"submission to God† as self-destruction, because history and facts show that this is the only way of developing a true and loving behavior with the Creator and the His creatures. The form of religion he states right i.e. humanistic, is actually not humanistic but self-indulgence and it hardly leads one to love his society and people but person’s life keeps revolving around himself without realization of duty-bound to his responsibilities and right of God and His people. Hence the three articles conclude about different views of happiness. Happiness lies in one’s inner-self and how we view outside world. Our personality and psychology plays vital role that how we perceive certain things as good for us and some as bad. References A Theory of Human Motivation` by Maslow If We Are So Rich, Why Arent We Happy? by Csikszentmihalyi – Pursuing Happiness by Lyubomirsky, Sheldon, and Schakade.