Mount Everest Disaster: The PRINCE2 Perspective

our site – FREE ESSAYS – DISSERTATION EXAMPLES Introduction The Mount Everest Disaster of 1996was one of the greatest expedition failures in the history of climbing. Young, Hailey, and Neame (2010) focused on the leadership failures of the expedition, and found that a situational analysis should have been carried out. However, there were multiple errors in planning and strategy that led to the death of eight people that could have been avoided. Sullivan (2007) approaches the failures from the risk-assessment perspective, stating that judgements were not made based on the basis of risk assessment, and there were no calculations performed before the dangerous expedition started. The below review of the disaster will highlight additional issues: lack of flexibility, performance and quality monitoring, and the inability to focus on the objectives of the project. The author of the current review will argue that using PRINCE2 project management approaches would have improved the feasibility of the project, allowing the team to succeed, eliminate o r minimise risks, and remain focused on the desired outcomes. 2. Situational Analysis According to Young et al. (2010: 1), â€Å"climbing teams pre-determine turnaround times to signal descent or abandon summit efforts†. However, these turnaround times were estimates, and did not take into consideration weather conditions, the training level of climbers, etc. There were no calculations made regarding to major risks, such as performance reduction due to the lower oxygen level at high altitudes, dehydration, lack of sleep, and – most importantly – reduced decision-making abilities of leaders (Young et al., 2010). Further risks were not assessed, such as the surprise snowstorm that occurred between 4 and 5 in the afternoon. There were other risk factors that could have been addressed before the trip, such as the problems with radio communication. For example, the leaders assumed that two people were dead, and abandoned them, however, they were alive. By the time they returned to rescue them, they could not be saved. Leadership errors are also noted by Sullivan (2007), who concludes that the two leading guides were unable to make decisions about turning back without Fisher, with whom they could not communicate with. If they took the clients back to camp on time, noting that the turnaround time has passed, they could have saved their lives. 3. Why and How the Expedition Failed According to Sullivan (2007), several people believe that the severe weather conditions caused the death of mountaineers on the Everest in 1996. He, however, notes that â€Å"the weather was a risk that should have been considered more carefully by both leaders† (Sullivan 2007: 38). Based on that statement, it is clear that no risk assessment was completed, and no real-time situation monitoring was implemented. The other reason why the project failed is the lack of clear role definition in the leadership team. There was already a rivalry between Hall and Fischer (Sullivan 2007), and it was not clear who was responsible for supervising the Sherpas, waiting for clients, providing medical emergency services, or even tying the ropes. This confusion about ropes resulted in a lack of action and delay. Delay – in a mountaineering world – means more oxygen used, and less time to turn around. Therefore, the lack of planning and clear roles was also responsible for the disaster. As Sullivan (2007: 42) puts it: â€Å"commercial high-altitude mountaineering must be recognized as an activity of risk, not one of risk-taking†. Analysing the bad decisions made by Hall and Fischer, Roberto (2002) introduces the idea of the â€Å"sunk cost effect†. He provides a clear definition for this effect as: â€Å"the tendency for people to escalate commitment to a course of action in which they have made substantial prior investments of time, money, or other resources†. This, translated to the world of climbers and commercial mountaineers means that they carry on, despite they know they are failing at the task, in other words: they are overcommitted, and make irrational decisions. This was the reason why they did not turn the climbers around, and let them carry on against the odds. Even though they had a â€Å"two o’ clock rule†, as a latest turnaround time, they did not communicate this clearly with the team. 4. How PRINCE2 Could Have Improved Project Management4.1. Process FundamentalsThere were several failures regarding the project fundamentals. In PRINCE2, these are described as starting up a project, directing a project, initiating the project, controlling stage, managing product delivery, managing stage boundaries, and closing a project. Each of these fundamentals can be applied to a project of climbing the Everest. In the starting up phase, the leaders should have clearly identified the objective of the project: completing the climb and getting all climbers back to the base safely. In the directing phase, they should have ensured that all infrastructure and resources were available, in good working condition, and accessible. In the project initiation stage, the leaders should have communicated the rules and objectives clearly with the climber and the Sherpas. They should have created a common understanding of the project (CIPFA 2012). The main failures, however, occurred on the co ntrolling and product delivery stages. Resource commitments were not agreed, and this meant that some climbers had to attempt reaching the camp without enough oxygen. There was simply no project manager who could have controlled the activities and created a stage plan. If there were controlling stages introduced, for example times when teams would communicate and provide updates, it would have been noticed on time that there were serious problems that needed solving. In the controlling stage, tolerances are also agreed (Murray 2010). If PRINCE2 was applied to the project, the different participants could have agreed on the acceptable deviance from the turnaround time, and many of the problems and communication errors could have been prevented. Similarly, if the framework was used in the development of the project, the product (expedition quality and safety) delivery would have been more controlled and better managed in the Managing Product Delivery stage. Finally, it is important to note that in the Managing Stage Boundaries stage. According to CIPFA (2012), this is the stage where â€Å"at each stage end, the continuing viability of the project should be confirmed†. If stage boundaries were created by the leaders, â€Å"reality checks† could have been completed, and it would have been clear that there was no chance to get all the participants safely home without oxygen. Based on benchmarking and evaluation, the project could have been abandoned (turning back), or redirected, modified. In the closing stage, the leaders should have identified lessons learned. More importantly, however, they should have learned from experience before starting the project, as they had many expeditions behind them, already. Reflecting on past and potential problems could have improved the overall project’s outcome and design.4.2. Theme FundamentalsBased on the theme fundamentals of PRINCE2, it is clear that the weakest aspect of proj ect design was risk. Managing uncertainties, such as weather, the physical condition of participants, communication systems’ reliability could have helped avoid risks that led to the death of climbers. There was no clear understanding and consensus on quality attributes the project wanted to achieve, and the plans were clearly not matched to the needs of participants (Plans Theme Fundamental). It is also necessary to highlight the fact that there was no clearly defined plan on dealing with changes, such as weather conditions, lateness. All the conditions, such as slow pace, not meeting deadlines had a negative impact on the project’s baseline aspects (CIPFA 2012). Continuous assessment of the viability of plans should have been carried out, such as performance monitoring, and the escalation of intervention plans if the project does not go according to plans. This control is in place to help the project manager determine whether or not the project should go on or be aba ndoned.4.3. Further ConsiderationsAs the TSO (2009a) guidance states, the key features of PRINCE2 for project managers are the clear definition of roles, authorities, and processes. If this framework was applied to the Everest expedition, all participants would have known what was expected from them in order to help achieve the acceptable quality product (outcome) (TSO 2009b). Marsh (1996) further explains the benefits of PRINCE2 for complicated projects: according to the summary provided by the authors, this system allows the clear definition of the requirements related to the organization itself, users, project managers, the operation team, and other stakeholders. If Hall and Fischer determined what was the desired outcome of the expedition, and identified processes that were needed to achieve them, assigning each individual with tasks, an advanced business system could have been developed. They could have agreed on set time-scales and project boundaries.4.4. Application of PRINCE2 PrinciplesThe Oracle (2011) White Paper further explains the main principles of PRINCE2, and they can all be applied to the case examined in this study. The first principle is continued business justification. This relates to regular reviews of the progress of the project, and decisions made whether or not it meets the needs of the organization. If this principle was applied in the Everest expedition of 1996, it would have been found that – because of the lack of oxygen, severe weather, and lack of adherence to timescales – carrying on with the trip was not serving the interest of the stakeholders, and would not result in the outcomes planned by the team. Learning from experience is another principle that would have helped the leaders prevent risks. It is evident from Sullivan’s (2007) account that the two experienced leaders have experienced problems previously. If these problems and potential risks of their recurrence were assessed before the expedition, plans could have been made to address the issues. For example, both Hall and Fischer have taken inexperienced climbers on the same route, and knew that the lack of planning would result in groups breaking up. Hall did know about the lack of reliable radio communication, and decided not to address the issue. There were no managed roles and responsibilities; another principle of PRINCE2. Sullivan (2007) writes that one of the guides, Anatoli Bourkeev did not act as a guide at all. He was hours ahead of clients. This clearly shows that responsibilities and roles were defined, he would have stayed with the clients and carried supplementary oxygen. Managing by stages was also not applied, as the leaders and guides were too focused on delivering the service clients paid for (Roberto, 2002). Even though another principle of the system is â€Å"Focus on Products†, it refers to fulfilling the product descriptions: in this case the product’s description would have been safe delivery of expedition, preserving the health and safety of participants, leaders, and Sherpas. However, several members fell ill, including Hall who had a previously developed chronic condition, and many people had to be rescued. Managing by exceptions was another principle that – followed – would have made the expedition safer and more successful. No alerts were made when problems occurred. As Roberto (2002: 145) writes: â€Å"The guides as well felt uncomfortable speaking up. Neil Beidleman, a guide on the Mountain Madness expedition, has indicated that he had serious reservations about people climbing well past midday. However, he did not feel comfortable telling Fischer and other team members that they should turn around†. In PRINCE2, risk registers are created (London South Bank University 2016), and they are accessed and updated by all participants. If this procedure was followed, the identified risk could have been dealt with appropriately: by management, rejection, elimination, or minimisation. Finally, PRINCE2 could have been tailored to the project environment, taking into consideration the challenges, the training level and health of participants, and the resources available. 5. Lessons Learned for Project Managers Several lessons can be learned from the Everest disaster of 1999. The main cause of the failure of leaders to keep participants, leaders, and Sherpas safe was the lack of clear quality measures, roles, and risk assessment. The project was not managed and monitored by stages, and communication was poor. The project owners did not ensure that all the resources needed for delivering a quality product (outcome) were in place (initiating a project). Based on the above assessment, it is clear that applying PRINCE2 principles, themes, and processes would have created better outcomes for the Everest expedition project. Bibliography CIPFA. 2012. PRINCE2 Quick Reference Guide. Ferguson, C. 2011. PRINCE2 for Small-scale Projects. Novare Consulting. London South Bank University. 2016. PRINCE2 Presentations and Lectures. Marsh, D., 1996. Project management and PRINCE. Health Informatics, 2(1), pp.21-27. Murray, A. 2010. White-paper: PRINCE2 AND Governance. Outperform. Document Number: 1042-01-01 Version Number: 1v0 Oracle. 2011. PeopleSoft Projects (ESA) Support for PRINCE2. An Oracle White Paper June 2011 Roberto, M.A., 2002. Lessons from Everest: The interaction of cognitive bias, psychological safety, and system complexity. California Management Review, 45(1), pp.136-158. Sullivan, P., Failure of Risk Management in the 1996 Everest Disaster. Discoveries. TSO. 2009a. Managing and Directing Successful Projects with PRINCE2. The Stationary Office. TSO. 2009b. The Executive Guide to Directing Projects: within a PRINCE2â„ ¢ and MSP ® Environment, TSO 2009 Young, S., Healey, K. and Neame, V., The Everest Disaster.

Alignment Of The Human Resources Strategy Commerce Essay

A corporate scheme is the one which represents the overall vision and the mission of an administration. Many companies fail to concentrate on this and all they focus is on the bring forthing the goods and services trusting it satisfies the demands and wants of the client which is besides of import but is non everything an administration does. Let ‘s get down up with the intent of the assignment, the ground for this research is to measure the linkage of a company ‘s human resource ‘s scheme and the corporate scheme. Now by the corporate scheme here we mean is the overall vision set by the administration. This statement can be justified by many writers and is the existent fact that everyone in the administration should cognize. The ground is that the administrations fail largely is, they are non able to set up an effective scheme ( Verena, V 2006 ) of their functional countries such as the human resources, selling, finance etc. The assignment is concentrating chiefly with the human resources and it ‘s planning and the corporate scheme. â€Å" Corporate scheme concerns two different inquiries: what concern the corporation should be in and how the corporate office should pull off the array of the concern units. † ( Porter, M. 1990 ) The above definition reveals two facets that first every administration should cognize the industry it is covering. Second, the scope of concern units a company deals in. Now it is obvious that the corporate scheme can non be fulfilled without the proper engagement of the human resources in other words the employees to pull out the best possible result ( Rowe, A. 2006 ) . Thus the construct of alining the human resources scheme could be extracted by this impression. Therefore, this assignment evaluates the schemes laid by Singapore Airlines in order to accomplish the overall corporate scheme of the administration. The kernel of this research is the critical factor which would hold made the managing of the employees even better based on the literature used in the appraisal. THE CORPORATE STRATEGY AND OBJECTIVES OF SINGAPORE AIRLINESOverviewSingapore Airlines is a diversified company covering in assorted related concerns having harmonizing to an article written by Heracleous, L. , Wirtz, J. , viz. : Singapore Airport Terminal ( 80.8 % ) Singapore Engineering Company ( 81 % ) Singapore Airlines Cargo ( 100 % ) Silk Air ( 100 % ) Tiger Airways ( 49 % ) Virgin Atlantic ( 49 % )Corporate SchemeGiven that the company deals in diversified concerns Singapore Airlines at its corporate degree follows the scheme of related variegation. A related variegation scheme is in which: â€Å" †¦ an administration operates in several concerns that are someway linked to one another † ( Ricky, W. Griffin 2007 ) Harmonizing to Ricky, W. Griffin there are three basic benefits of utilizing such a scheme which are: The administrations that use such a scheme do non depend on any one concern cut downing the fiscal menaces. They cut down the operating expenditures i.e. the costs are divided by the figure of concerns. There is a interactive attack of basking the strengths and capableness through a figure of concerns it operates in.AimHarmonizing to an article written by Jochen W, Loizos H, and Nitin P, the aims of Singapore Airlines were to: Supply a superior client satisfaction that will be consistent and moderately priced. A pleasant ROI to the stockholders and bring forthing equal net incomes to afford an ample support for investings. Develop the best Human Resources patterns that draw, grow, motivate and retain the work force which play a function in accomplishing the house ‘s aims. Maximise the capacity of operations and utilize all the available resources. With the above referred scheme and aims of Singapore Airlines through the attested beginnings it is clear that the house from it ‘s really founding has a construct of pull offing its ‘ employees ( cost effectivity ) in such a manner that it delivers and sustains an first-class service. Note: This subdivision is deliberately clean A CRITICAL EVALUATION OF HUMAN RESOURCES STRATEGIES IN CONTEXT TO SINGAPORE AIRLINES Knowing that Singapore Airlines has a corporate scheme that is related differentiated one and the aim of the house is to accomplish leading for in an first-class service which means the vision of the Singapore Airlines is to remain in front of the rivals. Now by this it besides evaluated that it is an air hose industry which is a service based industry. A logical impression to acquire from the aims set by Singapore Airlines is that it has to concentrate on utilizing the resources in such a manner that it turns out to be in excellence and the demand of best people with best public presentation through their accomplishments. In a scenario of such a sort this assignment takes a critical reappraisal of the schemes laid by the company with the aid of available literature on how can a steadfast do the best public presentation deploying and redeploying the human resources and the human resources schemes used by Singapore Airlines. These schemes can be extracted by the aid of the diagram given below which is followed by the account of each of the scheme.RECRUITMENT AND SELECTIONâ€Å" Furthermore, â€Å" the people recruited † in an endeavor or an organisation creates the concern civilization which can foreground endeavors ‘ places and do them different from rivals. † ( Vinet, N. 2010 ) The definition spring by Vinet draws an of import that the enlisting scheme should be done with the alliance of the coveted aim of an administration as it is the people in the administration who deal who represent the endeavor by making a civilization and that differentiates the administrations from the challengers. A research conducted by Jochen W, Loizos H, and Nitin P Singapore Airlines is the one which is much concern of this affair as they lay a thorough scheme in the enlisting procedure and a rigorous procedure of choosing the employees. The procedure of recruiting and choice of employees goes through the undermentioned phases as evaluated from the research: Baseline enlisting and Screening: at the really first measure from a scope of appliers the showing of the appliers is made on the bases of their age ranges, academic makings and physical properties. Interviews: the appliers which are successful in the showing are farther take three unit of ammunitions of interviews. Uniform test: the appliers after the interview phases have to travel through the test of their visual aspects in the uniform. Water trials: a assurance degree testing is done of the appliers ‘ i.e. they are made to leap in H2O from a tallness of three meters, this gives the position to the interviewer what the reaction of them will be if such a state of affairs comes up where they have to escort the riders in the H2O. Psychometric trial: the psychological trials are so behavior to judge the intelligence, attitudes, aptitudes and personalities of the appliers. After the enlisting is made the successful appliers are farther monitored on a six month test and so contracted for five old ages if successful. This procedure of selecting is a most rigorous procedure by which Singapore Airlines ensures that they recruit the people with right accomplishments attributes the company desires to hold to accomplish the set aims.Training AND DEVELOPMENTAn article Greg Procknow gives five of import grounds as to why preparation is necessary in an administration: Training contributes to the overall scheme. Ensures the quality out of the employees through the preparation and development. Guaranting the security and safety is kept among the employees every bit good as the clients Attracting the skilled people and retain the bing 1s. Non-financial wagess for the employees for illustration: publicities. Singapore Airlines has a good lucifer given above such that it does believe that preparation is pool that links itself with the employees. It does hold a good accent on the preparation on the employees concentrating on the point that being a service based administration the employees the merely means by which it can accomplish its strategic aims and stick to the corporate scheme. Therefore a research conducted by Jochen W, Loizos H, and Nitin P, Singapore Airlines group has seven preparation schools for the seven chief places of operations and service conveyance: Cabin crew Flight operations Commercial preparation Information engineering Security Airport services preparation and technology Further the preparation classs are conducted on a four and twenty nine months for the bing employees to assist them cognize and follow what the administration expects from them. Singapore Airlines follows holistic scheme in developing the human resources which is non merely concerned with the wellness and safety issues but besides on the functional issues and beauty attention, high-quality and alien nutrient and vino, art of conversation. The house has a Management Development Centre ( MDC ) besides offers general direction preparation under the horizon of the HR division.Service DELIVERY TEAMS[ MAXIMISING PERFORMANCE ]Harmonizing to Jochen W, Loizos H, and Nitin P, the accent is laid in order to pull out a high value of public presentation from the employees through public presentation assessments. Through the public presentation appraisals the company is doing the squads effectual in executing. The public presentation is evaluated and assured through the followers: The leaders or the company supervise the staff developments The Staff public presentations are evaluated and communicated to them through assessments. The staffs are supervised sporadically. Feedbacks are taken besides from the monitored. An improved monitoring is done establishing on the employees feedback. As a consequence of such a public presentation assessment Singapore Airlines are successful in accomplishing a high public presentation ensuing a to an effectual bringing squad.Choice STAFF CONTROL[ MAXIMISING CONTRIBUTION ]The staff control scheme is laid particularly with the frontline cabin crew such that the corporate scheme and the organizational ends are communicated to the staff. They are made clear that their function is they do non hold a vision of going the universe ‘s largest air hose but be a cost leader in the industry. Therefore, the quality is to maintained and is non optional, this ensured by guaranting they hire people with the same quality through a series of appraisals made in the enlisting procedure ( psychometric trials, H2O trials, tea party trial, etc. ) . The ultimate rivals to Singapore Airlines are Air France-KLM Group, British Airways and the Lufthansa Airlines. The quality of the staff and their services are controls in order to remain in front of these challengers in footings of cost leading.MOTIVATION AND REWARDTo anticipate the best out of the employee they have to be motivated through a wages system ( Makenan, I. 2008 ) . This should b vitamin E genuinely based on their public presentation which denotes ‘well done good occupation ‘ as every employee expects this from this grasp from the directors, leaders and the administration. Harmonizing to the article written by Jochen W, Loizos H, and Nitin P, Singapore Airlines uses both fiscal and non-financial wagess in order to the acknowledgment of the employees which can be seen below as follows: Non-financial wagess: Photographs and names of the good employees in the newssheets which is a signifier of acknowledgment. Annual Deputy Chairman ‘s Award Fiscal wagess: A important per centum of variable wage constituents linked to single staff parts and company ‘s fiscal public presentation. The above wagess used by Singapore Airlines works as a good factor to maximize the part and accomplishments of people who are selected exhaustively through the stiff enlisting and choice procedure. All the above schemes laid by the administration are successful 1s which help the administration to keep the corporate scheme and accomplish the corporate aims so far by cognizing it has been making good.Critical ASPECTS OF THE HUMAN RESOURCE STRATEGIES IN CONTEXT TO SINGAPORE AIRLINESRetention schemesAlthough the organistion is making really good in footings of pull offing the human resources and has been really effectual besides the house has made an effort to retain the accomplishments in the administration. An accent has besides made to make so as harmonizing to the research made by Jochen W, Loizos H, and Nitin P, shows that the administration maintains a direction development Centre which focuses on develops the employees and helps in retaining them by spliting the development programmes into 3 parts as: programmes the focal point on the varying precedences and required accomplishment at different managerial hierarchal phases ; Encouragement programmes to develop the managerial accomplishments ; Programs that focus in the countries of societal protocols and framing which in bend aid in self-development. But still the administration is holding a 10 % labour turnover every twelvemonth which may be due to the ground that the employees are non good motivated or recognised. The findings from the appraisal made on the footing of the assignment rubric gives a position point that the house has a keeping on the list and doing an indirect effort to prolong the work force, but at that place stands a demand for a direct keeping scheme which should be focused as the antonym can ensue in the followers: Excessively much cost of enrolling people as it is already traveling through a drawn-out procedure in the hunt of the right accomplishment. Excessively much of clip consumed besides in the enlisting and choice process. New staff takes clip or finds it hard to set in the civilization and environment. The skilled work force joins the rivals which is a winning point given to the challengers. In order to get the better of the people go forthing the administration a scope of schemes can be laid.Schemes to halt the labor turnoverImplementing of motive theory given by Fredrick Herzberg which divides people in the administration into two parts which given below in the theoretical account. Although the administration is actuating the employees through wagess but there should be a proper categorization of both the parties to stress on and development programs should be laid in conformity. Create communities among the employees which in bend build up a societal web. Peoples do non go forth the administration as go forthing the administration would be go forthing their webs. ( Torrington D. , Hall L. , Taylor S. 2005 ) Execution of grudge direction could besides cut down the resigning of employees as it makes them experience they have an option if they are non satisfied by their superior. Singapore Airlines should hold a process for placing such grudges. They can be identified by the followers:Beginning: Lecture notesExit interview, these are done with the employees who are go forthing the administration, and are helpful in retaining the employee by offerings and besides acquiring the feedbacks from them which can be incorporated in the administration. Gripe Boxs: these are the boxes in which the employees put their grudges and their critics to any superior. They differ from the suggestion boxes as the people do non stipulate who they are. Opinion Survey: A signifier of self rating of the grudges by the administration and a good manner to keep employee relationship and anticipate maximal part from the work force. Open-door Policy: A policy which is spoken of many times in an administration and is really less in action. This policy is the one where any employee or the director is free to near a superior to describe his or her grudge.KNOWLEDGE MANAGEMENTSingapore Airlines does non hold an accent on the construct of cognition sharing among the employees. A cognition that is seemed to be preserved within the people but should be among the people as sharing of cognition tends to heighten when the thoughts shared and this is done in a collaborative mode. ( Lecture resources ) Schemes to promote cognition sharing in an administration: The procedure can be divided into people itself with specific duty to make so. As shown in the diagram below: Beginning: Lecture notes. The cognition designers: Chief Knowledge Officer and affect, among other things, who emphasize on how the cognition can be shared and how people will be trained, how they will be rewarded for collaborative working. The cognition facilitators: consists of people who run processes to assist knowledge flow, for illustration company journalists who write up client instance surveies and undertaking reappraisals ; bibliothecs who develop the storage and retrieval of information ; information service suppliers who provide an internal consultancy service to happen and present information to staff ; webmasters who develop the company intranet. The cognition cognizant: Consists of employees, who have a duty in sharing their expertness and cognition and take part in value of coaction. CONCLUSION AND RECOMMENDATION The research in this assignment was made on Singapore Airlines as it is a service based administration and trades in a service industry and the human resource factor is much more critical here as they represent the organistion. It is their service which derives the competitory advantage for the administration. Singapore Airlines Emphasize on a double scheme i.e. cost leading and distinction. The human resources scheme has been good aligned so far to prolong the competitory advantage as the research shows that Singapore is non a budgetary air hose but still is offering the monetary value of a budgetary air hose. As this appraisal is based on the research made on the diary The Role of Human Resources in Achieving Service Excellence and Cost Effectiveness at Singapore Airlines by Jochen Wirtz, Loizos Heracleous and Nitin Pangarkar in 2007, the diary reveals five schemes laid by Singapore air hoses in order to aline the human resources scheme to the corporate scheme and aims through maximization of accomplishments and part of the people. At the terminal of the rating and the amplification of these schemes a point of view was clear that the administration although has a stiff and rigorous process of recruiting and choosing the people but which evidently for no uncertainty has to be so drawn-out and besides dearly-won. This factor could be reduced by cut downing the labor turnover. They necessity is due to a ground that when the economic system is down the turnover is what it is at the minute ( 10 % ) , but if the economic system is on the extremum this per centum can besides travel at the extremum. Therefore the administration should be concentrating on two chief factors given already recommended in the above subdivision that is: Retention scheme to prolong the accomplishment in the organistion and cognize why they leave the company. ( Torrington D. , Hall L. , Taylor S. 2005 ) Build or make cognition sharing environment in the company so that even if the people leave the administration at that place silent accomplishment remains expressed. The ground is that new staff take clip to set in the civilization and to be trained to give the same public presentation of the former employees

Specific Causes of the Civil War Essay Example | Topics and Well Written Essays - 1250 words

Specific Causes of the Civil War - Essay Example Arguments between the North and South had been growing for more than thirty years. One important issue was over taxes paid on goods that were imported into this country from overseas. This tax was called a tariff. In 1828, Northern businessmen were instrumental in getting the "Tariff Act" passed. This act raised prices f goods manufactured in Europe and sold mainly in the South. Its purpose was to subtly force the South to buy the North's products. This angered the Southern people because they were forced to pay more for the goods they needed (Rozwenc). Although most f the tariff laws had been changed by the time the Civil War actually began, the Southerners never forgot how unfairly they were treated by the northern businessmen. Northerners accepted the ideal f free enterprise. The advantage f the states in the north concerning industry was immense. The North had countless factories employing immigrants in numerous industries. Manufacturing was mainly concentrated in New England and the Middle Atlantic states. Conversely, the South had only agriculture. Large plantation farms used slaves to harvest their crops. The South had few fast running rivers, which were needed to generate power for factories. Southerners did not believe in the northern society and found no reason to exchange old agricultural traditions for what they perceived to be unsafe investments and new ways f living. The United States developed two very different economic systems: the rural south and the industrialized north. Because these differences shaped two separate cultural and social patterns, it was impossible to combine these differing philosophies without heavy resistance from both sides (Nevins). During this period, the political system was formed into what it has become today; for example, two dominating political parties and the strong power f the president. When one tries to see just how the American Civil War came about, one need look no further than the two American Presidents who faced one another in the most terrible war America has fought. Abraham Lincoln and Jefferson Davis did not cause the war. They were both moderates and shared a vision that the country could resolve its differences without bloodshed. Nevertheless, despite their good intentions, the war came. They fought one another and led others to fight. Lincoln and Davis were both leaders and victims f the times. Unfortunately, in the end the moderate way collapsed and the nation stumbled into a situation where moderation was no longer a possibility. For that reason, the country tried to work out a solution by using violence. The solution it got was imperfect and remains so even today (Catton). This period f time can also be defined as "the era f regional conflicts" (Stampp). More land was needed for settlement because f massive immigration and the rapid rise in population. This led to the expansion f the west where Native Americans were cruelly taken from their reservations. To expedite this movement west, a number f railroads were built, mainly from New England. These improved communications tied the West and the East together to the North. The South, which exported most f its cotton to Great Britain, did not need as many railroads. Consequently, the two regions depended very little upon each other commercially and, therefore, never felt connected to one

Gap Year, Working Experience, and Competition Essay

Gap Year, Working Experience, and Competition - Essay Example I believe attending college immediately can prove to be more beneficial since it can provide the students with a better opportunity to build a career and increase their skills and earnings. If a student decides to take a â€Å"gap year† or more time before going to college, he will lose the determination and enthusiasm to carry on with his studies. One might consider himself â€Å"too old† to enroll in a college and therefore will lose the chance of building a strong career. Majority of the students lose the opportunity of obtaining a scholarship right after their high school that can be very beneficial in helping them with the tuition fee and other finances of the college. As Nancy Sylvester states â€Å"if a student finds that he qualifies for a grant, he might decide to give college a try. The money can make a difference† Most importantly the knowledge gained from high school would still be fresh in the student’s mind and so he would be able to make use of it in college education. If a student enrolls in college right after the completion of high school, he would have no difficulty in socializing and interacting with his fellow students since they will be of the same age. Group 2: Process Analysis and Narration (1) In approximately 200–350 words, using process analysis and narration techniques, explain how best to ready oneself for an interview With a cut throat competition for jobs in today’s world, qualifying an interview is more vital than it had ever been. The crucial meeting in person with your employer is an individual’s best chance to prove his worth therefore one should try his best to get ready for an interview. Firstly, research the corporation or the institution in advance and try to incorporate that information at some point in the meeting. This will enhance the candidate’s credibility with the person taking the interview and will assist the candidate to form intellectual queries to inquire from the interviewer. As according to Matthew J.Delcua â€Å"since you have taken time to consider how you present yourself, †¦ it is only fair for you to evaluate how the organization presents itself† Secondly get ready to answer some frequently asked questions that interviewer is expected to inquire, for example the weaknesses and strength of the candidate, the reason for applying in a specific corporation and an explanation as to why the employer should hire the applicant. Thirdly one should try to get references from important people like managers, colleagues and professors. Then the applicant must organize the important documents such as resume, collection of one’s work etc so to present them to the interviewer. Most importantly the applicant should dress properly and look professional. For the interview one should arrive at least 15 minutes earlier and remain confident as every interview is an experience to learn and even if one doesn’t get accepted h e will be more prepared the next time. Group 3: Narration and Persuasion   In approximately 200–350 words, using persuasive (argument) techniques, convince a friend or relative that dogs or cats (you must choose one) make better pets. Majority of the people would consent with a fact that keeping a pet is a magnificent experience. However, some pets need plenty of maintenance as dogs bark and require considerable time devotion on one’

Journal week 3 Assignment Example | Topics and Well Written Essays - 500 words

Journal week 3 - Assignment Example This theme is greatly developed by Rocky who is CeCe’s friend. Education is an important aspect as much as development and growth are concerned. The company of CeCe is not worth as much as education is concerned, and at times she is tempted to follow the ways of her friend. Learning occurs through social learning, operant conditioning and classical conditioning. As parent I would be concerned if my child learned what CeCe does, this type of learning is likely to occur through social learning where observed behavior becomes copied behavior. On the contrary if a child learned from the character of Rocky it will be beneficial for the development of the child even in terms of Christianity. Theme of talent is also outspoken in this TV show, it is a very common phenomenon among the youths. From a biblical point of view it would be prudent if a talent was used to serve God rather than use the talent for other purposes. The talent is not used for the purpose of serving God and I would therefore not recommend my child to watch the show as it might have a negative influence. Though there can be some themes that are not appropriate in the show, other themes are very fundamental for the development of a teenager and I would not deter my child from watching the show. Having read one of the best American adolescent magazine called teen vogue I can concur that are some themes that portrayed in the magazine that are good for development of a child in aspects such as spiritual, emotional and physical. Though there are some themes that are no appropriate for the growth and development of a child due to the fact the child the child can assimilate some nasty behavior from the magazine. Celebrity is a theme that orchestrated in the magazine, this are very influential persons to the teens. Some of the celebrities are role models to particular teenagers and for this reason if a celebrity does a stupid act, a teen can try

Canadian Training Systems Essay Example | Topics and Well Written Essays - 1500 words

Canadian Training Systems - Essay Example h programs in the long run can be neglected in no respect and neither can the positive outcomes of training on the productivity and success of various other establishments in the market be kept unseen. I personally do believe that a meager 0.25% increment on payrolls of employees during training is inadequate and dissatisfactory, so as to keep them going and making them believe in their capabilities and the importance of what they learn during the training process. A 1% increment will to some extent, solve some if not all of the problems that these valuable gems of our organizational family face in their day to day lives. I have full confidence in the project and hope that it will bring success and fame, leading us to prosperity. returns to training investments in workplaces. The benefits from such investments in Germany and Japan have been remarkable and have encouraged other countries to follow suit. Workplace training since long has been a black box in terms of our human resource management system. The AET (adult education and training) and IAC (industrial assessment center) surveys carried out in most industries all over the country; reveal the importance and requirement of employee as well as employer training. Training can be categorized into formal and informal. The WTS (workplace training surveys) say that training in 75% of all establishments all over Canada is informal. The type of training that includes proper vision, pre-defined objectives, a structural format and a defined curriculum may be defined as the formal dimension of training. Informal training may include monitoring relationships, experimental learning and sharing knowledge among employees. These methods could be highly flexible, versatile and effective. However, with these, our statistical profile of training and its efficiency does still remain mostly incomplete. Training, more specifically the formal version, takes place in larger establishments and organizations rather than the smaller

Business, government and society Essay Example | Topics and Well Written Essays - 4750 words

Business, government and society - Essay Example In the global context, the use of genetically modified crops has increased tremendously since its first commercial plantings in the late 1990s. By the end of 2012, the study has shown that around 12% of the world’s arable is being used for growing genetically modified crops (Baker and Burnham, 2001). The US government has even embraced the use of biotechnology for the purpose of developing a food system as the ‘silver bullet’. The global population has already crossed 6 billion and experts predict that the figure will actually double in the next 50 years. Therefore ensuring an adequate food supply is the foremost activity and is probably going to become one of the global challenges. As a result of that it is not only adjudged as the way to help farmers earn handsome profit, but at the same time this is the only feasible way to feed the growing global population. However, despite of its growing importance and high acceptance the industry is characterized by immense turbulence. According to a number of publications, genetically modified foods negatively impacts human body and hence can be a reason for various diseases. Echoing the same another set of scholars has highlighted in the fact that genetically modified foods hardly have any nutritional value and therefore has minimal ability to proffer the required nutritional benefits. Ironically, few authors claim that the significance of genetically modified food in the nutritional health of a human being is subject of debate. According to them, genetically modified foods are contemporary and so new that drawing a conclusion about how it actually impacts the human body is not possible (Caswell and Mojduszka, 1996). One of the evident negative factors from the business context is that the process is expensive and thus farmers or the end consumers often need to pay much higher prices (Christensen, 2003). Inadequate knowledge and awareness among the farmers is also a cause of concern for the growth o f this industry. Therefore from an overall discussion and analysis of the facts, it seems that with proper management, proper treatment of seeds, adequate investment and support from the government of respective countries, the genetically modified food industry could well stand out as one of the most vibrant industries of the world and can act as a solution for the future towards managing the food demand (Moore, 2001). This report seeks to throw light on the emergence and development of this industry in relationship with technological

Facebook Analysis To Confirm Its Competitiveness In A Defined Market Essay

Facebook Analysis To Confirm Its Competitiveness In A Defined Market - Essay Example The idea was to create a website though which people in the university could stay connected with each and share ideas. Within months of its initiation the core idea spread beyond the boundary rooms of Harvard and was highly appreciated and accepted by all. Very soon it got extended to Yale and Stanford and was endorsed widely in these places. The initiative was accompanied and followed by two more students at Harvard, Chris Hughes and Dustin Moskovitz who helped the founder to grow and take the concept to the next level. Within a matter of few months, it became a national student network. In 2005, it was officially given the name of Facebook. The domain was called facebook.com was purchased at a rate of $200,000. Facebook was then opened in 2006 and could be accessed by everyone above 13 years of age having a valid e-mail identity. In 2008, it was announced that Facebook would set up international headquarters in Dublin, Ireland. In 2010, the company began to invite users to go throu gh a beta test or selection process based on questions and answers. A number of engineering puzzles were given to them where these users were required to solve computational problems. This gave them opportunities to get hired in Facebook. It had emerged as the greatest only photo host by 2011 and had millions of users accessing the same from mobile phones, which accounted for 33% of the entire traffic in Facebook. (Carlson, â€Å"At Last -- The Full Story Of How Facebook Was Founded†). Biography of the Founder Originally known as the Facebook, the site was founded by Mark Zuckerberg, a former student at Harvard University. After completing second year at the university, he left it to concentrate on the website he had created and which had a use based of more than 250 million people. Born in May 14, 1984, in New York, Zuckerberg had grown in a well educated and comfortable family. Zuckerberg’s interest in computers and technology showed very early in his childhood. He h ad created messaging program using Atari Basic, at the age of 12 which he named as Zucknet. His father use to use this program for running operations at his dental office. The receptionist at office could use this program to convey the message of a new patient arrival without screaming across the room. This program was also used within the family to communicate in the house. He took interest in computer games with his friends just for fun (Chittaranjan Wordpress, â€Å"Early life†). In order to entertain and encourage his interest in computers, Mark’s parents arranged for a private computer tutor at home, who had later on declared to reporters that he found to difficult to stay ahead of a prodigy who was interested more in the graduate courses at the nearby college. Beside computers, Lark also showed immense talent in fencing and soon became captain of his school team. One of his other interests was literature, in which he earned a diploma in classics. However, his fas cination

National Organization for Women Essay Example | Topics and Well Written Essays - 1000 words

National Organization for Women - Essay Example The amendment known as Equal Rights Amendment had been introduced by Alice Paul, and it sought to make men and women have equal rights all over the United States, as well as any other place under its jurisdiction (Wood 85). The amendment received opposition, and it is unfortunate that up to this moment, it has not been ratified. Some people believe that collective action problems played a significant role in the Equal Rights Amendment’s ratification failure. This implies that the pro-ERA lobby groups did not co-ordinate their actions well while fighting for the common cause. Women were not united in their struggle for their rights. This was demonstrated by some women leaders such as Phyllis Schlafly, the right-wing leader of Eagle Forum, a lobby group that was created to stop ERA. Women who were in this group argued that ERA was going to deny women the right to obtain support from their husbands, women were going to be sent to battles, women’s privacy rights were going to be reversed, and that homosexual marriages and abortion rights was going to be upheld. Schlafly presented a consistent and coherent message, and this defeated the dispersed efforts from pro-ERA forces (Critchlow 215). The National Organization of Women (NOW) decided not to pursue a centrally managed and hierarchically organized support program for ERA. This is because it was faced with dilemmas regarding the organizational style to use while pushing for the amendment. This dilemma was brought about by the manner in which Schlafly’s opposition was well organized. If NOW had chosen to adhere to its decentralized and participatory style of management to agitate for ratification of ERA against the properly orchestrated campaign, there was no way it was going to be successful. Its only option to counter Schlafly’s campaign was to adopt the same campaign style, and this would mean that it compromises its ideals. Therefore, NOW chose to stick to its accustomed methods, and this led to ERA’s defeat. The ratification process was also made difficult by some external factors. For instance, the Supreme Court’s decision on the abortion case, Roe v. Wade on 22 Jan 1973, as well as the countrywide appreciation for Senator Sam Ervin as the chairman of the Senate Watergate hearings that commenced in May, made it difficult for the proponents of ERA. Social conservatives and fundamentalists were angered by the decriminalization of abortion, and to make it worse, ERA was linked with upholding of the abortion rights (Wood 86). Therefore, they campaigned against ERA as a way of retaliating the Supreme Court’s ruling. On the other hand, Senator Ervin had exemplary performed his duty as the chairman of the Senate Watergate hearings; thus, he was viewed as a savior to the United States Constitution. His portfolio, as the Senate opposing leader to ERA, played a significant role in influencing the southern states to refuse to ratify ERA. It is worth noting that Schlafly also made use of Senator Ervin’s influence to propel her campaigns. She included Senator Ervin’s wife in her campaigns in order to make her campaigns have a national appeal bearing in mind that Senator Ervin was highly regarded (Critchlow 220). NOW and pro-ERA lobby groups had difficulties handling the pressures that was being exerted by the opposition groups. This is attributed to the fact that several opposition groups kept springing, and their number