The Influence of Emotions on Organizational Change

Introduction Acceptance of change within an organization depends on the emotional state of employees and managers. The behavior, feelings and attitudes of employees within an organization are influenced by their emotions (Zerbe 2008, p. 173). It is important to highlight the interpersonal effects of emotions in order to comprehend the exact influence of emotions within an organization.Advertising We will write a custom essay sample on The Influence of Emotions on Organizational Change specifically for you for only $16.05 $11/page Learn More The domains of organizational behavior are very essential in understanding the effect of emotions on the performance of employees (Zerbe 2008, p. 173). Organizational behavior domains such as leadership, group decision making and customer service require emotional intelligence from the parties involved. Emotional intelligence is a very valuable attribute that all stakeholders within an organization need to possess (Ze rbe 2008, p. 174). The success or failure of an organization actually depends on the level of emotional intelligence among its employees and managers. This paper will highlight the role of emotions in the management of organizational change. Discussion Many organizations have always underestimated the effect of emotions in the day activities of an organization (Weick 1999, p. 364). In fact, the topic of emotions never featured in the past until recently when managers realized that emotions actually play a significant role in the success of an organization (Weick 1999, p. 364). Many organizations are now taking the subject of emotions very seriously after discovering its significance. Organizations believed that emotions could only be expressed at home but they forgot that employees still remained human despite being at the workplace (Weick 1999, p. 364). The corporate world is now discovering that the positive emotions of employees should not be left at home because they are crucial to the success of an organization. A recent research indicates that the productivity and creativity of employees is affected in a great way by emotions (Weick 1999, p. 366). Emotional intelligence determines the career success of an employee compared to cognitive intelligence. Although cognitive intelligence is important for an employee, research reveals that a combination of both cognitive and emotional intelligence is crucial for employees to achieve their career goals (Weick 1999, p. 366). The management of organizations has come to realize that their success depends on their ability to utilize positive emotions of employees to their organizations’ advantage (Weick 1999, p. 367).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Managers who have mastered the art of stimulating and sustaining positive emotions in their employees have actually been able to witness positive results ( Vince 1996, p. 17). The current market is very competitive and it is therefore necessary for organizations to come with strategies that can give them a competitive advantage. The primary sources of competitive advantage such as intellectual capital, customer service, organizational responsiveness and productivity are influenced directly by employee emotions (Vince 1996, p. 17). The creativity and knowledge of employees are very significant in the success of an organization since the modern economy is knowledge-based. Employees that are creative and knowledgeable are very receptive to organizational change compared to those who are not knowledgeable and creative (Vince 1996, p. 17). The ability of an organization to harness intellectual capital from its employees will enable it to survive in an innovation driven economy. The intellectual capital of employees should therefore be engaged and cultivated by management for the expected results to be achieved (Vince 1996, p. 18). The emoti onal state of employees determines the organization’s level of intellectual capital (Pfeffer 1981, p. 43). The intellectual functioning of employees within the organization is also affected directly by emotions. A smart and innovative workforce is a dream of many organizations and this can only be achieved through proper management of employee emotions (Pfeffer 1981, p. 43). The flexibility and originality an employee’s thinking is normally diminished by a negative emotional state. Flexibility in thinking is one of the key attributes needed in the implementation of organizational change (Pfeffer 1981, p. 43). It is the duty of management to ensure that employees remain in a positive state of mind to enhance originality and flexibility in their thinking. A dispirited workforce loses the interest to innovate and identify new opportunities (Pfeffer 1981, p. 43). Negative emotions make employees lose the energy and drive to be creative. A passionate, confident and secure w orkforce will always make wise decisions and at the same time create new solutions (Pfeffer 1981, p. 44).Advertising We will write a custom essay sample on The Influence of Emotions on Organizational Change specifically for you for only $16.05 $11/page Learn More Sharing of knowledge and expertise in the entire organization is very important in a knowledge driven economy (Neal 2004, p. 60). Employees in a negative emotional state are always unwilling to help and share information with others. Implementation of organizational change requires knowledge to be shared throughout the organization and if this does not happen, then organizational change implementation becomes difficult (Neal 2004, p. 60). The intellectual capital of an organization enables information to be disseminated freely. Organizations that have effective information dissemination systems experience a lot of success because implementation of organizational changes becomes much easier (Nea l 2004, p. 60). Employees who are insecure about losing their positions are normally reluctant to share knowledge with others. Employees who feel safe and valued show high levels of commitment and are always available to share their knowledge with others (Lyubomirsky, King Deiner 2005, p. 805). In order to maximize intellectual capital, management must ensure the emotional state of employees is turned from being negative to being positive. It is not possible to separate emotions from customer service because the two greatly affect each other (Lyubomirsky, King Deiner 2005, p. 805). Service workers who are demoralized and angry will definitely create a negative service climate. It is very difficult to offset a negative emotional state with training initiatives. It is the responsibility of management to ensure that service employees are motivated in order for them to deliver quality service to customers (Lyubomirsky, King Deiner 2005, p. 805). It is dangerous to have disgruntled se rvice employees because they are the ones who come in direct contact with customers (Keifer 2002, p. 44). Failure to address emotional needs of service employees has serious economic consequences since the organization is bound to lose its customers due to poor customer service. The leadership of any organization should ensure that this group of employees remains in a positive emotional state (Keifer 2002, p. 44).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is estimated that almost 68 % of customers defect from companies where the service staff treated them with an indifferent attitude. This defection figure exactly shows the amount of damage that negative emotions can to do to an organization (Keifer 2002, p. 45). The profitability of an organization is therefore dependant on the emotional state of service employees. The current market is always changing at a faster rate with organizational responsiveness being a major requirement for an organization’s sustainability (Hughes 2006, p. 52). Employees with positive emotions respond quickly to market changes. Threatened and dispirited employees will always resist change. Employees in a dispirited state will not be willing to adopt new methods and systems that are important in facilitating organizational change (Hughes 2006, p. 53). Employees who are stressed stick to outdated methods even if it is obvious that the methods and systems can not deliver the required results (Hughes 2006, p. 53). Employees with a peace of mind respond to market changes passionately. It is therefore true to say that the ability of an organization to respond to market changes and demands depends on the emotional state of its workforce (Hatfield, Cacioppo Rapson 1994, p. 28). Employee retention and attraction is another domain of organizational behavior that is influenced to a great extent by employee emotions (Hatfield, Cacioppo Rapson 1994, p. 28). Employees who are happy and motivated will always want to stay with the organization (Hartel 2006, p. 77). An organization that treats its employees well by taking care of their physical and emotional needs will always attract the best talents in the market. The productivity of employees will definitely rise if they are excited and proud of their workplace (Hartel 2006, p. 77). It is difficult for depressed employees to give out their maximum output. Organizations should provide the best working conditions for its employees in order to get the best out of them (Finlay 2000, p. 68). It takes a lot of effort and resources to motivate and satisfy a disgruntled workforce. The other advantage of having a happy and motivated workforce is the reduction in the turnover cost (Finlay 2000, p. 68). Employees who are happy will always save the organization from unnecessary costs (Finlay 2000, p. 68). A positive emotional state gives employees the energy to work hard because they will be happy with their work and the organization in general (Finlay 2000, p. 68). An atmosphere of positivity enhances positive results and success in an organization (Erick Yvonne 2008, p. 10). It is argued that a leader’s positive emotions are the most transferrable. The other way through which positive emotions can be enhanced in an organization is by creating chains of events that carry positive meanings for others (Burnes 2004, p. 113). Social and psychological experiments have shown that employees with positive emotions are more he lpful than those with neutral emotional states. Organizational field studies indicate that sales people who experience more positive emotions at work are more helpful to their customers (Burnes 2004, p. 113). The field research also revealed that sales people who exhibit positive emotions tend to attract more customers and in the process making a lot of sales. The reason for this argument is that sales people with positive emotions tend to be more creative, flexible and emphatic (Burnes 2004, p. 113). This argument shows that being helpful not only develops from having positive emotions but it also produces positive emotions in others. An individual who is helpful to others tends to have a feeling of joy and pride when he or she realizes that their positivity influence the people they interact with (Beer 2000, p. 66). Positive emotions enables a person to help others and at the same time fuel motivation that can help both presently and in the future (Beer 2000, p. 66). Witnessing an d hearing about helpful acts can make employees to experience positive emotions. Onlookers experience the positive emotion of elevation. The tendency sparked by elevation is a general desire to become a better person by performing helpful acts (Beer 2000, p. 66). Elevated employees do not simply mimic the helpful acts witnessed but creatively consider a wide range of helpful acts. The positive emotion of elevation gives employees the desire to be better for the sake of the organization (Barbara 1998). The employees who experience helpful acts tend to experience elevation and its beneficial repercussions. There is always a high probability that an employee who witnesses and experiences good deeds will definitely be influenced to start helping others (Barbara 1998). The elevation cycle can transform an organization into a more benevolent and coordinated place to be (Ashforth Humphrey 1995, p. 99). Positive emotions expand through organizations, members and customers. Positive emotion s produce meaningful relationships among employees and in the process preventing conflicts in the workplace (Ashforth Humphrey 1995, p. 99). Facial expressions and mimicry can not be seen as ways of determining whether a person has positive emotions or not. Positive emotions are developed from within and their expression should be sincere without any form of pretence (Ashforth Humphrey 1995, p. 99). The way an individual behaves in relation to positive emotions is understood and translated by the other individuals that they come cross (Alice 2008). The emotional state of managers plays a critical role in the success or failure of an organization. As mentioned earlier, leaders who display positive emotions have a great influence on the behavior and attitudes of other employees within the organization (Alice 2008). It is therefore true to say that positive emotions in an organization are linked to the managers. A manager with an attribute of positive emotions is able to transmit thi s trait to employees. The level of control and support towards employees is determined by this trait (Alice 2008). Positive emotions determine how employees deal with various situations within the organization. This development is highly dependant on the leadership traits or skills that managers within an organization possess (Alice 2008). Leadership is a process of symbolic management that involves creating and maintaining shared meanings among followers. The organization leadership should always evoke positive emotions in the workplace through the use of symbols (Finlay 2000, p. 69). Symbols are known to bring both interactive and emotional responses. Symbol elaboration by managers evokes emotions in an organization. Moreover, managers engage in communication of symbols that are specifically designed to make their employees feel better (Finlay 2000, p. 69). Employees are normally strengthened when they feel better about themselves. Resistance to change is a common thing in many or ganizations and it is the responsibility of managers to emphasize the importance of change as early as possible to prepare the employees psychologically for organizational change (Finlay 2000, p. 69). Managers give employees a sense of trust and understanding by preparing them psychologically for change. This approach enables employees adapt to change as quickly as possible and at the same time making them deal with situations more positively (Vince 1996, p. 20). It is important for managers to adopt the theory of positive emotions in order to influence organizational change. The behavior and attitudes of managers and employees has to change first before organizational change takes place (Vince 1996, p. 20). Managers should always be willing to influence positive emotions among employees because anything good or bad begins from the top (Vince 1996, p. 20). The emotions of managers can be transferred easily to employees and this actually determines how employees relate with one anoth er. The positive emotions of managers encourage creativity in the organization which subsequently improves the level of success in the organization (Vince 1996, p. 20). The emotions displayed by leaders are a critical determinant of their relationship with group members and their ability to communicate emotionally evocative symbols (Beer 2000, p. 66). Managers who are emotionally positive enhance organizational creativity performance by facilitating group cohesion. It is important for positive emotions to be built and sustained in the entire organization through a healthy emotional climate (Beer 2000, p. 66). Organizational policies and values are normally misinterpreted in the context of face to face interactions. Managers can identify cues of real and felt emotions among employees. The managers also have the ability to identify positive emotional indicators of employees who are motivated towards achieving personal and organizational goals (Beer 2000, p. 66). It is a difficult job for management to determine the emotional state of all employees at the same time (Keifer 2002, p. 60). Despite this difficulty, managers need to be aware of their organizational climate all the times. Negative feelings about change can only be improved if managers are aware of their organizational climate (Keifer 2002, p. 60). Negative feelings can have devastating effects on the performance of an organization. Leaders must have the ability to arouse motivation by appealing to human needs for achievement, affiliation and power (Keifer 2002, p. 60). A good organizational climate decreases the cost of turnover and the resistance of employees to change. A great organizational climate also improves the quality, creativity and acceptance of risks which make customers to be loyal (Neal 2004, p. 72). The mood and behavior of a leader within an organization have a great influence on the organization’s performance (Neal 2004, p. 72). There is a powerful chain reaction between a manag ers’ mood and behaviors which drive up the mood of everyone else within the organization (Neal 2004, p. 72). Managers with high emotional intelligence can create an environment where loyal, intelligent and positive minded employees strive towards achieving organizational goals (Neal 2004, p. 72). Conclusion The primary sources of competitive advantage are enhanced by employees with positive emotional states (Zerbe 2008, p. 175). It is also evident from the discussion in this paper that managers with positive emotions can influence the same in many areas of the organization (Zerbe 2008, p. 175). Employees that work in an organization with a positive climate work in persistent and strong groups where positive emotions are transferred from leaders to all the members within the group (Zerbe 2008, p. 175). Positive organizational behavior results in creativity, success and the ability of an organization to deal with emerging changes in the market (Hatch 2006, p. 40). Managers shou ld therefore pay more attention on the positive aspects of the organization and focus less on the negative aspects (Hatch 2006, p. 40). This enables employees to feel motivated and therefore leading to growth and development within the organization (Hatch 2006, p. 40). The ability of an organization to deal with the changes that occur in the market makes it more competitive. Bibliography Alice, B 2008, Positivity by Barbara Fredrickson. Web. Ashforth, B. E. Humphrey, R 1995, Emotion in the workplace: A reappraisal. Human  Relations, Vol. 48, pp. 97-125. Barbara L 1998, Positive emotions and upward spirals in organizations. Web. Beer, M 2000, Breaking the code of change, Harvard Business Press, London. Burnes, B 2004, Managing change, Pearson Education UK, London. Eric F. Yvonne R 2008, Leading strategic change, Bridging Theory and Practice, Vol. 1, no.1, pp. 9-10. Finlay, P 2000, Strategic management, Prentice Hall, London. Hartel, C 2006, Emotions in organizational behavior, Ro utledge, New York, NY. Hatfield, E., Cacioppo, J., Rapson, R l994, Emotional contagion, Cambridge University Press, New York, NY. Hatch, M 2006, Organization theory, Oxford University Press, London. Hughes, M 2006, Change Management: A critical perspective, CIPD, New York, NY. Keifer, T 2002, Understanding the emotional experience of organizational change: Evidence from a merger, Advances in Developing Human Resources, Vol. 4, no.1, pp. 39-61. Lyubomirsky, S., King, L. Deiner, E 2005, The benefits of frequent positive effect: Does happiness lead to success? Psychological Bulletin, Vol. 131, pp. 803-855. Neal, M 2004, Positive emotions in organizations, A multi-level framework, Vol. 1, no.1, pp. 57-73. Pfeffer, J 1981, Management as symbolic action: The creation and maintenance of organizational paradigms. Research in Organizational Behavior, Vol. 3, pp. 1-52. Vince, R 1996, Paradox, defense, and attachment: Accessing and working with emotions and relations underlying organizationa l change, Organizational change, Vol. 17, no.1, pp. 1-21. Weick, K 1999, Organizational change and development, Annual Review of Psychology, Vol. 50, no.1, pp. 361-386. Zerbe, W 2008, Emotions, ethics and decision making, Emerald Group Publishing, New York, NY. This essay on The Influence of Emotions on Organizational Change was written and submitted by user Crystal Carson to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Compilation of the Quran Essays

Compilation of the Quran Essays Compilation of the Quran Paper Compilation of the Quran Paper The second collection is the standard co ex that is followed today, which comes from the compilation made by Autumn Although there are some variations about the details this account Is not In dispute wealth the Muslim world. Early efforts by Muslim scholars to establish the sequence of the revelation, particularly the verses revealed at Make and those revealed at Indiana, were emulated by Western scholars, who focused on similar problems, though drawing different conclusions from the narratives mentioned above. For the purpose of this paper, I will be critically analyzing and discussing the introversion around the compilation of the Quern as exists today, discussing the early and modern debates regarding the compilation. Meanwhile I will explore the events that led to the compilation of the Quern as a written text. From an oral Tradition to a written text The word Quern means recitation assuming that this was originally verbal or spoken. Prophet Muhammad biography (Solar literature) confirms the nature of the revelation, acknowledging the oral tradition as well as its codification in verses (Donned, 2006). Regarding ten time when ten Quern was written tender was no use AT vowels or diacritical mints, and therefore the meaning of words are liable to misconception and misused restating. S CALIGULA 3 The script was improved and uniformed at the end of the ninth century (Watt, 1997; Motif, 2006). The Quern compilation During the lifetime of Prophet Muhammad or after? The Quern as we know it today is a complete collection of Gods words in a written format, revealed to Prophet Muhammad over the 23 years of his Prophecy (610- 632) (Donned, 2006; Armstrong, 2006). Some scholars believe that the Quern was written and compiled d ring the lifetime of the Prophet Muhammad; others argue that it happened ears after His death (Moderates, 1993; Burton, 1997). Moderates (1993) affirms that Prophet Muhammad compiled a written scripture during his lifetime. Furthermore he claims that the Prophet himself personally instructed the scribes where to insert new passages as He was receiving revelations. He also claims that are some evidences of the Quern itself that parts of earlier revelations were deliberately exclude deed by the Prophet in the scripture. Also according to Burton (1997) the Quern was written and c implied by the Prophet. He states that the necessity to exclude the Prophet as the author of this immolation was to Justify the existence of different versions and interpretations of the e text. These scholars assuming that the Quern was written and compiled during the Prophets lifetime can be challenged through the following questions. The fact that there was n o need to have a formal document once the word of the Prophet was the true source and the a authority. He was the guide and proper interpreter of what was being revealed. Another argue .NET is the fact the revelation was an ongoing process, with verses being added and some others abrogated. So it can be suspicious to state that the Prophet id the compilation before His death as a complete and formal collection (Moderates, 1993). Also the fact that the Pr poppet was illiterate, as it is mentioned in the Quern several times, is sometimes disregard d (Gillian, 2006; Aslant 2005). There are however some other scholars that argue that there was no codification during the Prophets Lifetime (Imaging, 1916; Waynesboro, 1977; Inherited, 2006). In the Prophets time He would recite the Curran to his followers, who would memorize his words verb Tim and then recite it back to the Prophet. Therefore, the Curran would only be kept in the mi ends and

Globalization and HRM Strategies Assignment Example | Topics and Well Written Essays - 1000 words

Globalization and HRM Strategies - Assignment Example It is a family-owned business, and the Walton family controls the corporation, having a stake of 48% in it. In 1972, Wal-Mart was incepted by Sam Walton; however, the incorporation was done on October 31, 1969. The public trading of its stocks was initiated in 1972 on the NYSE (New York Stock Exchange). Its headquarters is positioned in Bentonville, Arkansas. Within the US, it is the leading grocery retailer as more than 50% of its revenues are earned from this division. Sam’s Club retail warehouses are also owned and operated in North America under the ownership and control of Wal-Mart. Wal-Mart operates approximately 4,300 stores within the U. S. and around 8,500 in rest of the world, particularly 15 countries with 55 different trade names. Within the US, it operates with the trade name â€Å"Wal-Mart†, including Puerto Rico and 50 states while in the UK, it operates with the trade name of Asda; in Mexico, it is Walmex; in Japan, it is named as Seiyu and as Best Price in India. It has entirely owned operations in Canada, Argentina, and Brazil. Wal-Mart’s investments apart from North America have shown varied results as it operated successfully in the South America, China and the UK, whereas in South Korea and Germany, its venture wasn’t successful. Operating divisions Wal-mart has organized its operations into three distinct divisions, namely, Wal-mart International, Wal-Mart U.S. and Sam’s Club. ... o international territories by an assurance that it might accomplish competitive advantage overseas by the application of its amalgamation of human resources, technology and logistics with its fantastic relationship with multinational suppliers of consumer goods. However, few sources show that one of the main problems experienced by Wal-Mart is with its HRM, as sex intolerance is the most debating topic in the U. S. as well as in its international ground (Rock, 2001). Impact of Cultures on Wal-Mart’s HRM The leading barrier faced by Wal-Mart is while trying to expand in global market is the resistance at the local level. It is infrequently acknowledged by community groups when it opposes campaign to manufacture new stores. The main causes are not only the protections imposed for local business but also the cultural differences as Wal-Mart moves its own culture wherever it enters. Thus, the Wal-Mart HRM requires to be trained to aspire that culture. An example can be seen as th e difficulty observed by the introduction of Sam’s Club in Brazil. So in order to fit into that culture, Wal Mart had to alter its strategies. One concern also faced by Wal-Mart’s HR is that it operates in varied locations with managers unable to speak the local language and the quality of employment is also varied in its diverse markets. Sexual discrimination is also a leading controversial topic for Wal-Mart. It is observed that the proportion of women employees in Wal-Mart has been declined from 76% to 64% since 1996 (Rock, 2001). Impact of labor markets on Wal-Mart’s HRM 150 to 350 people are employed by a characteristic Wal-Mart store while 500 employed by a supercenter. Most of the work offered is part-time. The best proof on overall alteration in local employment consequential from

Managing health and safety at work Essay Example | Topics and Well Written Essays - 1500 words

Managing health and safety at work - Essay Example The second piece of legislation ‘The Management of Health and Safety at Work Regulations 1999’ whose main requirement is that employers ought to carry out risk assessments to eliminate or reduce risks. Those who employ five or more people should record the significant findings of a risk assessment. It is however not a requirement that insignificant risks should be recorded. Section 2 of The Health and Safety at Work Act, 1974 places a duty on employers to ensure the health, safety and welfare of employees. This should be done as far as is reasonably practicable. Employers are also required to consult with safety representatives from trade unions on matters to do with health and safety in the place of work. Employers who have more than five employees are required to have a written health and safety policy which should be brought to that attention of the employees. This section places a burden upon the manager not only to prepare a health and safety policy but it is clear that it is to be brought to the attention of the employees and it is trite that employees should know its contents. Consultations with trade union representatives are also mandatory. Section 4 places a duty on any person who is responsible for the place of work to make sure that the work premises, plant and machinery do not pose any danger the people who use the same. As a manager, one is required to ensure that the plant and machinery are properly maintained and thus when they are put to use, whoever is using them cannot be exposed to any harm while performing his or her responsibilities. The section could also require that the manager ensure that the employees are properly dressed and observe the laid down safety regulations at the work place (Stuhlmacher & Douglas, 2001). A competent person in the context of health and safety is one who has gone through some formal training and in addition has experience working with other people in a health and safety position. Such a person has a good grasp of safety systems of work and is able to carry out safety audits. A competent person will be able to recognize and control hazards, write risk assessments and maintain records. A competent person will be able to deal in an effective manner with the management as well as other members of staff in matters to do with safety in and out of the place of work. Such a person should be acquainted with information about the latest legislation which pertains to health and safety. A competent person would also be the one who passes such information to his employer and also to his fellow employees without any undue delays and does it in a good manner. Maintain a good knowledge of the latest legislation covering health and safety and pass that on to employees and their employer. A competent person should also have record over a period of time of successfully carrying out their Health and Safety responsibilities. This encompasses their actions in response to such situations and also expectation and discernment of potential threats and taking quick measure steps to forestall the occurrence any problem. For one to be competent they should also know what their limitations are and thus deal with those situations they can handle otherwise they should alert more competent authorities. One of the ways

Quality and Safety Two Sides of the Same Coin Coursework

Quality and Safety Two Sides of the Same Coin - Coursework Example According to National Transportation Safety Board, civil aviation accidents in the United States for 2011 had slightly increased than the previous year (i.e. 2010). Numbers of civil accidents have increased from 1500 in the year 2010 to 1550 in the year 2011. Simultaneously, the fatalities have increased from 473 in the year 2010 to 485 in the year 2011. In the year 2011, 28 mishaps were accounted for the Part 121 air carriers and 4 accidents were reported for the part 135 commuter1. This statistic show that the differences between the accidents rates between the two years do not vary much, even though efforts have been made that are needed to ensure higher quality and considerable safety to the consumers. It has undoubtedly become one among the top most priorities of the aviation companies. Aviation industry is an important industry in the United Kingdom and influences the country’s overall economy and lives of the people. The British Airways based in the UK is one of the bes t airline companies operating in the world. Its brand revolves round the customer satisfaction and its primary goal is to provide utmost satisfaction to its customers through ensuring quality and safety. The aviation industry in the United Kingdom is booming at a tremendous rate every year, thereby creating the need to maintain best quality along with the highest safety measures to its customers2. The continuously changing environment in the aviation sector has posed certain significant challenges to improve the quality in service and the safety measures provided to the customers. Risk in Aviation Industry Risk in aviation industry emanates from a number of factors. Pilots usually have to work in complex circumstances and operate together with different technologies. In such circumstances, the risk is very high and threats come from variety of sources3. Icing during the winters causes dense layer of clouds cover that may cause difficulties to the pilot while flying. Icing and freezi ng are common in European countries including the United Kingdom. The other major reason that acts as a hurdle in the aviation is the wind factor. During taking off or at the time of landing, strong wind possesses considerable risk to the aircrafts. During thunderstorm, lightening is caused which discharges electric that may destroy the aircraft and may cause fire in the fuel tank which may result into explosion in the aircraft4. In addition to this, it can disrupt the communication system and the navigation tool present in the aircraft. When there is a large storm, it may accompany with the hail stone that may damage the skin of the aircraft. It is not only the natural factors that cause damages and create threats while flying in aircrafts but the most imperative factor that is responsible for the aircraft mishap is the technical errors. Today, alike other sector, the aviation sector is also highly dependent on technology. Despite technological advancements, there have been a numbe r of cases of technological failures such as engine failure and communication error during the course of a flight. Engine failure is probably the most dangerous situation that may lead to fatal accidents. Engine failure may be caused by the contamination of fuel or the pump failure. Another reason for the engine failure is the spark plugs that may not function properly during the flying stage5. Technological factors can be avoided, if proper inspection is conducted before the

Hamlet Claudius Suicide

Hamlet Claudius Suicide In the play Hamlet by William Shakespeare, the main character Hamlet has both internal and external conflicts. Hamlet grieves for the death of his father and is angry that Claudius killed him. He also contemplates suicide and is constantly thinking about certain tasks he has to accomplish. Hamlet is under a great deal of pressure and anxiety. We see how Hamlet responds to both the internal and external conflicts. Hamlet is very depressed because of his fathers death and he is very upset that Gertrude married Claudius so quickly. This leads hamlet to one of his first conflicts, which is suicide. Hamlet initially speaks of suicide in his first soliloquy. He ponders why he should live with all of this chaos but Hamlet overcomes this internal conflict because he concludes that suicide is a sin. â€Å"O that this too too sullied flesh would melt, Thaw and resolve itself into a dew, Or that the Everlasting had not fixd His canon gainst self-slaughter.   O God!   God!† (Act 1, sc 2, lines 131-61.) Later on in the play, he meets his father in ghost form. His father informs Hamlet that he needs to get revenge against Claudius because he was the one that killed him. Hamlet is shocked and disgusted by this information and wants justice for his father. In the meantime, Hamlet puts on a show of craziness until he comes up with a plan to kill Claudius. Polonius believes Hamlet is acting crazy because of his recent breakup with Ophelia. When Polonius tries to talk to prince Hamlet, Hamlet acts immature, but Polonius doesnt know that Hamlet is pretending to be mad. This shows you how clever Hamlet is and how he reacts to his conflicts in various ways. Throughout the rest of the play he faces many conflicts. He is having trouble with avenging his fathers death and he doesnt know if he has the courage to kill Claudius. For the second time he contemplates suicide. â€Å"To be, or not to be: that is the question: Whether tis nobler in the mind to suffer The slings and arrows of outrageous fortune, Or to take arms against a sea of troubles, And by opposing end them?† -(Act 3, sc 1, lines 64-98) In this soliloquy, Hamlet ponders suicide but, he is afraid of what will happen or where he will go after death. Hamlet is unselfish and doesnt take action; he overcomes this internal conflict and chooses to live. Hamlets reactions to the internal and external conflicts show him to be an intelligent and complicated character. He is overcome with different problems whether it is internally or externally. Many times he considers suicide but, is troubled by the consequences or the destination of his soul. Hamlet is bothered knowing that he killed more people then just Claudius. If Claudius wasnt a power hungry person, then none of this would have happened. So as you can see Hamlet has a lot of problems inside and out of him and he confronts them in different ways.

How Does Hughes Create An Effective Description of a Windy Day?

Hughes uses a variety of poetic techniques to create an effective description of a windy day. He uses a lot of figurative language, such as metaphor, simile and personification. Hughes also creates the effect of a windy day using structural techniques such as enjambement, and the sound technique onomatopoeia. He often uses interesting lexis to help our imaginations. Hughes uses a lot of figurative language in this poem. One particularly effective technique is metaphor. He starts the poem with the metaphor – â€Å"This house has been far out at sea all night† This is very effective because it creates a very strong picture in your mind. â€Å"Far out† suggests isolation, and a mention of night suggests danger and fear. Another effective example of metaphor is â€Å"The skyline a grimace†. This suggests that the whole view and landscape is grotesquely distorted. A grimace means to pull a strange face, so this makes it an example of personification. The mental image is very clear too. Simile is another example of figurative language use by Hughes in this particular poem.What is the difference between a figurative and a literal analogy? â€Å"Flexing like the lens of a mad eye† This suggests that the view is constantly moving with the wind and the movement in my mind is visualised as everything bending, swaying and generally looking contorted. Similes are used throughout Hughes's poem. Another magnificent example of a simile is â€Å"Rang like some fine green goblet† This makes the house seem very delicate, as a glass will shatter if it resonates at a certain pitch. Glass is brittle anyway, so using this particular material as a simile would automatically suggest fragility. Another example of simile is â€Å"Black gull bent like an iron bar slowly†. This suggests that the gull is fighting against the wind's strength with all it's might. The mental picture it puts into my mind is very clear, and it makes me think that the wind is very powerful. Personification is a type of figurative language, giving an inanimate object humane characteristics. An example of personification occurs in line 13 of the poem: â€Å"The fields quivering, the skyline a grimace† The fields are ‘quivering' which suggests that they are afraid of the wind, and are shaking and ducking down to avoid the devastation that the wind can cause. In actual fact, the wind makes the grass bend over. Hughes uses structural techniques in his poetry, and enjambement is the one that probably stands out the most.

A Managerial Strategy Essay

The principal purpose and function of healthcare organizations is to ensure that their services. Above all their duties is geared towards caring for their patient’s health and emphasize the ability of the organization to serve their patients skillfully and responsibly. Further, they offer different types of services which include medical and behavioral health care services, accordingly, this includes public and community health care programs and in the contemporary scenario, corporate power. As a matter of fact, it has been stressed in The Well-Managed Healthcare Organization that in order to ensure that a healthcare organization is really doing its task of safeguarding the health of its patients (and not really attracting them to be its client), a health organization should improve the quality of its services (Griffith & White, 2006), which strengthens the argument of harnessing the managerial skills of healthcare practitioners. Moreover, it should also maintain a well-facilitated plant in which the patients are being accommodated.   Given with such instances, it highlights the perception that healthcare organizations are mandated to implement certain administrative methods to meet the mounting complications derived over by societal challenges (Griffith & White, 2006). One of the cited feasible and efficient techniques in achieving managerial success is proper organization of the activities and the developmental plan of the entity.   It is through the alignment of program objectives that the goals are obtained and prevents the rise of problems which deals with conflicts or miscommunication. If the programs are aligned well, then the members of the organization shall have a clear vision on what to expect, and oversee necessary changes so as to improve their performance.   Simple logic basically revolves in the verity of the strategy; common problems arise when the organization has no definite goals which lead to disorientation. Similar to that of business entities, healthcare practitioners must also take the challenge of facing the waves of managerial confrontations. Reference Griffith, J. R., & White, K. R. (2006). The Well-Managed Healthcare Organization (6th ed.). New York: Health Administration Press.

Free Essays on Grapevine Communication

The most powerful communication tool in the workplace is the â€Å"grapevine†. If manipulated properly, this form of communication can greatly benefit a company. If ignored, the grapevine can create havoc within an organization. Astute managers have come to realize several aspects concerning the grapevine: The grapevine will never be eliminated, that it circulates information quickly and is oblivious to any damage it creates. One way to combat the potential destructive consequences of the inaccurate information is to take the time to listen to the grapevine instead of ignoring it. Once managers are aware of the content of the grapevine, they can head off potential problems by manipulating further grapevine communications by injecting factual information into the pipeline. This actually serves a dual purpose. It helps to keep managers informed on what issues are important to their employees and also keeps the managers aware of whether or not they are properly providing official information to their employees. In most cases, lack of company provided information is at the root of the problem for employees will often make up their own scenarios. If the grapevine cannot be abolished, an organization must find ways to use it to its advantage. Managers should ask employees to approach them with any rumors. This would be the best way to correct inaccurate information before it becomes harmful. Grapevine conversations are often just another form of gossip and gossip is basically about bonding. Gossiping heightens connectedness between people. A lot of people feel more loved as they gossip. You value me; I value you as we share these secrets. In an office, you often replicate a lot of things that happened in your family. Hours spent in the office often equal or exceed time spent with one’s own family members. This is why things in an office can get intense fast. This tension gives rise to gossip sessions, which helps to s... Free Essays on Grapevine Communication Free Essays on Grapevine Communication The most powerful communication tool in the workplace is the â€Å"grapevine†. If manipulated properly, this form of communication can greatly benefit a company. If ignored, the grapevine can create havoc within an organization. Astute managers have come to realize several aspects concerning the grapevine: The grapevine will never be eliminated, that it circulates information quickly and is oblivious to any damage it creates. One way to combat the potential destructive consequences of the inaccurate information is to take the time to listen to the grapevine instead of ignoring it. Once managers are aware of the content of the grapevine, they can head off potential problems by manipulating further grapevine communications by injecting factual information into the pipeline. This actually serves a dual purpose. It helps to keep managers informed on what issues are important to their employees and also keeps the managers aware of whether or not they are properly providing official information to their employees. In most cases, lack of company provided information is at the root of the problem for employees will often make up their own scenarios. If the grapevine cannot be abolished, an organization must find ways to use it to its advantage. Managers should ask employees to approach them with any rumors. This would be the best way to correct inaccurate information before it becomes harmful. Grapevine conversations are often just another form of gossip and gossip is basically about bonding. Gossiping heightens connectedness between people. A lot of people feel more loved as they gossip. You value me; I value you as we share these secrets. In an office, you often replicate a lot of things that happened in your family. Hours spent in the office often equal or exceed time spent with one’s own family members. This is why things in an office can get intense fast. This tension gives rise to gossip sessions, which helps to s...

The Writ of Habeas Corpus essays

The Writ of Habeas Corpus essays Habeas Corpus is a legal action which is sometimes called a writ and it says a person under arrest is to be brought before a judge to make sure that there is enough evidence to hold the person. If there isnt enough evidence then the prisoner must be released. Any prisoner or a legal person representing the prisoner can request Habeas Corpus. Habeas Corpus does have some limits. It is a guarantee against wrongly holding a prisoner but doesnt exactly protect a persons rights. The right to petition for the legal action has long been celebrated as the best safeguard of the liberty of a person. The writ of habeas corpus was issued by the English courts in the name of the monarch to control inferior courts and public authorities. rather than issuing the writ immediately and waiting for the return of the writ by the custodian, modern practice in England is for the original application to be followed by a hearing with both parties present to decide the legality of the detention, without a ny writ being issued. If the detention is held to be unlawful, the prisoner can usually then be released. On September 11, the United States was changed we became more determined than ever to defend our country. As a result of the tragedy of so many lives lost on September 11 President Bush signed on November 13, 2001 an order establishing the governments right to use military tribunals to try accused terrorist. In 2002, the United States military began bringing prisoners they thought were terrorist to the United States military base in Guantanamo Bay Cuba. The Bush Administration said that the detainees were enemy combatants not prisoners of war. By doing so he bypassed the constitution and the Geneva Convention. Both of those would have served as a protection for the detainees to make sure they were handled properly. President Bush signed an order on November 13, 2001 establishing the government right to use milit...

Operations management Essay Example | Topics and Well Written Essays - 1500 words - 4

Operations management - Essay Example It improved workflow by 100% efficiency and 0% delay. The time of performance for each task and requirements of sequence needs the assembly line balancing tool of analysis for proper amount of workstations and workflow that is most efficient. The tool calculates the number of workstations required, in this case 5. The maximum time a workstation can operate is 10 minutes and time needed for every cycle is 46 minutes. The calculations guarantee 100% efficiency. The assembly line balancing decision tool helps achievement of highest efficiency in production and reduction in floor space production. When the assembly balancing line is properly balanced, there will be an increase of production and lower cost of production. The Maui sandal will take 4 months to be produced with a total of 20126.97423 hours of labor and costs 20121.71 at a labor rate of $1.08 every hour. The first month requires 3737.741 hours of labor at $4036.76. The second month requires 4775.66988 hours of labour at $5154.62. Third month requires 5511.74336 hours in labor at $5950.10 and month 4 6101.82 hours of labor at $6589.97. The hours for production of the Maui sandal decreases at a slower rate with increase in sandal production. Total labor cost decrease at a slower rate as the line continues to be produced. The information helps determine the levels of employment cost, capacity and product pricing in the market. The decision used here is the learning curve decision tool applied to help formulate strategic decisions of levels of employment cost, capacity and product pricing in the market. Less time is expanded as a result of repeating the same operations. It proves there an increase in time for product production as it takes less time for production. The resources available and changes in process alters the learning leading to the company pursuing the learning curve to gain maximum saving cost, therefore, the

The developments of salt glazed and alkaline glazed Assignment

The developments of salt glazed and alkaline glazed - Assignment Example These colors together with the introduction of the salt glaze produced an attractive and eye-appealing pieces of artwork that made them stand above most of their competitors. Moreover, their style of using the quirky incised decorations of fish and birds on their pottery. Together with revolutionizing of pottery to wider wares made them stand above everybody else in the industry at that time (Quimby & Ian). Alkaline Glaze stoneware of Western Piedmont in the North Carolina is the most appealing among the other regions. Their potters were Daniel Seagle, Franklin and John Goodman, David Hartsoe, together with Ritchie and Reinhardt. They majored in making types of jugs of different sizes. They had modest farms and used clay that had a high percentage of iron and rutile that gave their wares the strength and attractive dark variegated appearance. In addition, they were among the few potteries that embraced slip painting and emblem decorations using different streaks of melted windowpane glasses. Furthermore, they were among the first potters to shift from the earth wares to stoneware, indicating their innovativeness (Quimby &