Sunday, May 24, 2020

Analysis Of Viktor Frankls Mans Search For Meaning

The text, Mans Search for Meaning by Viktor Frankl is similar to the previous reading assignment, All Quiet on the Western Front in many aspects. Both are centralized around the gruesome horrors that come with human conflict, in addition, the texts also do a wonderful job at taking a look deep into the human psyche. In light of this, it is important to note that All quiet on the Western Front is considered a historical fiction novel, this is where the sources differ. Man’s Search for Meaning is a historical nonfiction text, therefore the information in the text can be relied on to be slightly more accurate. With this sentiment In mind, the text Man’s Search For Meaning was written in 1946, the book was in the form of a journal, and it†¦show more content†¦According to Frankl, while a man’s destiny in life is certainly affected by the circumstances in which he finds himself, he is ultimately free to choose his own path in life. Even in the worst situation possible, man always has the freedom to choose his attitude towards life. The text, Mans Search for Meaning by Viktor Frankl is similar to the previous reading assignment, All Quiet on the Western Front in many aspects. Both are centralized around the gruesome horrors that come with human conflict, in addition, the texts also do a wonderful job at taking a look deep into the human psyche. In light of this, it is important to note that All quiet on the Western Front is considered a historical fiction novel, this is where the sources differ. Man’s Search for Meaning is a historical nonfiction text, therefore the information in the text can be relied on to be slightly more accurate. With this sentiment In mind, the text Man’s Search For Meaning was written in 1946, the book was in the form of a journal, and it chronicled the incarceration of Viktor Frankl (1905-1997) an Austrian neurologist and psychiatrist. Frankl Spent over three years In the Auschwitz and Dachau concentration camps. During this time Frankl Lost everything, His wife, His famil y, His friends. Frankl himself had been under constant threat of being violently executed. He lost every physical possession on his first day in the camps, and was then forcedShow MoreRelatedViktor Frankl And The Holocaust1517 Words   |  7 PagesViktor Frankl, renowned psychiatrist and Holocaust survivor, often quoted Nietzsche saying, â€Å"He who has a ‘why’ to live for can bear almost any ‘how’†. Viktor Frankl, known for his development of logotherapy, a form of therapy that teaches individuals to live a life of meaning, put this saying to use when he experienced unspeakable atrocities during the holocaust. Given his medical and psychological history, Frankl was able to withstand Nazi concentration camps and not give into the hopelessnessRead MoreFreud Vs Frankl And Freud1323 Words   |  6 PagesCOMPARITIVE PERSONALITY THEORIES OF SIGMUND FREUD AND VIKTOR FRANKL Comparative Personality Theories of Sigmund Freud and Viktor Frankl Luke McGeeney William James College For my comparison, I’ll be looking at the theories of Sigmund Freud and Viktor Frankl, the creators of both the first and third Viennese Schools of Psychotherapy, respectively. To begin with, I’ll examine Frankl’s theory of existential analysis known as logotherapy. Logotherapy states that we asRead MoreEssay about Dr. Viktor Frankls Mans Search for Meaning1051 Words   |  5 PagesDr. Viktor Frankls Mans Search for Meaning He who has a why to live for can bear any how. The words of Nietzsche begin to explain Frankls tone throughout his book. Dr. Frankl uses his experiences in different Nazi concentration camps to explain his discovery of logotherapy. This discovery takes us back to World War II and the extreme suffering that took place in the Nazi concentration camps and outlines a detailed analysis of the prisoners psyche. An experience we gain from the first-handRead MoreSynthesis Essay : Viktor E. Frankl1640 Words   |  7 PagesSynthesis Essay Viktor E. Frankl didn’t grow up living a easy life. During World War II he spent 3 years in various concentration camps, including Theresienstadt, Auschwitz, and Dachau. Viktor has a life story to tell. Concentration Camps were a place where large numbers of people, especially political prisoners or members of persecuted minorities, are deliberately imprisoned in a relatively small area with inadequate facilities, sometimes to provide forced labor or to await mass execution. FranklRead MoreViktor Frankl Vs. Sigmund Freud1409 Words   |  6 PagesShamecca Marshall Professor Dietz Psychology 11 July 15, 2015 Viktor Frankl Vs. Sigmund Freud Viktor†© Frankl†© and†©Sigmund†© Freud, are two†©of the most significant†© psychological†© philosophers†© of†© our time. They, have†© formed†© powerful†© perceptions†© concerning†© the†© role†© of†© culture, humanity, and†© the†© healing†© method. Even though†© Frankl†© and†© Freud†©jointly†© experienced†© misery†© within†© their†© own†© existences†© and†© equally†© observed†© dramatic†© socio†political†© alterations†© within†© the†© premature†©Read MoreThe Fundamental Principles That Confirm The Importance Of Frankl s Existential Theory And Logotherapy4000 Words   |  16 Pagescoulter@lindsey.edy, arlinda.blankumsee@lindsey.edu, georgia.green@lindsey.edu. Abstract This document will explore the fundamental principles that confirm the importance of Frankl’s, Existential Theory and Logotherapy. Keywords: Meaningfulness, Freedom, will (as in will power), and isolation to name a few. Holocaust survivor, Viktor Frankl, along with his mother, wife and brother, endured horrific and dehumanizing conditions while being forcefully held under NAZI supervision. On a daily basis, FranklRead MoreThe Pursuit Of A Happy Life Essay1764 Words   |  8 Pagesa happy life from the perspectives of both Dalai Lama in The Art of Happiness and Viktor E. Frankl in Man’s Searching for Meaning, during which the experiences of some characters from the film Forrest Gump will be applied as evidence. Generally speaking, the pursuit of a happy life in the minds of Dalai Lama and Viktor E. Frankl can be achieved via experiencing sufferings and adversity. It is hoped that this analysis can help people understand what a happy is from a different point of view. The PursuitRead MoreSelf Actualization : Maslow And The Human Potential Thinkers Alike Essay1637 Words   |  7 PagesPsychoanalyst Erich Fromm’s model of mental health corresponds to the needs of man and at the core, â€Å"man was comprised of positive and negative passions and drives, the expression of which was encouraged or limited by cultural conditions.† Fromm believed that the most important principle that drives mankind is the impulse that arises out of the absence of a genuine existence and individuality. â€Å"There is only one meaning of life: the act of living itself.† A heathy person is one who is able to handleRead MoreJoseph Frankl s Man s Search For Meaning1657 Words   |  7 Pagesagainst their society and others, implying that humans are inherently evil and antagonistic towards each other. In contrast to that, Viktor Frankl structures the argument in his book Man’s Search for Meaning that the struggle to find meaning in life for oneself is more critical to development and happiness, with a more impartial perspective of innate morality. Frankl’s neutral perspective regarding the collective experiences of concentration camp victims and humanity’s inherent morality indicates aRead MoreExistentialist Therapy : Moderating Life s Journey1752 Words   |  8 PagesLouis University Existentialist Therapy: Moderating Life’s Journey â€Å"Man is nothing else but that which he makes of himself.† (1957, p. 1) Jean-Paul Sartre, one of the original existentialist philosophers inspired scholars like Viktor Frankl to develop a therapeutic form of counseling that facilitates cooperatively helping clients discover their true purpose in life to find meaning. â€Å"Everything can be taken from a man but one thing: the last of the human freedoms – to choose one’s attitude

Monday, May 18, 2020

Leadership The Democratic Leadership Strategy - 839 Words

Introduction Leadership has many styles and it means different things to different people. I like the definition of leadership as setting the direction and as leaders helping themselves and others to do the right thing to move forward. To do this they create an inspiring vision and motivate others to reach that vision. I have always tried to accomplish this when placed in a leadership role, and it should always be strived for. The leadership strategy that I have seen work first hand and the strategy that I believe has the most impact is the democratic leadership strategy. From a leader’s perspective, it forges a consensus through participation and allows the group to have a voice. It allows the group to ask â€Å"What do you think†? This strategy allows group collaboration through communication as a team effort; no one person has complete and total control. I feel this gives the team a purpose and when everyone has input the team is able to develop comprehensive ideas. Every one can voice their opinions or concerns and bring up ideas someone may not have thought of. Situation The situation where I have used this type of strategy was recently when the eDiscovery team was brought into a project that was in crisis. The leader of the litigation team did not engage eDiscovery until there was much confusion and indecisiveness. In the beginning, the leader had taken a more coercive approach and the members he was working with did not question any of the processes andShow MoreRelatedLeadership Scale For Sports Developed By Chelladurai And Saleh1274 Words   |  6 Pages Leadership has an impactful presence on the participation of sport. Various leadership styles and tendencies are displayed by coaches and administrators and we look to examine how these dimensions of leadership correlate with participant responsiveness, satisfaction, and motivation. In addition to the effects of leadership on participation, the effectiveness of multi-dimensional leaders will be discussed as well as the examination of leadership behaviors that yield the most satisfactory result sRead MoreLeadership And Leadership Of Leadership1711 Words   |  7 Pages7. Facilitative Leadership Facilitative leadership is dependent on quantities and outcomes – not a skill, though it takes much skill to master. The efficiency of a group is directly related to the effectiveness of its process. If the group is high operational, the facilitative leader uses a light hand on the procedure. 8. Laissez-faire Leadership Laissez-faire leadership gives expert to workers. According to AZ central, sections or subordinates are acceptable to work as they choose with nominal.Read MoreDemocratic Leadership in Nursing1707 Words   |  7 Pages2012). Moreover, the several leadership styles that we have discussed in class can either complement or diminish the standards of practice. These styles include autocratic, democratic, laissez-faire, and participative. However, this paper will focus on the democratic style which I have identified as my own leadership style. Personal Leadership Style To begin, there are many personal characteristics that have led me to identify with the democratic leadership style. A democratic leader is one who makesRead MoreThe Leadership Styles That Ball My Attention823 Words   |  4 Pagesthus far, the two resonant leadership styles that caught my attention were from the book Primal Leadership: realizing the power of emotional intelligence. The first is the visionary leadership style, which is strongly reminiscent of the charismatic style discussed in my leadership article review. This style of leader focuses on future possibilities and considered to be exceptionally positive and transformative in nature. The second leadership style is the democratic style which embodies collaborationRead MoreCharacteristics Of Autocratic Leadership946 Words   |  4 PagesCommunity and Family Studies Leadership is the action of leading a group of people or an organization. There are four leadership styles, these include: Autocratic, Laissez-faire, Transformational and Democratic. Autocratic Autocratic leadership also known as authoritarian leadership, refers to the leadership style by which an individual has sole control of all decisions with little consultation from members within the group. An autocratic leader will typically make choices based on their ownRead MoreNursing Leadership Critique Papers1445 Words   |  6 PagesLeadership Critique Paper The textbook, Concepts for Nursing Practice, defines leadership as, â€Å"an interactive process that provides needed guidance and direction.† (Giddens, J., 2013, p.375). Leaders can be informal, a coworker that everyone looks up to, or formal, a manager that has authority that has been given to them (Giddens, J., 2013, p.375). In the case of the nurse manager I have been shadowing, she is a formal leader. The hospital has appointed her as the Surgical Services Nurse ManagerRead MoreThe Atmosphere Of The Workplace1535 Words   |  7 Pagesthe different types of leadership taken by the boss, managers, and others in authority. There are many different styles when it comes to leadership, which is based upon the personality of the one leading. The more common forms of leadership include autocratic, authoritarian, democratic, laissez-faire, and bureaucratic. The foundation of this research is to give the reader a better insight of the characteristics of democratic leadership, and why it is one of the most leadership styles utilized in theRead MoreEssay on Compare and Contrast Two Leadership Styles1262 Words   |  6 PagesLeadership can be defined as the ability to lead a group of people successfully in an organization. Hall, et al (2008) have mentioned that an effective leader has to be visionary, motivating and responsible in order to successfully run a business organization. In business the two key leadership styles, which are widely used in today’s corporate world are autocratic leadership and democratic leadership (Johnson, n.d.). Autocratic leadership may be explained as â€Å"a leadership style where the managerRead MoreI Work / Volunteer As A Full Time Substitute Art Teacher Essay1068 Words   |  5 Pagespopulation growth in the Crested Butte area, to provide relief to the other administrative staff and to provide leadership to the elementary wing of the school. Introduction Kurt Lewin performed leadership decision experiments with school-aged children in 1939 as a result he identified three distinctive styles of leadership and decision making. Each of the three styles (Autocratic, Democratic and Laissez-Faire) possesses pros and cons related to inclusion. This essay will compare which of the Lewin stylesRead MoreLeadership, Trust, And Trust Essay1513 Words   |  7 Pagesbelieve in strategy, trust in management decisions, and trust in their work. Once people believe in management choice, there will be enthusiasm inside an organisation. Such an environment helps the organisation growing or flourish. A doing well leaders create a surroundings in cooperation inside and outside the organisation. (Subir chowdbhury management, 21c financial times prentice hall (2000) The world hopeful in political leaders but unfortunately, a few of live up to the leadership main beliefs

Wednesday, May 13, 2020

Global Bike Industry Raunak Mor - 11309 Words

Cognizant Technology Solutions FIT 5101 – Enterprise Systems Assignment 2: GBI Risk Management Strategy Date: 06/05/2013 RAMANATHAN RAGUPATHI | 21751781 RAUNAK MOR | 23874449 LOVELEEN MANSINGHKA | 19143656 1 Ramanathan Ragupathi |Raunak Mor |Loveleen Mansinghka FIT 5101: Enterprise Systems Executive Summary Risk assessment is one of the most crucial elements in the implementation of an ERP system that determines the success or failure of the whole system. GBI is vulnerable to various implementation risks and failing to assess these risks appropriately may result in budget and resource allocation problems. A careful analysis has been undertaken in this report to identify six major critical risk factors which need to be†¦show more content†¦18 Importance of Risk Monitoring ................................................................................................... 18 Strategy to Monitor Major Risks ................................................................................................. 19 Risk Monitoring Matrix ............................................................................................................... 20 5. 6. Summary of risks ................................................................................................................................ 22 References .......................................................................................................................................... 23 WEB References .......................................................................................................................................... 26 7. Appendices ......................................................................................................................................... 27 7.1 7.2 7.3 7.4 7.5 7.6 7.7 7.8 7.9 7.10 Appendix 1: Critical Success Factors ........................................................................................... 27 Appendix 2: Critical Risk Matrix .................................................................................................. 28 Appendix 3: Risk Mitigation Strategy

Wednesday, May 6, 2020

Unemployment And Its Effects On The United States

The United States is full of amazing things, historic landmarks, pizza, Nascar and countless other things that help set our nation apart. However there is one thing that our nation shares with every other nation in the world that isn’t so great, in fact many people would agree it is one of the worst things for a nation to have. No it’s not smallpox, it’s unemployment. Unemployment is unfortunately something a nation cannot vaccinate against. Sadly nations are always going to experience unemployment, and in some cases it can be a real issue. No one likes to hear about high rates of unemployment just like no one wants to catch a case of smallpox. Yet similar to how many people know little about the disease smallpox few people know much more about unemployment other than the current rate of unemployment. There are many factors that make up unemployment and influence it. This financial report will focus all about unemployment. Before one can understand the various c omponents of unemployment it should first be understood what exactly unemployment is. Unemployment is defined as people who are currently not employed, available for work and tried to find a job within the last 4 weeks. (Makiw 299). This means that not all people without a job are necessarily considered unemployed. Workers without a job who are no longer searching for a job fall into the category of discouraged workers. This group of individuals is not included in the figure for finding the unemployment of aShow MoreRelatedThe Effects Of Unemployment On The United States942 Words   |  4 PagesOver the course of many years the United States has done a very good job of creating and supplying jobs for the citizens. This could be an effect of our economic standings or is there a reason other countries do better than others? 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Macroeconomics is the part of economics study that looks at the operation of a nation’s economy as a whole (30). Macroeconomics main focus is the production and consumption in an economy. Economists that specialize in macro investigate the effects of general taxes such as income and sales taxes output and prices. They also study the causes of economic upswings and downturn and the effects of monetary and fiscalRead MoreUnemployment And Its Effects On America926 Words   |  4 PagesIn the United States, nearly all of the citizens are trying to look online or the newspaper to find jobs, so they can’t get nutritious food, medical care, have warm clothing, and have a roof over their heads. Half of the unemployed people are homeless, they are going through the smelly, dirty trash bins to get food in their stomachs and also their kids (if they have any). They are live in small,brown, moldy cardboard boxes or sleeping wherever they can to survive. 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Human Resource Analysis Of Air National Free Essays

Introduction Air National, Europe’s largest airline company, dominated other carriers in the 1980s onward onto the late 1990s aided by a highly regulated civil aviation market in which competition was managed through harmonious inter-airline, competitor, and government relationships, which enabled the domination of markets by national carriers including AN. The mid 1980s however saw a change in AN’s fortunes with its privatization in 1986 amidst prolonged economic recession and deregulation of the civil aviation industry in Europe and North America. These changes reduced the old corporation’s potential political influence, and necessitated a restructuring to make the company attractive to sceptical investors which entailed downsizing of assets and workforce, an endeavour which required the planning and implementation of a new set of business and human resource management strategies. We will write a custom essay sample on Human Resource Analysis Of Air National or any similar topic only for you Order Now This paper investigates AN’s competitive and HR strategy basing its analysis on relevant theories. Human resource management is an approach to the management of an organization’s employees both individually and collectively (its workforce), as valued assets contributing to the attainment of its objectives (Purcell 2003). Its main responsibilities are the selection, training, assessment and rewarding of employees and oversight on the organization’s leadership and culture. The primary focus of the human resource theories and practice is the aligning of people and organizations better for their mutual benefit (Purcell 2005). Issues affecting AN’s business strategy shift The issues that necessitated a change in AN’s competitive strategy and the re-engineering of the company include external factors such as the prolonged recession, deregulation in the civil aviation industry, the heightening of the industry-wide price wars with the emergence of discount airlines and a costly battle for market share, and the effect of terrorism which has had a huge adverse effect on international air travel; as well as, internal factors such as its privatization, huge debts, labour costs, and resultant losses. These factors affected AN’s business and it therefore had to find new ways to better its competitive advantage so as to sustain itself and maintain its market share in both domestic and international passenger traffic. AN’s initial transformation strategy seeking to adopt a low-cost competitive structure failed forcing a change to the differentiation (â€Å"added-value†) strategy which entails the prioritization of high quality customer service and the reorganization of management structure with greater focus on operational issues, and the launch of its discount airline operated as a separate company, to cover market demand for discount airlines. The improvement of HR policies at Air National to better manage its staff contributing to its improved performance can be applied to John Storey’s distinguishing features relating to people management (Storey 1989), broadly categorized into four outlines distinguishing the various elements. Among these outlines is the beliefs and assumptions which characterize AN’s HR policies which are focused on business need with values placed on the objectives of the company rather than on customs, procedures and norms, characteristic of personnel management and industrial relations (Storey 1989). AN’s restructuring features a heightened focus on the â€Å"customer-first† programme which prompted reviews of their employee management and customer interface to enhance this focus. This new strategy entails renewed emphasis on empowerment of employees and their commitment, with the foundation being its recognition that being a service industry, its people are its most impo rtant asset on which its survival depends upon. Conflicts within the company are de-emphasized with managers required to give up control adopting shared power, a consensus approach to decision making which seeks to enhance employee participation and thereby improve their performance. This restructuring also entailed the removal of demarcations between craft groups with consequent reorganization into integrated workgroups and multi-skilled teams with harmonized functions enhancing focus on operational issues and key tasks rather than on rules, customs and management direction inherent in its earlier structure. In the strategic aspects outline (Storey 1989), key relations within AN are integrated to focus on the â€Å"customer-first† strategy, AN’s central corporate plan, with the scrapping of hitherto detached piecemeal initiatives characterizing its old structure. The application of the line management outline with regard to managerial role applies to the management of AN transformed through its new visionary leaders focused on the new strategic shift, which differs from its initial form of management which was mainly transactional and focused on demarcations of duties and responsibilities (Storey 1989). Management was re-focused on route divisions each led by a general manager with authority over business development and particularly, marketing. A prized management skill (Storey 1989) in the new structure was facilitation of employees towards the realization of overall objectives, with the company investing on training programs for senior management based on the importance of trust, motivation and visionary leadership. Looking at the key levers outline in John Storey’s distinguishing features (Storey 1989), AN initiated a profit-related pay system in its transformed strategy so as to motivate its staff better, enhance their performance, job engagement and commitment, ensuring that employees are rewarded for their input, skill levels and competence (Purcell 2005). This pay strategy was reached at through comprehensive consultations with the union to which senior management has developed an open relationship and strategic partnerships, characterized by team briefings and regular formal consultation meetings with its representatives. Communication in AN’s new structure is increased with the encouragement of consensus building and joint decision making which further enhances performance. Training and development is enhanced with investment and the institution of training series for staff and senior management on key business development issues. The company’s conflict handling is also improved with wide ranging foci of attention through the engagement of unions and active involvement of management. Disputes in this new arrangement are quickly resolved through AN’s management reminding its employees of the company’s commitment to job security, their training and development. It is however not an entire success as much of it is left at short term truce with management often throwing money at the problem to kill the conflict, in essence postponing the issues. Key human resource planning issues Human resource management overall is intended to enable an organization achieve its success through people, prime assets who give it its distinct character through a combination of intelligence, skills and expertise, the source of its capabilities essential for its long term survival (Purcell et al, 2005). Research has shown that human resource practices can significantly impact performance of a firm and therefore, AN’s HRM strategies should aim to support programs that improve its organizational effectiveness through the development of deliberate policies that would characterize clear vision and integrated values (Fombrun et al, 1984). The company should also focus on its human capital management in its human resource planning as the company’s success is depended upon employee input. AN’s HRM strategy should seek to ensure that the company obtains and retains a skilled, committed and motivated workforce through the assessment of the company’s people need for selection, the development of the people’s capabilities through nurturing, continuous training and development overall linking them to the needs of the business (Boxall 1992). Other key issues that should be incorporated in AN’s human resource planning to enhance workforce empowerment, commitment and overall company efficiency include knowledge management to enhance performance, reward management to express value for people’s contribution and competence, creation of harmonious relationships to reduce negative conflict and its effect on performance and efficiency, meeting of the diverse needs of the workforce, and bridging gaps between such plans and translated action to bring these policies to life (Sisson 1995). Models of human resource management that best fit AN’s approaches AN’s approach best fits the matching model of HRM, a concept of the Michigan school (Fombrun et al, 1984) which holds that, as its name suggests, an organization’s HR systems and structure should be managed in congruence with its strategy through four generic processes or functions including; selection which entails the matching of human resources to jobs; appraisal which entails performance management; rewards which are motivation schemes developed for the workforce; and, development inherent in the enhancement of the quality of employees. Also fitting is the Harvard framework model founded by the Harvard school (the fathers of HRM), which has its basis on the demand for a broad, comprehensive and strategic perspectives, laying central importance on line managers in ensuring alignment of competitive strategy with HR policies, and the importance of set policies governing workforce activities (Boxall 1992). This model recognizes a range of stakeholders and the importance of interest trade-offs, as well as, widening HRM context adding on the influence of employees among other influences. Conclusion Transformation through its re-engineering brought AN back to profitability in the first quarter of 1998 from its depth of debt in the late 1980s which is a clear testimony to the importance of strategic integration of human resource management which was the main strategy for its transformation to which this success can be attributed. AN, however, later suffered a loss in the last quarter of 2001 and first quarter of 2002 but the company endeavours is to manage the 21st century realities concerning air travel and to maintain its market share in passenger traffic both domestic and international. References Boxall, P., 1992. â€Å"Strategic HRM: A beginning, a new theoretical direction.† In: Human Resource Management Journal, 2(3), pp 61–79 Fombrun, C., N., Tichy, and M., Devanna, 1984. Strategic Human Resource Management. New York, Wiley. Purcell, J, K., Kinnie, Hutchinson, B., Rayton, and J., Swart, 2003. People and Performance: How people management impacts on organizational performance. CIPD, London. Purcell, J., K., Kinnie, Hutchinson, J., Swart, and B., Rayton. 2005. Vision and Values: Organizational culture and values as a source of competitive advantage. CIPD, London. Sisson, K., 1995. â€Å"Human resource management and the personnel function.† In J Storey (ed.) Human Resource Management: A critical text. Routledge, London. Storey, J., 1989. â€Å"From personnel management to human resource management.† In Storey, J. (ed.) New Perspectives on Human Resource Management. Routledge, London. How to cite Human Resource Analysis Of Air National, Essay examples Human Resource Analysis Of Air National Free Essays Introduction Air National, Europe’s largest airline company, dominated other carriers in the 1980s onward onto the late 1990s aided by a highly regulated civil aviation market in which competition was managed through harmonious inter-airline, competitor, and government relationships, which enabled the domination of markets by national carriers including AN. The mid 1980s however saw a change in AN’s fortunes with its privatization in 1986 amidst prolonged economic recession and deregulation of the civil aviation industry in Europe and North America. These changes reduced the old corporation’s potential political influence, and necessitated a restructuring to make the company attractive to sceptical investors which entailed downsizing of assets and workforce, an endeavour which required the planning and implementation of a new set of business and human resource management strategies. We will write a custom essay sample on Human Resource Analysis Of Air National or any similar topic only for you Order Now This paper investigates AN’s competitive and HR strategy basing its analysis on relevant theories. Human resource management is an approach to the management of an organization’s employees both individually and collectively (its workforce), as valued assets contributing to the attainment of its objectives (Purcell 2003). Its main responsibilities are the selection, training, assessment and rewarding of employees and oversight on the organization’s leadership and culture. The primary focus of the human resource theories and practice is the aligning of people and organizations better for their mutual benefit (Purcell 2005). Issues affecting AN’s business strategy shift The issues that necessitated a change in AN’s competitive strategy and the re-engineering of the company include external factors such as the prolonged recession, deregulation in the civil aviation industry, the heightening of the industry-wide price wars with the emergence of discount airlines and a costly battle for market share, and the effect of terrorism which has had a huge adverse effect on international air travel; as well as, internal factors such as its privatization, huge debts, labour costs, and resultant losses. These factors affected AN’s business and it therefore had to find new ways to better its competitive advantage so as to sustain itself and maintain its market share in both domestic and international passenger traffic. AN’s initial transformation strategy seeking to adopt a low-cost competitive structure failed forcing a change to the differentiation (â€Å"added-value†) strategy which entails the prioritization of high quality customer service and the reorganization of management structure with greater focus on operational issues, and the launch of its discount airline operated as a separate company, to cover market demand for discount airlines. The improvement of HR policies at Air National to better manage its staff contributing to its improved performance can be applied to John Storey’s distinguishing features relating to people management (Storey 1989), broadly categorized into four outlines distinguishing the various elements. Among these outlines is the beliefs and assumptions which characterize AN’s HR policies which are focused on business need with values placed on the objectives of the company rather than on customs, procedures and norms, characteristic of personnel management and industrial relations (Storey 1989). AN’s restructuring features a heightened focus on the â€Å"customer-first† programme which prompted reviews of their employee management and customer interface to enhance this focus. This new strategy entails renewed emphasis on empowerment of employees and their commitment, with the foundation being its recognition that being a service industry, its people are its most impo rtant asset on which its survival depends upon. Conflicts within the company are de-emphasized with managers required to give up control adopting shared power, a consensus approach to decision making which seeks to enhance employee participation and thereby improve their performance. This restructuring also entailed the removal of demarcations between craft groups with consequent reorganization into integrated workgroups and multi-skilled teams with harmonized functions enhancing focus on operational issues and key tasks rather than on rules, customs and management direction inherent in its earlier structure. In the strategic aspects outline (Storey 1989), key relations within AN are integrated to focus on the â€Å"customer-first† strategy, AN’s central corporate plan, with the scrapping of hitherto detached piecemeal initiatives characterizing its old structure. The application of the line management outline with regard to managerial role applies to the management of AN transformed through its new visionary leaders focused on the new strategic shift, which differs from its initial form of management which was mainly transactional and focused on demarcations of duties and responsibilities (Storey 1989). Management was re-focused on route divisions each led by a general manager with authority over business development and particularly, marketing. A prized management skill (Storey 1989) in the new structure was facilitation of employees towards the realization of overall objectives, with the company investing on training programs for senior management based on the importance of trust, motivation and visionary leadership. Looking at the key levers outline in John Storey’s distinguishing features (Storey 1989), AN initiated a profit-related pay system in its transformed strategy so as to motivate its staff better, enhance their performance, job engagement and commitment, ensuring that employees are rewarded for their input, skill levels and competence (Purcell 2005). This pay strategy was reached at through comprehensive consultations with the union to which senior management has developed an open relationship and strategic partnerships, characterized by team briefings and regular formal consultation meetings with its representatives. Communication in AN’s new structure is increased with the encouragement of consensus building and joint decision making which further enhances performance. Training and development is enhanced with investment and the institution of training series for staff and senior management on key business development issues. The company’s conflict handling is also improved with wide ranging foci of attention through the engagement of unions and active involvement of management. Disputes in this new arrangement are quickly resolved through AN’s management reminding its employees of the company’s commitment to job security, their training and development. It is however not an entire success as much of it is left at short term truce with management often throwing money at the problem to kill the conflict, in essence postponing the issues. Key human resource planning issues Human resource management overall is intended to enable an organization achieve its success through people, prime assets who give it its distinct character through a combination of intelligence, skills and expertise, the source of its capabilities essential for its long term survival (Purcell et al, 2005). Research has shown that human resource practices can significantly impact performance of a firm and therefore, AN’s HRM strategies should aim to support programs that improve its organizational effectiveness through the development of deliberate policies that would characterize clear vision and integrated values (Fombrun et al, 1984). The company should also focus on its human capital management in its human resource planning as the company’s success is depended upon employee input. AN’s HRM strategy should seek to ensure that the company obtains and retains a skilled, committed and motivated workforce through the assessment of the company’s people need for selection, the development of the people’s capabilities through nurturing, continuous training and development overall linking them to the needs of the business (Boxall 1992). Other key issues that should be incorporated in AN’s human resource planning to enhance workforce empowerment, commitment and overall company efficiency include knowledge management to enhance performance, reward management to express value for people’s contribution and competence, creation of harmonious relationships to reduce negative conflict and its effect on performance and efficiency, meeting of the diverse needs of the workforce, and bridging gaps between such plans and translated action to bring these policies to life (Sisson 1995). Models of human resource management that best fit AN’s approaches AN’s approach best fits the matching model of HRM, a concept of the Michigan school (Fombrun et al, 1984) which holds that, as its name suggests, an organization’s HR systems and structure should be managed in congruence with its strategy through four generic processes or functions including; selection which entails the matching of human resources to jobs; appraisal which entails performance management; rewards which are motivation schemes developed for the workforce; and, development inherent in the enhancement of the quality of employees. Also fitting is the Harvard framework model founded by the Harvard school (the fathers of HRM), which has its basis on the demand for a broad, comprehensive and strategic perspectives, laying central importance on line managers in ensuring alignment of competitive strategy with HR policies, and the importance of set policies governing workforce activities (Boxall 1992). This model recognizes a range of stakeholders and the importance of interest trade-offs, as well as, widening HRM context adding on the influence of employees among other influences. Conclusion Transformation through its re-engineering brought AN back to profitability in the first quarter of 1998 from its depth of debt in the late 1980s which is a clear testimony to the importance of strategic integration of human resource management which was the main strategy for its transformation to which this success can be attributed. AN, however, later suffered a loss in the last quarter of 2001 and first quarter of 2002 but the company endeavours is to manage the 21st century realities concerning air travel and to maintain its market share in passenger traffic both domestic and international. References Boxall, P., 1992. â€Å"Strategic HRM: A beginning, a new theoretical direction.† In: Human Resource Management Journal, 2(3), pp 61–79 Fombrun, C., N., Tichy, and M., Devanna, 1984. Strategic Human Resource Management. New York, Wiley. Purcell, J, K., Kinnie, Hutchinson, B., Rayton, and J., Swart, 2003. People and Performance: How people management impacts on organizational performance. CIPD, London. Purcell, J., K., Kinnie, Hutchinson, J., Swart, and B., Rayton. 2005. Vision and Values: Organizational culture and values as a source of competitive advantage. CIPD, London. Sisson, K., 1995. â€Å"Human resource management and the personnel function.† In J Storey (ed.) Human Resource Management: A critical text. Routledge, London. Storey, J., 1989. â€Å"From personnel management to human resource management.† In Storey, J. (ed.) New Perspectives on Human Resource Management. Routledge, London. How to cite Human Resource Analysis Of Air National, Essay examples

Analysis Of The Grapes Of Wrath Essay Example For Students

Analysis Of The Grapes Of Wrath Essay Analysis Of The Grapes Of WrathIn the novel The Grapes of Wrath, by John Steinbeck, the life of a migrant family,who is forced off their land in Oklahoma and who is in search of employment in California, is portrayed. During the course of the novel, the Joads move from a concernfor themselves and their own personal welfare to a concern for all the people of theworld. This becomes one of the major themes in the novel. It is traceable through manyof the characters such as Jim Casey, Tom Joad, Ma Joad, and Rosa of Sharon. It is alsotraceable through many different action taken by the Joad family on the whole. The character of Jim Casy plays a strong role in bringing forth the theme indiscussion. Casey is a preacher like none other. He does not preach the orthodox ideasof the Christian religion. Instead, he preaches the Emersonian doctrine of the Oversoul. Tom Joad once recalls that one time Casey went into the wilderness to find his ownsoul, an he foun he didnt have no soul that was hisn Says he foun he jus got a littlepiece of a great big soulhis lilttle piece of a soul wasnt no good less it was with therest, an was whole. This is part of Emersons views of the Oversoul; mans soul isbreaking away from some larger soul and in death this individual soul is reunited with thelarger Oversoul. It is through Casys beliefs in the concept of the Oversoul and his prisonexperience that reveals to Jim that only through the unity and concern for the entirehuman race will the migrants succeed. Rose of Sharon is another character which can be used to trace the progression ofthe Joads from a concern for themselves and their own personal welfare to a concern forall the people of the world. Through out the novel rose of Sharon is shown as a sick andwhining girl. It is easy to blame this on the fact that she a pregnant woman who isexpected to deliver at any time. However, her attitude and actions show that she isgrouchy and irritable beyond limits. Though the family is in great peril she worries onlyabout the effects it will have on her baby. Once the baby is born into the world a bluemummy, everything changes for her. She begins to hold a concern beyond herself andthe baby, because it does not exist. She shows this in the ending of the novel giving lifeto some stranger who is starving. through this she becomes part of that brotherhood ofman which Casy preached about; she becomes part of the Oversoul. The character of Ma Joad is a character which supports the theme in discussionby focusing on the complete opposite. Throughout the novel Ma Joad is worried aboutkeeping the family together. In its literal interpretation it directly contrasts the idea ofthe Joads moving beyond just a concern for their immediate family to a concern for all ofhumanity. Ma Joad is the force which holds the family together. She realizes that they haveno home and that the only value and meaning in life is that which they derive from beinga family. In spite of this she knows that the family is breaking up. However she stillsfights to keep the family together. She wants to keep them together so that they areprotected and that can be only done when the family is whole. This can be related to thetheme because the reason Ma Joad fights to hold the family together is the reason thefamily must worry more about the humanity on a whole. Only when people worry aboutthe human race on the whole will the race be truly protected and will truly be able tosucceed. Again it all goes to Casys preaching about the Oversoul. .u81a9218f49dd9d73c33dbfd6455558a3 , .u81a9218f49dd9d73c33dbfd6455558a3 .postImageUrl , .u81a9218f49dd9d73c33dbfd6455558a3 .centered-text-area { min-height: 80px; position: relative; } .u81a9218f49dd9d73c33dbfd6455558a3 , .u81a9218f49dd9d73c33dbfd6455558a3:hover , .u81a9218f49dd9d73c33dbfd6455558a3:visited , .u81a9218f49dd9d73c33dbfd6455558a3:active { border:0!important; } .u81a9218f49dd9d73c33dbfd6455558a3 .clearfix:after { content: ""; display: table; clear: both; } .u81a9218f49dd9d73c33dbfd6455558a3 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u81a9218f49dd9d73c33dbfd6455558a3:active , .u81a9218f49dd9d73c33dbfd6455558a3:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u81a9218f49dd9d73c33dbfd6455558a3 .centered-text-area { width: 100%; position: relative ; } .u81a9218f49dd9d73c33dbfd6455558a3 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u81a9218f49dd9d73c33dbfd6455558a3 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u81a9218f49dd9d73c33dbfd6455558a3 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u81a9218f49dd9d73c33dbfd6455558a3:hover .ctaButton { background-color: #34495E!important; } .u81a9218f49dd9d73c33dbfd6455558a3 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u81a9218f49dd9d73c33dbfd6455558a3 .u81a9218f49dd9d73c33dbfd6455558a3-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u81a9218f49dd9d73c33dbfd6455558a3:after { content: ""; display: block; clear: both; } READ: Child abuse EssayTom Joad is the main character in the novel. He enters the novel as a man who isjust getting out of prison for killing a man and is interested in his own personal comfortsand wants. As he tells Jim Casy, Im just gonna lay one foot down before another. Heshows that he feels no regret or guilt for having killed a man. As a grown man he valueshis own individuality very heavily and does like to be pushed around. All

Sunday, May 3, 2020

Diagnosing and Changing Organizational Culture

Question: Discuss about the Diagnosing and Changing Organizational Culture. Answer: Introduction The competing values Framework (CVF) is an influential as well as extensively used model especially in the area of the organization culture research (Cameron and Quinn, 2005). Moreover, this framework has been used for reflecting on personal skills, which would be used for the self-improvement. Each quadrant of the framework makes up for the larger construct of the organizational as well as the managerial effectiveness. As in my case of the CVF shows that the quadrants of the spider web are not equal. I have two areas of strength and two areas of weaknesses. I am essential good in the producer role and at mentor role. However, am good at the facilitator role as well as the broker. Working as a tourism and hospitality manager, I can confirm that my soft skills are at the external quadrant (Cameron and Quinn, 2005). Over the years, I have been able to work productively, through provision of a productive work environment to the workers. Moreover, since the industry requires one to be patient I have learnt to manage my time as well as stress especially when it comes demanding (Quinn, Bright, Faerman, Thompson and McGrath, 2014). Moreover, am very good at the internal quadrant especially when it comes to monitoring of my personal performance. I have been able to manage my collec tive performance as well as manage the organizational performance in order to enhance collective success to the organization. On part of the weakness am not good at building and maintain a power base nor negotiating an agreement or commitment. Additionally, am not good at managing of conflict nor building a team. Conclusion In general, I could say that am mainly following the rational goal model and the internal process model. At this point of my career as a tourism and hospitality manager, I would like to have a balance when it comes on my skills especially in the flexibility and the control sectors. I am very good at working productively, and managing of organization performance but not good at building teams or presenting of the ideas. References Cameron, K.S. and Quinn, R.E., 2005. Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley Sons. Quinn, R.E., Bright, D., Faerman, S.R., Thompson, M.P. and McGrath, M.R., 2014. Becoming a master manager: A competing values approach. John Wiley Sons.