Airasia Organizational Culture - 637 Words

Airasia Organizational Culture In Edgar Schein Theory, Organizational Culture can be identified through three distinct levels that is: 1. Artifacts that include any tangible, overt or verbally identifiable elements in an organization. In Airasia, their primary color is red which commonly associated with bravery and passion. Their new uniform resembles Pit Stop Girls for a racing team while the other one, a simple standard flight uniform in red, giving a relaxed sensation for weekend leisure travelers. Airasia also have a special policy for pregnant passengers and infants that would flight onboard. 2. Values that constitute the organization culture. In Airasia, they value into making a low-cost, long-haul segment while maintaining†¦show more content†¦The long view is taken, but then much work is put into making sure things happen as planned. In every airline company, timing is really important. If it delays for a long time it would affect in customer’s and ends in buyer’s remorse. Employees in Airasia would have to work hard in gaining customer’s trust and gaining a reward for employee of the month. Also in every airline company sometimes they also need to adapt with the customer’s culture. For example, Airasia got into an issue where many muslim women from the middle east complain about Airasia appealing uniform. Charles Handy popularized with linking organizational structure to organizational culture. The described culture that fits with Airasia is Task Culture. Where teams are formed in Airasia like the waitress and the pilot to solve particular problems. Power is derived from the team with the expertise to execute against a task. Airasia uses a small team approach, where people are highly skilled and specialized in their own area of expertise. Kim Cameron and Robert Quin made a research on organizational effectiveness and success. Competing values produce polarities like flexibility vs. stability and internal vs. external focus - these two polarities were found to be most important in defining organizational success. Airasia fits best in the Market Culture and Clan culture, where a competitive workplace with leaders like hard drivers and a friendly workplace where leaders act like father figures. It can be seenShow MoreRelatedLeadership Analysis of Antony Fernandes, CEO of AirAsia1698 Words   |  7 PagesFernandes Leadership in Managing the AirAsia Company Name Institution Professor Course Date Abstract AirAsia was rated as one of the worst performing airlines in Asia. Several years back, it experienced tragic underperformance and reported high levels of losses every fiscal year. This was until another new company bought the organization. The latter company was referred to as Tune Air. 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A bend wasRead MoreChallenges Faced by Managers in Practicing Organisational Behaviour6576 Words   |  27 Pagesscience of organizational behaviour, a working definition of this common term can be rendered as well as an answer to, â€Å"What do managers do?† This paper will distinguish the managerial roles practice base on the work of Henry Mintzberg and analyses managerial challenges faced by managers. As a sample of case study I have chosen AirAsia Berhad as, one of the most leading airline companies in Malaysia. The company corporate data are as follows: Corporate Data Company Name : AirAsia Berhad YearRead MoreAir Asia Introduction2566 Words   |  11 PagesOUMM2103 1.0 INTRODUCTION TO AIR ASIA AirAsia 1 : The AirAsia Logo AirAsia was established in 1993 by DRB-Hicom, a Government-owned conglomerate. It started operations in 1996. Tune Air Sdn Bhd, Tony Fernandes’s company purchased this heavily indebted airline business from DRB-Hicom in 2001. AirAsia managed to become profitable and world renowned low-cost airline through visionary leadership and innovative business approach. Low Cost Carrier Terminal (LCCT) at Kuala Lumpur International is AirAsia’sRead MoreA Measure Of Order For A Business3290 Words   |  14 Pagesworking apart† (Goold Campbell 1998, p. 91) AirAsia is a market leader rescued from ruins. Rising out of the great Asian Financial crisis, surviving increasing fuel taxes and a global market slump AirAsia has remained steadfast to the motto of reducing costs while increasing profits. AirAsia has made great progress reducing entropy. Many factors were responsible for this. 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The capabilities and core competencies of the firm would be explained in greater detail towards the latter part of the report before a seriesRead MoreAir Asia Marketing Plan17846 Words   |  72 PagesAirAsia BERHAD MARKETING PLAN No. CONTENTS PAGE 1.0 Executive Summary 1-2 2.0 Introduction 3 2.1 Background and History of AirAsia 3-4 2.2 Vision Statement 5 2.3 Mission Statement 5 2.4 Objectives 5 3.0 Environmental Analysis 6 3.1 PESTEL Analysis 6 3.1.1 Political Factors 7-8 3.1.2 Economic Factors 8-9 3.1.3 Social Factors 9-11 3.1.4 Technological Factors 11 3.1.5 Environmental Factors 11-12 3.2 PORTERs 5 Forces Model Analysis 12Read MoreAir Asia Company Analysis3169 Words   |  13 PagesAccounting amp; Finance TP 023513 UC1F1007BMP (AF) Utari Asmelia Introduction of Management 08 Fall AirAsia Company Analysis Background of AirAsia Company Dato’ Tony Fernandez was the entrepreneur that brought up AirAsia to be the one of the award wining the largest low fare airlines that is currently well known for now in Asia. 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Teacher Interview Report Free Essays

Actually, this is my second time to do teacher interview. Last time, I went to Shi Pai Junior High School to interview a teacher and asked something about the class management. From the interview, I’ve learned a lot from the teacher and her belief of teaching Chinese. We will write a custom essay sample on Teacher Interview Report or any similar topic only for you Order Now Though to certain degree, this time the report is quite similar to the last report that I’ve done. However, this time, by the demand of teacher Alice and the class objective, my target interviewee must be an â€Å"English† teacher. At first, I was very nervous about how to find an English teacher in junior or senior high school because I’ve got in touch with all my English teachers for several years. it may be very embarrassing to go back and the teacher doesn’t recognize that I used to be her student) Fortunately, one of my best friends in my night school class, knowing my worriment, introduced me an English teacher in Shilin High School of Commerce whom she loves and admires very much. Here, I want to say thanks to my dear friend. Without her, I really cannot finish writing this assignment. Below, there are some basic info of the teacher and the questions that I’ve prepared for the teacher interview, How to cite Teacher Interview Report, Papers

Cultural Variation in Conflict Resolution †Free Samples to Students

Question: Discuss about the Cultural Variation in Conflict Resolution. Answer: Introduction: The report shows that the company is doing all it can to ensure that its management practices are in line with the desired goals. By looking at the way the company has performed on the fourteen principles of management, it is apparent that the company is embracing the Australian Engineering Capabilities(Daft, R., Marcic, D., 2016). This is evident by looking at the areas that the company is doing and some of the capabilities in Australian engineering Capabilities. For example, the Australian Engineering capabilities call for an organization to understand the needs of the clients. The requirement is in line with the principle number 12 which calls for an organization to know the value of the customer. In this specific principle, evidenced by the survey, the company has scored 5, and that is a sign to show the commitment of the company. Based on the survey results, the company needs to look into distributed leadership aspect. In the modern day, Leaders need to approach issues in a more diverse way (Argenti, 2015). The junior employees are the most significant stakeholders in an organization. This is because they implement the strategies laid down by the management. With this in mind, there is a need to engage them in the process of drafting and implementing the strategies. Therefore, the company needs to take distributed leadership to the highest level. By so doing, the company will enjoy increased productivity from the employees who will feel valued and part and parcel of the organization. Aztec has a program established for the sole purpose of providing employees with training on awareness of cross-cultural policies. The program is well defined with different stages of training that offers skills in dealing a culturally diverse workforce by understanding and appreciating the diversity of the human race. The training encompasses all varieties of cultures including training on indigenous Aboriginal Australian culture. From the survey, there is a need for the management to come up with a framework that makes sure job allocations and promotions are given fairly and that every culture is represented. The strengths of the company are associated with how good the company has scored on some of the principles. If the company has scored the highest, then it becomes apparent that on that specific principle, the company has demonstrated strength. When it comes to integrating others into the processes and functions of the company, Aztec has performed well. The company does not only give rules; but it also makes sure that it involves others in the process of making decisions and that makes all employees feel as part and parcel of the organization (Barney, 2014). The company has done well on matters affiliated with standards and practices. The company makes sure that is on the frontline in making sure that high standards are practices are observed in the processes of the company. When it comes to short-term and medium strategies and issues, the company tries to maintain balance. Some organizations pay much attention to only long-term issues, but that is not the case in Aztec. Management and utilization of time are one of the aspects that the company takes seriously. This is a strength because management of time has positive effects on the processes and operations of any given organization. When it comes to sharing information with the employees, it is apparent that the company has done extremely well. This is a strength because of numerous reasons. When a company shares information crucial to the growth of the company, the company experiences growth. At the same time, when the employees realize that the company does not hide anything from them, they feel as part and parcel of the organization. When employees feel as part and parcel of an organization, they are motivated to work tirelessly towards attaining the goals of the company (Barney, 2014). The company has value for its customers. Customer value is one of the most significant principles. The reason why the company is in place is to meet the needs of the customers. Therefore, if the company fail to do so, it stands a chance to be kicked out of the competitive market. Scoring highest on customer value is a strength. The strength depicts the management as value-oriented and visionary. The last strength that has been depicted by the company in line with the fourteen principle survey is micro to macro. Micro to macro entails making sure that the employees are aware of their contribution to the company. The companys management has done all within its power to appreciate and honor the employees. As a result, the employees know what impact their efforts have on the processes and operations of the whole company. Company weaknesses Harsh climate in most of the Australian continent is one of the weaknesses affecting the company in its operations. According to the survey, this weakness puts the company in a disadvantageous position as far as smooth operations are concerned. Fluctuating economic times also make the market unpredictable. As a result, planning and budgeting for the company operations become a challenge. The organization has a score of 4 in regards to alignment. Alignment involves the coordination of all employees behaviors with the organizations values and directions. The entity needs to improve regarding aligning personnel objectives with those of the entity. At the same time, there is a need to ensure that all values and morals, as well as directions, are respected in this principle (Barney, 2014). Distributed leadership is also a weakness in this organization. In every business, there is a need for individuals to work in teams and deliver as per the requirements. Decision making and performance improvement need to be boosted, for the sake of increased efficiency. The fifth principle is also a weakness for the organization. The organization has not yet achieved efficiency when it comes to the balancing of short term and medium term issues and requires to enhance integrity and openness in its business activities. The entity requires improvement to be upfront.' Other weaknesses of the organization include; bias for action, learning focus and discipline, which are related to principles 8, 9 and 10. Regarding bias for action, the organization is not good at implementing ideas and strategies. Regarding learning focus, everyone in the entity is not actively involved in the learning and development programs, which needs to be corrected to increase efficiency. Discipline, as the tenth principle, needs to be highly considered. The entity should step up and invest in policies and procedures, as well as standards which will lead to the application of strong business systems (Barney, 2014). Finally, capability creation is a major weakness in the organization. The organizations capabilities are not defined priority areas, which needs to be corrected for development and investment purposes. Conflicts in organizations is a common occurrence that in most cases makes people so uncomfortable that they choose to suppress it as opposed to dealing with it. According to the survey, suppressing conflicts doesn't bear any positive fruits and may even cause more problems(Wallensteen, 2015). Conflicts can, however, at times be a good thing as they can arise from valid reasons. Good managers need to understand the causes, types and ways of managing and resolving conflicts at the workplace. The Australian Engineering competencies present useful strategies which may be of help to the process of resolving conflicts. Conflicts occur when different people's beliefs, priorities, and interests clash(Autesserre, 2014). Other factors that cause conflict within the organization based on the survey results include; When companies are faced with stiff competition, employees are put on the pressure to perform. If the goals and objectives allocated to these employees are communicated, conflicts could arise. Managers need to vividly address their requirements to their employees while encouraging them to seek clarification on matters not comprehended. Correct information is critical to organizations, especially along production lines. Passing of incorrect information down a production line can cause conflicts within the supply chain. For example, if the production manager sends the wrong information about the quantities to be used in a manufacturing process, the suppliers could end up having a shortage or a surplus in goods to supply. If a problem has occurred within an organization and theres nobody taking responsibility, there could be conflicts until the situation is resolved. Managers can solve this situation by having every employee that comes into contact with a document to sign and add the date of signing as a paper trail could be used to find employees responsible for a mishap in the organization. Types of Conflicts Task conflicts occurs when two parties disagree on the facts of a situation, such as company policies and procedures, task completing methods or distribution of resources, due to opposing behaviors, needs and attitudes(Mesmer-Magnus, J., Doty, D., 2013). Interpersonal Conflicts this is a conflict between two people or groups that is caused by the difference in opinions, personalities, value, and beliefs. Procedural Conflict this type of conflict occurs when every member of a team or group agrees on the goals to be achieved but disagree on the methods, process, and means of achieving the said goals(Vachon, F., Tremblay, S., 2014). Affective conflict this type of conflict occurs when collaborating parties disagree by interpersonal prejudices such as strong political, racial, ideological or religious differences. Great managers need to possess certain qualities such as decision-making skills, management skills; negotiation skills, leadership skills, observation skills, time management skills and most importantly they should possess workplace communication skills if they are to manage conflicts and disputes within the organization successfully. According to the survey, with the aid of these qualities, the manager should utilize the following strategies to manage workplace conflicts effectively; Hardly is the case that situations are honestly presented during a conflict. Most often than not, facts are usually exaggerated or underrated especially when presented by others. based on the survey results, it is therefore wise for a manager to first adequately investigate both sides of the story before making any decisions or judgments(Cummings, T., Worley, C., 2014). Heated arguments bring about strong emotional reactions, and the people involved usually result in their natural defense mechanisms fight or flight hence logical thinking takes the 2nd place. It is therefore crucial for managers to understand how to decode facts from emotional reactions so that they can logically deduce solutions for the conflict. Consider views from all the involved parties It is a common occurrence for dialogues to be halted when a person or group in a conflict is rendered wrong. A great manager should listen and consider views from all the involved parties even if some are wrong(Kerzner, 2014). This will foster teamwork as employees will feel that their opinions are appreciated regardless of their correctness. Managers need to keep a keen eye out for re-occurring conflicts as they might be a manifestation of underlying troubles within the organization either on the ground or the management level. Great managers understand that everybodys opinions matter regardless of their personalities. A particular employee could be perceived by the rest as a trouble-maker, but that doesn't mean that they don't have legitimate problems and opinions(Mayer, 2015). Great managers can opt to implement regular open sessions with the sole intention of brainstorming on the procedures that are working and the ones not working. This provides the employees with a platform to air their opinions freely thus mitigating future conflicts on the same issue. One of the ways to prevent future conflicts is to have every member help in creating a conflict resolution protocol, and chances are they will respect the code as they are the authors. A good manager should have his employees adopt and agree or clear, official communication channels(Cahn, D., Abigail, R., 2014). Having unacceptable and counterproductive means of communication can bring about misinformation hence causing conflicts within the organization. The role managers play in engineering institutions and organizations is key to the proper functioning of the organization as they are tasked with economical and effective planning responsibilities(Nicholas, J., Steyn, H., 2017). Essentially, based on the results obtained from the survey, the role of managers is to predict and plan, to organize, to direct and to control. Top managers are the senior-most managers in an organization. As a business grows, there come legal and operational needs to divide the roles into several top-level management sections to conscientiously actualize functions that are getting more intricate. The chief executive officer (C.E.O) is the highest-ranking manager in an organization and only reports to the board of directors. The CEO is responsible for advancing the comprehensive goals and strategies for the enterprise(Dale, 2015). The chief operating officer (C.O.O) is often the 2nd highest-ranking officer and reports directly to the chief executive officer and can act as an arbitrator between the CEO and other top-level managers. The chief operating officer is responsible for overseeing all daily operations. Next in hierarchy is the chief financial officer (C.F.O) who is responsible for superintending the companys finances, book-keeping and ensuring that the companys financial controls are in line with all federal and tax regulations. The chief financial officer is followed by the chief information officer (C.I.O) also known as the chief technology officer. This manager is responsible for managing the technological needs of an organization about the implementation of computer and information systems(Argenti, 2015). Planning is the function of management that entails having managers set goals and determines the course of action for attaining these objectives. It requires managers to be always aware of economic and financial conditions affecting the organization and forecasting future trends(Arends, 2014). Strategic planning Top managers oversee conducting strategic planning. This type of planning involves assessing the organization's strengths and weaknesses to analyze competitive possibilities and threats and then discerning means of putting the organization in an effectively-competitive position in the business environment(Barney, 2014). It is usually a long process that can take more than three years. Tactical Planning this is the intermediate-range within which middle-level managers can take 1-3 years to establish relatively substantial means to aid in the implementation of the strategic plan(Haines, 2016). Operational Planning this is short-term planning (1 year) that focuses subunit and organization-wide goals. It is usually overseen by 1st line managers who are responsible for creating specific frameworks to aid in the facilitation of tactical and strategic plans(Johnson, 2014). This function of management involves establishing an organization structure and ensuring human resources are allocated to facilitate the accomplishment of objectives(Scott, W., Davis, G., 2015). The organizations structure acts as the framework for effort coordination. Senior managers agree on organizational design decisions and present the structure by an organizational chart with a graphic depiction of the organizations hierarchy(Daft, R., Marcic, D., 2016). The managers also determine the duties and responsibilities of individual and how well to cluster or departmentalize jobs for effective effort coordination. This function of management entails ascertaining that performance does not stray from standards(Goetsch, D., Davis, S., 2014). Managers perform these functions using the following steps; Establishing performance standards. Performance standards are usually measured in monetary terms, for example, costs, revenue or profits. Contrasting actual performance against standards and This function is conducted by managers from all levels of the organization. The control function does not mean that managers should control juniors in a manipulative way, but rather it entails having the managers play their role in taking the required and appropriate action toward the accomplishment of company goals and objectives. There are two traditional techniques used controlling; Budget Audit provides information on the organization's progress and position about plans and budgets(Shatri, Y., Hashani, S., 2016). Performance Audit tries to determine whether the information given in the budget report reflects actual performance(Skrbk, P., Christensen, M., 2014). This function requires managers to be good leaders to direct effectively. Directing is an inter-personnel aspect of management which involves managers dealing directly with subordinates in supervising, guiding, motivating and influencing them towards achieving set objectives. It involves the following elements; Supervision the act of overseeing by watching and directing work Motivation encouraging, inspiring and stimulating subordinates with the zeal to work. Leadership guiding and influencing work to the desired direction Communication sharing of information, opinion or experience within the working environment Recommendations Aztec should invest more on information intelligence especially in the finance departments to come up with strategies for dealing the ever-changing financial times. Financial investment goes a long way for most organizations, especially where success is the main priority for most firms. Aztec should take into consideration all required Australian engineering principles for the sake of boosting its success and public relations in the organization. Basing consideration on the survey results, Aztec as a firm needs to step up and ensure that information intelligence is not shunned. This way, it will acquire a competitive edge in the market, and more so, be known for its quality, professionalism and effective service delivery. Engineering practitioners in Australia are governed by the code of ethics. Therefore, I would recommend that these principles be highly adhered to. There is a need to keep in mind the knowledge and skills of this profession for the sole benefit of the community. The major aim is to create engineering solutions, to realize a sustainable future. In future, the organization needs to strive to serve the community. Conflicts of interest need to be put behind professional interests. A code of conduct should be followed and made known to every person. The engineering profession in the country should not be tarnished, but this can only be achieved where discipline is emphasized. Thirdly, Aztec should consider opting out of internalization processes and venture out of its comfort zone by trying to outsource. Dealing with the shortage of skilled labor will require Aztecs management to consider reinventing themselves by thinking outside the box and broadening the scope of hiring skills. Instead of just focusing on individuals with engineering knowledge and skills, the company can try hiring people with other skills and expertise such as analytical experts who would come in handy in all areas of management. Analytical skills are highly sought after in the business world, and individuals who possess these skills could help in human resource, finance, and inventory services. It is everybody's responsibility to conserve the environment and Aztec should spearhead the campaign by pursuing means of developing alternative sources of energy. Most of the equipment involved in the construction industry use petroleum products for fuel, and this ends up having a detrimental effect on the environment. Aztec should be actively involved in developing other sources of energy such as solar, wind and biomass fuels. It is the desire of every organization to achieve profitability in the long term, and more so, be at par with all industry concepts, processes, and procedures which enhance overall success. Aztec, just like any other organization, needs to deal with relevant principles, required aspects, and professionally set standards to ensure the Australian engineering aspects are not shunned. All these elements should be emphasized at the organization level, for improved efficiency in general. The bottom line to adhere to set engineering standards, remain efficient, produce at high quality and have the best, reliable and competent professionals to work in the organization. Service to the community is of utmost importance as well. Challenges and how I overcame them The challenges in making this report are associated with connecting leadership and the effects it has on the organization from diverse perspectives. The connection between the management of an organization and the Australian engineering capabilities also came in handy. However, the whole process was educative in different ways. One of the ways is related to the Australian Engineering Capabilities. I was able to know that the capabilities play a big role in helping a company to be effective in leadership as well in conflict resolution. The capabilities are rich in ideas that do not only help an organization to grow but also helps an organization to deal with its internal affairs without affecting the leadership structure. Researching more about the company used was also educative because from the survey, I was able to understand why the capabilities would be of so much help to the company. I was able to overcome the challenges by conducting an in depth research. Some of the lessons learned are associated with management and leadership in an organization, and strictly from the results of the survey. I learned that an organization cannot be effective if it does not implement leadership plans in its strategies. I was able to identify how the Australian Engineering competencies can be effective in an engineering organization. This was through the interview and also by just going through the competencies and looking at different ways in which the organization has med sure that it is effective in its management. Attempting to run a project without the proper project management tools and techniques is like trying to correctly put together a tool with lots of disconnected parts without the aid the products instruction manual. Engineering projects most often than not involve a lot of interdependent and interconnected tasks, ergo engineers need to set up predominantly acceptable instructions that serve as guidelines when rolling over new projects. Project management tools and techniques come in handy especially for engineering tasks with different possible outcomes and where there are risks of encountering failures and problems, ergo, project managers require skills in organizing resources and activities and planning and assessing options in order to achieve successful results(Babcock, D., Murthy, M., 2014). According to the survey, the project management processes outlined below have proved to yield successful results; Precise project specification also known as terms of reference,' project specification involves agreeing on a precise and fact-based description of the goals aimed to be achieved, benchmarks and flexibilities involved regarding scope, sources, parameters, outputs, range and timescales(Lock, 2014). Project planning - this entails arranging the sundry stages and activities in the project. Involving the whole team in brainstorming for ideas can be helpful. One utilitarian tip is thinking back from the end product and determining things needed for different stages then working your way back to the end. Fishbone diagrams come in handy at this stage as they help in figuring out missed items(De Roo, G., Porter, G., 2016). Communicating project plan to team this involves keeping the team in the loop about the project and is essential in obtaining the necessary agreement, commitment, and support in the project Delegating project actions persons responsible for each activity should be identified during the planning process. With the help of the SMART acronym, project managers can ensure that only the right individuals are delegated for project actions(Sims, R., Quatro, S., 2015). If some duties are allocated to groups, the Jamari Window Model can aid in reviewing the framework for group activities. Review project performance this involves checking and measuring the progress of project activities against the original master plan. It aids the project managers and planners in regularly reviewing the project's performance and adjusting the plan where necessary(Schwalbe, 2015). Project completion at the end of the project, a review meeting should be held to assess the whole process. A report should be written detailing the reflected successes and failures and making observations and recommendations. Follow up this stage is crucial, especially if the project has relatively low visibility and meaning to stakeholders, as it involves a follow-up to measure the projects viability and efficiency. Poor profitability and productivity This is the worst challenge facing the construction industry in Australia. The limitations to entry into the construction business are currently low hence creating a flooded market with fierce competition. The heavy competition dwindles down profit margins thus curbing crucial reinvestment in advancing business practices. Aztec stays afloat by maintaining fair rates on services offered with no compromise on product quality. Project complexity increases proportionally to the growth of opportunities in the construction industry. Sudden necessary changes to the production system could wipe out profits for the entire organizations as companies are already struggling with thin profit margins. We try to always stay ahead of the game by having a resource information technology department. Surveys conducted have shown that 75% of managers in national engineering companies and organization feel that there is an acute shortage of skilled construction personnel such as engineers, supervisors, and estimators. There seems to be a rift the old generation of engineers that is gradually fading away and the new boom of millennial engineers that some feel is not adequately experienced. Aztec has old generation' experts who work hand in hand with the younger professionals in coaching them on the values of great performance. References Arends, R. (2014). Learning to teach. New York: McGraw-Hill Higher Education. Argenti, P. (2015). Corporate communication. New York: McGraw-Hill Higher Education. Autesserre, S. (2014). Peaceland: conflict resolution and the everyday politics of international intervention. London: Cambridge University Press. Babcock, D., Murthy, M. (2014). Managing engineering and technology. Boston: Pearson. Barney, J. (2014). Gaining and sustaining competitive advantage. New York: Pearson Higher Ed. Cahn, D., Abigail, R. (2014). Managing conflict through communication. New York: Pearson. Cummings, T., Worley, C. (2014). Organization development and change. Boston: Cengage Learning. Daft, R., Marcic, D. (2016). Understanding management. London: Nelson Education. Dale, B. (2015). Total quality management. New York: John Wiley Sons, Ltd. De Roo, G., Porter, G. (2016). Fuzzy planning: the role of actors in a fuzzy governance environment. London: Routledge. Forsgren, M. (2015). Managing the Internationalization Process (Routledge Revivals): The Swedish Case. London: Routledge. Fry, D., Bjorkqvist, K. (2013). Cultural variation in conflict resolution: Alternatives to violence. Athens: Psychology Press. Goetsch, D., Davis, S. (2014). Quality management for organizational excellence. New Jersey: Upper Saddle River, NJ: Pearson. Haines, S. (2016). The systems thinking approach to strategic planning and management. New York: CRC Press. Johnson, P. (2014). Purchasing and supply management. New York: McGraw-Hill Higher Education. Kerzner, H. (2014). Project management: a systems approach to planning, scheduling, and controlling. New York: John Wiley Sons. Lock, M. (2014). The essentials of project management. New Delhi: Ashgate Publishing, Ltd. Mayer, B. (2015). The conflict paradox: Seven dilemmas at the core of disputes. New York: John Wiley Sons. Mesmer-Magnus, J., Doty, D. (2013). Moving beyond relationship and task conflict: Toward a process-state perspective. New York: John Wiley and Sons. Nicholas, J., Steyn, H. (2017). Project management for engineering, business, and technology. London: Taylor Francis. Schwalbe, K. (2015). Information technology project management. Boston: Cengage Learning. Scott, W., Davis, G. (2015). Organizations and Organizing: Rational, natural and open systems perspectives. London: Routledge. Shatri, Y., Hashani, S. (2016). Impact of time budget pressure on audit quality case study: Albania and Kosovo. The Eleventh International Conference on Economic Sciences, pp. 3-21. Sims, R., Quatro, S. (2015). Leadership: Succeeding in the private, public, and not-for-profit sectors. London: Routledge. Skrbk, P., Christensen, M. (2014). Setting a Performance Audit Agenda: The Danish National Audit Office and Public Accounts Committee Tango. Management Accounting and Control,, 28-48. Vachon, F., Tremblay, S. (2014). Background sound impairs interruption recovery in dynamic task situations: Procedural conflict? Applied Cognitive Psychology, 28(1), 10-21. Vachon, F., Tremblay, S. (2014). Background sound impairs interruption recovery in dynamic task situations: Procedural conflict?. Applied Cognitive Psychology, , 28(1), 10-21. Wallensteen, P. (2015). Understanding conflict resolution. Boston: Sage.

Essence of humanity Essay Example For Students

Essence of humanity Essay What makes us human? What underlying characteristic differentiates humans from animals or Gods? Where does the Essence of humanity Essay lie? Initially the answer may seem simple. One might say when comparing animals to humans that they are cruder than humans; they live their life by instinct, they dont love, they dont strive to educate themselves and each other their overriding goal is to survive and make it through the day. Yet, human history and the scientific evidence tracing our human linage back to some ape-like predecessor proves that humans (well, their ancestors) most likely lived that same existence scavenging for food and looking for a safe and warm place to sleep subsistence. Hence, it must be something else that separates us from the animals. The case contrasting Gods and humans is a more difficult one. There are the endless arguments for Gods immortality and omnipotence as the reason humans and Gods are not one. But, unlike animals Gods behavior cannot be observed by first hand account, one either believes or doesnt believe in them. For the purpose of argument and to present the most factual material possible Gods, in this paper, will be viewed as a human creation, an ideal to aspire to -immortality, perfection, power; all qualities humans admire. Look at the Greek gods, they all had human forms and were supposed to have been very beautiful, to a human a God symbolizes perfection something all humans what to achieve. It was when humans started to conglomerate together, the first signs of society, that the idea of Gods first arose, hence it is our society, our relationship with each other that makes us human. Of course there are many other characteristics that are considered human traits, like love, faith, our obsession with time, but these are byproducts of society. Society is the key to our humanity. Looking back in history 1,500 years before Homer, in societies we might consider primitive and crude compared to our own, there we find the same human characteristics we find in ourselves today lust, power hunger, love, faith, fear of death, curiosity all byproducts of the relationship between humans and society. The Epic of Gilgamesh which gives us a glimpse into that society and its people emphasizes the idea that society is the essence of humanity. For example, there is a character in the story that has lived in the wilderness for his entire existence, Enkidu. He is described as being innocent of mankind; he knew nothing of the cultivated land, in other words society. ( Epic 63) Enkidu lives just like an animal until a Shepard boy brings him a harlot that seduces him. After that he finds it impossible to return to the wilderness. He is taken in by society, given food and clothes, bathed and oiled Enkidu had become a man.(Epic 65) It wasnt until Enkidu joined society that he started to develop human characteristics. Gilgamesh, the hero of the story, is the perfect example of the idea of humans wanting to fit the concept of a God. Firstly, Gilgamesh is 2/3 God and 1/3 human which in itself shows that humans want their heros to be like Gods. Secondly, Gilgameshs quest is to achieve immortality. I have not established my name in the place where the names of famous men are written, yet I will raise a monument to the Gods. (Epic 70) Gilgamesh is a perfect example of a human wanting to reach that ideal level. Thus, humanity is a result of the creation of society. What prompted humans to form these organized groups? We have yet to know. But it is this organized system of relationships that separate man from beast, and it is that same society that incited the idea of Gods. The necessity for explanation ( another human trait) required the concept of a God to explain the whys and hows of the univerese. .uad45b6c08da8ec793dd9394646afec05 , .uad45b6c08da8ec793dd9394646afec05 .postImageUrl , .uad45b6c08da8ec793dd9394646afec05 .centered-text-area { min-height: 80px; position: relative; } .uad45b6c08da8ec793dd9394646afec05 , .uad45b6c08da8ec793dd9394646afec05:hover , .uad45b6c08da8ec793dd9394646afec05:visited , .uad45b6c08da8ec793dd9394646afec05:active { border:0!important; } .uad45b6c08da8ec793dd9394646afec05 .clearfix:after { content: ""; display: table; clear: both; } .uad45b6c08da8ec793dd9394646afec05 { 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; } .uad45b6c08da8ec793dd9394646afec05:active , .uad45b6c08da8ec793dd9394646afec05:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uad45b6c08da8ec793dd9394646afec05 .centered-text-area { width: 100%; position: relative ; } .uad45b6c08da8ec793dd9394646afec05 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uad45b6c08da8ec793dd9394646afec05 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uad45b6c08da8ec793dd9394646afec05 .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; } .uad45b6c08da8ec793dd9394646afec05:hover .ctaButton { background-color: #34495E!important; } .uad45b6c08da8ec793dd9394646afec05 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uad45b6c08da8ec793dd9394646afec05 .uad45b6c08da8ec793dd9394646afec05-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uad45b6c08da8ec793dd9394646afec05:after { content: ""; display: block; clear: both; } READ: Pearl Harbor Essay It is somewhere in between God and beast that humanity lies, and this happy medium was a product of society. 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Army OCS Essay Sample - How to Prepare and Write Your Paper

Army OCS Essay Sample - How to Prepare and Write Your PaperIt's pretty important to understand that military OCS essay sample is not for everybody. Military OCS essay sample will test your intelligence, and make you a more capable soldier.Military OCS is one of the toughest challenges that you could have to go through in your career. When it comes to becoming a true soldier, it's not only about having the strength, courage, and technique. You also need to have intelligence in order to be able to strategize and act at the right time.It is actually very difficult for those who are just starting on the military personnel. Even if you know how to handle yourself when faced with certain scenarios, still, you might encounter some problems that you might not be able to handle. Therefore, it is crucial for you to read and understand military OCS essay sample before going through the challenges and hardships of the training.In military OCS essay sample, you will learn everything about the rou tine and the operational processes. Also, you will learn a lot about leadership and operational duties. You will also get to understand all the routines. You will also find out what are the legal things that are going to happen during the training as well as the daily activities of the military personnel.If you are willing to master OCS training and strategy, then the last thing that you need to do is to write an essay. You have to go through the essay-writing section. There are also the sections on judgment and plans, ethics and professionalism, and life outside the army.Before writing an essay, make sure that you carefully study the topics and you can gain knowledge from the military personnel. You can check on their current assignments, experiences, skills, and assignments that they had done earlier. By reading from these, you will find that they also had learned some skills that can help them in writing the essays.Not all military personnel have an excellent sense of words. Ther efore, it is best for you to practice and do it over again. Make sure that you can maintain control of your words. The essay-writing section of the military OCS essay sample will help you a lot, especially since the whole training is made up of those exercises.All in all, military personnel have to undergo training in order to be good soldiers. For those who think that they are good enough to pass through this stage but for some reason, they fail, they should never be too discouraged. To pass the test, you need to be very determined to become good.

The Color Purple and Shug free essay sample

Every story has characters that have their own roles of keeping the story going. In â€Å"The Color Purple† by Alice Walker, one particular character goes beyond playing their part. Shug Avery. Shug Avery herself is a symbol throughout the story, though not the main character she works behind the scenes at adding more to the story. Shug serves as a symbol of a better life in the black community in which the book is based. Though the story seemingly goes on as a flow, there are stops and goes when Shug enters the scene. Shug Avery leaves an impression on every other character. She functions as a bold flower in a dim background in the story that slowly relates and combines with what is in the background. Shug changes lives with her boldness and promotes freedom that she believes everyone deserves. Easing into the beginning of the story, Shug is used as a bold feature in a blunt background. We will write a custom essay sample on The Color Purple and Shug or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page At the start of the story the reader falls into the normalcy of the way of life and a woman always being controlled by man. Once Shug steps in however, she brings along a major contrast. Once the reader compares the differences, then the story has more of a feeling to it because there is something to compare the formal characters’ lives to. Shug is rich, a free woman and never takes orders from a man if she does not want to. In addition she is blunt, does as she pleases and sings with tight expensive clothes in public. Compared to what ‘dim background’ folk, Shug was just too special, lucky and good. Shug herself certainly felt that way. In the beginning when she arrives to live with Cecile and Mr. _ , Cecile writes, â€Å"She look so stylish it like the trees all round the house draw themselves up tall for a better look (45)†. Clearly Shug stood out and wore much more extravagant clothes than Cecile was used to seeing. Shug was definitely bringing difference and change to the house. She was very assure of herself and wanted only the best. Cecile states, â€Å"She look me over from head to foot. Then she cackle. You sure is ugly (47)†. Shug was open and her thoughts are what counted most. Clearly Shug provides a difference in atmosphere and shows a whole difference part of the world that Cecile and people in her family had only dreamed about. Shug was an outstanding contrast painting in midst of mellow paintings. After staying a while in the mellow paintings, Shug lowers her standards to her surroundings. She becomes the best friend of Cecile. Through understanding, listening and all the time she spends with Cecile, Shug changes her views of disgust to love towards Cecile. â€Å"I won’t leave, she say, until I know Albert won’t even think about beating you (75)†. Shug is constantly learning how different life is for Cecile and when she hears about Cecile being beaten, Shug takes it to change things herself. Shug herself promotes her independence and rights throughout the story. Through her own independence, she becomes a figure that Cecile and other women look up to as their fighter for freedom, or someone to learn from. A free woman is a happy woman and that is secretly what all the woman want. And Shug is the free woman to follow. At one point Sofia was put in prison for denying, and getting physical, a white woman her service to her kids. Miss Shug cuss, she come special from Memphis to see Sophia (88)†. Throughout her long stay with Cecile and the family, Shug had come to believe them as part of her own family also. Shug has become a protector too all that know her well. She might be sassy and rude at times but she now cares for this family that has multiple problems with staying together. She is now the strong glue that holds every one together, and the lady that women look up to. Throughout the book though Shug’s attitude and perspective of life stay the same, she changes others. Shug is a symbol of strength for many, especially Cecile. Shug has no strings attached to her families, sings in public with expensive clothes without embarrassment and never lets herself be treated wrong by a man. Her easiness with her seemingly stressful life puts her in a position of awe for others. There are multiple couple fights and breakups in the story, but with Shug around to support the girl, things do not get too messy and physical. When Shug announces that she is leaving to Memphis with Cecile, Mr. _ says he thought Cecile was finally happy. In reply Cecile says, â€Å"You a lowdown dog is what’s wrong, it’s time to leave you and enter into the Creation. And your dead body just the welcome mat I need (199)†. Shug had taught her that. Shug taught Cecile to stick up for herself and not let a greedy angered man always rule over her just because he thinks he can. She taught Cecile independence and that was the greatest gift to Cecile. Also, this was a turning point in the story. After the whole story having problems with men and beating, this showed that independence was not impossible. During this occasion, Sophia stands up to her husband too. When Cecile exclaims that Sophia would have never gone to prison if Harpo (her husband) had not tried to rule over her, Sophia said â€Å"A little truth in it (200)†. Confirming and standing up to what Cecile was saying. At one point Squeak decides she wants to speak and announces she is going to do so. First everyone is against it, but she is persistent with her wish and achieves it. Shug changed all these women. She brought in unity, love and strength so each could walk on their own feet. She opens their eyes and has them see that they are all equal and deserve their equal rights. Shugs boldness is like no other in the book. She does as she wants and listens to none other. Her happiness with just the way she is contagious throughout the story. Slowly other women realize that their happiness should not necessarily rest on a man’s happiness. Thus, a good change is funded through Shug. She depicts everything a woman wants and shows, indirectly, how to achieve them. Sometimes it is though the characters think pleasant kindness and simple pleasure are sin. Shug steps in and shows there is no such thing as sin besides treating another as a slave.

wasteland essays

wasteland essays On April 1986, Soviet's Union Chernobyl nuclear plant exploded letting out a massive amount of radiation that would debate of all Russian citizens for hundreds of years to come. At exactly 1:21 am. on April, 1986 inChernobyl, a city near the Pripiat River the No. 4 reactor exploded and released thirty to forty times the radiation of the Nagasaki and Hiroshima bombing. The exact causes of the explosion are not known , however scientists and researchers, under thorough investigation, have uncovered possible causes to the explosion.1 The main reason why the explosion occurred was that, the operators of the plant were attempting to conduct an experiment with the emergency cooling system turned off, they made six fatal errors which sealed everyone's fate. Soviet officials clamed that if the technicians, would have avoided at least one of those mistakes, then the plant The technicians began the test one day before the explosion. They started reducing the reactor's power level so they could run the turbine experiment. However in order for the plant to run at lower power they had to turn off the automatic control system, which powered all emergency limitations that the plant should make in case it goes out of control. Turning of the cooling system was an unnecessary action and though it did not cause the explosion, it made the consequences more fatal. Just then the operator's receive a call from the local grid controller in Kiev, who needed the power and asked the technicians to stop lowering it, at what they obeyed. Once that was done the reactor was running with out the cooling system , which was a very serious mistake. At 11:10 p.m. the grid controller said he no longer needed the power, and the operators returned to reducing the power. At twenty minutes past midnight the operators forgot to set the regulator properly, it was the second fatal error. B...