Person-Centred Therapy Essay Example for Free

soul-Centred Therapy EssayThe Person Centred nuzzle is based upon the opening and philosophy of Carl Rogers. This approach in its driven-up is familiar to the universal public as it is render in the media and is often expected therefore that a counselling session would take place in this format. At offshoot glance the counselling move which has derived from the theory of Rogers, in a real therapy situation appears simplistic. To fully answer the question whether this blueprint offers a therapist either they need to mete expose their customers it is definitive to have a sound knowledge of the theory, and identify the successes and drawbacks connected with this. In the 1950s Carl Rogers gained cheers for publishing Client Centred Therapy and for his buy the farm on the Person Centred approach. Rogers work is still valued and forms the basis for many theoretical and practical approaches to counselling. Rogers work was classified as a Humanistic Therapy and fits wit hin the three master(prenominal) forms of psychological therapies today, which atomic number 18 listed below* Behavioural Therapies* Psychoanalytical and Psychodynamic Therapies* Humanistic TherapiesPerson Centred counselling was based around three core conditions, devised by Rogers1. Unconditional Positive move2. Genuineness/Congruence3. EmpathyIt is subscribe toed essential for all counsellors to display these attri alonees and to consistently provide these to each lymph gland irrespective of circumstance. The Person Centred approach views the guest as their ingest best authority on their own experience, and it views the client as being fully capable of transactling their own potential for growth. It recognizes, however, that achieving potential requires favourable conditions and that under obstinate conditions, individuals may well not grow and develop in the ways that they otherwise could. In particular, when individuals are denied acceptance and haughty forecast from others, or when that positive regard is made conditional upon the individual behaving in particular ways they may begin to lose touch with what their own experience means for them, and their innate tendency to grow in a direction consistent with that meaning may be stifled. This does offer a unique perspective for both client and therapist to book an unlocking of the clients genuine self.The premise of this theory is that human beings are innately good and disposed free opportunity they volition strive for goodness, further reaffirming the core conditions. If we believe that humans are good, we should always be able to supply unconditional positive regard, congruence and empathy. The role that theory plays in the process and protrudecome of counselling has been a subject of discussion, for al nearly as long as counselling has been a profession. While schools of therapy have argued that diametrical theories produce differing and n unmatchablequivalent outcomes, this position h as been challenged on numerous occasions. Fiedler (1951) first observed that therapists of differing orientations were very similar in their views of the ideal therapy. Then Sundland and Barker (1962) reported that more than experienced therapists tended to be more similar, regardless of their theoretical orientation. In their extensive review of the subject, Gelso and Carter (1985) countryd that most clients will profit about equally (but in different ways) from the different therapies.They go on to suggest that the effect of process and relationship do differ among therapies and that some clients may do better with one approach than with another, based upon these two factors. Finally, Stiles, Shapiro and Elliott (1986) concluded that (a) common features shared by all psychotherapies underlie or override differences in therapists verbal techniques and (b) these common features are responsible for the general equivalence in effectiveness (of therapies). Process and relationship m aybe considered as relevant as theoretical conceptualisation of a given problem. One lavatory assume that a counselling process must be structured for each client irrespective of what theory you adhere to. The work of Rogers does do this by using the core conditions, however arguably less so than other theories due to a lack of distinct techniques. Hough et al put up the following for a successful counselling relationship to occur 1.Establish a safe, trusting environment as outlined by Carl Rogers creating a relationship with the client which is in line with the core conditions. 2. Clarify Help the person put their concern into words. As the person centred approach maintains this is how a client would be assist by being predominantly talking and the counsellor mostly listening.3. Use Active listening find out the clients agenda, what do they hope to achieve by coming for counselling. a) Paraphrase, summarise, reflect and interpret To ensure that there is a greater understanding of what the client is trying to say. b) Focus on feelings, not events counselling is transaction with emotional and moral health, so it is important to unpick the feelings rather than to skim over them, like a layperson would do. 4. Transform problem statements into goal statements allow the client to depict a plan towards attaining their goal. 5. Explore possible approaches to goal, to narrow and deliberate their choices. 6. Help person choose one way towards their goal which is feasible. 7. specify a contract to fulfil the plan (or to take the next step). 8. Summarise what has occurred, clarify, and get verification from the client that this is still their goal. 9. Get feedback and confirmation that the goal dust as before. Ultimately as with all the Counselling paradigms it is key to enable the client to gain control of their own life and reach their own conclusions. The main paradigms underpin the processes of counselling usually, however the lesser known models are also u sed.If this washstand be agreed upon, this might suggest that the Person centred approach does fulfil the needs of a therapist when diagnosing a problem and creating a plan where they are guided but the content is filled by the client. The Person Centred approach also gave rise to the concept of The organismic Self a state which is considered to truly be intact for a short space of time, in basic terms this is a descriptor of our pure selves, being exactly as we are without external influence. This theory tracks our human experience and maintains that this soon becomes weakened by what is called the Self Concept. Self Concept is the term given to explain outside influences on the Organismic Self. It could be said that the battle contact by who we authentically are as heap and what the world and significant people around us feel we should be is what causes us to feel lost. If we think of the Organismic Self as being at one with ourselves and feeling that who we are, what we do and our general feeling of inner harmony as being comfortable, the opposite is straightforward of the Self Concept, this is generally a feeling of awkwardness, feeling lost, unreal and can result in later life as a crisis.Humanistic approaches in general are concerned with topics which are meaningful to human beings which makes it especially good as a theory for counselling. Humanistic approaches are also considerate of subjective experience and unpredictable events which occur in human waits. Does this then suggest that the Person centred approach is flexible and allows the therapist to address all matters which may arise rather than, comparatively using a CBT(Cognitive Behavioural Therapy) approach which focusses solely on the present. As a composite of the Person centred approach and general Humanistic theories, it is important to let in the concept of Self Actualisation. The phrase was first coined by Kurt Goldstein, but is perhaps better known as associated with Abraham Masl ow and his hierarchy Of Needs and is defined as below .the thirst for self-fulfillment, namely the tendency for him the individual to become actualised in what he is potentially.This tendency might be phrased as the desire to become more and more what one is, to become everything that one is capable of becoming. In reference to his Hierarchy of Needs theory, Maslow advised that only 1% of all people are self-actualised which would infer the need for counselling assistance to be great. As mentioned above the flexibility of this approach may be deemed to allow therapists to treat a vast number of clients, as the growing need for counselling emerges. The non-intrusive nature of the therapy a the relatively comfortable set-up of the counselling sessions within the Person Centred approach highlights how easy it is to apply this approach practically. We certainly know of the efficacy of the Person Centred approach, in its comtinued use in modern day therapy, however we must consider the strengths of other currently used approaches to illustrate where the Person Centred approach could improve.I have chosen to use the Psychodynamic approach to explore this. One of the strengths of the Psychodynamic Approach is that it provided a valuable insight into how early experiences or relationships can affect our adult personality. One of the examples of this is that fixations can be caused at the Oral Stage of psychosexual ontogenesis such as being separated from the primary caregiver too early. These fixations can then lead to psychological problems. Supporting evidence for this strength was carried out by Jacobs at al (1966) using Rorschach inkblots to compare the orality of smokers and non-smokers. It was found that smokers emerged as being significantly more oral.Another strength of the Psychodynamic Approach is that it is the first approach to try and attempt to explain mental illness in psychological terms and has had an enormous influence on the understanding and trea tment of mental disorders. An example of this is Psychoanalysis and Dream Therapy which aims to make the unconscious material conscious so it is easier to deal with as Freud believed that dreams showed our hidden desires. Evidence to support this was carried out by Sandell (1999) who studied the symptoms of more than 700 patients before and after three years of psychoanalysis and found that patients had significantly fewer symptoms after the therapy.The Psychodynamic Approach also displays weaknesses, in that most of Freuds is based on findings of case studies, and anecdotal references where cases are often unique and there are problems with generalisation.Like the Psychodynamic Approach, the Person Centred approach does not tin the importance of historical and small fryhood events. This is highlignhted in their subtheory Conditions of worth which are defined as restrictions imposed on self-expression in order to earn positive regard, which are not in and of themselves a bad thing , however it is possible for these conditions to be overused that they can begin to be a problem. For example a child will seek to satisfy the condition of worth imposed by their parents without realising, parents may create more complex conditions for gaining their attention. As children grow they learn a new set of rules for gaining attention, the best predictor of consequence for behavior is past experience. As such a child may learn that to receive praise from their Father is to get good results at school or join the football team. From another perspective, a child may learn that they get more attention when they fail at something or are feeling sad, as opposed to when they are successful and happy. They may also find that they are surrounded by more friends, more often when they behave in a particular way or indulge in particular activities that are pleasant.By the time an individual reaches their teenage years, most people have a complex system of rules to abide by if we want to receive love, praise and positive regard from others. Slowly this system of conditions of worth works its way into a persons overall way of viewing the world they live in. They adopt these conditions as their own values, blocking out the true organismic values that comprise who they really are. As their real self is blocked out by this take system of values, incongruence results. The rules for love and positive regard lead them to live a different life, a life incongruent with who they really are, a life that does not satisfy all their other needs and tragically, often doesnt even truly satisfy their need for positive regard. Due to this, people can become unhappy, anxious and depressed, but often they only try to revise and change the conditions they are using for positive regard.They may change their veneer, but not the root of the problem. They only shift the contents of their complex system of worth rather than trimming it back and exposing their real, true values. Its this latter state that Person Centred therapy seeks to create, allowing the counsellor to simply try to remove any conditions of worth from their relationship with the client. They offer only unconditional positive regard. This creates an environment in which a small crack is placed in the persons overarching system of conditional worth. In such an environment the person can begin to acknowledge and understand what it is they truly want and need.These values are always trying to be heard, but are blocked out by our complex set of constructs we use to try to gain conditional positive regard. Person centred therapy simply creates a place where this system is pushed back, and ones true values can emerge. A person is then free to consider who he is and what he wants, without the threat of a loss of positive regard. No matter what is said, he can expect unconditional regard. Overall this subtheory shows a consistency throughout the Person Centred approach, tying the main premise of the core conditions to the way in which each client is treated.To conclude my assessment of the usefulness and effectiveness of the Person Centred Therapy, I hope to have demonstrated my current level of understanding regarding this subject and illustrated how it can be used practically. It is clear that the current and continuous widespread use of the Person-Centred approach attests for its effectiveness in practice. It is good and justified to always focus on the client and their journey through whatever problems they are facing and this particular approach maintains the therapist in doing so. I believe that the most effective method of treating patients is that adopted by Chrysalis, a multidiscipline approach, whereby one can amend the tool used based upon the presented problem.ReferencesWebsiteshttp//www.bapca.org.uk/http//en.wikipedia.org/wiki/Person-centered_therapyhttp//en.wikipedia.org/wiki/Self-actualizationhttp//wiki.answers.com/Q/What_is_organismic_selfhttp//www.person-centered-th erapy.com/conditions-of-worth/TextsEdward L. Deci, Richard M. Ryan (1985) Intrinsic Motivation and Self-Determination in Human Behaviour springer Publishing.

Research Study on Gender Bias in Education Essay Example for Free

Research Study on Gender Bias in Education EssayThese instructions were used as a form of head game to prove my hypothesis. My hypothesis was that wo men would be more affected by this deception than would the men. My results proved otherwise. Results showed there was little deviation in the personal manner the women and men performed on these tests on either version. The ANOVA testing showed these clear results. Does Performance Reflect Success? Gender biases ar present in the Ameri freighter culture. Women are range in a stereotype as the one to stay at home cleaning and cooking while men are believed to throw to use up home the paychecks. How we live though is non the only area with grammatical gender biases.There are biases when it comes to sports, who can do what jobs and even reading. Women are believed to be bettor at the education aspects having to do with words and comprehension while men are believed to be better at numbers or mathss. In the search conc eption there is more than controversy on whether the bias presented is true or not. Researchers have not been able to support this belief or slew it due to the some(prenominal) conflicting results. A study done with the purpose of determining whether gender expectations still exist in present time, resulted in the predilection that more and more genders are becoming equal in education (Jordan 2008).It was found that both sexes are more likely than ever to complete their gamey school education and even be able to obtain exalteder degree. The study also showed the gender gap in scores on the subject field Association of Education Progress becoming more and more narrow over time. Jordan does not refute the idea of gender bias in education but supported the idea that it is diminishing. These two researchers on the other hand, Fisher (2008) and Johnston (2005), have studies supporting their beliefs that gender biases in t distributivelying are simply a myth.Both constructed resear ch to support the idea that neither females nor males perform differently according to gender expectation or that these gender expectations are implemented at totally. Fisher more, specifically, researching in math and Johnston in math and education. Chapman (2012) and Goetz (1996) though, both have studies that seem to prove otherwise. Chapman conducted a study, in Canada, which lead to the belief that gender discrepancies in t apiece(prenominal)ing and education focus more positively on females. Chapman believes males are the ones taking losses in education expectancies.Goetz on the other hand, researched and came up with results which conduct him to believe American educators focus their attention more on males allowing them a positive advantage. After learning so much from previous research it can be accurately inferred that the gender bias in education does exist. A psychologist, Ghandi (2006) stated in his study the accuracy behind the bias. He used this truth to conduct a study in which he found that women not only believe the bias but are subject to it when they are told they leave alone fail due to their gender.This particular study is what laid down the foundation for my research study. All of the above researchers k unexampled the biased existed and all tried to support it or disprove it. This research project has one purpose to find out not if gender biases exist but whether women are affected by these gender based expectations more than men. In m each colleges and universities women are very comfortable with their gender they are powerful, and successful. There are clubs devoted to womens sexuality, success, and even spirt senses.There are awards given to women who have gotten superior grades, been offered great jobs, or are simply a success. Knowing this, what I want to learn is whether these women who are so highly praised and allowed the same success as men are still subjects to gender based expectations, more specifically in learning and education. In my study I will be deceiving the histrions into thinking that only women will be successful in this study or to another group I will be saying only men will be successful. The way this will be done is by using simple high school aim math tests. Before he test I will be falsely informing half of my musicians (equal number of females and males) that only men will pass this test, and then I will repeat this with the other half of my participants but falsely informing them of the opposite. The fact that I will undertake on womens vulnerability will allow me to learn whether these very empowered and successful women will still be so after world told they will fail before even trying. My hypothesis is that these women will be affected by such a statistic and depending on the false statistic they get, they will occupy it. Methods ParticipantsForty eight undergraduate volunteers (24 males and 24 females) from Bryant University took part in this study. The average age o f participants was recorded at 20. 22 years (SD=1. 13). No cultural or ethnic backgrounds were recorded. With help from different psychology professors a general description was given out within psychology classes and volunteers were recruited. To these participants in particular extra credit was allotted. The rest of the participants were recruited through word of mouth and e-mail in which they were once again given a general description of the study and regarded whether they would be impulsive to volunteer.Each participant was tested individually and required approximately 15 minutes to complete study. Materials The study consisted of participants completing a standardized math test, quadruple survey questions, and a deceptive article which can all be found in the appendix. The math test was found in an SAT math test practice site. This math test worked as the channel for the dependent variable (result on the test). The survey questions asked were simply used for collecting inf ormation. The questions did not ask sensitive information or anything that would put any participant at risk.Finally, the short article was written by myself and is completely fictional. It falsely informed the participants on information regarding SAT tests and reported false statistics on men outperforming women for half of the studies and the opposite for the other half. This was used as the deception part of the research which inconspicuously provided the participant with the independent variable (whether females or males pass this test) Procedures Forty eight students were recruited (24 females and 24 males) from Bryant University as the participants of my study.They were all recruited through psychology classes in which Professors gave a drawing overview of what my study entailed and from there proceeded to recruit. The participants recruited in such a manner were rewarded with extra credit points in their class. The rest of the participants were recruited through word of mou th and group e-mails. With each participant recruited I have a brief explanation of what the study was comprised of, what it entailed, and more specifically what each participant would have to contribute. Once I recruited all participants which were necessary I began the research itself.At the start of their participation, each participant was handed a consent for in which they were asked to read thoroughly and if they agreed to the foothold and conditions they were to sign and date. In the consent form participants were informed of their ability to leave the study at any time, their entitlement to any information and debriefing, on the confidentiality of the study and many more safety operators. To show the validity of the form I signed and dated on the same page each participant did right in front of them.Each participant agreed to the consent form allowing the study to continue. Once the consent form process was finished I would hand each participant the study packet. At this p oint they were told that each study was to be completed alone. The packet started off with an article which was entirely false and used to give off each participant. On it there was made up information on the performance of genders on the SAT test throughout the past years. Each participant was informed that they would not be able to continue with the packet if they did not read these instructions.Once the instructions were read each participant could continue to the adjoining section which consisted of the survey questions. These questions were purely used to collect data for analysis. Once the second part was completed each participant would continue on to the math portion of this study. The math portion of the test was a high school level standardized math test previously tested by college level participants. Each participant completed the math portion and would come to me to hand it in. when each individual would approach me I made sure to let them cognize the true nature of the study and informed them of the deceit.It was very important that no participant left the study with the false idea of one gender outperforming the other. I made sure each participant was thoroughly debriefed and had any questions they had answered. Results The data were analyzed using an ANOVA with the alpha level set at . 05. The main effect of gender participation was not strong, ? (1,44)=. 12, p=. 73, ? 2=. 003 and the main effect of gender test taking was not significant, ? (1,44)=. 00, p=1. 0, ? 2=. 00. However, the interaction between the gender participation and gender test was marginally significant, ? (1,44)=2. 97, p=. 9, ? 2=. 06. Figure 1 shows a cross-over interaction in which the two variables most perfectly interact. My hypothesis stated that womens scores would be more affected by the test gender and the deception then would the mens. The results of the tests did not vary according to the gender of the participant or gender of the test. My hypothesis was not supported by the above data. There was, however, a notable factor in the results and the fact that they were similar in score for both genders. Discussion No significant main effect for test gender or participant gender occurred in this study.When taking a math test right after reading a deceitful article about the tendency of males or females to outperform the opposite sex, neither genders score seemed to be affected. This particular result is not what I predicted in my original hypothesis. Straying away from my belief that women would underperform the men once they were deceived into believing they would be outperformed, the results disproved my hypothesis. This outcome is consistent with the research of Fisher (2008) and Johnston (2005) in finding there is no significant gab in the performance of females and males in the subject of math.The results are not consistent though with those findings by Ghandi (2006) a researcher whose findings state that women do mischievously on math when they are told their gender is to blame. Some factors which may have led to the inconsistency between my hypothesis and my results can be attributed to the limitation when conducting this research. organism part of such a bantam university, my research was very limited in the sample size it could use. Three thousand undergraduate students was a small population to choose effective forty eight participants from.This also lead to what I believe was a biased sample since each and every participant was also my friend. The fact that the participants had a relationship with me could have caused an over performance level which would not usually happen. Some internal validity which should be looked at was the fact that many variables were simply not recorded. These factors include the race and ethnicity of the participant, whether English was their native language, if they understood the deceiving article in the start, and whether they understood every question asked in the math porti on.Another internal validity factor is the way in which data was recorded. If this study were to be repeated, observation should definitely be an alternative way of recording data. There was so much happening as I observed each and every participant complete my study. Participants would get frustrated or smile the whole way through. Sometimes they would try to help each other out when I looked the other way or simply just guessed the answers since they did not want to be taking a math test.Using a standardized that does not give anything in return to these participants, should not have been my only source of data since it was not the best way to find results. Regardless of the limitations, new studies and research in the field of gender differences in education have resulted with outcomes very similar to mine. Although my hypothesis was not supported, the consistency it has with the studies of Fisher (2008) and Johnston (2005) only come to show that this study will be supporting muc h research in the psychology world.My results will be one more way to support the idea that there is little or no difference in gender performance in math. In addition to replicating my results, future research might extend the finding by examining other subjects in the world of education. Expanding the testing to be possibly in language, critical thinking, sciences and also math may give a better understanding on whether there is a discrepancy in womens performance when they are told they are going to fail. Future research might also want to expand their sample by moving to younger generations in school, possibly in igh school, and older generations in and out of school. By doing so the outcome may result more accurately and allow a better understanding of the prediction. In conclusion, gender performance on standardized math tests do not have a need link to the subject or the belief that one gender will outperform the other. After testing 48 participants (24 female and 24 male), giving each the same exact standardized math test but deceiving each to think they would outperform or underperform the opposite sex, no gender seemed to rightfully outperform. Each gender resulted close to equal.The results did not support my hypothesis but it led the way to a new hypothesis and a completely new approach to this study. References Goetz, J. (1996). In Education Expert Classroom Gender Bias Persists. Cornell Cronicle. Retrieved from http//www. news. cornell. edu/chronicle/96/4. 25. 96/gender. html. Jordan, J (2008) The Myth of Gender Bias in School. Retrieved March 8, 2012. From http//www. parentdish. com/2008/05/20/the-myth-of-gender-bias-in-school/ Fisher, M (2008) Study No gender differences in math performance. University of Wisconsin-Madison News. Retrieved from http//www. news. wisc. edu/15412Johnston, T (2005) No evidence of innate gender differences in math and science, scholars assert. Stanford University News. Retrieved from http//news. stanford. edu/news/ 2005/february9/math-020905. html Gandhi, U. (2006) Gender bias in math skills doesnt add up, scientists say. The Globe and Mail. Retrieved from http//www. theglobeandmail. com/news/technology/science/article197902. ece Chapman, A. (2012) Gender bias in education. Research Room. Retrieved from http//www. edchange. org/multicultural/papers/genderbias. html Table 1 Cross over interaction pic Appendix Survey questions Male/ Female (circle one)Date of abide __________ Anticipated graduation year __________ Have you ever taken a standardized test (example SAT) Math questions (standardized test) http//www. majortests. com/sat/problem-solving-test01 1. Of the following, which is greater than ? ? picA. 2/5 picB. 4/7 picC. 4/9 picD. 5/11 picE. 6/13 2. If an object travels at five feet per second, how many feet does it travel in one second? picA. 30 picB. 300 picC. 720 picD. 1800 picE. 18000 3. What is the average (arithmetic mean) of all the multiples of ten from 10 to 190 inclusive? picA. 90 picB. 95 picC. 100 picD. 105 picE. 110 4. A cuboid block of metal weighs 6 pounds. How much will another cube of the same metal weigh if its sides are twice as long? picA. 48 picB. 32 picC. 24 picD. 18 picE. 12 5. In a class of 78 students 41 are taking French, 22 are taking German and 9 students are taking both French and German. How many students are not enrolled in either course? picA. 6 picB. 15 picC. 24 picD. 33 picE. 54 6. If f(x) = (x? 50), what is the value of f(-5) ? picA. 75 picB. 25 picC. 0 picD. -25 picE. -75 7. ( v2 v3 )? = picA. 5 2v6 picB. 5 v6 picC. 1 2v6 picD. 1 v2 picE. 1 8. 230 + 230 + 230 + 230 = picA. 8120 picB. 830 picC. 232 picD. 230 picE. 226 pic 9. Amy has to visit towns B and C in any order. The roads connecting these towns with her home are shown on the diagram. How many different routes can she take starting from A and returning to A, going through both B and C (but not more than once through each) and not travelling any road twice on the same tr ip? picA. 10 picB. 8 picC. 6 picD. 4 picE. 2 pic 10. In the figure above AD = 4, AB = 3 and CD = 9. What is the area of triangle AEC ? picA. 18 picB. 13. 5 picC. 9 picD. 4. 5 picE. 3

Strategic Management Analysis Of Telecom Industry Commerce Essay

Strategic Management psycho abridgment Of Telecom Industry Commerce Essay persona The paper aims to emphasize a positive change toward the strategical vigilance and decision making. It brings give away a few lacking that atomic number 18 important to have sex for the industry.Design/methodology/approach The paper opted for an exploratory study including interviews and group backchat with employees representing middle and senior perplexity. Data is increased by applying the analytical overlyls, the descriptions of immanent processes, and brass sectional mental synthesiss, magazine articles and the web.Findings The paper provides practical understandings about the strategic attention depth psychology and organizational social structure.Practical implications The paper includes on the nose analysis of the various factors that wishing to be catered for. That includes SWOT analysis of the organization and deep study of structuring of organization.Originality/value T he paper fulfills the need of exploring the strategic management and organizational structure study.Keywords Strategic Management, organisational coordinate.IntroductionTelecom industry is the collection of all industries and companies providing phone help, info or entertainment to consumers and businesses. It is the fastest development industry in Pakistan and with highest per year development rate in tele-density Worldwide (Atta 2008b, P.1 of 1) it has become a backbone in Pakistans economy. Telecom industry provides many employment and investment opportunities due to high revenues generated via humongous number of telephony subscribers. Along with opportunities, this industry withal provides vast facilities to communicate and connect globally in a better, reli adequate to(p) and modern manner.Background telecom services in Pakistan were started in 1947 when Posts Telegraph Department was created. As an extension, Pakistan Telephone Telegraph Department was established in 1 962 to provide fixed telephone services.Pakistan tele intercourse Corporation (PTC) started under PTC Act 1991. This overlapped with the Governments competitive policy and encouraged the participation of the private area, resulting in award of licenses for card-operated pay phones, cellular companies, paging and, lately, data communication services. Pursuing a progressive policy, the Government announced its plans to privatize PTCL in 1991.In Pakistan, the Pakistan Mobile communications Ltd (Mobilink) started its operations in 1994. Mobilink ( footslogger of the Orascom Telecom Holding) with more than 31.6 one gazillion million million subscribers is Pakistans leading cellular and Blackberry service provider. Other major competitors are Telenor 23.4 million, and Warid (Abu Dhabi Group) 16.38 million, Ufone 18.93 million and Zong (China Mobile Company) 6.76 million. By April 2010, there were 97.6 million mobile phone subscribers in Pakistan. PTCL launched its mobile and data servi ces firms in 2001 i.e. Ufone and PakNet respectively. In 2006, Government of Pakistan decided to privatize 26 % of PTCL. Etisalat, with a commodious margin in the bet was able to get the shares.PurposeThe purpose of this report is to understand the organizational structure and strategic management process by utilizing analytical tools- SWOT analysis. Improvements in strategic management process and decision-making will be suggested.Aims and ObjectivesConduct interviews and discussions with middle and senior level management military unit from the telecom industryConduct SWOT analysis over feedback received from the interviews and discussionsStudy the organizational structure of Telenor and UfoneReach out mobile subscribers to get feedback and to help define QoS targets and KPIsProvide suggestions about improvement in strategic management process and decision makingScopeSurvey Design questionnaires and conduct interviews with middle and senior level managementData Analysis Tools St rength Weaknesses Opportunities Threat (SWOT)Organizational twist Vertical Differentiation (Hierarchical Levels, Span of Control, Integrating Mechanisms, Centralization and Decentralization, Standardization and Mutual Adjustment and Professionalism)Research Methodology schedule/Literature reviewsThe first method we adopted in the follow outation of our research methodology was reviewing work already do in the field closely resembling our analysis. This was done on the basis of multiple documents most notably of other telecommunication companies and analysis done on the basis of different circumstances factoring in the companys strategic management and decision making process.Mixture of Quantitative and qualitative SurveyThe purpose of qualitative analysis is to get a complete detailed description whereas in quantitative analysis we classify features, count them, and even construct more complex statistical models in an attempt to explain what is observed.Qualitative analysis allows for fine distinctions to be drawn because it is not necessary to shoehorn the data into a finite number of classifications. It is also used to investigate the whereforeandhowofdecision making, not justwhat,where,when. This also justifies the reasoning behind getting smaller but focusedsamples rather than getting larger samples.Quantitative analysis basically leads to the systematic empirical investigation of social phenomena via statistical, mathematical or computational techniques. Its main objectiveis to develop and employmathematical models,theories and/orhypothesespertaining to phenomena. In easier terms it basically means that quantitative researcher asks a specific, narrow question and collects numerical data from participants to answer the question.Official Perception surveysThese surveys will be qualitative surveys conducted on the basis of in cultivateation gathered by senior officials from managerial level employees in the telecommunication industry. These surveys will be in the form of descriptive questions and will be used to analyze different factors involved in the companys decision making process.This analysis will be done in the form of Key Informant Interviews and will be held taking into account a senior officials own analysis of the companys strong and weak points.Customer happiness SurveysThese surveys will be quantitative surveys distributed amongst people in the form of questionnaires. This will be done in the form of Random Selection Surveys hence to cut through major portion of our required research.Literature ReviewStrategic Management ProcessStrategic management process defines the strategies of the organizations. It is the process by which managers choose a set of strategies for the organization that will assist it to achieve better performance and QoS targets. Strategic management is an ongoing process that has three main stages namely strategic formulation, strategic implementation and evaluation. Organizations use strategic ana lysis tools for the strategic management processOrganizational StructureOrganizational structure determines hierarchy and the insurance coverage structure in an organization. These may be classified into different types based on a variety of things mainly scale of the organization and the scope of its operations. Traditional structure organizations are based on working(a) variableness and departments, various types of structures under these structures are Line Structure (Used in Small Organizations), Line and Staff Structure (Used in Large Organizations), and Functional Structure (Division based on the functions a person perform). Divisional structured organizations are based on functional division and departments they have. These may be classified as Product Structure, Market Structure and Geographic Structure. Some other kinds of organizational structures are Matrix Structure, Network Structure and Team Structure..Literature review has been conducted for this research article t o understand the concepts underlying strategic management process and the organizational structure. This will help to carry out the required work of survey, SWOT analysis, and for making the suggestions based on the conducted research.ResultsStrategic Management ProcessStrategic management involves managers from all levels of the organization to formulate and implement strategies to provide superior fit between organization and its environment to achieve set goals of the organization. This involves action and decision-making. Three stages of strategic management process are strategic planning, implementation and evaluation. The nine steps encompassing these three stages are Assessment, Strategy, Objectives, Strategic Maps, Performance Measures, Initiatives, Automation, Cascade and Evaluation. The process give the sack be described by the feed in chart presented in figure 1 below infix Strategic Management ProcessStrategic Management Process is accompanied with SWOT analysis, whic h provides data to formulate and implement strategies and changes to achieve the target goals and QoS. SWOT analysis helps to examine internal (strength and weaknesses) and external (opportunities and threats) elements of a business. SWOT analysis can help the management team in a business to discoverWhat the organization does better than the competitors do?What competitors do superior than the organization?Whether the business is making most of the getable opportunities?How a business should react to changes in its external environment?SWOT analysis for Telenor Pakistan and Ufone Pakistan has been conducted as case study.SWOT Analysis of Telenor PakistanTelenor Pakistan is a possession of the Telenor group, an transnationalistic service provider in terms of voice, data plans and communication services across Europe and Asia. It is amongst the largest mobile service operators in the world over 179 million mobile subscribers (2010). Telenor Pakistan has recently reached the landma rk of 30 million subscribers in Pakistan. It is now second in terms of market share in Pakistan after Mobilink. brass study of SWOT analysis for Telenor Pakistan has been discussed as followsStrengthsTelenor introduced the concept of Mobile TV for the very first clipping in PakistanTelenor provides desirable packages for every(prenominal) market sector like djuice for youth and price conscious class and persona for upper and elite classState of art technology like the latest thermionic vacuum tube fiber optical networkTelenor Pakistan stands at number 2 in terms of market share and reportage after MobilinkTelenor Pakistan introduced the concept of free international roaming during Hajj programTelenor operate with more than 30 million subscribers all over the PakistanWeaknesses in that respect is no institute in Pakistan that provides formal education in the fields of networking and other core technical foul capabilities so Telenor needs to have a major formal of their personnel trained from institutions outside of PakistanThe node service centers are not coming up to national and international standards as most of the customers calls go unattended because of the poor call center performanceThe prepaid connection provided by Telenor Pakistan is comparatively expensive compared to other competitors like Warid Telecom and Ufone PakistanDue to the buffering problem, Telenor mobile TV has poor visual qualityFranchise dispersion system is not up-to standards- This stands as the common problem for all mobile services operators. Record keeping is also an associated problemOpportunitiesParticipation within the growing Telecom industry and extension of coverage areaAttract more subscribers and increase market shareProduct line and packages expansion focusing at various age groups and social classesCost discount strategiesProduct innovation and attractionTo become customer size specialistThreatsMonopoly of PTA and inclination towards state have telecom service pr ovidersAt any time PTA can modify the services of telecom sectorCutthroat competition operating in kinked carry oligopolyImplementation of WTO policies will result in open competitive pricing in services sector exclusively in telecomThere is an derangement between prices of inputs outputsSWOT Analysis of Ufone PakistanUfone is a Pakistani GSM cellular service provider, a subsidiary of Pakistan Telecommunications Company Limited. Its operations started from Islamabad on January 29 2001. Ufone has progressed and attracted customers and grow its coverage area by adding new cities and highways/motorways. After the privatization of PTCL, 26% shares of Ufone were sold to Etisalat. Around $65 million rupees have been invested by Ufone to setup its up-to-date technical infrastructure to provide fast data services and high quality voice. On its establishment, Ufone cater most importantly for the middle class, by announcing low rate and different packages with Urdu names like Jazba etc. Ufone has extended its customer support in a very planned and appropriate manner with a strategic network of dealers and outlets for people.StrengthsUfone is host to value added services and data connectivityUfone offers the most reasonable prices for its usersUfone represents as the subsidiary of PTCLPrepaid roaming in Pakistan was first launched by Ufone along with the multimedia system Messaging Service (MMS) and GPRS servicesUfones Prepaid packages are now considered to be one of the most favorite packages by the youth marketGPRS Roaming facility is visible(prenominal) across 85 countries with more than 115 Live OperatorsUfone has got the best e-marketing department in competition to the other mobile operatorsWeaknessesUfones biggest weakness is that it cannot meet the demands of its customersCentralized structure of the organization has failed to provide proper direction over instruction and policiesUfone is not close to expected profitabilityIt is a subsidiary of PTCL so it is dependent on PTCL and government for policiesThe franchise network of Ufone is not able to meet the demand of increase number of mobile subscribersUfone has not provided innovative services to its subscribers compared to other operatorsIts coverage in South region is quite good but in north its coverage is poorUfone got some internal problems after its privatization to Etisalat when some employees became worried with the pay scaleOpportunitiesUfone has enormous ability to expand globally, but since it is a government owned organization, the economic situation in Pakistan does not permit thisWith the precise marketing strategy and planning they can gain much more subscribers marketThe demand for value added services in increasing with development in the IT Telecom sector, Ufone should come up with improvements in its value added services in order to gain leading edge in the marketUfone kiosk can be launched to enable services like ATM machines for Ufone customersUfone should exp and their Franchise network in remote areas to provide competition to Mobilink and Telenor which are constantly increasing their franchise networkUfone should expand its network coverage to the Northern areas of the country as well with the reason that in those parts of the country not too many companies are giving services and if Ufone gets success in providing its services there then it will definitely attract a huge chunk of people and its number of subscribers can increaseThreatsGovernment interference in terms of taxesPTCL should provide more financial support to Ufone to enhance profitability of its subsidiary companyBeing a responsibility, Ufone is supposed to provide good pension benefits to its employees, which sometimes appears like a great idea, but they are now approach problems as large amount of people are beginning to collectUfone, like many large companies with quality employees healthcare welfares, is suffering from a large financial hitSome pressure groups are ob jecting on the towers that are installed in domestic areas. According to their point of view it is not good for health for the people who are directly exposed to the radiations caused by the towersPakistan is experiencing serious problems regarding the economy now days which will ultimately also affect Ufone. The current downswing in market is not beneficial for any sort of business may that be telecommunicationOrganizational StructureOrganizational structure defines the reporting and hierarchical structure in an organization. Literature review presents an explanation about the organization structure and the different types of it. Case studies of Organization structure for Telenor and Ufone Pakistan will be presented here.Organization Structure of Telenor PakistanThe organizational structure of Telenor Pakistan is functional structure. The key features are listed as followsThere are eightsome departments, Finance, Customer Services, Commercial, Technical, Information Technology, Hu man Resources, politics and Legal Affairs, each supervised by a Senior Executive Vice President or Executive Vice President. Each of these departments follow a flat structure to boost mutual processes and co-operations between lower staff and managersEach department has several sections and a manager is in-charge of each section. He controls the overall operations of that sectionResponsibility of each executive in charge includes all the services that are related to himWide span of control in entire organization makes it convenient for the lower staff to reach top managers and boost coordination between themThe categorized stages of organizational chart of Telenor Pakistan is shown in figure 2 below, the complete organizational structure has been attached as appendix AFigure Categorized Stages of Organizational Structure of Telenor PakistanThere are seven categorized levels. Tasks and duties of each person is evidently defined at the time of joining the organization. Duties can b e changed later, but staff has good knowledge about their hypothesise responsibilities from the time they join the organization. There is no communication or motivational issues because of the layered structure and the open culture prevailing at each stage. There are no examples of de-motivation however in certain areas like Customer Relationship Department or Customer Service Centre different customer queries and objections can raise frustration levels when qualities of service targets are not being met. Managers in these sectors interfere to solve problems.On every occasion an employee has an idea, he/she is stirred up to approach the management or people at higher level of hierarchy and share it with them. Boxes are also situated at various places where personnel leave their ideas, suggestions and concerns. To stay anonymous is their legal right.The Communications Department tries to reach to certain decisions if the ideas can be executed and then debates them with the employee s concerned. There is also a formal platform at the group level known as SEED where innovation is encouraged and new ideas about revenue concepts and cost metier can be discussed. Employees are welcome to contribute and submit their innovating ideas. If the ideas that are shared are feasible then they are executed in the organization. Employees are then rewarded accordingly for their helpful contributions.Organization Structure of Ufone PakistanThe departmental and organizational structure for Ufone Pakistan has been shown in figure 3 belowBoard of DirectorsCEO devise DirectorMarketing SalesFinanceInformation SystemCustomer CareEngineeringQualityAssuranceInformation technologyHRAdminFigure Organizational Chart of Ufone PakistanThe organizational structure of Ufone Pakistan is hybrid in nature where there is a formal control on every employee in the organization. The cosmic string of command is decentralized and each personnel in the organization have his/her own tasks and respons ibilities, which he/she has to fulfill.The key characteristics of the Organizational Structure are as followsUfone has a lean or horizontal structureThe company has a decentralized structure making the flow of information easy and simpleUfone has different departments where every department has its head and all heads are interconnectedConcept of departmentalization remains constantly in practice at UfoneDifferent departments work within their functional divisions to contribute towards the success of the business and to attain the set targetsUfone has 83 sub-departments that are working efficiently. All interact with each other towards the smooth running of the organizationThe organizational structure of Ufone consist of of Board of Directors who are reported by the Chief Executive OfficerCEO is a great supervision to the eight major departments of the company. These are Finance, Marketing, IT, Engineering, Strategic Planning, Human Resource, and Sales DepartmentsDiscussion and Refle ctive CommentsCase studies for strategic management process and organizational structure has been discussed for Ufone and Telenor. A coincidence between these two organizations has been made because these two organizations had remained in close competition to each other in terms of subscribers market. Recent reports have shown that Telenor Pakistan has passed the landmark of 30 million subscriber base having a market share of 26%. It has shown consistent growth due to the technological development and efficient strategic management process. On the contrary, Ufones market share in terms of subscribers has shown decline, which is now 19%. The major factor for this is the policy making at executive and senior managerial levels. Policy making for Ufone is generally done by officials representing the government as Ufone is a subsidiary of government owned Pakistan Telecommunications Company Limited. Besides this, at the time of privatization of PTCL, it was anticipated that PTCL and Ufo ne would be turned into large profit and efficient organizations, but Etisalat group could not bring about many changes towards the operational and strategic management process.Telenors subscribers base, technological growth, marketing and network coverage has surpassed those of Ufone with a significant margin and today Telenor is presenting close competition to Mobilink, which is considered as a mature organization in Pakistans Telecom Industry. An important distinction between Mobilink and Telenor is the postpaid connection base, which is normally defined by business and corporate users. Telenor lags behind Mobilink in terms of post-paid subscribers by a huge margin reason being that Telenors postpaid connection is expensive and provides much lesser value added services compared to Mobilink.In the discussion about organizational structure, a point worth noting is that Telenor has a functional structure where each department has a set of functions well defined. However, a interbr eeding structure combining both functional and horizontal structure is recommended as it can provide enhancement in coordination and communication between cross-functional teams and can also provide improved customer service. Besides this, the structure should be defined such that it is able to accommodate any changes that might seem appropriate. These changes can be easily accommodated in horizontal structure.Since Telenor is a part of Global Telenor Group, employee exchange program should be introduced at middle and senior level management in order to share the level of managerial and technical skills and expertise. Besides this, stock option could also be provided as a motivation to the employees.

Examining Cross Cultural Motivation in Employees

Examining Cross Cultural Motivation in EmployeesMotivation of employees is the essence for high performance in companies, which in wrestle looks the competitively of a company, in todays world where global competition is fierce oddly with Chinas growth. The poor performance of the atomic number 63an Ameri understructure countries on the in the buff(prenominal) hand, makes it much(prenominal) difficult for them to manage with China. These argon probably the consequences of extremely powerful cut into unions that ensure employment protection of employees. Employment protection economy, which is the set of rules on how to fire or carry an employee (Zientara, 2006), has often been the focus of studies explaining that its effect is high unemployment. However, no studies have been done on the effects of employment protection legislation on the attitudes and behavior of employees.On the another(prenominal) hand, Lebanon representing the Middle East is rargonly concerned with e mployment protection and labor unions have genuinely minimal influence in companies.So the offer of my paper is to determine whether employees in a country where employment protection legislation argon more make than a country with lenient regulations on employment protection. In order to achieve this meditate, I have conducted some in-depth interviews and prepared a questionnaire for companies of Lebanon Italy.In the end, the results of my study show that in fact employees that are highly protected by employment protection legislation are less motivated than employees where employment protection legislation is more lenient.Employees are the most(prenominal) alpha asset a company has, thitherfore motivating them is the best way to ensure high performance of a company and in turn addition the companies competitivity. Yet, westbound Europe is facing a period of crisis where productiveness is low and competitivity is decreasing. This is wherefore, it is essential to ensure th at all employees are motivated, which impart ensure an increase in productivity. Indeed, between 1980 and 1995, Europe had an average labor productivity growth of 2.33% and in 1995 to 2001, it fell 1.37% (Evans, 2004). This causes delocalization of many companies to cheaper and more flexible countries or major labor cuts increasing the already heavy unemployment rate which is at 7.8% in Europe, against 4.6% in the US and 4.2 in Japan, jibe to the European statistical agency. This crisis besides affects on employee need at work, where work loads increase to avoid employing new workers and therefore, avoiding all the complications of regulations. The actual situation in Europe is the consequence of powerful unions and precise unyielding employment protection legislation. On the other hand, in the Middle East, the labors have truly low employment protection legislation and labor unions have genuinely miniature influence. While the Middle East differs from Western Europe regardi ng labors conditions it as well faces problems regarding employees behavior. Performance isnt at its highest rate either and often companies face the problem of employees on the suppose(p) a minimum through and throughout the day. Both regions need to find a way to motivate employees in order to increase productivity. Yet, since companies in Europe take for granted and adapt to the employment legislation protection, the best way of ensuring productivity and therefore competitivity is by motivating employees to perform at the optimum take.A Cross-cultural study is necessary in order to understand better the causes and effects of low indigence. Therefore, I chose a region that could be recollected quite opposite from the Western Europe (Italy) The Middle East. Indeed, as depicted by Hofstedes 5 cultural dimensions, the 2 regions have different values. However, few studies have been done on the rate of demand and workers condition in the Middle East. One study entitled line of work Satisfaction and Employee Performance in a Lebanese Banking Staff (Abou Zaki Crosssman, 2003), analyzed job felicity of employees in a Lebanese bank, still it didnt embroil an analysis of employee motivation. However, studying whether or non employees in the Middle East are motivated and how to increase their motivation is crucial in order to understand how to increase performance.According to Nicoleth (2000), Italy, which is the Western European country I ordain be studying, has been rated as the third uncompromisingest country in term of employment protection legislation. Like other countries in Western Europe, Italys problem today is that it is losing its competitivity because laws of employment are excessively strict and wages are high. Since companies in Europe posteriornot change laws and cannot decrease wages, their only way of ensuring competitivity is by increasing productivity to a maximum. However, because employees in Western Europe are extensively protec ted, they perform just enough to guarantee that employer has no legal reason to lay them off. Therefore, productivity isnt at a level high enough to ensure competitivity. The only solution to encourage employees to be more productive would be to motivate them at work.On the other hand, Lebanon is the centerfield for the Middle East with an opening to the Mediterranean. Being a modern country with both(prenominal) local and international companies, it is interesting to study this country. Furthermore, even though there are a few employment protection regulations, protection is applied and respected to a minimum level in Lebanon. Within this context, it is normal that employees, especially part timers, arent motivated to perform at their best, knowing that they could be fired at any moment.The actual motivation level of employees in both countries leave be studied by using the Herzbergs Hygiene Theory. This theory will help me first of all to determine if employees at work are liv e up to or dis satisfied, from these results I will determine if employees need subjective or rather adscititious motivation. I am expecting to find that Italians arent dissatisfied but are not satisfied either. Therefore, they have a neutral attitude toward their jobs, whereas Lebanese employees experience dissatisfaction. According to these expectations, it is probable that Italian, overleap intrinsic motivation whereas Lebanese insufficiency both intrinsic and extrinsic motivation. The logic behind these conclusions will be discussed furthermore in my paper.H1 Italians need to be intrinsically motivated.H2 Lebanese need to be extrinsically motivated.The Job Design Theory will help me determine how jobs in each(prenominal) of the 2 countries should be designed in order to motivate employees. In order to do so, I will rank some characteristics that should be present in a job, according to the most motivating to the least motivating. The be will be based on the different inten sity of motivation felt towards the different job characteristics. The final part of my paper will include recommendations on the best way a job should be designed in Lebanon and Italy, in order to ensure motivation.It is measurable to add that I am considering only these 2 theories because they oppose best to the needs of my paper. Indeed, Maslows theory is not valid in theory and the ERG theory, is more valid than Maslows hierarchy, yet it also focuses on the needs of the employees only. The Goal Setting theory includes the motivational aspect of needs, yet is doesnt focus on the characteristics of the job. Herzbergs theory and the Job Design Theory best respond to the needs of this paper because both of these theories focus on characteristics within the job itself that can travel by to motivation of employees.Jumping to the definition of employment protection legislation, according to Zientara (2006), it is the set of rules on how to hire and/or fire rising from both the labor legislation and the collective bargaining agreements. Its aim is to ensure a skilful job for employees. Zientara explains that as employment protection legislation is stricter, shift an employee becomes more costly and therefore it damages the labor market performance.Therefore, the Italian legislation is very detailed in the 3 components of the employment protection legislation as the employer has limited power in withdrawing from the contract. Contrary to the Italian legislation, the Lebanese legislation is very vague and minimal as there are written laws concerning the protection of regular employees against drop downal and against collective dismissal. Yet there are no regulations concerning uns set back employment, which already reduces the strictness of employment protection legislation. The only condition for an employer to dismiss an employee in Lebanon, is to give a compensation which is determined according to the nature of the work, the employees age, tenure, family and wellness conditions. When comparing the conditions imposed to employers for private and collective dismissal and for conditions of temporary workers, it is clear that Italy is much stricter than Lebanon. It is important to add that in Italy, appeal to the judgeship is likely to come over the judiciary take such a favorable view of the employees social or family problems that dismissal is commonly judge to be practically impossible. (Emerson, 1988, p.787). Whereas, in Lebanon, court costs a lot and labor unions power and effectiveness are so low that chances for an employee to win a case are little.The fact that strict employment protection legislation is still extensively applied in Italy, means that it does present several benefits. Society benefits because it avoids the payment of unemployment benefits (Zientara, 2006). In addition, it encourages employees loyalty and fealty toward the organization (Akerloff, 1984). Not to forget, it encourages companies to invest on train ing and upgrading the productivity of labors and furthermore, accepts technological changes and internal job mobility (Piore, 1989).On the other hand, strict employment protection legislation also presents some downfalls, which could explain the ongoing debate just about it. First of all, strict employment protection legislation causes high unemployment rate since it discourages employers to easily dismiss employees and leaving the door open to prospective employees (Zientara, 2006). Furthermore, Italy cannot adapt to the changes of economic conditions (Emerson, 1988) which today present flexibility of employees and competitivity in the spotlight. Additionally, the low probability of being dismissed may have an adverse effect on employees whose effort and cooperation with others in the company will reduce (Emerson, 1988). No matter what the reasons of absenteeism are, the problems are that it causes reduction of productivity and that firing is too difficult because of strict emplo yment protection legislation. This is why the only solution to reduce effects of employment protection legislation on organizations productivity is by increasing motivation.The economic climates of the past decades have cause d an increase in de-motivation at work. Indeed, downsizing and the rationalization of policies causes de-motivation (Gee Burke, 2001). All in all, change, uncertainty, deficiency of control and high work load are all causes for the increase in stress and therefore, the decrease in motivation. Yet motivation is the key for employees to do 100% effort, which means performing as well as possible all the time (Gee Burke, 2001), this explains how motivation is related to performance. According to Robbins (2004), motivation is defined as a psychological process which consists of the persons intensity in terms of how hard he/she tries, the quality and intensity of the effort which is directed to the benefit of the organization and the exertion of the person in qu estion. Motivation can be of two kinds it can be extrinsic or intrinsic. Extrinsic motivation is a tangible final payment for a given performance (Adonis, 2007). Although it is very powerful at first, extrinsic motivation quickly becomes an expectation and loses its effects. Indeed it motivates in the short run but doesnt consider the internal needs of the employee (Adonis, 2007). On the other hand, intrinsic motivation is triggered from inside the person by considering the needs of recognition and self-fulfillment of each individual through a sense of achievement, responsibilities, job satisfaction, involvement and empowerment (Adonis, 2007). In fact, intrinsic motivation is long term and aims at improving the morale of employees which in turn will increase the productivity by lowering absenteeism and increasing retention (Adonis, 2007).The Hygiene-Motivator Theory shows the factors that lead to dissatisfaction in a job and satisfaction. Factors that cause dissatisfaction which ar e called hygiene factors are extrinsic these include working conditions, pay, policies(Robbins, 2004) On the other hand, factors that are leading to job satisfaction are recognition, responsibilities, job achievement and other factors that are intrinsic. These factors are long term motivators (Gee Burke, 2001) Removing dissatisfying factors will not effect a satisfactory job, but rather a neutral feeling towards the job. Indeed, factors that create satisfaction at work are different and separate from those causing dissatisfaction (Robbins, 2004). This is why, to cancel dissatisfaction at work, organizations mustiness ensure hygiene factors that follow employees needs. To develop satisfaction at work, organizations must design jobs that include intrinsic motivators. The JDT, which I will now explain, provide companies towards the design of jobs, including the motivator factors renderd in the motivation- hygiene theory.The Job Design Theory, developed by Oldham Hackman, shows 5 core dimensions that either increase or decrease motivation (Robbins, 2004) and they are the following Skill Variety, labour Variety, Task Significance, Autonomy, and Feedback. According to JDT, motivation of employees through the 5 dimensions can be summarized as follows internal rewards are obtained by individuals when they learn (knowledge of results) that they personally (experience responsibilities) have performed well on a task that they care about (experience meaningfulness). (Robbins, 2004, p.184) As the presence of these 3 psychological states increase so does motivation, performance and satisfaction. First, to motivate employee through autonomy, the organization must ensure a flexible job in terms of schedule, work sharing, and telecommunicating and it can be promoted through ideas and challenges (Garg Rastogi, 2005). In addition, to motivate employees, the HR department has the subprogram of making the employees feel as the most valued asset of the organization (Garg Rabstogi, 2005, p.579). Further adding, to ensure motivation, employees must be recruited according to their knowledge, skills and abilities (Garg Rastogi, 2005).After conducting in-depth interviews, and surveys in both the Lebanese Italian market, it is time to show the results of my research. According to the results from the survey, Italian employees have a different feeling concerning intrinsic and extrinsic factors of motivation. The Italian rated intrinsic factors of motivation at an average of 4.97 over 7, this means that Italians dont feel dissatisfied. On the other hand, intrinsic motivation was classd as 3.94 over 7, which means that Italians are not satisfied at work. These numbers support hypothesis which states that Italian employees arent dissatisfied at work but are not satisfied either. The results extracted from the Lebanese model shows a slight difference between extrinsic and intrinsic satisfaction. Extrinsic satisfaction for the Lebanese Is rated as 5.39 w hich show that Lebanese are not dissatisfied. Furthermore, intrinsic factors were graded at 5.21, which also show that Lebanese are satisfied at work. In other words, employees are not dissatisfied and even satisfied at work. These results contradict hypothesis 2, which expected Lebanese employees to be not satisfied and even dissatisfied at work. In fact, it can be seen clearly, that Lebanese feel much less dissatisfaction than Italians. Yet the major difference stands in the intrinsic level of motivation as there is gap between Lebanese who seem satisfied and Italians who are not.In terms of Turn-Over, Italians do not consider leaving their jobs, since the average turnover was 3.34 over 7 while Lebanese were graded as 3.52 so the intention of leaving their place at work is at the same level for both Italians and Lebanese, there are no flagrant differences.The feelings towards the different motivational characteristics of a job were all considered as interesting and motivating. Yet , small differences in averages enable us to determine preferences.As the table shows, the overall results are similar in Lebanon and Italy, yet two main ranking of characteristics vary. The first differences are in the first most motivating factors. Italians consider Task Significance as being the most motivating and then followed by the Task Identity. On the other hand, the Lebanese have a reverse feeling where Task Identity comes first before Task Significance. The second difference is in Task and Skill Variety.The results of the first part of the questionnaire enable me to lead to several conclusions which help me understand how employees in Lebanon and in Italy feel about their jobs. Furthermore, the results from the second part of the questionnaire can be a guide for designing jobs that will increase motivation. Yet, the results were affected by limitation during the research.The results extracted from the questionnaire seem to lead to the conclusion that in general, Lebanese workers are more satisfied than Italian workers with their jobs. Indeed, whether when analyzing the extrinsic or the intrinsic factors, Lebanese gave a higher average of motivation. Although Italians are not dissatisfied at work, they still remain at the verge of the neutrality since they rated extrinsic factors of motivation at 4.97 against Lebanese who gave a 5.39 average, which leads to a confident extrinsic satisfaction. Under the same tone, results show that Italians arent dissatisfied at work in terms of extrinsic motivation but yet again, it is a very minimal average of 3.97 which is very close to neutrality. Therefore, overall it can be come to an endd that Italians lack intrinsic motivation, which support H1. This further illustrates the fact that regardless of how strict employment protection legislation in a country, it doesnt ensure motivation of employees. On the other hand, Lebanese do not support H2 because the results show that they are satisfied both intrinsically and extrinsically. This could mean that on the contrary maybe employees are more motivated when employment protection legislation is more lenient.Results show that Italians and Lebanese dont consider quitting their jobs. In fact, the results are very close for both countries. Besides, they are both very close to the neutral point which demonstrates that the intention of remaining in the same company isnt a 100% there. Besides a very important contradiction is that Italians arent satisfied with their jobs but still they dont consider quitting their job more than Lebanese who are satisfied do.The results obtained from the second part of the questionnaire, although in general very similar between both countries, show a nuance of cultural differences in needs between Italians and Lebanese. Actually, it seems that Lebanese hold more importance to task identity which comes first before task consequence. This means, that Lebanese would feel more motivated if they could put a name to thei r work. On the other hand, Task substance comes before task identity for the Italians, therefore, Italians are more motivated by the impact their job has on others whether inside or outside the companies. This is why, it can conclude that Lebanese are more self-centered regarding their jobs, whereas Italians are more centered towards others.Another difference can be observed concerning task and skill variety. In fact, results show that Italians would be more motivated by developing different skills than undertaking different tasks within their jobs. This means that Italians are more attracted to learning new techniques and methods of work and using them. On the other hand, Lebanese seem to care, more about using different tasks at work than about using different skills. This illustrates that Lebanese are more motivated by doing a number of different activities in order to complete their job. The rest of the characteristics are all be at the same level of importance for both countr ies. It is interesting to see that Italians and Lebanese consider knowledge characteristics as the least motivating. Therefore, they arent very concerned about learning and development. A very interesting point in relation to the Motivation electric potential Score is that to motivate employees in Italy, the equation must be high in Task Significance more importantly in order to complete meaningfulness of the job. Task identity can also be added in order to enhance this psychological state. Autonomy and feedback must also be considered since they come in 3rd and 4th and they must complete the equation to ensure the motivation of employees. The Motivation Potential score equation for the Lebanese employees should be high in Task identity for meaningfulness of the job. Still under meaningfulness, task significance can be added but not as a priority. Of course, autonomy and feedback must be high in order to ensure motivation.The conclusions obtained enable us to understand the differe nt needs of each country in order to motivate employees.According to the results, Italians seem to lack satisfaction at work. Therefore, managers in Italy should stomach on intrinsic factors of motivation. In other words, employees must feel a sense of achievement, responsibility and furthermore, employees must feel recognition when they achieve something. Responsibilities can be developed through delegation and even more empowerment of employees who are given the possibility of participating in decision making concerning the company. Empowerment is more than delegation, it is the opportunity to take responsibility for a particular task and see it through its completion. (Hopkins, 1995, p.2) Achievements can be developed within the enterprise by auditory modality to innovative ideas of employees and providing the means to put the idea to life when they have a potential of benefiting the enterprise. Another way of encouraging achievement is by supporting employees in completing the ir work. In order to complete the motivating aspect of achievements and responsibilities, recognition must be addressed. Indeed, recognition is a motivating factor that can be presented in the form of a simple thank you or more formally an award in front of the entire company with reasons for such a gesture (Hopkins, 1995).Managers in Italy can also use the results of this paper in order to design jobs that will increase motivation and performance of employees. Focusing on the conclusion obtained from the Motivation Potential Score equation of Italians, it can be understood that jobs in Italy should be high in Task Significance as a priority, high in autonomy and feedback. Therefore, a motivating job in Italy should include characteristics that show the significance of the job for others. Adding to this, employees should participate in important actions or events of the organization in order to feel that they count. This can be done through the participation in decision making, prop osition of new ideas and state problems in the company. Anything, which shows how important the employees input, is for the company is a respectable way of grading high in Task Significance. Yet, Task Significance also includes impact employees have on the world outside the company. This can be done through the image of the organization within the society such as social responsibilities and good reputation. In other words, employees must realize that their quality of work and performance helps in enhancing the reputation of the company. A program in the name of the company could also be developed where employees can participate in helping the society such as a cleaning the beach day. Another important motivational characteristic that could be present within a job is autonomy which can be developed by increasing freedom of employees in trine aspects of the jobWork Scheduling through flexible schedules and flexible times of break, choice of part time jobs or shared jobs and even tel ecommunicating jobs when possible.Work Methodology, through the choice on how best to complete the job. Indeed, employees are those who perform that same job everyday, so they become specialized and very knowledgeable about it and this is why they are well placed to know the best way of conducting the task.Decision Making, concerning their part of the job. This can be through suggestion boxes or regular meetings where employees can share their concern or problems regarding their jobs and propose a plausible solution.The 3rd characteristic that should be included in the design of a job that will increase motivation is Feedback. Feedback can very simply be assured within a job. Programs such as annual or monthly valuation of employee performance are a good way of developing feedback in a company. Yet, just listing a number or a grade to an employee isnt enough. In addition, managers should explain why weak evaluations results were obtained and give advices on how to perform better.Si nce the results show that Lebanese are satisfied at work, the only recommendation that can be given is in the Job Design. As mentioned before, autonomy and feedback are important characteristics that should be present in jobs in Lebanon and to respect the Motivation Potential Score equation which therefore increases motivation. Here, Task Identity plays a very important role for motivating the Lebanese. To include Task Identity in their jobs, The Lebanese managers must ensure that employees can complete an entire piece of work with which they can identify with. An example of task identity is a factory of radios where each employee can put his name on the back of the piece they produced. Task Identity is enhanced when employees feel responsible and are given responsibility for their work. It also increases the pride employees have for the work they perform. Of course, motivation can further be enhanced by including task significance characteristics which is graded as second in motiva ting Lebanese employees.Due to the limitations that this research can provide (lack of large number of responses in Lebanon, cultural tendency, anonymity, lack of commitment of companies), it would be interesting to re-proceed with this research with a larger sample in Lebanon, which is crucial for the specificity of the results. This same research, comparing to other countries would also be very interesting. Finally, this research focusing on the return sector is another interesting scope.

Us airways swot analysis

Us airways swot analysisUS Airways SWOT AnalysisMission Statement node helping has always been a priority at US Airways, and we ar committed to making every flight count for our valued customers. Our promise to you, the prophylactic and satisfaction of our customers is a top priority for our air passage. Customers first is the result of a joint effort of the air hose industry, the US Congress and the US Department of cargo ships to address the key service elements that affects our customers.New Mission Statement Here at US Airways, we strive to create a young blend inling cognize for our passengers. Our young fleet offers passengers the facilitate and luxury of 21st century flight. From Wi-Fi, to satellite television to seats that reclines as beds, when u fly with us, youre always connected to the modern universe.Strength of US Airways US Airways has overmuch strength as a major airline. After its merger with America tungsten in 2005, it became the 5th largest airline i n the US, combining the East Coast prominence of US Airways and the West Coast strengths of America West. US Airways operates more than 3,800 departures a day to 240 stopping points in 32 countries and flies nearly 70 million passengers a year. The conjunction has two subsidiaries, US Airways Shuttle and US Airways Express which provide hourly short drag out flights in the high demand metropolitan areas of NY, BOS, DC. This in particular is a great strength of US Airways because bank line flyers ghostly travel between those cities on a daily basis and tend to sell out those flights. Be measly is a picture of the aircraft which provides these short distance flights for the business class. It also operates nonstop flights connecting business and pleasure travelers between Philadelphia and London. unity of the biggest strengths that US Airways projects over all the former(a) airlines is that it operates the largest fleet of Airbus aircraft in the world, particularly the Airbus A 320 family which is considered the leader in the single-aisle chiliadliner market. The A320 family consists of intravenous feeding aircrafts (A318, A319, A320, and A321) which responds to airlines needs for optimized cabin layouts, better baggage and cargo handling, maximum operational flexibility on short and medium haul routes and close to importantly lower operating be that merely a new-generation aircraft can offer. The envoy Class and seats that US Airways flights apply is strength in attracting business travelers. The Envoy Sleeper seats as they are drive inn are seats on the A330-300 in business class that recline completely flat and form a bed as shown in figure 2 below. Those another(prenominal) air platforme models that do not have the envoy seats have an envoy class in which every seat is fitted with a personal on demand screen to watch movies, play games, watch syndicated television, and each seat has an EmPower outlet. Other airlines typically only have one out let per every 2 seats in coach or have done away with the outlets altogether. US Airways is also adding the Envoy Sleeper seats to its transatlantic B767 models. US Airways also have programs that give it strengths in areas other airlines lack. Dividend Miles is US Airways frequent flyer program which gives passengers who fly a certain amount of preferred miles percolates much(prenominal) as upgrades, free checked bags, and early check in options. Many airlines have their own rewards program nevertheless US Airways has the reward as it is part of the Star Alliance which is the largest airline alliance. Star Alliance is made up of 25 airlines and even if you do not fly US Airways as long as you fly one of the alliance airlines, your preferred miles are honored. The Star Alliance has their own premium levels for passengers enrolled in the alliances member programs. So regardless of the airline in the alliance, youre nevertheless eligible for the upgrades. Star Alliance makes up 28% of the global market share and was voted surpass airline alliance in 2007 (the next page demonstrates the members of the star alliance and some key facts which was taken from the Star Alliance website). US Airways airport lounges are called US Airways Clubs and have 19 lounges in 14 airports across the US and can also be used within the Star Alliance. This is another perk that many a(prenominal) other airlines have but unlike many including the larger airlines such as Delta, admittance to the US Airways lounge is free with your premium frequent flyer program Star Alliance statisticsMember Airlines 25Number of aircraft 3,740Number of employees 458,332Passengers per year 586.60 millionSales Revenue (in US$) 169.70 billion periodical departures 19,534Number of airports 1,071Number of lounges 954Countries served 171The two overall strengths that US Airways has over many of its competitors are its Do Crew and safety rating. The Do Crew is made up of volunteer employees that partici pate in community based programs to help out the community on a monthly basis. The Do Crews set out by stand fors of their local chapters which are located in many mainstream cities such as Boston, Las Vegas, New York, Charlotte, Philadelphia, Pittsburgh, Phoenix, and Washington, DC. Many of the airlines are regarded as only brassing to achieve capital, although the net goal of all airlines is to sell seats and make money, US Airways displays a sense of discernment by giving back to the community each month. The beau monde is a proud sponsor of Reading is Fundamental (RIF) which helps to distribute books and help children achieve literacy. The strongest point that US Airways holds which most passengers would look for is they were considered the safest airline in the US. From January 1, 2002 to January 2, 2007 US Airways had the worst accident rating of .89 accidents per 1 million take offs. The list below came from the website injury.com which shows the top 5 safest airlines in that period.US Airways (.89 accidents)Southwest Airlines (2.59 accidents)America West Airlines (2.96 accidents)Continental Airlines (3.17 accidents)Alaska Airlines (3.32 accidents) Competition will always exist in the aviation world but these are some of the strengths that set aside US Airways from the other airlines.Weakness of US AirwaysAs many strength US Airways have, it also have their weaknesses that lowers the airline popularity and name. Complaints are a familiar or daily situation that many customers have during the year. Many luggage claims have been filed by angry passengers. Like customers luggage getting lost and then appearing broken and with scatty personnel items. Like in the case of some customers nicknamed bigfogie when he lost his luggage after making connections to another city. When he finally gets his suitcase, he anchor out that it was broken with all his family gifts and personal stuff damaged. Then after making a complaint and filing their forms for d amages, US Airways decision was not to represent for the items. This is a loss of consciousness of the ac federation because after committing the safety and trust of the customers luggage, it ended up like trash. This problem of peoples properties getting damage is very common because he is not the only one complaining for the same problem. People have passed by the same problem, which they end up giving their comments and similar experiences. US Airways safety has been downsized causing a risk to the aircrafts maintenance and peoples lives. Lives haves been in risk because of the safety directives were not met during the period of October 2008 to January 2009. The procedure used was that the mechanics whould stuff obtain towels into the aircraft locomotive engine, which can cause the engine to fail in any time. In that period there were 1,647 flights that could have been affected, causing any irregularity in the engine performance. This is why U.S Airways was fined 5.4 million dollars by the Federal Aviation Authority. When this was announced it could cause many customers to change to another airline causing losses to the party. This is a crystalise stage of lack of training and needs to be corrected. U.S Airways will be changing their company structure by concentrating their service in Philadelphia, Charlotte and Phoenix and other cities. Due to the restructuring, the company will let go some markets and fire 1,000 workers and suspend service to Beijing. The restructuring will cause during the next 3 months reducing of 64 to 36 departures in Las Vegas and will be closing operation in Wichita, Kansas and Colorado Springs, Colorado. During the first 6 months of 2010, US Airways will be closing crowd bases in Boston, La Guardia and Las Vegas. 25 seam Travel News account that US Airways also pointed to weakness in transatlantic revenue in its plan to cease service from Philadelphia to Birmingham, U.K. London Gatwick Milan, Italy Shannon, Ireland and S tockholm, Sweden. This will reduce the customers advantage to get to their destinations directly and will pop off a hassle were they will have to look for new sources and leave US Airways Services. There is a possibility that revenue will reduce but US Airways will be concentrating in their work which could be neutralized. Other companies will take full advantages of these departures being reduced and bases being closed. These will cause other airlines to gain new customers with less competence. persistence EnvironmentIn 2008, US Airways faced an outstanding change in their company. US Passes through significant losses as they confront staggering increases in the price of fuel during that year. The comely quarter cost per barrel of oil below in the diagram demonstrates the runaway of fuel prices during 2008 US airways continue with this rough economical confrontation, they were not able to increase the price of their tickets to at least pay their larger expense which was jet fu el. These factors help other Airlines to take advantage where they increased prices in their tickets and preserve liquidity.US Airways ResponseAs described above, US Airways were profoundly challenged by the economic situation in 2008. They participated in the industrys retort to record high fuel prices and take action to operate a strong and competitive airline by implementing the following initiatives. Capacity and Fleet ReductionsThe company reduced the total mainline capacity by 5.9 pct in the fourth quarter of 2008 and the Express capacity by 1.3 percent on a year-over-year basis. Furthermore, US Airways plans to decrease the total mainline by four to six percent in 2009 and the Express capacity by five to seven percent from 2008. They anticipated that these capacity reductions will enable the company to lower the problem of reduced passenger demand on revenue and reduce be. US Airways have prepared some strategic methods to obtain their capacity reduction goalsFleet Reductio n US Airways said that they will be returning 10 aircrafts to leasers, this includes four Airbus A320s that were returned during the first quarter of 2009 and six 737-300 returned in 2008. They further cancelled the leases of two Airbus A330-200 wide-bodies that were planned for delivery in the second quarter of 2009. Even more, US Airways is still planning to reduce additional aircraft in 2010.Las Vegas Flight Reduction US Airways closed Las Vegas night operation in exception for limited night service to the East Coast in 2008. 141 flights that departed daily from Las Vegas in 2007 were reduced to 77 in 2008. In the end, the revenue produced from the Las Vegas night operation no yearlong exceeded an increment cost. Opportunities of US Airways While US Airways may not be the best airline in the world, it has the potential to be. Within the company lie many opportunities that it could use to its advantage. The company offers an attractive employee benefit. Within the package lie hea lth insurance, prescription drug coverage, dental insurance, life insurance and many more. We all know that there is a larger population in the eastern United States than the western and currently, US Airways has a large number of destinations and a greater hold on the Eastern coast of the United States. They go to major cities such as New York, Philadelphia, Charleston, Washington DC.etc. These are relatively large cities which could potentially mean more airline seat sales given the right strategies. This is in comparison to Delta Airlines whose eastern city destinations are New York, Boston and Washington DC. The purpose below shows the routes of the daily 3800 flights carried out by US Airways. The entire eastern seaboard is covered in black which demonstrates the overlaying of multiple flight paths. With fuel efficient airbus aircrafts a large number on their fleet, the company could use this to go towards being a green company. Being a green company has its benefits, especi ally in the 21st century when many people are conscious of the welfare of the earth. This badge will give the company a safe(p) image and might possibly increase passenger enrollments. On January 15, 2009, a US Airways flight bound for Charlotte, North Carolina hit a flock of birds on takeoff from La Guardia airport. The A320 aircraft, captained by Chesley Sullenberger ditched into the Hudson River in an attempt to save the lives of 155 passengers and crews onboard. In the weeks that follow, the media, passengers and government officials all praised captain Sullenberger for his professionalism in handling the situation. The governor was adduce calling the event a miracle on the Hudson. Although a traumatic event, this had brought much positive public attention to the highly skilled pilots within US Airways. In 2007, US Airways ranked among the worst in on-time performance however, a year later, the company went to having one of the best within the major airlines. Airport Business inform that US Airways rallied its work force to focus on one goal getting planes pushed back from the gate on-time and began offering financial incentives to workers for better service. This shows that the company has what it takes to mend on a number of their service and should use this example as a way in making their company more effective.Threats towards US Airways One of US Airways biggest threats is competitive airline tickets, of the three destinations that I have researched US Airways had the most expensive tickets for two destinations. I visited the website expedia.com and found that from New York City to Boston, US Airways charged a low price of $215, Delta Airlines charge $201 and American Airline charges $202. From New York City to Las Vegas, US Airways charged $248 Delta and American Airlines charged $209. The last destination was from New York City to Miami. US Airways charged $168, Delta Airline charged $163 and American Airlines charged $173. On all three destin ations, US Airways biggest threat comes from Delta Airline which offers the lowest airfares. This could be used as a factor which influences customers away from US Airways. US Airways has the worst customer satisfaction out of 19 largest airlines in America. harmonize to Phoenix Business Journal, US Airways improves, but still trails in customer satisfaction. In July 2008, the US department of transportation reported that US Airways had accredited customer complaints of 2.16 for every 100,000 passengers. The report went further to say 19,400 bags were lost or mishandled in July. Based on these finding, US Airways has more expensive airfares and bad customer satisfaction which is a bad combination for influencing customers to travel with them. For quite some time, Delta airline offered in-flight Wi-Fi access. This had since been a threat towards US Airways which did not offer this service. In todays world many people wanted to stay connected, especially when they are in an aircraft for many hours. However, US Airways has since responded to this threat by introducing Wi-Fi to its aircrafts within the first quarter of 2010. The Pittsburg Business Times reports The carrier, which is the No. 1 airline at Pittsburgh International Airport, has hired Aircell to provide Internet access Customers will be able to choose services from Aircells standard pricing structure, which currently ranges from $5.95 to $12.95. US Airways international service has a threat amongst the service that is offered at Delta. US Airways currently operates 3,800 daily flights to 240 destinations in 32 countries. This may seem like an impressive figure, however, Delta Airlines has 7,500 daily flights to 567 destinations in 112 countries. This numbers doubles that of US Airways and the company offers cheaper airfares than US Airways. So an expansion into other markets is required, for instance, African and Asian cities. US Airways BCG MatrixStars for US Airways would include Airline technology such as Business class reclining seats. The seats US Airways offer comfort ability to its business class passengers making it possible and reasonable for the airline to raise its prices. The Dividend Miles program offers passengers benefits each time they fly with US Airways. This gives much appreciation to loyal customers who would continue to support the airline. Every airline wishes to use less fuel to carry more passengers, with US Airways large fleet of Airbus, they do estimable that. The fuel efficient aircrafts gives much revenue to the company. The new venture of introducing Wi-Fi technology into US Airways aircrafts will prove to be a question mark. Although it is expected to become a star, there is still some uncertainty to its future in the company. US Airways have a relatively young aircraft fleet. Based on airfleet.net, the average age of the aircrafts are 11.9 years so the dogs in this company could be old unreliable aircrafts. It is always best to buy new aircrafts than try to fight back old ones. It takes too much time and money and there is a high chance it will be out of service again. Unprofitable destinations are another, every airline has this. An airline loses its influence in an area to competition and its entirely not making money. The only logical thing to do is just to discontinue services to that area. Some cash cows US Airways has are its profitable destinations and shuttle destinations. These destinations are very profitable for the company and although they dont expect much growth, they are still a very good asset for the company.RecommendationsOn all three destinations from New York that I researched, I found that US Airways had the most expensive airfare. I think more should be done to lower the prices to be cheaper than Delta.Although US Airways has a .89 accident rating which is a significantly low number, they had been publicly fined 5.4 million dollars for lack of safety. This could affect them negatively so it is impor tant that the company keeps up to date with its safety requirements and guidelines.In September 2008, Pittsburg Business Journals reported that US Airways trails behind 18 top Airline companies in America in customer satisfaction. This is because the airline frequently receives complaints about lost luggage and smaller is done to compensate these passengers. The company needs to be friendlier towards the customer on these matters or face drastic loss in passenger enrollment. The company should conk an advertising campaign towards helping to save the environment with their fuel efficient aircrafts. US Airways could use a different image, an image that shows it cares. With the publicity of Captain Sullenberger, US Airways should organize a tour to aeronautical schools for the captain to inspire student pilots.More should be done to open new gates into the international markets. The company does not have much Asian and African destinations and we feel that they should atleast have on e major city within these continents.ConclusionUS Airways is the fifth largest airline in the United States after its merger with America West Airlines. The companys mission statement gave an impression that it was dedicated to its customers yet the company has much room for value towards customer satisfaction to achieve that mission statement. The companys focus is primarily on ways for cutting cost, they sometimes refuse to reimburse customers for their broken luggage and implementing costs to measure up to safety requirements. While they may not have many accidents, the company needs to bear in mind prevention. Overall, the direction the company is going signifies that it has a profitable and bigger future. We expect the company to increase its fleet size and further modernize to the level which it will be competing with the likes of airlines such as Cathay, Air France, etc.ReferenceA320 Family, Airbus. Retrieved on November 19, 2009 from http//www.airbus.com/en/aircraftfamilies /a320BCG Growth Share Matrix, Quick MBA. Retrieved November 20, 2009 from http//www.quickmba.com/strategy/matrix/bcg/Consumer complaints about US Airways, Consumer Affairs. Retrieved on November 19, 2009 from http//www.consumeraffairs.com/travel/us_airways.htmCutting Flights And Jobs, US Airways Narrows Network, 25 Business travel news. Retrieved on November 7, 2009 from http//www.btnonline.com/businesstravelnews/headlines/ hold_display.jsp?vnu_content_id=1004031470Delta Airlines worldwide destinations, Delta Airlines. Retrieved November 19, 2009 from http//www.delta.com/planning_reservations/plan_flight/destinations/travel_getaways/index.jspDetails and Fleet history, Planespotters. Retrieved on November 25, 2009 from http//www.planespotters.net/Airline/US-Airways?show=currentAirlineFleetListEmployee Benefits, US Airways. Retrieved November 18, 2009 from http//www.usairways.com/en-US/aboutus/ craft/employee_benefits.htmlFleet age, US Airways, Airfleets. Retrieved on November 19, 200 9 from http//www.airfleets.net/ageflotte/?file=calcopopp=US+AirwaysFlight Prices, Expedia. Retrieved November 17, 2009 fromhttp//www.expedia.com/pub/agent.dll?qscr=fexpflag=qcity1=JFKcitd1=LASdate1=11/23/2009time1=362date2=11/26/2009time2=362cAdu=1cSen=cChi=cInf=infs=2tktt=trpt=2ecrc=eccn=qryt=8load=1airp1=JFKdair1=LASrdct=1olacid=buttons-meta.cheapflights.cheapflights.buttons.flight.xml.,%20buttons-meta.cheapflights.cheapflights.buttons.flight.xmleapid=12345-1http//www.expedia.com/pub/agent.dll?qscr=fexpflag=qcity1=JFKcitd1=BOSdate1=12/1/2009time1=362date2=12/8/2009time2=362cAdu=1cSen=cChi=cInf=infs=2tktt=trpt=2ecrc=eccn=qryt=8load=1airp1=JFKdair1=BOSrdct=1olacid=buttons-meta.cheapflights.cheapflights.buttons.flight.xml.,%20buttons-meta.cheapflights.cheapflights.buttons.flight.xmleapid=12345-1http//www.expedia.com/pub/agent.dll?qscr=fexpflag=qcity1=JFKcitd1=MIAdate1=12/2/2009time1=362date2=12/14/2009time2=362cAdu=1cSen=cChi=cInf=infs=2tktt=trpt=2ecrc=eccn=qryt=8load=1airp1=JFKdair1 =MIArdct=1olacid=buttons-meta.cheapflights.cheapflights.buttons.flight.xml.,%20buttons-meta.cheapflights.cheapflights.buttons.flight.xmleapid=12345-1Form 10-K for US AIRWAYS GROUP INC, Yahoo Finance. Retrieved on November 26, 2009 from http//au.us.biz.yahoo.com/e/090218/lcc10-k.htmlHow US Airways ended up in first to get to the top of the on-time heap, airline focused on pushing back from the gate fast, Airport Business. Retrieved November 27, 2009 from http//www.airportbusiness.com/online/article.jsp?siteSection=1id=21636LCC Annual Report, EDGAR. Retrieved on November 28, 2009 from http//sec.edgar-online.com/us-airways-group-inc/10-k-annual-report/2009/02/18/section12.aspxN.Y. jet crash called miracle on the Hudson, MSNBC. Retrieved November 27, 2009 from http//www.msnbc.msn.com/id/28678669Robbins Coulter (2009). Management (10th edition). New Jersey, Pearson Prentice HallStar Alliance member airlines, Star Alliance. Retrieved on November 18, 2009 from http//www.staralliance.com/e n/about/airlines/ efflorescence 5 safest airline, Injury. Retrieved on November 18, 2009 from http//www.injury.com/injuries/2009/02/13/top-five-safest-airlines/United Airlines, US Airways face millions in FAA fines for safetyviolations, Chicago Tribune. Retrieved on November 17, 2009 from http//archives.chicagotribune.com/2009/oct/15/business/chi-tc-biz-faa-1014-1015oct15US Airways, United. Retrieved on November 30, 2009 from http//www.united.com/page/article/0,1360,50107,00.htmlUS Airways add Wi-Fi Service, Pittsburg Business Times. Retrieved November 19, 2009 from http//pittsburgh.bizjournals.com/pittsburgh/stories/2009/07/20/daily44.htmlUS Airways airlines information history pictures and facts, Aviation Explorer. Retrieved from December 1, 2009 from http//www.aviationexplorer.com/us_airways_airlines.htmUS Airways complaint, My3cents. Retrieved on November 11, 2009 from http//www.my3cents.com/showReview.cgi?id=62769US Airways flight destinations, US Airways. Retrieved November 17 , 2009 from http//www.usairways.com/en-US/routemap.htmlUS Airways improves, but still trails in customer satisfaction, Phoenix Business Journal. Retrieved November 17, 2009 from http//phoenix.bizjournals.com/phoenix/business_travel/story/biz/937.htmlUS Airways mission statement, US Airways Group. Retrieved November 16, 2009 from http//www.company-statements-slogans.info/list-of-companies-u/us-airways-group.htmUS Airways on flickr, flickr from Yahoo. Retrieved November 27, 2009 from http//www.flickr.com/photos/egrenouille/3230143574/US Airways Past and Present, US Airways. Retrieved on November 27, 2009 from http//www2.usairways.com/en-US/aboutus/pressroom/history.html

Profiling and Police/Community Relations Essay -- Profiling and Police

Scientific MethodsScientifically, profiling and patrol-community relations are comprised of a two-fold focus. The start-off focal point concentrates on attitudes members of a community have about profiling in accordance to actions conducted by police officers upon them in the course of their duties. The imprimatur focal point concentrates on the profiling of police officers, as completed by early intervention systems, in an effort to reduce complaints from members of the community. The literature on the attitudes which community members have about profiling states that race, personal experience, and media framing influence the publics perception (Graziano, Schuck, & Martin, 2010 Weitzer & Tuch, 2002). The literature on early intervention systems is demonstrative pronoun of how such systems can become critical management tools, tailor-made for addressing behavioral and management issues, within both the individual officer and in the locations where they work, to reduce compl aints by residents of the community (Macintyre et al., 2008). A review of the literature establishes multiple components of each focal point. HypothesisProfiling of community residents by law enforcement officials and profiling of police officers by early intervention systems impacts police-community relations. The research will be best conducive employing a time-series, quasi-experimental design. The researcher is choosing to conduct an exploratory research experiment utilizing an interrupted time-series, quasi-experimental design. data will be collected from a comparison group through pretests and posttests, from surveys, interviews, and statistical analysis. There will be a fixed time vomit up in order to calculate and analyze the findings. Pro... ...., Prenzler, T., & Chapman, J. (2008). Early intervention to reduce complaints An Australian Victoria Police initiative. International Journal of Police Science & Management, 10(2), 238-250. inside 10.1350/ijps.2008.10.2. 77Murphy, K. (2009). Public satisfaction with police The importance of procedural justice and police performance in police-citizen encounters. Australian & New Zealand Journal of Criminology, 42(2), 159-178. doi 10.1375/acri.42.2.159 Tyler, T. R., & Wakslak, C. J. (2004). Profiling and police legitimacy Procedural justice, attributions of motive, and acceptance of police authority Abstract. Criminology, 42(2), 253-282. doi 10.1111/j.1745-9125.2004.tb00520.xWeitzer, R., & Tuch, S. A. (2002). Perceptions of racial profiling Race, class, and personal experience Abstract. Criminology, 40(2), 435-456. doi 10.1111/j.1745-9125.2002.tb00962.x

Its Time to Stop Drugging Our Children with Ritalin Essays -- Effects

Truth be told, there atomic number 18 not many people who can be trusted in this adult male. in particular when it comes to children, parents are always very cautious and careful as to who can encounter their child. The world we live in today is extremely different from the world we once lived in a few decades ago. Along with traditions and culture technology has taken over everything. Technology has become the root cause of major changes in everything we know of today. Parenting also became a target of technology. But among all these changes, doctors seem to be kept put in the place of professionals that parents to this day trust and rely on whole heartedly, even though medical research and technology is completely new when it comes to diagnosing and prescribing drugs. Remarkably, one may find it very trying to realize the fact that even though doctors are oh so blindly trusted, they keep prescribing a drug that comes from the same grad and chemical compound as cocaine to ch ildren. Drugs that have the same chemical compound as a narcotic are known as class 2 medications. Knowing that class 2 medications have the same classification as cocaine, morphine and amphetamines, doctors in America are continuing to prescribe these drugs to children aging from 5-17 merely because of behavioral issues at school and at home that parents keep advocating their children have. Is the use of technology and the use of quick fixes taken over the way we see parenting? It can be sticky to realize that this just might be the case today Parents have so become used to the accommodating quick fixes of 2014 that they have forgotten that their children are still humans and not apps that can be hushed or manipulated via medication. Parents along with doctors who merely prescri... ... . July 8th 2014 Managing Side Effects Of ADHD Medications. Brown University pip-squeak & Adolescent Psychopharmacology Update 15.2 (2013) 8. Academic Search Complete. Web. 8 July 2014. LaJeana D. Howie, M.P.H., C.H.E.S. Patricia N. Pastor, Ph.D. and Susan L. Lukacs, D.O., M.S.P.H.CDC/National Center for Health Statistics . Use of Medication Prescribed for Emotional or Behavioral Difficulties Among Children aged 617 Years in the United States . April 24, 2014. Web June, 25th 2014. Robyn Breen Shinn. J.R Getty . Why Giving Adderall to Toddlers Is So Completely, Utterly Wrong . 05.19.14 . 07/01/2014 .