The Effects of Long Term Tumour Diagnosis and the Disease of Cancer Essay

The Effects of Long Term Tumour Diagnosis and the Disease of Cancer - Essay Example I've found that not only does this disease place a strain on the patient but on those managing the patients care as well, myself included. That is why it is imperative to have managing goals obvious in the treatment regimen so that there is always an avid awareness of what the next step of treatment is going to be. This is a positive reinforcement not only for the patient, but for my role as the assisting nurse as well, along with the other medical professionals caring for him or her. Through my years of experience I've learned that breast cancer is one of the leading causes of death for women who develop a form of this disease. The treatments are varied depending upon the individuals own diagnosis and symptoms. Furthermore, medical professionals, especially nurses like me can have a difficult time managing the care regimen of women with breast cancer simply due to the fact that many women's perceptions of their risks and management of the disease are highly varied (McDonald 2002, p.183). Also, being faced with a diagnosis such as breast cancer is scary and an individual develops high anxiety and many fears. This is where the medical staff such as nurses and other medical professionals should provide counselling and understanding to ensure that the management of the disease does not interfere with the patients' mental health, which can be very difficult to do (Aldridge-Clanton 1998, p. 109). I've ran into this problem innumerable amounts of time, especially in re gards to how they feel about their bodies and what they are afraid their life will be like following the treatment process. Many patients state that just deciding on what treatment to choose can promote fear and worry in their minds. Also physicians can complicate the problem if they don't manage the care effectively. Therefore there can not be instances such as conflicting opinions among physicians because it only complicates the treatment for the patient (Aldridge-Clanton 1998, p.110). Furthermore, another issue that can concrete upon the problems is the idea women have about breast cancer and being diagnosed with it. Much of this is due to the fact of the idea that women have of breast cancer, of it basically being a hereditary form of cancer and those who do not have a family history of it don't tend to feel screening and other routine testing is much of a necessity. Therefore, I've found that I need to provide affirmation to many of the patients that anyone is susceptible to developing breast cancer, even those without a hereditary history. Sometimes this can be hard to do in gaining my patients understanding. Therefore, many patients false assumptions can lead to a variety of problems as medical history can attest too. Although 20% of women can have a family history of breast cancer only 5% to 10% are actually caused by the hereditary gene. Therefore it is imperative for nurses (such as myself) and medical care providers to stress the importance of mandatory sc reening and check-up's for breast cancer among all age groups and ethnicities

The Fire Inside Me Essay Example for Free

The Fire Inside Me Essay A spark has been lit inside of me. It has become attached to my body, creating a fire that will soon consume me. There are things I do want out of life for myself, and this fire is there for that reason. The fire forces me to achieve all of my goals. The fire started as all fires start—the tiniest spark. I could tell from the â€Å"pinch-like† pain that the spark landed right above my smaller intestine, right in the â€Å"pit of my stomach. † With each goal I set for myself, the fire grows stronger, hotter, and brighter than ever before. I want to go to college, and with that thought to myself, I can feel the fire grow inside of me. The faint smell of smoke that would make one reminisce a childhood campfire appears in my nostrils. My skin grows slightly warmer, and my once cool, wet, clammy palms have suddenly become cool and dry. I want to be valedictorian, and in less than a minute, I can feel the tiny fire grow larger, enveloping my stomach, liver, gall bladder, and spleen. The fire has grown to the size where one could see an array of colors: orange, red, yellow, and the faintest blue-tinge located in the center of the fire. I want to win states for soccer; immediately the fire increases in size yet again, this time consuming my lungs, muscles, and bones; it takes control of my intestines, esophagus and kidneys. With every exhale I put forth, I feel dark black smoke rise through my trachea and slowly drip out of my nostrils, leaving only the smell of smoke, and the sight of black vapor wisping in front of my eyes. My eyes that were once blue have slowly began to turn red, as if to show others of the fire that consumes me—the fire that drives me. The flame’s tendrils whip around my heart and brain, close enough to cook my two-most-vital organs. With every piece of food I eat, the taste of charcoal rises to my lips and tongue, giving me no more enjoyment in either eating or drinking. I have become permanently dehydrated because everything I drink soon turns to vapor due to the heat. No longer am I cold, or even warm, but am now hot to the touch. I will be successful, and with this goal, the fire completely envelops me. The heat in my body could raise the temperature of the Arctic Circle by a few degrees. I can now hear the sound of my organs sizzling, crackling, and popping in the intense heat. The fire is now displayed in brilliant shades of blue, light and dark, purple, a vibrant yellow, a spectacular red, and a bright orange. The sight of my fire would be enough to put to shame any sunrise or sunset. With every breath I take, the air is immediately lost, used instead to fuel the fire. The fire that now consumes me has become a part of me. It lives inside me and forces my thoughts to be centered. The fire no longer causes pain for me, as I have come to accept my fire, my passion and drive. Soon, with me slowly accomplishing my goals one by one, it still pushes me onward. It makes it so that I can push past any obstacle in front of me. The fire allows me to see that I will be successful and that I will achieve all my life’s goals. I sometimes cannot help wondering if Albert Einstein, Abraham Lincoln, or any other great history-maker had a fire of their own much like this. I understand that the fire will one day diminish. It will once again lose control over my body, leaving behind only black colored organs, the minor smell of smoke, and the slight taste of charcoal. Soon, the fire will become only a spark once again leaving the remainder of my fire to dissipate in the last smoke vapor to leave my burnt nostrils. But for now, the fire still fuels me. For now, if one would look closely enough, past the burnt hair, the blackened organs, and the pulsating red eyes, they would still be able to see that tiny spark.

Why Organization Should Be Concerned With Labour Turnover

Why Organization Should Be Concerned With Labour Turnover Any business needs a source of labour to function. This axiom applies equally whether we rely solely on a basic economical model of the firm, with labour as one of the four factors of production (Bannock, Baxter and Davis 1988), or a Marxist account, which emphasises labour power (Marx 1867 / 1946: 169), or subscribe to more complex models of organizations, which place importance on intellectual or human capital and the importance of knowledge management (Harrison 1999: 409-412). To establish the need to manage resourcing, we do not need to refer to any given context, it follows apriori from any view of an organization. Even if organizations of the future have virtual employees, they will need to manage them as a resource. When an employee leaves, this can have a variety of effects that not only impact on the organization, but also the individual employee and wider society (Mobley 1982: 15-31). These can be positive or negative (Mobley 1982; Hom and Griffeth 1995: 13-33), and a great er understanding of the process of labour turnover can increase the degree to which organizations and employees within organizations can influence these effects (Dalton, Krackhardt and Porter 1981; Dalton, Todor and Krackhardt 1982). In addition to the management of resourcing being an a priori concern, there is a posteriori justification for studying this phenomenon. Current explanations of employee turnover fail to offer either predictive or explanatory power (Aquino, Griffeth, Allen and Hom 1997). Despite an enormous literature on turnover in organizations (Price 1977; Mobley 1982), there is as yet no universally accepted account or framework for why people choose to leave (Lee and Mitchell 1994). This prohibits understanding the phenomenon after the event, yet neither is there an accepted means of assessing the likelihood of an individuals deciding to leave in the future (Terborg and Lee 1984), which prohibits prediction of turnover. 1.2 Voluntary and involuntary turn over: We use turnover to mean voluntary cessation of membership of an organization by an employee of that organization. This answers Prices call to make voluntariness explicit, which is important as it is in instances where the employee controls the leaving process that organizations and theorists have an interest in turnover. This definition also refers to cessation of membership (Mobley 1982: 10), but it should be acknowledged that from a more institutional or organizational perspective, turnover may also include accession or entry. The scope that a voluntary / involuntary dichotomy offers for classifying the phenomenon enables directed, systematic research (Price 1977). Particularly where turnover is thought to be associated with a factor (such as organizational commitment), or to be preceded by a psychological state (such as intent to quit), drawing the distinction between voluntary and involuntary turnover is important, otherwise assessment of such a relationship in terms of all organ ization leavers will be flawed. Involuntary turnover may occur for reasons which are independent of the affected employee(s), such as the (real or perceived) need to cut costs, restructure or downsize. Inclusion of these cases in a study of organization leavers, will mean any relationship between turnover and a personal characteristic will be significantly diluted. Even where involuntary turnover occurs for reasons associated with an individual employee (such as poor performance), it is likely these cases are more representative of the wider sample of organizational members in relation to the processual dimension of a decision to leave than any sub-sample of organizational leavers would be. Where an instance of turnover is genuinely voluntary, this instance represents the exercise of choice and is the result of a decision process. To this degree, the set of instances of involuntary turnover (where employees have been forced to leave) is likely to be more representative of the totality of organizational members than the set of instances of voluntary turnover (where employees have chosen to leave). To the extent that turnover involves leaving, instances of voluntary turnover also represent a purer social phenomenon, as they catalogue where individuals have chosen to terminate a significant relationship. By way of contrast, in involuntary instances, because these are in some sense owned by an abstract entity (the organization), a relational aspect to turnover namely cessation of membership, is lost. Instead other more impersonal considerations such as (remotely defined) utility prevail. In terms of the nature of social science research, study of involuntary turnover is likely to focus on consequential and extrinsic aspects, rather than intrinsic characteristics.We accept that in reality the apparently straightforward dichotomy between voluntary and involuntary turnover has limitations (Vandenberg and Nelson 1999). For example, records of instances of turnover may misrepresent the extent to which a turnover decision was voluntary. Where exit interviews are conducted, interviewers may not wish to press too hard when questioning an employee, it is also possible that they will not wish to record details that would cast the organization or the employee in a bad light (Campion 1991). The employee may have similar motives for being reticent about their reasons for leaving, and added to this they may have concerns about the extent to which full and frank disclosure could harm their prospects of receiving a favourable reference. All of these factors may muddy the putatively categorical voluntary / involuntary distinction. In 1969, Samuel called for organizations to have in place their own definitions of turnover and voluntariness in order to help them plan resource-related issues. 1.3 Avoidability: Voluntary turnover may be classified as avoidable (Abelson 1987; Campion 1991). In other words, is it a case of employee instigated turnover which could have been prevented. This classification is useful per se, as it can indicate the global scope for future planned intervention. For example, where an organization is able to identify that the bulk of voluntary turnover is beyond their control e.g. where voluntary turnover is a result of relocation by a spouse or partner, they may profit better from initiatives which seek to manage turnover post hoc, rather than spend on theorised preventative measures (e.g. increasing salary levels). 1.4 Measurement: Turnover is often not measured in a sophisticated enough manner to enable discrimination between cases where employees have chosen to leave, and cases where they have had to leave for reasons out of their control. Often organizations use a relatively crude measure of turnover such as below: (Marchington and Wilkinson 1996) ______Leavers in year_________ X 100 Average number employed in year This does not distinguish the cases where people left because they were dissatisfied, from cases where people left because of ill health or where they retired, or where they were made redundant. Yet measurement of turnover needs to be sophisticated enough to enable those responsible for resource planning to identify various categories of leavers (Worthington 1992: 278; Forbes and McGill 1985: 11-12). This is because any single-figure measure of turnover will be inadequate in so far as it treats all those who leave as an homogenous group. 1.5 Employee turnover factors: The factors that have been identified in context of the employees turnover are, Expectation not met Mismatch between the person and the role Mismatch between the person and the culture of the firm Insufficient opportunities for growth and advancement Insufficient recognition or appreciation Problems with direct manager Dissatisfaction with pay Stress Lack of work life balance Loss of confidence in the firm, particularly leadership Expectation not met In met expectation model by (Porters and Steers in 1973) the main factor behind the leaving activity of the employees in any organization is Expectation not met. In this model it is quite cleared by the writers that if an employee find his/her expectations wrong after joining the organization, which he/she had created about the employer before entering into it, then he/she immediately discouraged intrinsically and as a result going for search of alternative employers who are matching to his/her expectations of a work life. Such kind of expectations could be of any kind like it could be of working conditions, salary, career development, career growth, compensation and benefits, autonomy, time flexibility etc. The model describes this that the employees before entering into the company created a net of high expectations from their employers but if any or some of those expectations are damaged after joining the organization then the ultimate effect come up in the form of employees disco uragement which led them to leave the organization of similar category they are looking for. Mismatch between the person and the role In (P-O fit model by Kristof in 1996) the main reason defined against high turnover issue in the organizations is the Mismatch between the person and the role. According to the research work performed by Kristof, the incompatibility among the personal skills and the job requirements results frustration in employees. As the work required to be done by the employees requires specific skills and if the employees lacking in those skills then ultimately the effect will be to the employer and as a result the employer will get after the employee again and again which makes the employee irritated and an internal motivation to switch the job will force him to do so. Similarly, the research work explained in quite detail that such kind of differences occur across the organization quite often when the job specification and description is not communicated properly to the employees. Mismatch between the person and the culture of the firm The major factor behind the high turnover among the employees of any organization which is Mismatch between the person and the culture of the firm. The model is describing it in very much detail that the surroundings are creating a great impact on the human beings output. The more the friendly and challenging the environment will be the more a person will be able to perform up to his/her maximum level of output. Reference: Employee Turnover Problem Faced by Telecom Industry in Pakistan Insufficient opportunities for growth and advancement The Organizational Equilibrium Model is very well known and recognized researchers, named,(March and Simons in 1958) describing an other important factor related to the dissatisfaction of the employees which is Insufficient opportunities for growth and advancement. The model is specifically focusing on the pre-entrance expectations of the employees towards their employers. Because not in every case it istrue that according to employee the value is money rather in current era, as described in (P-O fit model by Kristof in 1996) the less organizational culture of opportunities are playing a major role in de-motivating the employees and leading them to move to the competitions (sometimes at less financial benefits). Insufficient recognition or appreciation (Lee and Mitchells Unfolding Model in 1996) explains important factor-insufficient recognition or appreciation. According to the researchers this factor actually forcing the employees to move out of the organizations, if, their efforts are not recognized very well by the employer. Whenever an employee going after to perform some task, assigned by the management, he/she always looking towards the management for getting some rewards from them for creating intrinsic motivation for him/herself. Problems with direct manager Sometimes the employers are very much efficient in providing excellent organizational culture which led their employees to remain with them for longer terms. But, still, the employees are not feeling comfortable in remaining there in the organizations. (Hulin in 1995) identified the reason for such kind of problems facing by the employers. Hulin described a very important factor-Problems with direct manager in a model, named, Attitude-with drawl behavior Model in 1995. The same factor is also identified by the (Chen et al. in his Organizational Citizenship Model in 1998) in which, he showed agree ness with lot of outcomes of the Hulins model. They both actually tried to focus on the importance of the behavior of the supervisors/ managers with their subordinates. According to their point of view, if you stressing the ego of the human beings then it is to be quite obvious that they will move to defensive mode against that particular person who is the main source behind that stress. But in an organization they could never come up with such behavior against their managers so consequently they decided to move away of the organization. Lack of work life balance (Lee Mitchells Unfolding Model in 1996) and (Beach Mitchells Image Theory in 1988) defining a very critical factor- Lack of work Life Balance behind high turnover in the organizations. As every personal in the world have his/her, own, life to which he/she want to give proper time other than work life. So whenever employees found any conflict in between both lives they prefer to move somewhere else where they could avoid such kind of conflicts. 1.6 Costs of Turnover: Analyses of the costs associated with turnover yield surprisingly high estimates. The high cost of losing key employees has long been recognized. However, it is important for organizations to understand that general turnover rates in the workforce can also have a serious impact on an organizations profitability, and even survival. There are a number of costs incurred as a result of employee turnover. These costs are derived from a number of different sources, a few of which are listed below. Recruitment of replacements, including administrative expenses, advertising, screening and interviewing, and services associated with selection, such as security checks, processing of references, and, possibly, psychological testing. Administrative hiring costs. Lost productivity associated with the interim period before a replacement can be placed on the job. Lost productivity due to the time required for a new worker to get up to speed on the job. Lost productivity associated with the time that co workers must spend away from their work to help a new worker. Costs of training, including supervisory and co worker time spent in formal training, as well as the time that the worker in training must spend off the job. Costs associated with the period prior to voluntary termination when workers tend to be less productive. In some cases costs associated with the communication of proprietary trade secrets, procedures, and skills to competitive organizations. Public relations costs associated with having a large number of voluntary or involuntary terminations in the community spreading gossip about the organization. Increased unemployment insurance costs. Reference:www.sigmaassessmentsystems.com/articles/empturnover.asp 1.7 Model of Employee Turnover: The goal of effective management of turnover dictates that a high level of sophistication, and thereby particularity, needs to be achieved by organizations in order to selectively influence the turnover process. Voluntariness may need to be defined differently for each organization (Samuel 1969) and measurement of turnover may need to be at a level of detail far greater than that currently employed by many organizations (Campion 1991). Additionally, even where problems in costing turnover (Cheng and Brown 1998; Hom 1992) can be resolved, there remain inescapably problematic aspects to determining relationally defined aspects such as avoidability (Abelson 1987) and functionality (Dalton et al. 1982). In the light of these contingent complications, the aim of a comprehensive theory of turnover can seem unrealistic. This aim seems further complicated if an attempt to predict turnover behaviour is our goal, although as( Lee and Mowday 1987) point out, although researchers tend to emphasi ze prediction as a criterion in judging models, we should not lose sight of the importance of understanding as a goal of scientific enquiry. The phenomenon of turnover is of interest to organizations and theorists because it is significant (Price 1977), potentially costly (Mobley 1982) and relatively clear cut (Porter and Steers 1973). It also describes the end result of a decision process (Lee and Mitchell 1991). All these characteristics also indicate that the phenomenon is likely to attract interest from modellers. The framework of study includes three different models based on various factors that are assumed to have a strong effect on employees turnover intention. First model is presented in Fig.1. It includes three sets of independent factors: demographic, controllable, and uncontrollable. Turnover intention is the dependent factor in this model. Turnover intention has been used very often in past researches. (Fishbein and ajzens1975) theory of attitude postulates that the best predictor of individual behavior will be measure of his intention to perform that behavior. (Shore and martin 1989) noted that turnover intention is an appropriate dependent variable because it is linked with actual turnover. (Price and mueller 1981) even recommended the use of turnover intention over actual turnover because the latter is more difficult to predict as there are external factors that affect turnover behavior. Moreover, turnover intention may be a better barometer of management practices than actual turnover. For example, it is possible that, despite high turnover intention, actual turnover is low because of high unemployment in an industry. The low turnover in this cas e, may mask the poor management practices. Employee Turnover model fig 1 Factors Age Gender Education Tenure Income Level Job Category Turnover intension Uncontrollable Factors Perceived Alternative of Employment opportunity Job Hopping Controllable Factors Pay Nature of Work Supervision Organizational commitment 1.8 Industry Analysis MOBILINK ® PAKISTAN Vision Statement: To be the leading Telecommunication Services Provider in Pakistan by offering innovative Communication solutions for our Customers while exceeding Shareholder value Employee Expectations. Reference: (http://www.mobilinkgsm.com/about/vision.php) Mission Statement: To be the leading mobile service provider in Pakistan, providing the best quality services for the maximum number of customers, the best working environment for our employees and top value for our shareholders. Objectives: To be No. 1 in all its mobile businesses Continue to capture more market before competitors arrive. To increase market share up to 70% this year To achieve turnover of 20% in 2007 To provide customer with best value for spending and service at low cost Reference: Employee Turnover Problem Faced by Telecom Industry in Pakistan Market Share: With the monthly additions average around 2.5 million subscribers, 2007 has been a phenomenal year for the mobile market growth in Pakistan Mobilink is pioneer of GSM technology in Pakistan and is market leader in mobile Communication. Mobilink has got huge market share of 62%.It portfolio remain in stars for last 5 years or so. Mobilink has market penetration of more than 2.3% per year. It has 2.5 million users. Mobilink Jazz has 85% share of prepaid. Due to large market share and high profitability it helps to expand the business. Reference: http://telecompk.net/2007/10/01/mobile-market-2007-mobilink-at-top/ 1.9 Employee turnover factors involved in mobilink pakistan The factors that have been identified in context of the employees turnover a Mobilink ® Pakistan. are: Employees at Mobilink often look for alternative jobs The alternative of job is positively related to employee turnover (hulin et al,1985; steel and griffeth,1989). The importance of this factor increases in the context of Pakistan telecom industry because there are more competitors and opportunities for finding jobs with other employers are in great number. The presence of number competitors in this industry may be a reason for the employees to perceive that they can easily find jobs in the market. Given the labor market conditions and number of jobs available in market, may potentially be a major reason of employee turnover. Employees expectations about Mobilink are not met In met expectation model by (Porter Steers 1973) it was discussed that if the expectations of employees about their job are not met, they become dissatisfied and it eventually makes up the turnover intention. Employees were asked various questions about their expectations about Mobilink before they joined it and the level to which these expectations were met. Employees are not satisfied with the training opportunities and training effectiveness. Training is very important in employees growth and career development. If employees are not provided with sufficient training opportunities and relevant training contents, then they dont see growth in their career and this phenomenon creates dissatisfaction among employees. As a result, they think to find some job where they hope they can get enough training opportunities for their career development (March Simons 1958) Organizational Equilibrium Model). Employees at Mobilink were asked about the training opportunities and training effectiveness. The collected information will help to find out the significance of this factor in employee turnover at Mobilink. Employees are not satisfied with the amount of help they get from supervisor and fellow workers. Employees satisfaction with supervision and with the help they get from co-workers is negatively associated with employee turnover (Debrah,1993). Supervisors attitude with subordinates is very important in organizational context. It is commonly believed that employees dont leave the job, they leave the bosses. The help from peers and co-workers also plays a very important role in organizational commitment. Employees are tied in strong bonds if the overall culture in an organization is helping and friendly. On these theoretical justifications, it was very important to find out the significance of employees satisfaction with the amount of help they get from supervisors and fellow workers in Mobilink. Employees are not satisfied with the growth opportunities One of the major motivation for employees to work with any organization is the growth and advancement opportunities they are provided. (In organizational equilibrium model, 1958, March Simon) discuss that insufficient opportunities for growth and advancement prove to be dissatisfying for employees. This hypothesis will help us to identify that whether or not employees are satisfied with the growth opportunities at Mobilink. Employees do not have a good work-life balance. Lack of work-life balance is a source of employees dissatisfaction (Lee Mitchells Unfolding Model 1996). If after the job, employees are not left with enough time to spend with their families and for their personal activities, they are de-motivated and this fact forces them to think about leaving the job (Beach and Mitchells Image Theory 1988). In present conditions of competition among different employers in telecom sector, there is a possibility that employees are being stretched to give maximum output and this may cause a misbalance between the work and employees personal life. 1.10 Strategies to minimize employee turnover: Strategies on how to minimize employee turnover, confronted with problems of employee turnover, management has several policy options viz. changing (or improving existing) policies towards recruitment, selection, induction, training, job design and wage payment. Policy choice, however, must be appropriate to the precise diagnosis of the problem. Employee turnover attributable to poor selection procedures, for example, is unlikely to improve were the policy modification to focus exclusively on the induction process. Equally, employee turnover attributable to wage rates which produce earnings that are not competitive with other firms in the local labour market is unlikely to decrease were the policy adjustment merely to enhance the organizations provision of on-the job training opportunities. Given that there is increase in direct and indirect costs of labour turnover, therefore, management are frequently exhorted to identify the reasons why people leave organizations so that appropria te action is taken by the management. Extensive research has shown that the following categories of human capital management factors provides a core set of measures that senior management can use to increase the effectiveness of their investment in people and improve overall corporate performance of business: Employee engagement, the organizations capacity to engage, retain, and optimize the value of its employees hinges on how well jobs are designed, how employees time is used, and the commitment and support that is shown to employees by the management would motivate employees to stay in organizations.. Knowledge accessibility, the extent of the organisations collaborativeness and its capacity for making knowledge and ideas widely available to employees, would make employees to stay in the organisation. Sharing of information should be made at all levels of management. This accessibility of information would lead to strong performance from the employees and creating strong corporat e culture (Meaghan et al. 2002). Therefore; information accessibility would make employees feel that they are appreciated for their effort and chances of leaving the organisation are minimal. Workforce optimization, the organisations success in optimizing the performance of the employees by establishing essential processes for getting work done, providing good working conditions, establishing accountability and making good hiring choices would retain employees in their organisation. The importance of gaining better understanding of the factors related to recruitment, motivation and retention of employees is further underscored by rising personnel costs and high rates of employee turnover (Badawy, 1988; Basta and Johnson, 1989; Garden, 1989; Parden, 1981; Sherman, 1986). With increased competitiveness on globalizations, managers in many organizations are experiencing greater pressure from top management to improve recruitment, selection, training, and retention of good employees and in the long run would encourage employees to stay in organisations. Job involvement describes an individuals ego involvement with work and indicates the extent to which an individual identifies psychologically with his/her job (Kanungo,1982). Involvement in terms of internalizing values about the goodness or the importance of work made employees not to quit their jobs and these involvements are related to task characteristics. Workers who have a greater variety of tasks tend stay in the job. Task characteristics have been found to be potential determinants of turnover among employees (Couger, 1988; Couger and Kawasaki, 1980; Garden, 1989; Goldstein and Rockart, 1984). These include the five core job characteristics identified by (Hackman 1975) and (Oldham 1980) skill variety, which refers to the opportunity to utilize a variety of valued skills and talents on the job; task identity, or the extent to which a job requires completion of a whole and identifiable piece of work that is, doing a job from beginning to end, with visible results; task significance, which reflects the extent to which the job has a substantial impact on the lives or work of other people, whether within or outside the organisation; job autonomy, or the extent to which the job provides freedom, independence, and discretion in scheduling work and determining procedures that the job provides; and job feedback, which refers to the extent to which the job provides information about the effectiveness of ones performance (Tor et al., 1997). Involvement would influence job s atisfaction and increase organizational commitment of the employees. Employees who are more involved in their jobs are more satisfied with their jobs and more committed to their organization (Blau and Boal, 1989; Brooke and Price, 1989; Brooke et al., 1988; Kanungo, 1982). Job involvement has also been found to be negatively related to turnover intentions (Blat and Boal, 1989). Job satisfaction, career satisfaction, and organisational commitment reflect a positive attitude towards the organization, thus having a direct influence on employee turnover intentions. Job satisfaction, job involvement and organisational commitment are considered to be related but distinguishable attitudes (Brooke and Price, 1989). Satisfaction represents an affective response to specific aspects of the job or career and denotes the pleasurable or positive emotional state resulting from an appraisal of ones job or career (Locke, 1976; Porter et al., 1974; Williams and Hazer, 1986). Organisational commitment is an affective response to the whole organisation and the degree of attachment or loyalty employees feel towards the organisation. Job involvement represents the extent to which employees are absorbed in or preoccupied with their jobs and the extent to which an individual identifies with his/her job (Brooke et al., 1988).The degree of commitment and loyalty can be achieved if management they enrich the jobs, empower and compensate employees properly. Empowerment of employees could help to enhance the continuity of employees in organisations. Empowered employees where managers supervise more people than in a traditional hierarchy and delegate more decisions to their subordinates (Malone, 1997). Managers act like coaches and help employees solve problems. Employees, he concludes, have increased responsibility. Superiors empowering subordinates by delegating responsibilities to them leads to subordinates who are more satisfied with their leaders and consider them to be fair and in tu rn to perform up to the superiors expectations (Keller and Dansereau, 1995). All these makes employees to be committed to the organization and chances of quitting are minimal. 1.11 Conclusion Statistical analysis prove that Mobilink employees have sufficient perceived alternatives for jobs, employees dissatisfaction with the performance management system and employees bad work-life balance, have proven to be valid. Whereas other hypotheses, employees expectations about Mobilink are not met, employees are not satisfied with the training opportunities and training effectiveness, employees are not satisfied with the growth opportunities and employees are not satisfied with the amount of help they get from supervisors and fellow workers, proved to be invalid. So, on the basis

Terrorism - A Peaceful Jihad is an Oxymoron :: Exploratory Essays Research Papers

Terrorism - A Peaceful Jihad is an Oxymoron In June of 2002, when asked to give a graduation speech at Harvard, Zayed Yasin, a Muslim, wrote a speech in which he explained his definition of a Jihad. In accordance with the subject matter, Yasin titled his speech â€Å"My American Jihad.† When Harvard requested him to change the title, he complied. This action, though, stirred up many who believed Yasin had a right to use his original title. From the stance John Milton takes in his essay, Aeropagitica, one can clearly see that he would argue against Harvard’s decision to censor the title of Yasin’s speech. Milton, however, overzealously defends free speech and fails to recognize that the authorities must withhold some things from people under their governing authority. Though Yasin appears to attempt to portray a different aspect of the word â€Å"Jihad† in his speech than that aspect that has dominated America over the past year, he fails to recognize its more common meaning. Rather, he excuses the common meaning as having been â€Å"corrupted and misinterpreted.† In his speech, Yasin explains that to him, Jihad â€Å"is the determination to do right, to do justice even against your own interests. It is an individual struggle for personal moral behavior.† Yasin continues to explain his definition of Jihad and gives more details about it. According to author Abdullah Al Araby, although Yasin correctly describes Jihad as a personal, inner struggle, Jihad also means, â€Å"fighting in the name of Allah.† Al Araby explains, â€Å"In this sense Jihad is the struggle for the cause of spreading Islam, using all means available to Muslims, including force. This kind of Jihad is often referred to as ‘Holy War’.â₠¬  As a result of the recent September 11 attacks on the World Trade Center and the Pentagon, people refer to this definition when discussing the term Jihad. Contrary to popular belief, Islam does not teach peace to the extent most Americans think it does. The Qu’ran, the holy book of Islam, commands, "Fight (kill) them (non-Muslims), and Allah will punish (torment) them by your hands, cover them with shame" (Surah 9:14). Numerous similar commands exist in the Qu’ran (Al Araby). Not only does Yasin present a misleading and deceptive argument by explaining merely half of the meaning of the term Jihad, but he also, by using the term in conjunction with the adjective â€Å"American,† implies that Americans participate in Jihad.

Past and Present Native American Affairs

After examining the past of Native Americans, their wanting to have a piece of the government pie, and the present affairs under the reservations is different to the living circumstances of Native Americans. It starts with issues such as drug abuse and prevention within the tribes. The next step for them is to ensure they have enough money to support their tribes and encompasses all their needs. Finally, it is how the tribes give back to the states they decide to build casinos in. In the article, â€Å"Drug Czar Urges Tribal Leaders to Focus on Youth Drug Preventions,† posted by the US Newswire on September 6, 2000, discuses about how American Indian youth has the highest percentage of drug abuse in America at this time. The White House Office of National Drug Control Policy Director Barry R. McCaffery has promoted a campaign to prevent the drug use. The Office of National Drug Control Policy (ONDCP) has invested in over $3 million reaching out to tweens and teens. Also, McCaffery thinks that if every parent in America along with American Indian parents would talk to their children about drugs, that it would make a huge difference. In the article, â€Å"In Shift, Interior Dept. May Allow Tribes to Build Casinos far From Reservations,† talks about the Bush-era rule â€Å"allows Indian tribe to build casinos far from the reservations, raising the possibility that new gambling resorts could be built close to New York and elsewhere around the country†. In 2008 tribes couldn’t open beyond their commuting distance, but this led to being rejected from at least 22 applications. This does not mean the casinos are approved yet though. Nelson Rose, a professor at Whittier Law School in California this there’s to much money involved. Some tribes like the Mississippi Band of Choctaws could benefit from this, since they plan for a $375 million casino/ hotel 175 miles away. It could be a benefit to others as well, considering it could bring thousands of jobs. But only five tribes have been approved for this in the 23 years Congress passed the Indian Gaming Regulation Act. In article one states that American Indians and Alaskan Native children were the highest drug users amongst teens. Since then, the National Drug Policy has invested the time, effort, and money to educate parents as well as their children about drugs and alcohol. In article two they are talking about the revenue they made the state and how much they were able to put into education funds. These casinos are not being built for teens to enjoy. They are meant for adult leisure. Article two showed how much money they are placing into education for the entire state and not just for certain populations. Both articles discuss education, however article two highlights it and makes it a positive thing for the state the casino is built in. Article one is explaining us that they had to invest money for this certain problem. This is not just an American Indian or Native Alaska problem. It’s our country’s issue. All over our country we are seeing proposals for casinos that are backed by Native American tribes. The government in some states saw it as an advantage and took it, while others still battle with the idea of having a casino in their state. Casinos are the adult’s version of Disney Land and the chances of the government lowering the age to gamble is non existing. There is no relation between drug use and where the casinos are. These casinos have been built and they are continuously pouring money back into the state and keeping the taxes low and filling the necessary gaps as well as putting in extra money where we need it. Education is one of the toughest battles when it comes to funding and if these casinos are putting money into this fund to allow all children to go to school and be safe, then what is the problem? I would not change the Columbus Holiday. Columbus is one of our founding fathers and he should be appreciated for that. For if he did not come over here, where would be now? We could still be over in Europe somewhere. A few other reasons why I enjoy Columbus Day are: it’s a day off from school and it gives me an opportunity to spend time with my two little brothers and my mom. I understand what he did to the Native Americans; however like many of our other founding fathers he did what he was right for his people at that time. That is why it is called history so we know not to repeat it.

Ground Zero for C limate Change Essays - Environmental Justice

Ground Zero for C limate Change Essays - Environmental Justice Ground Zero for C limate Change Anything having to do with the physical world and developing a deeper understanding of it has always enthralled me. Accordingly, the field of biology, specifically climate c hange biology, is one which is I follow with keen interest . The independent writer Wen Stephenson 's article tackles the issue of climate change biology in a way that I found to be unique. His article " Ground Zero For Climate " discusses the sphere of climate chan ge and environmental conditions but through the lens of racial inequality . It was written out of a need to bring attention to "environmental racism"the disproportionate burden of pollution on communities of color, especially African-African communities in the South. The article was published in The Nation , which covers political and cultural news, opinion and analysis. As such, one can assume that t he audience to whom this article is aimed at is aware of climate change, its effects and dangers a s well as the need for environmental reform. T h e article opens with a description of the devastation wreaked on a once bustling small town by pollution. The opening line, " In the br ight sun, the streets at midday on a Friday were ghostly quiet. " serves to highlight the loss of activity, both social and economic, within the town of West Port as business closed down and citizens left to escape the onslaught of s moke from the nearby refineries. Stephenson goes on to describe the systematic and structural placement of toxic waste, incineration facilitie s, petrochemical plants and refi neries and polluting power plants within the vicinity of low income minority town. He also addresses the legislative war against environmental racism and the need for the spread of information regarding climate justice. The article opened with interviews from persons that had lived in West Port for decades. This is followed by highlight ing the presence of the problem, stating the thesis then giving historical data as well as facts to defend his thesis. In concluding, he amended his thesis. The thes is of the piece was stated and can be found towards the end of the article. "The central mission and purpose of the climate movement is to prevent runaway, civilizati on-destroying global warmingin other words, to create the n ecessary political and economic conditions for a las t-ditch, all-out effort to keep enough fossil fuels in the ground which is already about racial, economic , social and generational justice." The placement of the thesis allows the author to provide background regarding environmental justice and racism, cite examples where the phenomenon had taken place such as West Port Arthur and Carver Terrace as well as provide facts and figures from sources to prove the reader with an understanding of the thesis . It also gives him leeway him to expound upon his thesis and broade n its scope to include the present day world as the climate disadvantaged , not just lower class communities as seen in the following quote. " The question now is whether climate justice can be defined broadly enough to encompass everyonenot only our own commun ities, our own children, but everyone, ev erywhere, including generations not yet bornin ord er to keep even the possibility of justice alive on Earth. The idea of environmental racism is controversial as many persons choose to ignore the link between social issues and race, choosing to explain it away as a coincidence or as a result of a myriad of other plausible factors . However , the writer supported this concept by outlining facts supporting the prevalence of environmental disadvantage that poorer communities of color face , and citing reknown authorites on the issue such as Robert Bullard, the celebrated sociologist and activist , called the father of the environmental justice movement to confirm the existence of a racial link to the issue . T he use of emotive language and the presence of facts and figures to prove the writer's argument also made the article an impressive one . He used several real life examples, narrative strategies, presented facts, quoted authors and made commanding statements such as likening living in the

The Slave Trade Abolishment essays

The Slave Trade Abolishment essays Up until the 1st May 1807, the Slave Trade had been an important source of income for the British Empire. Britain had relied on the Triangular Trade since 1662 and benefited in the centuries that followed until in May 1807, Parliament passed the Abolition of the Slave Trade Bill in the House of Laws by 283 to 16. There were four main reasons as to why the slave trade was abolished; these reasons fell under one of these factors: the work of individuals; the work of groups; economics and fear. This essay will discuss the above categories and make a judge which one was the main contributor to the abolition of the slave trade in Britain. To begin with, the first factor this essay will explore is the work of individuals. The work of individuals certainly contributed to the abolition of the slave trade and the types of individuals varied from former slaves to Members of Parliament. John Newton, a former captain of a slave ship, gave evidence and wrote diary entries about the horrible and tragic things that occurred on slave ships; Newton also wrote Amazing Grace, a song widely known today. Olaudah Equiano was an extremely influential person in the 18th century- he was one of the few slaves that had managed to purchase his freedom. His heart rendering story became public when he published his autobiography in 1789. Equiano toured Britain, wrote letters to MPs and worked with white abolitionists- he dedicated the remainder of his life to the abolition of the slave trade. One of the greatest campaigners for abolition of slavery was Granville Sharp. In 1765 Sharp saw a black teenager waiting for free medical attention; the youth was almost blind, could barely walk and had a swollen head. Sharp introduced himself to the youth and learned his name was Jonathon Strong. Strong had been brought to Britain as a slave and had been badly beaten by his owner. Granville took Strong to a hospital where he recovered; two years later St...

Asian Pacific Multinational enterprises in the Global Economy

Asian Pacific Multinational enterprises in the Global Economy Introduction The growing trend in the globalization of trade across the world has influenced the manner in which organizations are growing towards the international paradigm. According to Ahearn (2011), current statistics indicate that the global economic power is gradually shifting from developed economies, including Europe and the United States, to fast growing economies especially the Asian Pacific nations.Advertising We will write a custom essay sample on Asian Pacific Multinational enterprises in the Global Economy specifically for you for only $16.05 $11/page Learn More Asian Pacific nations have developed exponentially over the years with multinational corporations characterized by intense business activities influencing the global economy (Ahearn, 2011). Led by China and Japan, countries within the Asian Pacific Zone are increasingly attracting Foreign Direct Investment (FDI) that contributes to growth in the world economy. Apart from accelerating ec onomically, many of the Asian nations are investing, procuring, and operating new multinational businesses across the world (Bennett, 2002). However, the power of Asian Pacific multinational corporations in the global economy remains underestimated. Hence, this essay seeks to examine the influence of the Asian Pacific multinational corporations on the international economy. Asian Pacific Multinational Corporations Among the fast-emerging market economies, it is essential to understand the major countries in the Asian Pacific zone that significantly influence the growth of the global economy through trade (Nigam Su, 2010). China, Japan, Taiwan, and Korea are among the major players in the Asian economy, and their multinational corporations are diverse across the world. Asian pacific multinational corporations influence the global economy through their trading activities that are exceptional. According to Pananond (2007), the Asian Pacific corporations have unique business strategies , business practices, business aims, and management techniques that significantly influence their international economic power. When considering their direct contribution to the global economy, multinational corporations from the Asian pacific zone have different business strategies compared to their counterparts, which are European and United States (Ahearn, 2011). Types of businesses, industrial practices, business investment techniques, technology, trading policies and regulations, innovation approaches, management behaviors, and corporate operations of the Asian Pacific companies differ from their potential business rivals. Chinese Multinational Corporations China is among the fastest growing economies within the Asian Pacific zone, which is currently contributing to the transformation of the global economy through its expanding trade and manufacturing practices (Dee, 2006). China is growing economy and economic powerhouse that continues to attract millions of international inve stors in the business segment, and its corporate firms dominate the global business paradigm.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Chinese multinational firms augment investment practices across Europe and within the United State; hence, increasing global corporate growth (McGrew, 2008). China has different targets, strategies, business practices, and corporate policies that differ from their trade and business counterparts, European and United States. China has domestic business policies renowned by both the private and public sector, which influence its contribution to the international economy (McNally, 2013). China’s corporations contribute significantly to its internal economy and international economy, understanding of their influence on economic growth is essential. In few years, Huawei technologies seems to dominated multinational networking and telecommu nications sector, and has contributed to immense economic growth for China. Strategies of China and Chinese Corporate Practices China and its corporate practices are unalike from their rivals, an issue that contributes to their influence on their economic growth and that of other nations like the United States (McNally, 2013). Chinese corporations follow their national trading and business practices that have their basis on the idea of state capitalism in marketing strategies. While the United States and Europe support the notion of establishing organizations that enhance socioeconomic well-being, China is reemerging as a powerful and dynamic supporter of state capitalism. McNally (2013) states that, â€Å"China represents a hybrid that is now the leading form of refurbished state nationalism† (p. 5). Several Chinese multinational corporate organizations operating within China, the United States, and Europe are practicing their businesses following the state capitalism model. Using the state centered-planning in controlling Chinese trade and multinational Corporations, the practice of state capitalism enables China to conquer the international trade boundaries (McGrew, 2008). Although Chinese capitalism attracts controversial discourse, the model significantly influences the global economy. Chinese state capitalism serves the modern trends in the globalization efforts, with its multinational corporations contributing significantly to competition within the global markets (McGrew, 2008). Many of the Chinese multinational corporations are private organizations serving through state corporate policies with their main aim being the maximization of profits from the international markets. China’s spirit of capitalism puts multinational corporations into the global front through influencing market trends, balancing economies, enhancing trading, and influencing global financial markets. Through state capitalism that influences the operational behavior of many Chinese multinational firms, business policies in China seek to promote low-cost investments in major industries.Advertising We will write a custom essay sample on Asian Pacific Multinational enterprises in the Global Economy specifically for you for only $16.05 $11/page Learn More Akin to other East Asian forerunners, China’s multinational corporations use programs of government, which are well-subsidized investments in major leading business industries (Dee, 2006). The capitalism of Chinese multinational firms focuses on enhanced exportation and suppressed domestic utilization of homemade products, purposely to encourage the maximum profit making, promote high savings, and increase investment rates. China’s capitalism pushes for the creation of a solitary international capitalist economy where multinational corporations organize business productions and control marketing. According to McNally (2013), â€Å"China’s capitalism, t hus, has assimilated multi-firm, multinational global production and knowledge networks† (p. 5). Through subsidized investment in leading industries including telecommunication, gas, and oil, China’s multinational corporations push for foreign direct investment (FDI). China has frequently attracted FDI from leading western multinational corporations, since its domestic economy has become a fundamental component of the western-based economies (Pananond, 2007). China’s multinational corporations have manipulated the inward and the outward FDI rates, with foreign companies investing in China and China’s firms investing across the world. The approach of intensified export of homemade products, oppressed consumption of homegrown products, and frustration of imports of major industrial products enables China’s multinational firms to control major global markets (Dee, 2006). Compared to the western multinationals that emphasize on the consumption of their homemade products, balance exportation and transportation, highly emphasized intellectual property rights, China’s multinational firms foster capitalism. Chinese multinational corporations are sensitive to international labor markets and demands across the world. Considered as an unethical leadership, Chinese multinational corporations have been utilizing different labor standards that the Western and American companies feel are unjust (Walsh Zhu, 2007). Market capitalism utilized by the Chinese corporations does not promote excessive utilization of labor. As opposed to the European and American companies, China discourages high labor turnover within its multinational organizations, as a means of enhancing profitability and reducing operational costs. Chinese multinationals believe that effective marketing systems should govern labor and capital markets not only through managing market-related issues, but also through coordinating labor trends (Collinson Rugman, 2007).Adver tising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Chinese multinational encourage laborsaving strategies and low labor turnover to avoid excessive expenditure on wages and maintenance of employment. Employee retention and attraction of highly skilled labor at cheap recruitment standards normally assists Chinese multinationals in managing wage bills. Korean multinationals and the Western/American Corporations As an emerging economy, Korea has also been very practical in utilizing outward direct investment (ODI) that influences its economic power. Multinational corporate practices and policies utilized by most of companies from the East Asian countries are normally similar, with the aspect of capitalism practically eminent (Ghemawat, 2003). The Korean government encourages its functional firms to venture abroad to acquire new technologies and skills. Korea is among the Asian economic powerhouses with increasingly flourishing stock markets, direct foreign investment, and strong foreign business influence being the foremost aspects of its enhanced economy (Ghemawat, 2003). Korean firms operate differently from their European and American multinational counterparts, a central factor that makes Korea a giant economy within the Pacific Asia. For the Korean multinational corporations operating within Europe and America, knowledge sharing relationships, enhanced technological networks are major management and business operation strategies utilized (Ghemawat, 2001). Akin to its Asian counterparts, Korea’s public policies on international trade practices and ODI play a significant role in multinational businesses. Korea’s influence on its multinational corporation trading practices greatly influences the economic trends across the continents. The government of Korea encourages multinational corporations to engage in ODI through more risky investment strategies, rather than depending intensely on government funding (Ghemawat, 2001). Aggressiveness in these firms frequently increases ODI, which further influ ences global economic growth. Korean multinational corporations emphasize on broad international market research that normally seeks to improve their market penetration strategies across the world (Ghemawat, 2001). In addition, Korean firms have well-established research institutions within their companies that complement the acquisition and sharing of market information. Supported by enhanced information technology that Korea has ventured into, multinational corporations established within Korea, and around Europe and America are flourishing in global markets. The business nature of global information capitalism enables Korean firms to conquer the global economic sphere (Narula, 2006). While the European and the American corporations have specialized in the domestic research to identify the needs of their own population, Korea and other Asian states have built interest in potential markets across the world. Similar to the Chinese corporate strategies, Korea utilizes the corporate a nd state capitalism approach for their multinational corporations, with their products, utilities, and services targeting developing economies especially in Africa (Narula, 2006). Venturing into new investments within emerging and underdeveloped economies significantly helps Korean and other Asian corporations in maneuvering competitive global markets. The business practice of such kind also enhances economic growth as it improves the state of developing economies and international trade links between nations (Nigam Su, 2010). As opposed to the western and American states, many multinational corporations of these nations normally emphasize on settling the demands of the domestic market, most of which developed long time ago. According to Nigam and Su (2010), this business practice normally contrasts the strategic management practice, which should always focus on utilizing new market opportunities and encouraging contemporary innovations. Since economic crunches have intensified in the contemporary era and many governments have failed to recover from financial crisis, civilians are relying on cheaply designed products that favor their immediate conditions (Nigam Su, 2010). Korean and several other Asian multinational corporations seem to have utilized the growing opportunity for economically favorable electronic, telecommunication, and technological products (McGrew, 2008). While the American and European firms raise concerns over the failure of Asian countries to respect global trading policies, including disproving intellectual property principles, Korean firms are intensifying ODI. Many of the European and American multinational corporations dealing with major industrial products have undermined markets in the third world, while the Asian multinational utilize these markets. Coupled with government policies that seem strictly follow the World Trade Organization (WTO) regulations, Western and American multinational corporations fail to capture growing marke ts in developing economies (McGrew, 2008). By emphasizing on new investments abroad, rather than exploiting on domestic opportunities like the American and Western multinationals, Asian multinationals occupy enormous global market share. Multinational Corporations of Japan The strategies employed by multinational organizations from Japan, Hong Kong and Taiwan are relatively similar to those utilized by their fellow Asian counterpart, but very different from those used by the Europeans and Americans (Brown, Rugman Verbeke, 1998). The main economic power of the Asian countries comes from their ability to venture in leading industrial commodities that include electronics, machinery, telecom, and other technological devices. Although Japan has not intensified direct outside investment as compared to China, multinational corporations that deal with leading industrial products find export-oriented strategy as a crucial international corporate practice (Wu, 2008). Japanese companies devel op highly demanded industrial products and emphasize on exports and foreign markets located within both developed and developing economies. Critical emphasizes and specialization of automotive products that are in constant demand across the world gives Japan a unique commodity-based competitive advantage over the Western multinationals (Wu, 2008). While most of the multinational corporations from America slacked in the production of machinery and automobiles during post-financial crisis, Japan maintained. Japan has been trading on the notion of unique technology, which rarely prevails in the Western and American multinational corporations, and this presents its corporations with a unique opportunity to survive in these heavily competitive markets (Brown, Rugman Verbeke, 1998). Apart from simply acquiring investments around the Western and American premises, Japanese corporate organizations realize that integrating unique technological network is essential to maneuver in these compe titive markets. Technological upgrading, a strategy of many Japanese multinationals enables them to triumph easily through the developing economies across Asia, Africa, and within developed economies (Ghemawat, 2001). Lately, Mitsubishi Corporation is Japanese main source of automobile innovation, with the company seeking to shift from old technologies and integrate green technology. This approach enables Mitsubishi gain international attention as automotive companies seek to replace fuel guzzlers in the car market. Compared to their fellow counterparts in the United States and Europe, innovation and utilization of talented workforce that is technologically suave, is a competitive advantage for many Japanese firms. Canon, Mazda, and Sony are major international firms that originated from Japan, while Toyota and Nissan are spreading across the developing economies, including the vastly growing Africa (Brown, Rugman Verbeke, 1998). Although limited to expanding and exploring opportun ities that emerge specifically within Asia, campaign on intensive utilization of export-led strategy among Japanese multinational firms is becoming eminent, with exportation of leading brands and commodities being crucial. However, Japanese export success does not rely on any commodity produced on counterfeit production, but depends on specific, few, and recognized industries that are renowned for bringing significant economic impact (Wu, 2008). The few essential sectors promote most of the outward FDI and are responsible for the globalization of the Japanese economy. While the few sectors in the Japanese firms manage to internationalize the country towards the global economic sphere, Japanese firms also balanced their role within their domestic markets (Bennett, 2002). This is in contrast with many of the American and Western multinationals, which focus on exploring and utilizing regional home market rather than international competitiveness. Japanese multinational corporations hav e emphasized on management techniques that understand the imperativeness of appreciating international differences within developed and developing nations (McGrew, 2008). Through such management techniques, Japanese firms have been introducing commodities that suit each market economically and culturally. Across the world, with models and designs of these products produced, Japanese multinational corporations like Mitsubishi corporations, rely on the economic ability of the targeted consumers. Japan international firms produce an assortment of highly valuable electrical, automobile, and telecommunication commodities, while considering the cost and ability of the targeted markets (Narula, 2006). When these firms export expensive products to America and Europe as their seasoned potential markets, they also consider developing markets that require relatively low-priced products. A perfect corporate case is Mitsubishi Corporation that has influenced automobile business in developed econ omies including the United States and across the United Kingdom. Japanese Mitsubishi Corporation has also extended its operations to developing nations including those in the African continent. Conclusion Government policies, firm aims, corporate operation practices, and management practices across Asian countries differ from their rivals across the Western economies and America. The business intentions and practices are different in their approaches, as Asian multinationals use different trade and business strategies compared to American and Western multinationals. Contrary to most of the Asian economies, multinationals from Western and American states utilize home based markets than foreign direct investment, with production and investment in Asian companies utilizing export strategies. China, Korea, Taiwan, and Japan are all endlessly seeking international triumph through exploration of new markets in emerging economies within the second and third world nations. While American an d Western nations utilize high labor turnover in most of their multinational organizations, Asian multinationals utilize low-wage labor and emphasize on employee retention. Asian countries have welcomed free trade across their nations, but with flexible regulations governing trading polices and principles. References Ahearn, R 2011, Rising Economic Powers and the Global Economy: Trends and Issues for Congress. Web. Bennett, J 2002, ‘Multinational Corporations, Social Responsibility, and Conflict’, Journal of International Affairs, vol. 55, no.2, pp.393-410. Brown, L, Rugman, A Verbeke, A 1998,’ Japanese Joint Ventures with Western Multinationals: Synthesizing the Economic and Cultural Explanations of Failure’, Asian Pacific Journal of Management, vol.6, no.2, pp. 225-242. Collinson, S Rugman, A 2007, ‘The regional character of Asian multinational enterprises’, Asia Pacific J Manage, vol. 24, no.1, pp. 429–446. Dee, P 2006, Multination al Corporations, and Pacific Regionalism. Web. Ghemawat, P 2001, ‘Distance still matters: the hard reality of global expansion’, Harvard Business Review, vol. 79, no.8, pp. 137–147. Ghemawat, P 2003, ‘Semi-globalization, and international business strategy’, Journal of International Business Studies, vol. 34, no.2, pp.138–152. McGrew, A 2008, Globalization, and global politics. Web. McNally, C 2013, How emerging forms of capitalism are changing the global economic order. Web. Narula, R 2006, ‘Globalization: new ecologies, new zoologies, and the purported death of the eclectic paradigm’, Asia Pacific Journal of Management, vol. 23, no.3, pp.143–151. Nigam, R Su, Z 2010,’ Climbing up the Performance Ladder: A Conceptual Framework for Emerging Country Multinational’, International Journal of Business and Management, vol. 5, no.4, pp.13-25. Pananond, P 2007, ‘The changing dynamics of Thai multinationals aft er the Asian economic crises ‘, Journal of International Management, vol.13, no.1, pp. 356–375. Walsh, J Zhu, Y 2007, ‘Local Complexities and Global Uncertainties: A Study of Foreign Ownership and Human Resource Management in China’, the International Journal of Human Resource Management, vol.18, no.2, pp. 49-267. Wu, J 2008, ‘An Analysis of Business Challenges Faced by Foreign Multinationals Operating the Chinese Market’, International Journal of Business and Management, vol. 3, no.12, pp.169-174.

Organizational Behaviour Essay Example | Topics and Well Written Essays - 3500 words

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Cross Cultural Management Essay Example | Topics and Well Written Essays - 2000 words - 2

Cross Cultural Management - Essay Example The diversity management programs are aimed at creating a welcoming organizational environment. Without the diversity management programs in workplaces there would be trouble within the organization in terms of employee relations and general performance of the company. This is because the policies in place do not accommodate people of diverse cultures. For example, an employee may have different sexual orientation from the one that is permitted within the policies of the organization. The employee in question may be good and productive, but since the organization cannot accommodate the culture, the employee is forced to lose the job. Cox (2001) notes, â€Å"The challenge of diversity is not simply to have it but to create conditions in which its potential to be a performance barrier is minimized and its potential to enhance performance is maximized. (P.10). The main reasons that make companies adapt to the cultural diversity of their personnel are to give individuals equal opportuni ties, compensatory justice, equality in the workplace, increase talent pools , competitive advantage, and to make good business sense. Solutions to questions Give individuals equal opportunities Adapting to the cultural diversity of personnel is aimed at giving equal opportunities to individuals. ... This can lead to a loss-loss situation in that, the individual will lose the job and the company may miss the opportunity to recruit a competent employee. Compensatory justice The companies encourage diversity in workplaces†to overcome historical discrimination against specific groups of people to compensate those who have been intentionally and unjust fully wronged (kellough, 2006; Valasquez, 2005).These specific groups of people may have been discriminated due to their race, ethnicity and sexual orientation. Compensatory justice is another way of improving the corporate image and enhancing equality within the organization. This is most people like to be employed by the companies that have improved both their formal and informal structures to accommodate them. This is because everyone wishes to work in an environment in which they feel safe and adequately represented. Promotion of equality in workplace Having policies and structures that support diverse cultures is an effectiv e way of promoting equality in a workplace. This creates the picture within the organization that no culture is given preference over the other. All cultures are treated equally. The equity has not been achieved in most organizations. This is because most companies tend to exclude the majority group and give special attention to the minority group. This still does not achieve equality as the majority group becomes the discriminated group. Cultural diversity management not only refers to the groups that have been looked down upon, but to the â€Å"mixture of differences, similarities and tensions that can exist among the elements of a pluralistic mixture† (Thomas, 2005, P.93). Increased talent

Religion and Theology Essay Example | Topics and Well Written Essays - 750 words

Religion and Theology - Essay Example People can independently practice any faith and doctrines that their consciousness allows and without the fear of being opposed by anyone. It is hard to separate religion and liberty in the present days. This is because it has been used by those that are struggling for freedom (Gunn, 15). Religion has played a crucial role in advocacy for human rights and in democracy promotion. How one responds to other religions that exist apart from our own determines how committed one is to observing this freedom of religion. It is evident that this commitment is in some people’s self interest since they have no religious beliefs that they hold on to. Religious freedom needs people to tolerate other religious groups even those that are considered to have followers that are causing trouble. Whether Christians, Buddhists or Muslims they all have the right to practice their religion as well as build their places of worship be it churches, temples or mosques all in accordance with the beliefs which people have. (Gunn, 23). The Chinese religion is the one which is of focus in this case. There are various issues which come into focus in relation to this particular religion. The one which seems to stand out, however, is in relation to the statues and many deities which are associated with the various religions that are prevalent in China. It is also of the essence to note that most of the religions which are in China are rather traditional in nature. This brings to question of whether these religions indeed incorporate the modern beliefs that are associated with religion. It is also seen that these religions may seem to be just favorable to the local inhabitants of the country or rather the local inhabitants. As opposed to some of the religions which may be practiced in other countries, the one in China seems to be unaccomodative of foreign individuals (Gunn, 7). With these revelations one of the things which can be asked is whether the Chinese religion was in existence bef ore the relations which the country had with other nations, particularly those of the West. The main reason for such an inquiry is with the notion that the West seems to be influential of most of the things which happen in the current world. The answer to such a question is a rather simple one. The Chinese religions have been in existence for a significant period now. This is to mean that they are totally autonomous from the influence of the West. There are certain elements which are associated with religions in the West and these elements are not anywhere in the Chinese religions. Some of these elements include the use of religious elements such as the Bible (Yanxia & Xinzhong, 35).. The Chinese religion is also one which is rather conservative. The elements which were in the religion back in the days are still being practiced even in the contemporary society. The ability of these religions to stand the changes which are in existent is majorly based on their deeply rooted beliefs i n traditions, not forgetting their conservative nature. To a greater extent, the happenings that are associated with the Chinese religions may seem rather strange to the ordinary people. However, it is also of the essence to appreciate the diversity which various regions of the world have to offer (Yanxia & Xinzhong, 23).. In the recent past, there have been concerns that this freedom is waning. There are claims that some religious minorities are being discriminated against and being mistreated. This piece of information has not been widespread, but its impact might be felt nationwide in the coming days if nothing is done. There have been wars which are perpetrated by individuals from one religious group to another. In most cases, it is the Muslims and Christians who are affected. There are

History cold war Essay Example | Topics and Well Written Essays - 750 words

History cold war - Essay Example While the United States became the land of the free, where individual dreams of success were within the realms of possibility following the tenets of Capitalism, the Communist ideologies of the Soviet Union were just the opposite. In many ways, the Cold War was a global contest for supremacy between two diverse, and opposing social systems, one based upon private property, political and economic laissez-faire and the other upon state property, centrally controlled political system, and enforced equal opportunities for all. Once the Soviet Union emerged as the Power that had liberated most of Eastern and Central Europe from the clutches of Adolf Hitler during the World War II, it began to insist on communist regimes in all the countries like Poland, Czechoslovakia, Romania, Bulgaria and so on. Having learned a lesson from the case of Nazi Germany, (which was helped along by the previous non-interference of the United States in Europe) the United States became concerned over the rise of communism in various parts of the world like France, Italy and Germany, and of course the Central and East European nations. In the United States, suspicions of communism and the Soviet Union had reached a level of mass hysteria with the campaigning of anti-communist warrior Senator Joseph R. McCarthy, a Republican from Wisconsin who went public with his claims in 1950 that there were many Communists in the State government.Each Power now wanted supremacy in Europe in order to protect its own interests, and began to follow a strategy of intervention. The strategy of intervention included the use of incentives like offers of military protection, and of economic aid for growth and development. An added factor was that by this time each of the powers had missile capabilities and sought to place these missiles in locations of military advantage. Alliances thus also became a matter of military coalition and collaboration. As a result, objects of contention seemed to be whole societies and their particular orientation toward the United States or the Soviet Union. (Feste, 1992). Along with this strategy of intervention to win allies, the two powers each began to use strategies of deterrence and compellance. (Lebow, Stein, 1994)This meant an arms-build up, including nuclear arsenals, in order to threaten the other Power in such a way as to deter them from attacking, and then follow this up with a move to compel them using the threat of force. The three-pronged strategy of intervention, deterrence and compellance spread not only in Europe but also in various parts of the newly de-colonised Asia and South America. One such stand-off resulting from using the strategies of deterrence and compellance was the Cuba Missile Crisis in 1962. In 1960, the Soviet Union had managed to bring off a trade contract and alliance with Fidel Castro's Cuba following a strategy of intervention, which was only a few miles from the United States coasts. When the United States tried to instigate a revolution against Castro in 1962 through the famous incursion into the Bay of Pigs, which failed, the Soviet Union placed nuclear missiles in Cuba as a means of protecting its ally. President Kennedy placed Cuba under quarantine, and the tense nuclear situation was resolved with the withdrawal of Soviet missiles only after the United states promised not to invade Cuba, and to withdraw its missiles from Turkey.(Gaddis 1998) Almost at the same time a situation was brewing in Vietnam, where

HRD Essay Example | Topics and Well Written Essays - 1500 words

HRD - Essay Example The leading causes of these medial errors are lack of expertise or ignorance, communication or lack of it, between the medical professionals working together. Poor communication and breakdown in the same is a great threat to the competent medical practice and it needs must be improved for the sake of enhancing the effectiveness of medical practitioners, ergo, the safety of the patients. This paper will discuss the problems that from poor communication and what can be done to improve the process of medical care and the staff’s efficiency in this respect. It will be based on three journals addressing communication and safety in surgery, emergency medicine and the need for technology to enhance medical communication. According to Robert Neil (2006) in the journal, â€Å"Costly issues of an uncommunicative OR (Operation room)†, there is no place where the issue of communication is more important or its neglect more potentially dangerous than the operation room. Miscommunication in the OR often leads in complications and such ultimately lead in the patients lengthened stay in the hospital, increases the risk of infection and may negatively affect the hospitals bottom line considerably. Neil (2006) justifies his claim by quoting Peter Plantes, a vice president of clinical performance for VHA, Texas, who states that the although the patients safety gets first priority in the safety consideration, overall, with fewer mistakes, the costs will be positively impacted in the long run. To foster communication in the OR Plantes admits is not always easy especially for the surgeons many of whom are set in their ways, However, it can be achieved in the need for creating a collaborative environment in the OR are made clear and demonstrated. This is because surgeons are professionals who take pride in their work thus want the best for their patients, if they communicate and are open to

Police Case Scenarios Essay Example | Topics and Well Written Essays - 1000 words

Police Case Scenarios - Essay Example Taking the case where the two police officers were on a patrol on high – crime area, the officers were in a position and had the right to arrest the passenger. First was to make the rights to known to the passenger by telling them that they had the right to keep quiet, and secondly elaborate to the passenger why he or she was to remain silent. The reason to this was because any word could be used against the suspect who was the passenger in a court of law. After conducting the arrest, the officers were to explain to the suspect of the importance of having an attorney. The state would appoint one for the suspect to represent him or her in the jury or court of law in case the suspect could not afford an attorney. The fact that the woman leaning on the window was walking away was enough sign that whatever activity that was going on in and outside the car might not be legal. When the police officers got closer to the car, the passenger acted suspiciously and began to fidget and shove the hand downwards. There was suspicion bearing in mind that the woman leaning at the window had walked away. The police officers were right to present the passenger’s motion to suppress the seized evidence as evidence to the court. At arrival, the passenger shoved down the hands. Although there is circumstantial evidence, it will still be relied upon because of the nature in which the officers took the evidence. The series of events that occurred from the beginning make it circumstantial combined with physical evidence because cocaine was in the car. The officers made a judgment quickly to tell the suspect to put the hands where they are visible. The judgment was after the suspect shoved the hands downwards and complied only after the police officer drew his gun and gave the command. The police officer who made the arrest formed the correct opinion because it was a possible fact that maybe the suspect was reaching out for a gun, and the hands were

History cold war Essay Example | Topics and Well Written Essays - 750 words

History cold war - Essay Example While the United States became the land of the free, where individual dreams of success were within the realms of possibility following the tenets of Capitalism, the Communist ideologies of the Soviet Union were just the opposite. In many ways, the Cold War was a global contest for supremacy between two diverse, and opposing social systems, one based upon private property, political and economic laissez-faire and the other upon state property, centrally controlled political system, and enforced equal opportunities for all. Once the Soviet Union emerged as the Power that had liberated most of Eastern and Central Europe from the clutches of Adolf Hitler during the World War II, it began to insist on communist regimes in all the countries like Poland, Czechoslovakia, Romania, Bulgaria and so on. Having learned a lesson from the case of Nazi Germany, (which was helped along by the previous non-interference of the United States in Europe) the United States became concerned over the rise of communism in various parts of the world like France, Italy and Germany, and of course the Central and East European nations. In the United States, suspicions of communism and the Soviet Union had reached a level of mass hysteria with the campaigning of anti-communist warrior Senator Joseph R. McCarthy, a Republican from Wisconsin who went public with his claims in 1950 that there were many Communists in the State government.Each Power now wanted supremacy in Europe in order to protect its own interests, and began to follow a strategy of intervention. The strategy of intervention included the use of incentives like offers of military protection, and of economic aid for growth and development. An added factor was that by this time each of the powers had missile capabilities and sought to place these missiles in locations of military advantage. Alliances thus also became a matter of military coalition and collaboration. As a result, objects of contention seemed to be whole societies and their particular orientation toward the United States or the Soviet Union. (Feste, 1992). Along with this strategy of intervention to win allies, the two powers each began to use strategies of deterrence and compellance. (Lebow, Stein, 1994)This meant an arms-build up, including nuclear arsenals, in order to threaten the other Power in such a way as to deter them from attacking, and then follow this up with a move to compel them using the threat of force. The three-pronged strategy of intervention, deterrence and compellance spread not only in Europe but also in various parts of the newly de-colonised Asia and South America. One such stand-off resulting from using the strategies of deterrence and compellance was the Cuba Missile Crisis in 1962. In 1960, the Soviet Union had managed to bring off a trade contract and alliance with Fidel Castro's Cuba following a strategy of intervention, which was only a few miles from the United States coasts. When the United States tried to instigate a revolution against Castro in 1962 through the famous incursion into the Bay of Pigs, which failed, the Soviet Union placed nuclear missiles in Cuba as a means of protecting its ally. President Kennedy placed Cuba under quarantine, and the tense nuclear situation was resolved with the withdrawal of Soviet missiles only after the United states promised not to invade Cuba, and to withdraw its missiles from Turkey.(Gaddis 1998) Almost at the same time a situation was brewing in Vietnam, where

Police Case Scenarios Essay Example | Topics and Well Written Essays - 1000 words

Police Case Scenarios - Essay Example Taking the case where the two police officers were on a patrol on high – crime area, the officers were in a position and had the right to arrest the passenger. First was to make the rights to known to the passenger by telling them that they had the right to keep quiet, and secondly elaborate to the passenger why he or she was to remain silent. The reason to this was because any word could be used against the suspect who was the passenger in a court of law. After conducting the arrest, the officers were to explain to the suspect of the importance of having an attorney. The state would appoint one for the suspect to represent him or her in the jury or court of law in case the suspect could not afford an attorney. The fact that the woman leaning on the window was walking away was enough sign that whatever activity that was going on in and outside the car might not be legal. When the police officers got closer to the car, the passenger acted suspiciously and began to fidget and shove the hand downwards. There was suspicion bearing in mind that the woman leaning at the window had walked away. The police officers were right to present the passenger’s motion to suppress the seized evidence as evidence to the court. At arrival, the passenger shoved down the hands. Although there is circumstantial evidence, it will still be relied upon because of the nature in which the officers took the evidence. The series of events that occurred from the beginning make it circumstantial combined with physical evidence because cocaine was in the car. The officers made a judgment quickly to tell the suspect to put the hands where they are visible. The judgment was after the suspect shoved the hands downwards and complied only after the police officer drew his gun and gave the command. The police officer who made the arrest formed the correct opinion because it was a possible fact that maybe the suspect was reaching out for a gun, and the hands were

Marketing assignment Essay Example for Free

Marketing assignment Essay 1.1 Ryanair are pioneers of low cost airlines in Europe operating more than 1600 daily flights from 57 bases across 1600 low far routes connecting 180 destinations in 29 countries. They recently announced that they have ordered 175 new Boeing craft. 1.2 In order for Ryanair to keep the costs to a minimum, their airline uses small, regional airports only to reduce operational costs and operates as a point-t-point airline carrier, thus when other airlines avoiding the cost associated with a hub-and-spoke service. 1.3 Ryanair advertises it’s self as a â€Å"The low fare airline† and has a price promise under which it will pay double the difference if a customer finds the same flight cheaper elsewhere. 1.4 They pay as little as possible for their aircraft. They get big discounts on aircraft because they buy them when other airlines want them. 1.5 They spend as little as possible on advertising. They do not employ advertising agencies; instead all of their advertising is done in-house. 1.6 They don’t use travel agencies, so they don’t pay commissions. Ryanair uses direct marketing to recruit and retain customers and to extend products and services to them and this reduce cost. You book online or on the internet. This saves 15% on agency fees. Question 2 Kulula and Mango are South Africa’s low cost airlines. These airlines have in some areas imitated the Ryanair business model. 2.1 Kulula uses Lanseria Airport as an alternative to OR Tambo airport which can be attributed to reduction operational costs. Ryanair makes use of smaller airports instead of the large busy airports to reduce costs and reduce the time between flights. 2.2 The low cost airlines in South Africa, such as Kulula and Mango also upsell products such as car hires, travel packs and hotel accommodation. This is similar to the business model of Ryanair. 2.3 The low cost airlines in South Africa also reduce their costs by not including food on the fare; you can buy your food if you want. 2.4 To make bookings simpler the customers of Kulula and Mango can also book and buy flight tickets at Shoprite/Checkers for there’s is no commission paid to travel agencies. The internet online process also exists for self-service of making bookings. Question 3 The marketing environment consists of Micro and Macro environment. According to Kotler and Armstrong (2012;90) Micro environment consists of the actors close to the company that affect its ability to serve its customers such as the company its self, its suppliers, its marketing partners, customers and the general public. The macro environment is said to consist of the larger societal forces that affect the macro environment such as political, economic, social, technological, natural environment, and legal framework (Kotler Armstrong, 2012) 3.1 The Micro environment 3.1.1 Company Ryanair’s mission is to keep their customers happy by offering a simple service and that involves maintaining low-cost fares, such as offering no meal options or extended service elements such as beverage consumption, thus keeping labour-related costs low and inviting the more humble or thrifty consumer to enjoy travel to regional destinations without the worry of excessive airline expense. 3.1.2 Suppliers Suppliers are very important to the company and they are the determining factor for Ryanair to keep customer value. In a running an airline Ryanair require a lot of fuel but they are unable to influence their suppliers since the price of fuel is controlled by external bodies such as OPEC(Ryanair Annual Report, 2004). 3.1.3 Competitors The increasing number of competition with carriers offering lower-cost fares is impacting the consumer mentality regarding which carrier to choose when travelling within European destinations. 3.1.4 Marketing Partners Ryanair does not use advertising agencies instead all their advertising is done in-house by doing so they are cutting cost and making sure that they maintain low cost strategy. They simple use adverts that tell passengers that Ryanair has low fares. 3.2 Macro environment 3.2.1 Political The external political environment is one of significant advantage to Ryanair, as the majority of its operations are contained within Europe. It is relatively common knowledge that this region maintains political stability, thus Ryanair does not experience issues with governmental instability in Europe as a concern regarding passenger volumes or flight destinations. 3.2.2 Technological The technological environment does not appear to significantly impact the firm in a negative capacity as the firm. Additionally, supply chain software programs and other integrated software applications are available to assist Ryanair in streamlining labour functions and improve internal organisational efficiency. 3.2.3 Economical Economical factors in the Euro region such as the Greece debt issues, increased unemployment in Spain and other countries have a negative impact in the number of customers for air travel like Ryanair. Question 4 Low cost airline offer a no-frill service, they sell the cheapest tickets you can buy. Unlike branded airlines that argue that passengers are willing to more for a better level of service. These are the reason I would not use low cost airlines such as Ryanair. 4.1 Customer Service Ryanair offers poor customer service such as when your bag is broken into no compensation is provided. It is also reported that their staff is unfriendly and rude. Ryanair also do not make provisions for fragile items that you wish to carry on the aircraft with you. Musical instruments and sporting equipment can be taken but at a fee. 4.2 Value added services There is no complementary food and what is offered is expensive and unhealthy. 4.3 Misleading pricing The policy of 70% sets sold at lowest fares and 30% at higher fares can be misleading. This means that you may not always be paying the lowest price for the fares. 4.4 Convenience Ryanair does not offer convenience as you cannot chose seat. You also cannot change flights. Their plains are old and offer low comfort. They use secondary airports which tend to be smaller regional airports. Question 5 Ryanair’s objective is to firmly establish itself as Europe’s leading low-fares scheduled passenger airline through continued improvements and expanded offerings of its low-fares service. Ryanair aims to offer low fares that generate increased passenger traffic while maintaining a continuous focus on cost-containment and operating efficiencies 5.2 Understanding customer needs and wants 5.2 Design a customer driven marketing strategy 5.3 Construct an integrated marketing program that delivers superior value 5.4 Build profitable relationships and create customer delight Question 6 6.1 Product or Service Low cost, no frills air travel to Europian destinations. There is no free food or drink on-board. Food and drink are income streams. You buy on-board, or you do take your own food and drink if you like. 6.2 Price Ryanair has low fares. 70% of seats are sold at the lowest two fares. 24% of seats are charged at higher fares. The last 6% are sold at the highest fare. 6.3 Place Ryanair does not use travel agents so it does not pay agency commissions. It uses direct marketing techniques to recruit and retain customers, and to extend products and services to them (i.e. Customer Relationship Management). This reduces costs. You book online over the Internet. This saves them 15% on agency fees. They are based in Stansted in Essex which is known as a secondary airport. It is new and accessible. It is cheaper to fly from Stansted than either Heathrow or Gatwick, and since it is less busy Ryanair can turn aircraft around more quickly. 6.4 Promotion They spend as little as possible on advertising They do not employ an advertising agency. Instead all of the advertising is done in-house. In fact OLeary himself oversees much of the promotion of Ryanair. They use simple adverts that tell passengers that Ryanair has low fares. Ryanair employs controversy to promote its business. For example in 2009, the company reasoned that passengers would be charged  £1 to use the toilets on board. OLeary reasoned that passengers could use the terminals at either the destination or arrival airport. This would speed things up. It was reasoned that this is what passengers wanted since they did not want other passengers leaving their seats and walking the aisles to go to the toilet. OLeary also argued that larger passengers should be charged more since they took up more room again it was reasoned that this is what the majority of passengers wanted. 6.5 People Pilots are recruited when they are young as pilot cadets. They work hard and take early promotions and then move on after 10-years or so to further their careers. Cabin crew pay for their uniforms to be cleaned. They invest in their own training. They are mainly responsible for passenger safety as well as ancillary revenues onboard 6.6 Physical Evidence They pay as little as possible for their aircraft. Planes are the most expensive asset that an airline can make. They get big discounts on aircraft because they buy them when other airlines dont want them, for example after September 11th, or on the invasion of Iraq and Afghanistan. Aircraft manufacturers cannot simply stop a supply chain in minutes. If orders are being cancelled or delayed, this is when to buy. It was rumored within the industry that Ryanair was buying Boeing 737s list price around  £40,000,000 (forty million pounds) with up to a 50% discount. 6.7 Process There is no check in. You simply show your passport and supply your reference number. You cannot select a preferred seat. It is first come, first served. This aids speed. There are no air bridges (the tunnel that connects to the side of the aircraft when to board it). You walk or are bused to the aircraft. Baggage is deposited directly onto the terminal its quick. However if your bag is broken dont expect high levels of customer service. Question 7 7.1 Cultural factors Ryanair has addressed a global cultural need for leisure travel by making their prices extremely low and the easy availability of tickets operating between two points. One of the factors that influence consumer behavior is social class such as people’s income. Ryanair get most of their business from lower income group. 7.2. Social factors One the factors that influence consumer factors is the social factors such as consumers small groups family and social roles. According to the case study Ryanair make use of buzz marketing by their controversial promotions. This influences people opinions about their services as it gets people to discuss the controversial promotions. 7.3 Personal factors Personal factors are influenced by personal characteristics such as customer’s age and life cycle stage, occupation, economic situation, life style and personality and self-concept. The people that would be influenced into buying Ryanair’s would need to have an easy going personality and not be concerned much about the service of the airline since many of the luxuries are removed from the service. 7.4 Psychological factors A person’s buying choices are further influence by four psychological factors motivation, perception, learning and beliefs and attitudes. Customers that would be influences to use Ryanair are customers that believe that are getting value for money through the low cost pricing. Question 8 Consumer market consists of individuals and households that buy goods and services for their personal consumption. These would normally be consumer goods such as soft drinks, cosmetics, travel and household goods. Ryanair’s consumer market is the individuals in the European region that use air travel as a form of transportation. Question 9 Below is an example of Ansoff’s Matrix which shows growth strategies that organisations can use to expand their operation followed by the explanations for each growth strategy (Riley, 2012). Figure 1 Ansoff’s matrix. Sourced from Riley (2012) 9.1 Market penetration Market penetration is when the company expands in the same market using the same products. For Ryanair, market penetration would involve increasing the number of flights in the same routes. This way they are in the same markets and using the same service. 9.2 Market Development Market development requires the companies to enter new markets while using the same products. For Ryanair, this would require the company to go to new markets such as Africa, Asia or America using the same low cost air travel service. 9.3. Product Development Product development means that in order to expand the company must introduce new products or services in the existing market. For company like Ryanair, product development would mean that they introduce new service such as business class or first class into the existing market. 9.4 Diversification Diversification is when the company seeks to enter into new markets with new products. For Ryanair diversification could mean that the company introduces new services such as leisure sea cruising. This would also mean that the company moves into a new market since leisure sea cruising would require different destinations and customer base. References Riley, J. 2012. Ansoff Matrix. [online]. Available at: http://www.tutor2u.net/business/strategy/ansoff_matrix.htm [Accessed on 02 September 2013]. Kotler, P. and Armstong, G. 2012. Principles of marketing. 14th edition. Essex: Pearson.