Battle of Molino del Rey in the Mexican-American War

Clash of Molino del Rey in the Mexican-American War The Battle of Molino del Rey was battled September 8, 1847, during the Mexican-American War (1846-1848). Having progressed inland from Veracruz and won a few triumphs, Major General Winfield Scotts American armed force moved toward Mexico City. Learning of Mexican powers in a plant complex known as the Molino del Rey, Scott requested an assault to catch the offices as knowledge proposed they were being utilized to cast gun. Pushing ahead, troops drove by Major General William J. Worth ambushed the Molino del Rey and the close by Casa de Mata. In the subsequent battling, the two positions were caught, yet American misfortunes demonstrated high. A to some degree Pyrrhic triumph for Scott, no proof was discovered that gun were being produced in the office. Foundation Despite the fact that Major General Zachary Taylor had won a progression of triumphs at Palo Alto, Resaca de la Palma, and Monterrey, President James K. Polk chose for move the focal point of American endeavors from northern Mexico to a battle against Mexico City. Despite the fact that this was generally because of Polks worries about Taylors political desire, it was additionally upheld by reports that a development against the adversary capital from the north would be astoundingly troublesome. Accordingly, another military was made under Major General Winfield Scott and requested to catch the key port city of Veracruz. Arriving on March 9, 1847, Scotts men moved against the city and caught it following a twenty-day attack. Building a significant base at Veracruz, Scott started making arrangements to progress inland before yellow fever season showed up. Moving inland, Scott steered the Mexicans, drove by General Antonio Lã ³pez de Santa Anna, at Cerro Gordo the next month. Driving towards Mexico City, he won fights at Contreras and Churubusco in August 1847. Approaching the entryways of the city, Scott went into a détente with Santa Anna with expectations of consummation the war. The resulting exchanges demonstrated worthless and the ceasefire was defaced by various infringement with respect to the Mexicans. Completion the ceasefire toward the beginning of September, Scott started getting ready for attacking Mexico City. As this work pushed ahead, he got word on September 7 that an enormous Mexican power had involved the Molino del Rey. The Kings Mill Found southwest of Mexico City, the Molino del Rey (Kings Mill) comprised of an arrangement stone structures that once had housed flour and black powder plants. Toward the upper east, through certain woods, the château of Chapultepec overshadowed the region while toward the west stood the invigorated situation of Casa de Mata. Scotts insight reports additionally recommended that the Molino was being utilized to cast gun from chapel ringers sent down from the city. As the main part of his military would not be prepared to attack Mexico City for a few days, Scott resolved to direct a minor activity against the Molino meanwhile. For the activity, he chose Major General William J. Worths division which was situated at close by Tacubaya. Plans Mindful of Scotts expectations, Santa Anna requested five units, bolstered by gunnery, to shield the Molino and Casa de Mata. These were administered by Brigadier Generals Antonio Leon and Francisco Perez. Toward the west, he positioned around 4,000 mounted force under General Juan Alvarez with the expectation of striking the American flank. Framing his men before day break on September 8, Worth proposed to lead his assault with a 500-man raging gathering drove by Major George Wright. In the focal point of his line, Worth put Colonel James Duncans battery with requests to diminish the Molino and wipe out the adversary cannons. To one side, Brigadier General John Garlands detachment, bolstered by Hugers Battery, had requests to square potential fortifications from Chapultepec before striking the Molino from the east. Brigadier General Newman Clarkes unit (briefly drove by Lieutenant Colonel James S. McIntosh) was coordinated to move west and ambush the Casa de Mata. Armed forces Commanders US Significant General Winfield ScottMajor General William J. Worth3,500 men Mexico Brigadier General Antonio LeonBrigadier General Francisco Perezapprox. 14,000 men in the region The Attack Begins As the infantry pushed ahead, a power of 270 dragoons, drove by Major Edwin V. Sumner, screened the American left flank. To help in activity, Scott doled out Brigadier General George Cadwalladers unit to Worth as a save. At 3:00 AM, Worths division started progressing guided by scouts James Mason and James Duncan. Despite the fact that the Mexican position was solid, it was subverted by the way that Santa Anna had not put anybody in by and large order of its resistance. As American mounted guns beat the Molino, Wrights party charged forward. Assaulting under substantial fire, they prevailing with regards to invading the foe lines outside the Molino. Turning the Mexican big guns on the safeguards, they before long went under substantial counterattacks as the adversary understood that the American power was little (Map). A Bloody Victory In the subsequent battling, the raging party lost eleven of fourteen officials, including Wright. With this push wavering, Garlands detachment cleared in from the east. In severe battling they figured out how to drive off the Mexicans and secure the Molino. Shelter taken this target, Worth arranged his cannons to move their fire to the Casa de Mata and guided McIntosh to assault. Propelling, McIntosh immediately found that the Casa was a stone fortification and not an earthen stronghold as initially accepted. Encompassing the Mexican position, the Americans assaulted and were rebuffed. Quickly pulling back, the Americans saw Mexican soldiers fight from the Casa and execute close by injured warriors. With the fight at the Casa de Mata advancing, Worth was made aware of Alvarezs nearness to over a gorge toward the west. Discharge from Duncans firearms kept the Mexican rangers under control and Sumners little power crossed the gorge to give further security. Despite the fact that cannons fire was gradually diminishing the Casa de Mata, Worth guided McIntosh to assault once more. In the subsequent ambush, McIntosh was executed similar to his substitution. A third unit leader was seriously injured. Again falling back, the Americans permitted Duncans firearms to accomplish their work and the army deserted the post a brief timeframe later. With the Mexican retreat, the fight finished. Outcome In spite of the fact that it kept going just two hours, the Battle of Molino del Rey demonstrated one of the bloodiest of the contention. American losses numbered 116 slaughtered and 671 injured, including a few senior officials. Mexican misfortunes totaled 269 executed just as around 500 injured and 852 caught. In the wake of the fight, no proof was discovered that the Molino del Rey was being utilized as a gun foundry. In spite of the fact that Scott at last increased little from the Battle of Molino del Rey, it served as another hit to the effectively low Mexican confidence. Shaping his military over the coming days, Scott assaulted Mexico City on September 13. Winning the Battle of Chapultepec, he caught the city and adequately won the war.

Human Resourse Management Essay -- GCSE Business Marketing Coursework

Human Resourse Management This exposition will survey the job of human asset the board (HRM) in the procedure. This will remember the capacity of enlistment and preparing programs for HRM, the idea of vital fit and how human asset the executives can prompt an upper hand. The way where an organisation’s staff are overseen affects the efficiency of the representatives, which at last follows up on the firm’s primary concern. Corporate achievement is needy upon the reconciliation of the human asset plan and the corporate key plan.It has become a broadly held reason that individuals furnish associations with a significant wellspring of feasible upper hand and that the successful administration of human capital, not physical capital, might be a definitive determinant of authoritative execution (Youndt, Snell, Dean, Jr, and Lepak, 1996). The connection between the vital arranging of an organisation’s people and the general methodology is as a rule progressively perceived as one vital. A developing acknowledgment of HR similar to a company’s most significant resource has, and will proceed to, change the focal point of vital arranging. It is not, at this point worthy to only arrangement for those advantages that will show up on the monetary record. A strong arrangement coordinating human asset the board and the general vital arrangement is fundamental, to such an extent that the administration of individuals is anything but an unmistakable capacity, yet goes about as a medium through which all different business techniques are actualized (Armstrong and Long, 1994: p. 42). Generally, the serious, human asset, and basic procedures should all be connected in a foundational and dynamic style (Boxall, 1996: p. 61). Unfortunatel... ...y, T.E. (1993), Strategic Human Resource Management, Thomas Nelson Australia: Melbourne. Schuler, R.S., and Jackson, S.E. (1987), ‘Linking Competitive Strategies with Human Resource Management Practices’, The Academy of Management Executive, Vol. 1, No. 3, pp. 207 - 219. Schuler, R.S., and MacMillan, I.C. (1984), ‘Gaining upper hand through human asset practices’, Human Resource Management, 23 (3), pp. 241 - 255. Skelton, B (1996), Flexible workforce is a business quality, Human Resource Week ‘96, The Age, pp. C10. Torraco, R.J., and Swanson, R.A. (1995), ‘The Strategic Roles of Human Resource Development’, Human Resource Planning, 18 (4), pp. 10 - 21. Youndt, M. A., Snell, S. A., Dean, Jr., J.W., and Lepak, D. P. (1996). Human asset the executives, producing procedure, and firm execution. Institute of Management Journal, 39 (4), 836-866.

Understanding the Basics of Alcoholism

Understanding the Basics of Alcoholism Addiction Alcohol Use Print Understanding the Basics of Alcoholism By Buddy T facebook twitter Buddy T is an anonymous writer and founding member of the Online Al-Anon Outreach Committee with decades of experience writing about alcoholism. Learn about our editorial policy Buddy T Updated on May 02, 2019 MakiEnis photo / Getty Images More in Addiction Alcohol Use Binge Drinking Withdrawal and Relapse Children of Alcoholics Drunk Driving Addictive Behaviors Drug Use Nicotine Use Coping and Recovery The term alcoholism  refers to a disease known as alcohol dependence syndrome, the most severe stage of a group of drinking problems which begins with binge drinking and alcohol abuse. Types of Alcohol Problems Alcohol problems occur at different levels of severity, from mild and annoying to life-threatening. Although alcohol dependence (alcoholism) is the most severe stage, less severe drinking problems can also be dangerous. Learn more about the different types. Binge Drinking Officially, binge drinking means having five or more drinks in one session for men and four or more for women. Another informal definition for binge drinking is simply drinking to get drunk, although this usage is not clinically specific. Binge drinking is the most common drinking problem for young people under the age of 21. Alcohol Abuse Binge drinking turns into alcohol abuse when your drinking begins to cause problems in your daily life and the drinking continues anywayâ€"in other words, alcohol abuse is when you continue  to drink in spite of continued social, interpersonal, or legal difficulties. Alcohol abuse can result in missing time at school or work, neglecting child or household responsibilities or incurring legal problems including lawsuits from unpaid bills or criminal prosecution for public intoxication, drunk driving, or domestic violence. Because alcohol impairs your judgment, youre more likely to do something stupid under the influence of alcohol than if you were stone-cold sober. Alcohol abuse means your ratio of drunk to sober starts to tip into strongly unfavorable territory. Alcohol Dependence Alcohol abuse becomes alcohol dependence when drinkers begin to experience a craving for alcohol, a loss of control of their drinking, withdrawal symptoms when they are not drinking and an increased tolerance to alcohol so that they have to drink more to achieve the same effect. Alcohol dependence is a chronic and often progressive disease that includes a strong need to drink despite repeated problems. Is Alcoholism Inherited? Alcoholism tends to run in families and a significant amount of scientific research suggests that genetics play a role in developing alcohol problems. But research also shows that a persons environment and peer influences also affect your risk of becoming alcohol dependent. Just having a family history of alcoholism does not doom a person into becoming an alcoholic. Getting Help Alcoholism is a serious condition but if you or someone you love is affected by it, seek help. Your primary care doctor or a public health nurse can help steer you in the right direction, or you can visit an open meeting of a 12-step program like Alcoholics Anonymous.

Mass Suicide by Jim Jones Cult - 1060 Words

Jim Jones was the founder of the Peoples Temple; a cult best recognized for the mass murder/suicide of over 900 people. Before the events that made him a part of history, he was seen as a man with great charisma and visionary ideas; now he is viewed as a manipulator, abuser, and murderer. This paper will explore the life of Jim Jones and with the use of psychological models, try identifying abnormal behavior patterns. Jones grew up in Indiana with his mother and disabled, alcoholic father in a small shack with no plumbing. His parents held very opposite views of race that would come to influence Jones later in life. His father was said to be associated with the Ku Klux Klan, while his mother was in support forward progress politics; Jones would come to side with the latter. As a child, Jones studied Joseph Stalin, Karl Marx, Mahatma Gandhi, and Adolf Hitler (Reiterman, 1982). He would pick out the strength of each person and this is where he gained his knowledge that led him to be in support of socialism. Jones was obsessed with religion as a child and would often perform funerals for deceased animals; one of these animals came from when he stabbed a cat to death. Jones showed many signs of intelligence; one being when he graduated from high school early with honors (Jones, 2002). Jim Jones saw the application of the religion to spread his ideas; socialistic ideas to be precise. He became a student preacher at a church but soon quit because the leaders of theShow MoreRelatedCults Essay583 Words   |  3 PagesCults Many people feel that cults are nothing more than a nontraditional religion, because of beliefs, organization, and interest. Cults are much more than just little religions. They are a dangerous, and in the United States there is little we can do about it. The term cult has many different meanings. According to Jan Groenveld, a cult researcher and author, Christians define a cult as anything that differs from traditional orthodox teachings, but the general definition is that, aRead MoreThe Difference Between Leadership and Followership759 Words   |  4 Pagesof charisma used for destruction is Jim Jones. Jim Jones was the founder and leader of a cult called the Peoples Temple, which is best known for the November 18, 1978 mass suicide of 914 members in Jonestown. The mass suicide consisted of Jim Jones having his followers knowingly drink cyanide-laced Kool-Aid. Not only was he able to accomplish this act, but he had the audacity to trick his followers on multiple occasions with practice runs for the mass suicide. A quote by Deborah Layton confirmsRead More The Jonestown Massacre: Jim Jones881 Words   |  4 Pagesfrom the cult society led by Reverend Jim Jones, named Jonestown. Jonestown was a small community in the jungle of Guyana, South America. After getting word of people coming to investigate the society, Jones had committed a mass suicide by poisoning Kool-Aid and giving it to the people of Jonestown. A cult society is an organization that basically disguises itself as a religion. In a cult, they normally perform rituals. There are usually many people in these societies. In Jim Jones’s cult, thereRead MoreCult Is A Cult Or Cult?904 Words   |  4 Pagesthink of it as a Cult but, I ask the question â€Å"Could a religion actually be considered a cult?† A few religions that we have studied in class have actually been considered a cult at one point in history, either many years ago, or very recent. What intrigues me about this is: the definition and characteristics of a cult or religion, what groups/religions have been considered to be a cult, and why do we think that a cult is not considered a religious group. Some characteristics of a cult can be: thatRead MoreEssay New Religious Movements and the Biased Media3935 Words   |  16 Pagespublicity of suicide cults only fuels the fear of other like-minded religious groups. The misleading definitions the media provided for the how, what and why of these new religious movements were symptomatic of the media bias against all such movements. Through examination of the print media response immediately following both mass suicides, I will expose the hollow definitions and explanations provided for tragedies that were much more complex. Moreover, although the Jonestown Suicide occurred twentyRead MoreUtopian Cults Essays1111 Words   |  5 PagesFor many years, cults have been a subject of great controversy. A cult is a group of people that are bound together by an appreciation of the same thing, person, ideal, etc. Usually these groups keep close because of religious reasons, but their beliefs are almost always considered strange by outsiders . Cults are similar to clans or congregations, but are usually referred to as sects. There are many different categories that a cult could be sorted into. Apocalyptic, Utopian, Spiritualistic, SatanicRead MoreKingdom of Matthias Essay example763 Words   |  4 PagesKingdom of Matthias As a United States American culture there are many possibilities for a cult like Matthias to occur again, this is contributed by not only a market-oriented American culture but also by tendencies that are present in every society. We have rights and freedoms given to us by our United States Constitution, including the freedom of speech and the freedom of religion. These freedoms mean that anyone has the right to speak publicly about their religiousRead MoreJonestown Massacre : The Mass Suicide1125 Words   |  5 PagesJonestown Massacre: The Mass Suicide On November 18, 1978, is what soon come to be acknowledged as the â€Å"Jonestown Massacre† in modern history of the late 1900s. Where a cult leader names Jim Jones brought his followers to Guyana, South America to commit a mass suicide of 900+ people. He accomplished this by having every one drink a laced Kool-Aid. A few other things that will be discussed about with be how the Peoples Temple (the cult name) grew and got this many members. Also on what was in theRead MoreMind Control Is the Foundation of Cults Essay1523 Words   |  7 PagesMind Control is the Foundation of Cults What are cults and what are the issues society argues about them? Many people argue over all different central issues of cults. One issue people argue is that cults cause social and personal disruption. Another issue would be that people in society dismiss the whole notion of cults completely saying that every religion can be viewed as a cult. However, when it comes down to it a cult is simply nothing other than a person using mind control over theRead MoreCults Of The People s Temple1476 Words   |  6 Pagesbeginning and as far as the eye can see, cults have been and will continue to be part of human life. These small religious groups can happen anywhere and have been the cause of much debate and interest. For humans have an innate need to know why things are the way they are. Cults for one have done some rather unmoral things that lead the people to ask, Why did they do it? The People s Temple, Aum Shinrikyo, and Ku Klux Klan are extraordinary examples of wicked cults that b egged the question Why?

Royal Resort and Casino Case - 620 Words

The scheme in the gambling industry is the same everywhere. The main goal is to attract the client first and to make his/her stay as pleasant as possible to spend as much money on the tables as they possibly can. RCC operates as a single firm to maximize the combined net profit from its three divisions. In this case, the three divisions operating as a single firm outperform the three divisions operating as individual companies in the market. There is a synergy between the divisions where the combined result is better than the sum of the individual performances. In fact we could say that Entertainment and Hotel give support to the main income generator that is Gambling. As the beginning of chapter 4 of the book says Team Production†¦show more content†¦Big investments such as infrastructure for the hotel (notice the large invested capital in the Hotel division) are taken into account. To avoid the export of inefficiencies between divisions we have the responsibility accounting and the performance measures Each one of the three divisions would be a cost center, each responsible for their budgets. The performance measure would be to maximize output for a fixed budget but special attention should be given to maintain quality in the case of the Hotel and Entertainment divisions. Regarding benefit and investment centers the three divisions should be treated as one in order to make use of their synergies. Price for the Hotel and Entertainment divisions is sacrificed in order to attract more people and that explains their negative EVAs. Performance should be measured by looking at joint profit. There is in effect a transfer price between the Hotel and Entertainment divisions and the Gambling division. To reflect a good approximation of opportunity cost this transfer price could never be market based because of the large synergies between divisions. Full cost transfer prices would be convenient because they take into count not only variable costs but fixed costs as well. Big investments such as infrastructure for the hotel (notice the large invested capital in the Hotel division) are taken into account. We could say that RCC avoids the agency problem,Show MoreRelatedMarketing in Business660 Words   |  3 Pagespromotion† (Definition of Marketing, 2013). After familiarizing with these Marketing definitions from two different sources it is critical to give marketing the importance it deserves within successful businesses. In this case we will be referring to MGM Resorts marketing strategies and especially to the organization’s reward program M Life. As a current manager within this company, I am an essential part of driving M life. I have to make sure my entire department is properly trained andRead MoreTourism and Hospitality Business - Feasibility Study - Spain4904 Words   |  20 Pagesshows, conferences and exhibitions. A number of exclusive country clubs and dedicated sports clubs have also been established in the country. A number of cruise lines operate out of Spain such as the Royal Caribbean and Costa cruises. The gaming industry is also big in the country with massive casinos in Spain and Barcelona and this industry accounts for great expansion figures. Online gaming portals are very popular in Spain. HR practices and hospitality management procedures are given a lot of importanceRead MoreTourism and Hospitality Business - Feasibility Study - Spain4897 Words   |  20 Pagesshows, conferences and exhibitions. A number of exclusive country clubs and dedicated sports clubs have also been established in the country. A number of cruise lines operate out of Spain such as the Royal Caribbean and Costa cruises. The gaming industry is also big in the country with massive casinos in Spain and Barcelona and this industry accounts for great expansion figures. Online gaming portals are very popular in Spain. HR practices and hospitality management procedures are given a lot of importanceRead MoreArmani Hotel Dubai7484 Words   |  30 Pagestapping into a prosperous market of luxury hotels. Considering the Armani group is the only branded luxury hotel they can take advantage of the â€Å"first movers advantage†. The Armani Group has opened up a new branch named: â€Å"the Armani Ho tels amp; Resorts†. The decision that they are facing is where to expand into next within the North America. Since the target market is high-income travellers the alternatives were listed by the number of annual visitors to major North American Cities. Top three alternativesRead MoreCarnival Cruise Lines: Long and Short Term Strategies Essay8254 Words   |  34 PagesFinally, just as in any other company there is always competition. Even though Carnival seems to be ahead of our competitors, we need to keep a watchful eye. One of our biggest competitors is Royal Caribbean Cruises. Royal is not nearly as global as Carnival, but they are still very successful and competitive. Royal seems to concentrate more on onboard entertainment and unique destinations. Royal’s ship Oasis of the Seas will be the world’s largest cruise ship and will provide such entertainment as BroadwayRead MoreFinancial Fraud in Canada7212 Words   |  29 Pagestypes of internal fraud, namely identity theft, insider trading, loan fraud and wire fraud. Interestingly, PriceWaterhouseCooper conducted a survey that revealed that the â€Å"demographics of a typical fraudster are as follows: males (85% of cases), 31-50 years (72% of cases), reached high-school level (50%), Bachelor’s or post graduate degree (50%) and middle or senior management (52%)†[9]. Identity Theft - Internal identity theft is â€Å"one of the fastest growing crimes [in Canada], and the Internet [canRead MoreEntrepreneur Assignment7104 Words   |  29 Pagesbeautiful. Other than the look on the outside, Jimmy Choo’s shoes is also designed specifically for the aisle foot, its design concept is simple and comfortable. The late Princess Diana and Morocco Princess had a long-term delegate system of shoes in the royal family and his dignitary upper-class social circle is rather fame. The first non-customized Jimmy Choo’s boutique concept store in London, Knightsbridge was born in just 10 years and immediately climbs to renowned women’s shoes. Jimmy Choo is a MalaysianRead MoreHk Disney16299 Words   |  66 PagesScope and Limitations In order to make this service marketing plan, the researchers conducted both primary and secondary research to gather relevant information. The secondary research consists of various credible online sources such as news articles, case studies as well as previous marketing plans regarding the past and current situation of Hong Kong Disneyland. The primary research on the other hand was gathered through a 21-question UAI (Usage, Attitude, and Image) survey done through an online questionnaireRead MoreCorporate Growth Strategy3674 Words   |  15 Pagesoperates in the oligopoly market dominated by two large firms; CCL and Royal Caribbean International (RCI), with 48% and 22% market share respectively. They are continuously involved in the battle over the market share by building mega-liners and MA. 5|Page Bargaining power of buyers is rather strong, and leads to the price competition. Power of substitutes is stronger in the Caribbean region as there are numerous land based resorts. The power of suppliers is relatively moderate due to the high volumeRead MoreTrends in Hotel Industry13993 Words   |  56 Pagesrefers to the process of receiving and entertaining a guest with goodwill. Hospitality in the commercial context refers to the activity of hotels, restaurants, catering, inn, resorts or clubs who make a vocation of treating tourists. Helped With unique efforts by government and all other stakeholders, including hotel owners, resort managers, tour and travel operators and employees who work in the sector, Indian hospitality industry has gained a level of acceptance world over. It has yet to go miles

Threater review Arthur Asher Miller Free Essays

Asher Miller was one of the greatest playwrights and essayists of the 20th century. He won numerous awards for his writing including the Tony Award for best play and Pulitzer Prize for drama. He lived a long fruitful life and provided a total of seven decades In playwright. We will write a custom essay sample on Threater review Arthur Asher Miller or any similar topic only for you Order Now Earlier Life and Potential Influence to His Writing: Arthur was born In October 1 7th, 1915. He was the second of three children of Solder and Augusta Miller. HIS father was a well-known man In the community and they were well off. Urethra’s father owned a women’s clothing manufacturing business called â€Å"S. Miller Sons† 1 and his mother was a school teacher. However, due to the Wall Street crash of 1929, the family lost their wealth and had to move to Gravesend, Brooklyn. Later in the teen years, Arthur had to pick up a part-time Job to save up for college and they lived a middle class life struggling with money. He did poorly in high school because he was more focused on athletics. After he graduated he went to college and later dropped out of NY City College because he was not able to keep up with both work and school. To sum it all up, â€Å"Living through young adulthood during he Great Depression, Miller was shaped by the poverty that surrounded him. The Depression demonstrated to the playwright the fragility and vulnerability of human existence In the modern era. † 2 Professor Eric Rabble at the university of Mulligan said, â€Å"It Is no surprise then that many of his plays deal with Individuals rendered helpless in the face of uncontrollable social forces and the impact that this sense of helplessness has on the individual and the relationships that surround him. † 3 After a few years, he applied to the University of Michigan and was apparently denied admission two times before acceptance because of his poor grades in high school. Once he was accepted, he majored in Journalism and became the editor for Michigan Daily. 4 Becoming a Playwright: Miller’s writing flourished in college. He gained confidence In playwright when he won the Hoped Award for a play he wrote in 6 days called the â€Å"No Villain†. He then switched his major to English and this Is when he realized he had the talent to become a professional playwright-5 Luckily, Miller had the opportunity to meet one of the most Influential playwright Instructors name Kenneth Thorpe Rowe, who apparently has taught many other professional playwrights. Rowe motivated and instructed Miller the fundamentals of playwright. He also helped Miller connect to Broadway later in his career by using his connections. 6 With the help of Rowe he rewrote â€Å"No Villain† and revised the play into another title called â€Å"They Too Arise† and won another Hoped Award for the play. 7 Miller struggled financially throughout college and was a night editor, earning a very small salary. 8 â€Å"In 1 936, as a student at the University of Michigan, the National Youth Administration paid me $1 5 a month o feed a couple of thousand mice in a cancer research laboratory,† Miller recalled. L walked two miles to get to the genetics lab. I washed dishes for my meals, but without that ANY money, I couldn’t have paid my room rent and would no doubt have had to leave school. Jobs In those times were next to Impossible to find. † 9 1 strongly believe that these kinds of hardships In his college life and the terrible economy near future. In 1938, Miller graduated from the University of Michigan with a BAA in English. Miller struggled financially throughout college and wrote some radio scripts ND a few short stories for income after graduating. 0 He briefly worked for Federal Theater Project but it was closed by the US Congress due to â€Å"presumed communist influence†. Al In August 1940, Miller married his college sweetheart, Mary Grace Clattery. 12 Mary supported Miller with his writing by being the editor and also provided income working as a waitress. They had two children together named Jane and Robert. Playwright Career: After losing his Job and, at one point, even collecting federal assistance, he found many different work including being a ship fitter’s helper at the Brooklyn Navy Yard. He kept up with his writing by writing many radio plays and scripts after work. 13 It was not until 1944 that Miller went to Broadway with his play called â€Å"The Man Who Had All the Luck†. Unfortunately, the play was closed after a total of six performances, two of which were previews. The play received negative reviews from critics and it nearly ended his playwright career. However, being the man of the family and having the obligation to support the family, he went on writing two books titled Situation Normal (1944) and Focus (1945). 14 Then in 1946 Miller released a new play called â€Å"All My Sons†. This play earned Miller major credits for being one of the best playwrights at the time. This play was a major success in Broadway. It ran 328 performances and also earned Miller two Tony awards for Best Author and the New York Drama Critics’ Circle Award. 15, 16 This play was rated one of the best ten plays of 1947. 17 With the income from this play, he built a small studio in Connecticut. It was here where he created one of the best plays of all time, â€Å"Death of the Salesman† (1948). 18 This is by far the most recognized play for Miller. He won numerous Tony Awards including the Pulitzer Prize for Best Drama. There have been numerous revivals of â€Å"Death of the Salesman† and have been played in theater over thousands of times. There have even been film and television adaptations of this play. Some critics stated that â€Å"Death of a Salesman† was the first great American tragedy written. Following this success, Miller expressed his political beliefs with the play called â€Å"The Crucible† (1953). It seems that he is comparing the Salem Witch Trials in this play with the ongoing sass and sass â€Å"anti-communist Red Scare and the congressional hearings of Seen. Joseph McCarthy going on in the United States at the time†. 19 â€Å"In reading this play, one can pick up on three important themes. The first is how people use escape goats to gain in their personal lives, and secondly, how one deals with their own personal set of morals, when placed against an entire groups. Lastly, The Crucible deals with the idea of how people in power will sacrifice what is truly right for the protection of their own power, or face†. 20 In June 1956, he divorced his first wife and married again with a well-known actress named Marilyn Monroe a few weeks later. They only lasted 4 years and Miller got married for the third time with Engine Mortar in 1962 and had two children together. 21 Miller’s Influences and Style: Arthur Miller was heavily influenced by United States sociology of his time and had a deep insight with human behavior facing tragedy. Miller’s writing style is known for his honesty and true nature of man. His famous works like â€Å"Death of the Salesman† emphasize a difficult conflict within one family and address the larger issues his relationship with his uncle named Many Newman, who was also a salesman. His uncle practically had the personality and idea of Wily in â€Å"Death of the Salesman†. Miller wrote short stories in the earlier days about a failure of an unsuccessful salesman. He later on transformed this story into one of the greatest masterpieces of all time. 22 Miller said he was inspired by the Greeks, particularly Sophocles. â€Å"l think the tragic feeling is evoked in us when we are in the presence of a character who is ready to lay down his life, if need be, to secure one thing-his sense of personal dignity,† Miller writes. From Rooster to Hamlet, Made to Macbeth, the underlying trudge is that of the individual attempting to gain his ‘rightful’ position in his society. † Miller considers the common man â€Å"as apt a subject for tragedy in its highest sense as kings were. â€Å"23 Miller wrote many different kinds of plays and scripts in his career. However, two of his most famous works like â€Å"Death of the Salesman† and â €Å"All My Sons† are known for being the best tragedy plays known to date. His protagonists in these two plays were both hard-working American men with their family, going through a struggle or conflict and involve a lie with a big truth moment. In â€Å"Death of he Salesman†, Wily wanted to believe that he was a â€Å"successful† salesman and that his sons were going to successful Just like him, achieving the American dream. He had all his hope on his older son Biff, who was popular and athletic. Wily believed that Biff had all the ingredients needed to be successful and wanted to believe that Biff would be successful. However, Biff confronts Wily about what is reality and why Wily needs to stop lying to believe that Biff is something special when he was Just ordinary. Similarly, in â€Å"All My Sons†, Joe lies to his own sons about a crime he omitted which killed 21 American pilots. Apparently, Joe who was a businessman purchased and sold faulty machine parts to the air force to get out of a tight financial situation and to top it all off, blamed his partner for the wrongdoing when he was the one that did it. However, this action later haunts him and his family. His son Larry went missing in World War II and for three years his fiance named Ann had been waiting for him. Apparently, his other son Chris falls in love with Ann and wanted to marry her. Joey’s wife Kate did not want to accept that Larry was dead and knew that he secret would be revealed if they got married. Ann gave Chris Larry suicide note confirming that Larry was absolutely dead because he killed himself knowing his father had killed 21 American pilots because of his selfish action. Chris read this out to the whole family. 24 Interestingly enough, both of these plays ended with the protagonist committing suicide. Wily ended his life to provide insurance money to Biff to start his own business and Joe shot himself in head not wanting to face the judgment from his dead son, who killed himself because of his father and other son ho was ready to throw him in prison. 5 Both of these plays questioned morality and ethics. How far will a man go to save his family? Will he kill a man and keep his family hidden from the dirty truth? Or would he even kill himself to provide his son an income to start a business? It questions human instincts and how low a man would go to protect their own family. â€Å"The closer a man approaches tragedy the more intense is his concentration of emotion upon the fixed point of his commitment, which is to say the closer he approaches what in life we call fanaticism. â€Å"26 How to cite Threater review Arthur Asher Miller, Papers

Managing People The Case of Virgin Atlantic

Introduction The aviation industry has emerged as one of the most dynamic and fastest growing sectors of the global economy. This rapid growth has brought forth both opportunities and challenges.Advertising We will write a custom report sample on Managing People: The Case of Virgin Atlantic specifically for you for only $16.05 $11/page Learn More On the one hand, the increasing demand for air transport has enabled this industry to remain productive even in the face of financial uncertainty (Boxall Purcell 2012). On the other hand, the threat of new entrants (particularly the low-cost airliners) has intensified completion (Balmforth 2009). As such, the momentum of change and the shifting landscape has increased the need for a new generation of leaders (Bratton Good 2012). One of the challenges that the airline CEO faces now is adopting strategic practices that will facilitate talent management. Virgin Atlantic is one of the most progressive airliners th at have maintained their competitive edge despite the turbulences in the aviation industry. The company has experienced unprecedented growth over the years by expanding into various global destinations. Virgin Atlantic stands out as one of the most successful companies in the United Kingdom in terms of market value and competiveness. The company’s success story means that it has adopted sound human resource practices to sustain its growth (Balmforth 2009). Bakker and Schaufeli (2008) have asserted that the human resource function plays a significant role in enhancing productivity, which translates into profitability.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This report will review the human resources practices that Virgin Atlantic has adopted over the years to maintain its competitiveness. The report will emphasize the role of employee involvement and engagement. In addition, the ensuing discussions will also analyse the leadership styles that are effective in encouraging employee involvement and engagement in the company. Strategic Human Resource Management (SHRM) has increasing become a norm in HRM practices. This report will also analyse the role of SHRM with particular reference to the delegation of HR functions to the line managers. Finally, the analysis will provide recommendations for enhancing the current HR practices. Employee Engagement and Involvement The airline industry is safety-sensitive, extremely competitive and technology –intensive. The combination of these aspects has critical implications for players in the sector in relation to organizational culture, strategy and management. The traditional top-down model of governance, operations and policy is increasingly becoming archaic and inappropriate (McLeod Clarke 2009). The high knowledge base that characterises this service market calls for flexible and transformational leadersh ip. In addition, the trend of globalisation has also necessitated the development of diversity policies to provide equal employment opportunities (Frees 2008). The HRM function is now imperative in selecting and retaining a workforce that meets the changing demands of customers (Armstrong Taylor 2014). The threat of new entrants, coupled with the rising costs of fuel and operations has increased competition in the airline industry. Consequently, some airliners have recorded massive losses due to poor performance.Advertising We will write a custom report sample on Managing People: The Case of Virgin Atlantic specifically for you for only $16.05 $11/page Learn More The affected companies may recover, stagnate, or close down depending on the strategy adopted in such tough situations (Getenby et al. 2009). Virgin Atlantic has also encountered these challenges although the company has remained productive. Conversely, the company should enhance its employee involvement and engagement practices to maintain a comparative and competitive advantage. This goal is essential considering the stiff competition from Asian and Middle East-based airliners (Balmforth 2009). Employee engagement has moved to the forefront as one of the most viable HRM practices. Nonetheless, there is no consensus on a single definition of employee engagement (McLeod Clarke 2009). Firstly, Markos and Sridevi (2010) have defined employee engagement as the ability and willingness of the employees to support the realisation of the organizational goals. Secondly, Frees (2008) conceptualises this concept as the active involvement in work-related tasks with passion and enthusiasm. Thirdly, Endres and Mancheno-Smoak (2008) have hypothesised employee engagement in terms of employees’ perceptions and values. The common theme of these multiple definitions is the two-way relationships between the employers and their employees (Frees 2008). The divergent views in the HR d iscourses do not demean the value of employee engagement. On the contrary, all HR managers concede that employee engagement generates positive organizational outcomes (Daniels, Davis Shipton 2008).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The employees engaged and involved in decision-making processes are more productive than those who are not (Markos Sridevi 2010). Armstrong and Taylor (2014) found out that employee engagement reduced the rate of turnover and absenteeism significantly. Further, Frees (2008) has demonstrated that enhances the quality of customer service. The ongoing advances in technology have laid the foundation of innovation. Bakker and Schaufeli (2008) have argued that employee engagement increases the level of satisfaction, which is a prerequisite of innovative behaviour. The primary concern is that the majority of companies (if not all) do not encourage employee engagement. MacLeod and Clarke (2009) underscored the critical role of an engaged workforce in both individual well-being and organisational success. Conversely, Gatenby et al. (2009) have found out that organization and companies in the UK do not value employee engagement. The principal concern is that HR consultants and professionals have limited knowledge about the application of employee engagement. According to MacLeod and Clarke, three aspects underpin the concept of employee engagement. These issues include the commitment to organizational values and goals, motivation and personal development. Virgin Atlantic should promote employee engagement in various ways. First, the airliner should encourage an entrepreneurial culture within its system. The increasing trend towards air travel has presented growth opportunities. One area that the management should focus on is the promotion of personalised services. An entrepreneurial environment will allow performing employees to recommend new starters for the company (Frees 2008). For example, the flight attendants can participate in the development of in-flight protocols. Bakker and Schaufeli (2008) have argued that an entrepreneurial culture motivates the employees to make real contributions to organizational growth, in addition to influencing the strategic direction . Second, the competitive business environment inherent in the aviation industry calls for more productivity and efficiency than before. Although the unprecedented advances in technology will revolutionise the service market, they demand employees who posses superior professional and technical skills (Endres Mancheno-Smoak 2008). The CEOs cannot manage the highly knowledge-based workforce using the outdated system of totalitarian management. By contrast, these individuals expect a high level of job satisfaction, motivation and operational autonomy (Markos Sridevi 2010). In essence, Frees (2008) has noted that the current management practices are shifting focus to the employees. Virgin Atlantic should promote employee engagement by involving them in decision-making processes. Third, Virgin Atlantic should develop a two-way communication to enhance employee engagement. The aviation industry is dynamic and fluid considering the ongoing advances in technology and consumer demands (Bal mforth 2009). As such, Virgin Atlantic will have to implement change progressively and continuously to adapt to both internal and external pressures (McLeod Clarke 2009). Effectual change management requires the active involvement of the employees in making strategic decisions from planning to implementation (Armstrong Taylor 2014). The Virgin Atlantic top management should adopt a consistent and clear communication of the company’s strategic direction. This strategy should also include the role of the employees in bringing this goal to fruition. Both the HR managers and employees recognise the fact that effectual communication can have a revolutionary and dramatic effect on organizational performance and productivity (Bakker Schaufeli 2008). Markos and Srivedi (2010) have asserted that interactions within the organization influence the direction of all strategic decisions. Effective communication is especially crucial when planning and implementing changes (Boxall Purcel l 2012). Virgin Atlantic should develop systems that enhance internal communication between executives and the employees. These initiatives should pay more attention on the input of junior staff. The free flow of information and mutual trust will help the company to implement change. Fourth, Virgin Atlantic should establish a robust performance management system of providing feedback. Change is a continuous process that mandates constant monitoring and evaluation to identify gaps and opportunities (Frees 2008). The company should conduct regular surveys to determine the factors that drive engagement. Endres and Mancheno-Smoak (2008) have shown that this activity enables the HR and line managers to concentrate on the aspects of engagement that have a fundamental influence on the employees. The top management should use the evidence from the surveys to develop SMART (Specific-Measurable-Accountable-Realistic-Time bound) action-oriented plans. Further, it is essential for the top manag ement to demonstrate their commitment to employee engagement. Gonos and Gallo (2013) have opined that the followers are often sceptical when the top management does not believe in employee engagement. In fact, Frees (2008) has found out the actions taken by leaders influence the direction of their followers. For example, the Virgin Atlantic CEO should lead by example by owning the process before passing it down to the low-level managers and employees. According to Markos and Sridevi (2010), lip services that are not commensurate with commitment portray employee engagement as a corporate or HR fad. Thus, the top management of Virgin Atlantic should match their words with actions. Strategic Human Resource Management The HR function is increasingly becoming an integrated component of strategic thinking considering the role that employees play in the realization of organizational goals (Henderson 2011). The role of employees in supporting the achievement of strategic objectives has supp orted the introduction and development of the Strategic Human Resource Management (SHRM). SHRM evolved in the 1990s to facilitate the promotion of a value-driven, integrative, and proactive approach to human resource management (Reyner 2009). The primary goal of SHRM is to assimilate HR practices into the organizational strategy. Thus, SHRM is crucial to facilitate the active participation of employees in making strategic decisions (Henderson 2011). Virgin Atlantic faces the challenge of making strategic decisions just like the other players in the industry. Most airliners are now outsourcing some of the previously held in-house functions to respond adequately to industry fluctuations (Wang Wang 2015). One of these approaches has been the adoption of the Shared Services approach. This strategic decision has helped Virgin Atlantic to expand its services to the international markets (Balmforth 2009). Conversely, Bakker and Schaufeli (2008) have found out that most companies do not in clude the HR functions in the development of their strategic plans. Consequently, the employees are often dissatisfied or resist change because they do not own the strategic processes (Ramphal 2011). The SHRM should assume a crucial role in employee engagement and participation processes. Mergers and acquisitions (MA) have become prevalent in the aviation and other industries. The essence of MA is to enhance productivity and efficiency by rationalising the use of scarce resources (Claydon Beardwell 2007). Virgin Atlantic merged with Delta Airlines in 2013 as a means of reducing costs and enhancing the delivery of transatlantic services. The transatlantic partnership was critical to counter the competition from its fiercest rival, the British Airways (Gregory 2014). Despite its benefits, this merger has brought to the limelight practical challenges. For instance, Delta may decide to realign the HR function since it will own 49% of Virgin Atlantic’s shares. Such an action migh t result into employee rationalisation to reduce costs. The scenario presented above highlights the significance of adopting the SHRM by Virgin Atlantic. The elemental concern is that the failure to adopt efficient HR practices during the development of Shared Services and MA contributes to failure (Creasy, Stull Peck 2009). The primary function of the HR managers is to facilitate employee engagement and participation during the change processes (Denison, Adkins Guidroz 2011). According to Rayner (2009), the achievement of this goal necessitates the development of HR systems that are both adaptable and compatible with the strategic choices. Virgin Atlantic continues to undergo significant transformations to remain productive and competitive. As such, it is essential for the company to increase the scope of SHRM practices. The adoption of the SHRM function will require the inclusion and involvement of HR managers in strategic decision-making processes. The HR managers should not be bystanders but rather equal partners alongside the other senior managers (Creasy et al. 2009). Denison et al. (2011) have found out that such opportunities ensure that the HR managers present the employees’ concerns from the outset. The misrepresentation of employees amounts to a violation of labour laws. Virgin Atlantic will avoid the consequences of litigation if it addresses the demands of workers before implementing strategic decisions. One of the areas that the company should optimise on is the delegation of some of the HR practices to the line managers. The line managers have a frequent and direct contact with employees. As such, these employees are more conversant with the needs of these employees than the senior HR managers do (Purcell Hutchinson 2007). Some of the functions of the line managers include interviewing prospective candidates and making recommendations for salary increments (Frees 2008). Nonetheless, the company should only assign the HR duties to the l ine managers who have appropriate skills and competencies. The senior HR managers should form strategic partnerships with the line managers. This collaboration will facilitate the provision of resources and training to ensure that the HR practices are in line with the established policies (McLeod Clarke 2009). Another crucial component of SHRM that Virgin Atlantic should consider is the development of an innovative selection and recruitment system. The competitive and dynamic nature of the airline industry mandates the identification of appropriate talents to realise organisational goals. A rigorous recruitment and selection system creates a sense of high expectations about performance (Marchington Wilkinson 2012). The mismatch between organisational demands and personal capabilities increases the risk of poor performance (McLeod Clarke 2009). The company should complement these efforts by developing comprehensive career development and training programmes. For instance, the pilo ts should undergo in-house training regularly to update their skills of using modern technologies. Finally, the trend of globalisation has diversified global communities. This diversity also manifests in HR practices (Markos Sridevi 2010). Virgin Atlantic must adopt and implement inclusion policies to provide equal employment opportunities by promoting a distinctive corporate culture. An organizational culture that emphasises mutual respect will enable the company to achieve its strategic goals (Frees 2008). Such customs will make the company attractive to both customers and prospective employees from diverse cultural backgrounds. Markos Sridevi (2010) have indicated that companies improve their performance and productivity when they harmonise organizational cultures. Bakker and Schaufeli (2008) have noted that the poor management of diverse cultures causes conflict. Personal Reflections on Effective Leadership Styles The preceding sections have highlighted the significance of emp loyee engagement and strategic human resource management (SHRM). The common theme between these two components is the employer-employee relationships, particularly the interaction between managers and the junior staff. These aspects then bring to the forefront the issue of leadership. The volatility and uncertainty in the aviation industry call for a new style of leadership to facilitate innovative thinking and change management. The human resource executives should assume a leading role in developing the required generation of leaders. The starting point will entail the alignment of strategic priorities with the future demands for skilled talent. Employee engagement is one of the primary functions of change management. It is imperative to reiterate the fact that the airline industry will continue to encounter massive transformations. Conversely, the successful implementation of change will require leaders who are both transformative and visionary (Marquez 2007). Transformational le adership is central in management discourses and is the most applied style in modern society. A transformational leader influences the actions of followers by transforming their attitudes, perceptions, and beliefs about change (Gonos Gallo 2013). One of the major challenges faced by many organizations is achieving constant productivity and profitability. A transformational leader identifies the need for change and rallies followers towards realizing change (Alkahtani, Abu-Jared Suleiman 2010). The critical pillars of transformational leadership are visionary and coaching leadership styles (Chen Chen 2008). Virgin Atlantic will continue to experience continuous change. Nonetheless, not all the employees will be receptive to the change initiatives. The company CEO and other senior managers should adopt the transformational leadership style to influence planning and implementation processes efficiently. These leaders should share their visions and goals with the employees through co nsultations and active engagement. According to Gonos and Gallo (2013), transformational and visionary leaders do not impose change on their followers. The rapid transformations and advances in technology necessitate the development of continuous education programmes for the employees. These initiatives will ensure that the employees have the requisite skills and competencies that are in tandem with modern practices (Bakker Schaufeli 2008). The changing landscape of the airline industry has created the urgency for transformation. The top management of Virgin Atlantic should coach and train the employees to enhance productivity and profitability. The company cannot compete favourably in the volatile market unless it has highly skilled personnel. Marquez (2007) has affirmed that a transformative and visionary leader does not give orders and wait for progress reports. By contrast, such leaders are part of the operations team and lead by example (Purcell Hutchinson 2007). Leadership a nd management are common terms in academic and business discourses that generate divergent viewpoints. These discussions often centre on the perceived differences and similarities between the two concepts (Gonos Gallo 2013). Several definitions exist regarding theories, styles and attributes of leadership and management. Both leadership and management emphasize the coordination of the HR functions (Chen Chen 2008). The only difference lies in the manner in the coordination processed. While managers control the realisation of organizational goals, leaders influence people to embrace change (Alkahtani, Abu-Jared Suleiman 2010). The Virgin Atlantic CEO and other line managers should strike a balance between the two to achieve optimal outcomes. Conclusion Employee engagement has moved to the forefront as one of the most viable HRM practices. Nonetheless, there is no consensus on a single definition of employee engagement. Despite these contentions, employee management is a critical c omponent of human resource management. The concept of employee engagement is particularly crucial in the airline industry considering the dynamic and competitive nature of this service sector. Virgin Atlantic is one of the prominent airliners in the UK and across the globe. Although the company has remained productive and competitive, the external threats will most likely challenge this hegemony. As such, the company should adopt a strategic plan to remain afloat in a highly competitive market place. Virgin Atlantic should encourage employee engagement practices by fostering effective communication and interactions. Conversely, employee engagement is a complex and long-term process. The company will achieve this goal if it adopts broad cultural and organizational strategies that involves employees at all the organizational levels. The company should align these initiatives with the human resource practices. Change is inevitable in the aviation industry but the employees should be pa rt of the transformations. The company CEO and managers should foster transformational leadership styles to influence the employees to adapt to the change successfully. In conclusion, collaboration, strong communication and mutual trust should form the basis for implementing employee engagement. Reference List Alkahtani, AH, Abu-Jared, I Suleiman, M 2010, ‘The impact of personality and leadership styles on leading change capability of Malaysian managers’, Australian Journal of Business and Management Research, vol. 1, no. 2, pp. 70-99. Armstrong, M., Taylor, S 2014, Armstrong’s handbook of human resource management practice, 13th edn, Kogan Page, London. Bakker, AB Schaufeli, WB 2008, ‘Positive organizational behaviour: engaged employees in flourishing organizations’, Journal of Organizational Behaviour, vol. 29, no. 2, pp. 147–154. Balmforth, J 2009, Virgin Atlantic, Hersham, Midland. Boxall, P Purcell, J 2012, Strategy and human resource management , 4th edn, Palgrave Macmillan, Hampshire. Bratton, J Good, J 2012, Human resource management theory and practice, 5th edn, Palgrave MacMillian, Hampshire Chen, KJ Chen, SI 2008, ‘Personal traits and leadership styles of Taiwan’s higher educational institution in innovative operations’, Journal of American Academy of Business, vol. 12, no. 2, pp. 145-150. Claydon, T Beardwell, J 2007, Human resource management: a contemporary approach, 5th edn, Prentice Hall, New York. Creasy, T, Stull, M Peck, S 2009, ‘Understanding employee-level dynamics within the merger and acquisition process’, Journal of General Management, vol. 35, no. 2, pp. 21–42. Daniels, K., Davis, A Shipton, H 2008, Strategic HRM: building research based practice, Aston Centre for Human Resources, London. Denison, DR, Adkins, B Guidroz, AM 2011, ‘Managing cultural integration in cross-border mergers and acquisitions’, Advances in Global Leadership, vo l. 6, no. 4, pp. 95-115. Endres, GM Mancheno-Smoak, L 2008, ‘The human resource craze: human performance improvement and employee engagement’, Organizational Development Journal, vol. 26, no. 1, pp. 69-78. Frees, M 2008, ‘The word is out: we need an active performance concept for modern workplaces’, Industrial and Organizational Psychology, vol. 1, no 1, pp. 67–69. Getenby, M, Rees, C, Soane, EC Truss, K 2009, Employee engagement in context, Chartered Institute of Personnel and Development, London. Gonos, J Gallo, P 2013, ‘Model for leadership style evaluation’, Management, vol. 18, no. 2, pp. 157-168. Gregory, M 2014, Dirty tricks: British Airways’ secret war against Virgin Atlantic, Hersham, Midland. Henderson, I 2011, Human resource management for MBA students, Chartered Institute of Personnel and Development, London. MacLeod, D Clarke, N 2009, Engaging for success: enhancing performance through employee engagement, Office of Public Sector Information, London. Marchington, M Wilkinson, A 2012, Human resource management at work: people management and development, 5th edn, Chartered Institute of Personnel and Development, London. Markos, S Sridevi, MS 2010, ‘Employment engagement: the key to improving performance’, International Journal of Business and Management, vol. 5, no. 12, pp. 89-96. Marquez, JF 2007, ‘On impassionate leadership: a comparison between leaders from divergent walks of life’, International Journal of Leadership Studies, vol. 3, no. 1, pp. 98-125. Purcell, J Hutchinson, S 2007, ‘Front-line managers as agents in the HRM-performance causal chain: theory, analysis and evidence’, Human Resource Management Journal, vol. 17, pp. 3-20. Ramphal, RR 2011, ‘A quality framework for services in shared service environments’, Journals of Contemporary Management, vol. 8, no. 21, pp. 223-238. Rayner, C 2009, Managing and leading people, 2nd edn, Chartered Institute of Personnel and Development, London. Wang, S Wang H 2015, ‘Shared services management: critical factors’, International Journal of Information Systems in the Service Sector, vol. 7, no. 2, pp. 37-53. This report on Managing People: The Case of Virgin Atlantic was written and submitted by user Man-Thing to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.