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. 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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.

1 Page On A Case Study About Fostering Better Relationships Coursework

1 Page On A Case Study About Fostering Better Relationships Coursework 1 Page On A Case Study About Fostering Better Relationships – Coursework Example Fostering better relationships Case study: fostering better relationships From the case study, it is clear that Fitzgerald helped his team to win the BMW account which is an important achievement for the team and the business. He has a strong ego and aggressive personality. He also has a truck record of success, and he is quite ambitious. However, he does not show respect for differing opinions in the team and does not appreciate collaboration of ideas. In order to bring Fitzgerald into the team more and foster a better relationship among team members, I should understand that people have differing opinions about team work. Some people hate teamwork, and Fitzgerald is one of them. Others love it. An important way of bringing back Fitzgerald into the team and fostering relationships in the team is by building cohesiveness in the team by using team interaction. This involves increasing contact between members. This can be done through social forums, seminars, workshops, etc. Another wa y of fostering better relationship in the team is by building a shared value (Martin, 2005). I would encourage team members including Fitzgerald to work within shared values and mission, and not individual achievement. In order for Fitzgerald to join the team, he should understand team norms and values that will enable the team to accomplish its vision and mission. Therefore, as a team leader I would explain to him about the shared purpose and values of the company, and the importance of having them for the team. Another way of fostering relationships in the team is building consensus and making Fitzgerald to admit his mistakes. Even if he is effective and efficient in his work but does not appreciate teamwork, he cannot accomplish the shared vision and mission of the team without collaborating with other team members. A good vision for the team will pull teammates together.References listDaft. Chapter 10: Leading Teams.Martin, H. (2005). Smaller Teams – Better Teamwork: How to Keep Project Teams Small. Business Horizons, 48, 209–214.

Jodi Picoult Bio

Jodi Picoult Bio Jodi Picoult is a bestselling author of literary fiction, although many have called her books womens fiction. Shes an unusually  prolific author, having written over twenty novels. Jodi Picoults books are quick paced and controversial. Is the woman behind the books as provocative?   Born: May 19, 1966, in Nesconset on Long Island in New York. Family Life: Picoults family moved to New Hampshire when she was 13. Although she left New Hampshire for college and her early jobs, she settled there again as a married woman. She currently lives in Hanover, New Hampshire with her husband, Tim Van Leer, and their three children, Sammy, Kyle and Jake. She was raised in a non-practacing  Jewish household.   Education: Picoult studied writing at Princeton University, where she earned her bachelors degree. She also earned a masters degree in education from Harvard University. Writing: Picoult wrote her first story, The Lobster which Misunderstood, when she was five. While at Princeton, she published two stories in Seventeen magazine. She wrote her first novel, Songs of the Humpback Whale, while she was pregnant with her first child, and published it in 1992. Picoults novels usually deal with ethical issues and are told from a variety of viewpoints, with each chapter written in a different characters voice. Picoult uses this technique to show multiple sides of a situation and underscore areas of moral ambiguity. She has several reoccurring  characters, who have appeared in multiple books. While characters may make cameo appearances the books are not part of a series. All of her novels are stand alone titles.   She is known for her incredibly researched plots, many of which involve some kind of courtroom drama. As she usually writes roughly a book a year, Picoult is always researching one book while completing work on a previous title.   Here is a complete list of all Jodi Picoults books. Movies: Picoult writes stories that are heart-wrenching and full of family drama. It should be no surprise, then, that several of her books have been adapted into films for Lifetime, a TV network for women. Her first feature film, My Sisters Keeper, was released in theaters in 2009. It starred Cameron Diaz and Abigail  Breslin. Here is a complete list of all Jodi Picoults movies. Jodi Picoult Trivia: Picoults family has two Springer spaniels, two donkeys, two geese, three ducks and six chickens.When her oldest son finished reading My Sisters Keeper, he broke into tears and wouldnt speak to his mother for a while because he was so mad about the ending.Picoult has had personal experience with the sort of medical drama she writes about. When her middle son, Jake, was six he was diagnosed with cholesteatoma in his ear a benign tumor that can grow into your brain and kill you. He had 10 surgeries in three years and was partially deaf until recently.Picoult likes to read Alice Hoffman.Picoult has also written one book titled  Off the Page  with her daughter. Sammy chose to write under the name Samantha van Leer. It is considered a young adult novel.   Jodi Picoults Official Website: jodipicoult.com

Build your own Essay Example | Topics and Well Written Essays - 500 words

Build your own - Essay Example An Intel Iris Graphic is what I also added to the package. The retina display is truly amazing as it captures every sentimental moment of graphics in which I can enjoy movies and games. I think this Mac Book Pro is a great PC as it has amazing graphics. I wanted a machine that would allow me to have a lot of storage capacity, which made me push for 16GB. The 16GB was perfectly suited for me as I can store pictures, documents, and videos. Traditionally they come in 8 or 4GB. Moreover, a built-in battery that would allow me to charge for 9 hours. I opted for the 15-inch display, which was a better option. The 1TB flash storage came standard and was sufficient for my needs. My flash doesn’t have any moving parts, which makes it super durable and quiet. The storage was perfect for all-around luxury that I wanted. Another great feature I wanted in my machine was the two Thunderbolt 2 ports, two USB 3 ports, and an HDMI port. An HDMI port is a necessary for any Mac user who wants to connect to their television. Without a traditional optical drive, there’s room for ports conveniently located on both sides of the notebook. One of the best features that I wanted was the retina drive because it allowed me to have amazing graphics. I enhanced the MacBook Pro with PCIe-based flash storage. One of the greatest features I like about the Mac is the variety of applications that it offers. The MacBook comes with exotic applications that have many functions to the users. Every MAC comes with apps for creativity that are utilized for productivity. As a matter of fact, I also opted out for Iris Pro Graphics and advanced NVIDIA graphics. The NVIDIA graphics card is an excellent choice for video and photography.   I also opted for a 2880 x 1800 resolution on the 15‑inch MacBook  Pro so I can view movies in HD since I have Netflix. One of the things I always wanted MacBook Pro was Logic Pro X is an advanced music production application. This

Homicide Essay Example | Topics and Well Written Essays - 1750 words

Homicide - Essay Example This category in criminal law is characterized by some similarities in the description of the homicide. Characteristics of Homicide Categories There are common characteristics that are displayed in all categories of homicide as discussed. Unlawful killing must be established in al cases of homicide. In some instances, killing may be lawful for instance if the killer was acting in self defense. The other principle characteristic of homicide is that the killing must be committed to a human being, implying that the killing of any other creature cannot amount to a homicide. Controversy has marred the debate in abortion mainly on the fact of establishing if a fetus is a human being and at what age. Homicide is also governed by the â€Å"year and a day rule† where the death in question has to be established if it was caused by bodily harm committed within a certain duration of time. Another characteristic depicting a homicide case is causation where evidence must be adduced to ascer tain that the death actually occurred as a result of a certain commission or omission by the defendant. This is as directed by the element of actus reus. can be established through two ways namely; causation in fact and causation in law. Among these characteristics, causation is the most delicate To ascertain the criminal liability against the defendants, I will use the approach of exemption and implication by virtue of the defendants’ involvement in the death of the diseased. In this explanation, the obvious elements of homicide are assumed, for instance corpus delecti. The facts of each case are accompanied by explained criminal liability of the defendants. ... In this explanation, the obvious elements of homicide are assumed, for instance corpus delecti (showing of actual death of the victim). The facts of each case are accompanied by explained criminal liability of the defendants. i) Vince vs. Ann In the first case, Ann who is eighteen years old visits Vince who is sixteen years old at his place of residence. In this case, Vince gets unwell while in the company of Ann who does nothing to assist him apart from putting him to bed. Several hours later, Vince decides to jump out of the window from the third floor and dies from the impact of the fall. First, due to the fact that the diseased died upon impact after jumping out of the window from the third floor, the defendant can be exempted from omission. If the death of the diseased occurred from the initial sickness where the defendant failed to alert rescuers, the blame can squarely be placed on her hands. However, if it can be established that the act of jumping through the window was as a result of the progression of the disease, the defendant can have a case to answer. The element of actus reus is not clearly established in this case hence the defendant appears exempt. Secondly, the diseased could have committed suicide which is not a liability in the hands of the defendant. Alternatively, it is difficult to ascertain if the defendant knew or aided in the commission of the crime. Alternatively, the defendant in this case will escape liability due to the fact that the initial crime she intended to participate in together with the defendant is not the same crime with what caused the death of the diseased; in this case suicide. Thirdly, according to a common legal position, the failure of the defendant to intervene in the criminal act of suicide that the