The Contributions Of Human Resources Management Business Essay - Free Essay Example

Many people start there career in Mobilink Pakistan every year and similarly many end the same. It is because staff turnover and internal growth requiring more human resources to manage the organization. Keith (1996) recognises recruitment as the process to contact suitable candidates to fill the vacant position held with in the organization. Mobilink Pakistans selection procedure is quite detailed to make sure that the attributes held by the suitable individual match the same required by the organization. Hence it make sure that right person has been appointed for the right job. Selection and recruitment involves critically evaluate persons specifications, job analysis and job description. Then job is advertised to attract the most suitable candidates. The candidates are tested against various benchmarking criteria, interviewed and finally the most appropriate person is offered the position. Mobilink Pakistan uses internal and external both methods for recruitment. Internally recruitment is done by job bidding, promotion and extending the existing employees contracts. To attract the most suitable candidates as discussed above, Mobilink Pakistan adopts a number of following external recruitment procedures; Job Referrals Recruitment through agencies Job seminars at prestigious universities Overseas rec ruitment in collaboration with business partners EMPLOYEE REWARD SYSTEM Employee reward system has always been a very sensitive issue for the Human resources department of any organization. In Mobilink Pakistan a number of ways are adopted to ascertain the justifiable levels of perquisites and salaries. During the process of job appraisal it is made sure that judgments are unbiased and without discrimination. Basic type of reward system currently in place at Mobilink Pakistan has either time or output as the variable. There are changes in remuneration over time. Different reward systems are used for different levels of employment. However recently the main consideration has been given to pay for performances. Dianna (2005) recognises that different rewards system can be used within the same organization that may be due to change in sectors or regions. However recently equal pay right is a major issue in the organizations. Similarly in the future with the growth of global conglomerates, designing equitable reward system for the employees belongs t o different countries will be another major issue. The human resources department of Mobilink Pakistan has been charged with all these responsibilities. EMPLOYEE RELATIONS; For the human resources management of the Mobilink, employees relationship have always been of key importance. Historically this element has been as changeable as ever. There is a deep correlation between employees relations and other enterprise resources. With in the Mobilink Pakistan employer-employee relationship contributes towards satisfactory productivity and to motivate the workforce. It also avoids the individuals problems that may effect the smooth operations of the company. Professional training is provided to the departmental heads on how to improve standards of performance and correct employee misconduct. Employees are provides recurring information to elaborate managements goals and expectations. Besides that personal issues are also addressed that may effect employer-employee relationship. Employees are provided whistle blowing protections and their grievances are considered by the appropriate concerns. P 1.2: Justify how the objectives of these were achieved by effective management of human resource. The Mobilink Pakistan management realised that effective human resources management has key importance to influence, promote agreed goals and sharing responsibility between employees and the organization. The logic behind is that such type of positive attitude would lead to enhance employees commitment that will ultimately enhance productivity with in the organization. Following are the key elements of Mobilinks human resources strategy; Achieving the whole task by team work Mutually agreeing objectives Flatten the organizational structure by reducing supervision and trusting those charged with concerned responsibilities. Rewards to the efficient teams and groups Up to dated training of the workforce Effective employee relations through joint problem solving Ricky (2009) believes that this type of structure can be applied in every type of organizational structure to enhance standards of performance. Standards of performance can be improved in a number of fol lowing ways; To benefit with the skills and knowledge of the employees the recruitment and selection process can be improved. Training and development can enhance the quality of the employees contribution. An effective reward system is very essential to encourage the employees to be productive. Employees will be motivated once they believe that they will be treated fairly by the management. The mutually agreed line to action to perform any task has an impact on effectiveness. P 1.3: Refer to at least two HRM models as Contingency Model, Harvard Model, Ten C Model, seven step model, Business process model etc.Please choose the model which is suitable to the Organization you have chosen for the purpose. CONTINGENCY MODEL: Julie (1994) recognises that contingency model of human resources management describes the correlation between human resources and strategic needs of the business. Contingency approach describes two sorts of relationships that consider different causes that results predictable influence. Contingency model of human resource model indicates that in order to speed up the implementation of strategic change, there should be coherence across all human resources policies and practices. Thomas (1992) adds that this stands true only for the corporate culture in the United States of America where as British organizations exhibit different behaviour. For the reason this model has been widely criticised. ARGUMENTS FOR CONTINGENCY MODEL AND MOBILINK; To match different situations management skills and styles must be selected. People should change with the change in business needs. Appropriate pay and appraisal system can challenge behaviours. In the different parts of the orga nization contingency model helps to use various approaches for employee relations. Contingency approach decreases the importance of culture and non economic issues. ARGUMENTS AGAINST CONTINGENCY MODEL AND MOBILINK; It promotes the rigidity of stereotype managers. It expects impractical accuracy in selection systems. Contingency model impractical requirements for flexibility. To enhance management behaviours training and rewards can be used. Corporate differentiation never based on situational contingencies. HARVARD MODEL OF HUMAN RESOURCES MANAGEMENT This model recognises softer issues of strategic management. Yeung (1994) add that Harvard model stresses the human aspect of the human resource management. All managerial decisions that may affect the organization and employees are important before developing human resources strategy. The model address that it is essential that management have a view how they want the employees to contribute for organizational developments to solve the problems associated with personal management. It is the responsibilities of the general management to ensure the meaningful difference between management activities and coordinated activities. Harvard model recognises that actual role of human resources management can be elaborated by four policy areas. Every area consist a series of important tasks must to be performed by the managers. The four attributes that the human resources management of Mobilink Pakistan must consider are; Commitment Congruence Competence Cost effectiveness Task 2: Examine HR Planning and developments in the Organization (Chosen for the purpose of assignment) P2.1 Select at least three HR planning and developments. Human resources planning and developments refer towards the phenomenon of improving workforce attitude and behaviours to add vale to their performances. Different training and development strategies have been part and parcel of different organizations. Mobilink Pakistan developed an in-house training and development programmes to enable the workforce to perform their duties more efficiently and productively. For the purpose of this research carried out the researcher will discuss following three training and development strategies; Sensitivity training Survey feedback process consultation Inter group development SENSITIVITY TRAINING The basic purpose of sensitivity training is to show the workforce a reflection of their own behaviours that how it feels to the other people when they interact with them. It provides greater sensitivity to others behaviours and better group setting. A qualified psychological trainer is the in-charge of the training process but he never adopts a directional stand. The trainer provides the workforce an atmosphere where people could express themselves, their thoughts and feelings comfortably. The outcome of this training has been very successful and the people are better to understand and correct their behaviours. They can easily communicate matters with fellow staff and management. Workforce feels less reserved and their extent of tolerance seems to be increased. The most important impact is that they can show is an ability of self correction of their behaviours. All of these elements are contributing to give rise a more sophisticated corporate culture with in the organization. SURVEY FEEDBACK; Survey feedback is conducted from the number of employees belonging to the different departments of the organization to resolve a number behavioural and the issues employee satisfaction. Before preparing the questionnaire a change agent interviews employees of the different sections to identify the actual issues of the workforce. A questionnaire is prepared by a team of organizational psychologists. This questionnaire is used to collect information from a sample of employees representing the whole company. After detailed analysis of the data collection the summary is thoroughly considered by the top management. It is further used to help the employees to understand and solve their individual and group problems. Different meeting are arranged with the employees to promote interaction through discussion on the several issues. Concluding the impact, survey feedback brings job satisfaction by better decision making of the leadership and also highlights the issues causing injury to the employee-employer relationship. INTER GROUP DEVELOPMENT; The aim of inter group development is that different groups or departments with in the Mobilink Pakistan could better communicate and corporate with each other. It is possible only by changing perceptions of different organizational groups about each other. If they have negative views about each other it means there is poor standard of quality and interaction between them. It adversely affects the initiatives to coordinate activities at the organizational level. Mark (2005) states that inter group development has four steps. The first step is of discovery. The idea is to investigate into what workforce things the strengths and weakness of the different groups. The second step is dreaming. It is about the how the organization culture should be in the future. Third step is designing. It is about how the inter group development plan should be to develop the desired culture with in the organization. The fourth and the final step try to describe the organizations destiny. In includes actions plans and development and implementation of strategies. P 2.2: Critically evaluate their effectiveness to meet organizational objectives, The human resources planning and development needs discussed in P2.1 are to add value to the human resource of the Mobilink Pakistan in terms of rich values and attitudes. It encompasses the range of ideas and actions as they are unbreakable in the commercial setting, and so emphasize many of the explicit issues of managing people. . It provides the social arrangement for the connection between employees and their ability to recognize transform themselves according to change process. It also provides an opportunity of self actualization to the individuals and to exercise power. These training and developments increase the level of tolerance among the workforce and encourage them to take risk associated with the assigned tasks with brevity and confidence. Hence the people does not become panic from the ambiguous work situations and have courage to accept the challenging tasks. They have tendency to take productive initiatives beyond the rules. These training and development ac tivities attempts to minimize ethical ambiguity prevailing in the organization. Employees are trained to follow the ethical rules which are really effective for the organization. It provides an opportunity to the workforce to discuss ethical problems and report abusive behaviours to the appointed ethical counsellor without any reservation. Ethical counsellor of the organization can then investigate into the matter to resolve the issue. Sensitivity training encourages self awareness and self correctness in the organization. Same is the contribution made by the inter group development technique. It emphasizes the inner life of every individual working within the corporate sector and suggests ways to enrich one-selfs behaviour and attitude in way that contribute for organizational efficiency. Those who pledge themselves in this logic would like to observe organizational culture is developing and recognising the personality make-up of the people. They are also enthusiastic to seek co nnotation with others people who are a part of this corporate community. One of the major benefits of these training and developments in inter-group development is that teams and their leaders jointly attempt to resolve the troubles. This practice was the best to promote better relationships. After initial discussion separately every group come forward with their perceptions about the other groups and then consider as to weather they acknowledge. In this process the role of consultant is just restricted only to the explanation of perceptions and meanings. The groups then move back to their own rooms and analyse the findings that apply to their and the other groups. This practice provides a framework to remove differences and elements causing division among the groups. It helps to identify such issues and their urgency to be resolved. Action plans are designed to address such problems and then critical evaluation for the practical implementation of the agreed plan is made by the e xperts. Task 3: Analyze ways in which performance of HR may be enhanced in the Organization (Chosen of the purpose of assignment) P 3.1: Review how Hr performance in the identified Organization is currently indicated and monitored. It is a basic responsibility of the management and leadership to monitor and evaluate the performance of the HR. Mobilink Pakistan adopts different procedures to evaluate the performance of their employees, a few of them are disused below. CHARATER REPORTS: In this technique supervisor writes down a character report of every employee individually. It describes the employees track record in terms of his behaviour and performance. It also highlights individuals strengths and weaknesses. Christian (2008) recognises the manager or supervisor charged with this responsibility must have true sense of judgement and writing skills to perform this task. CRITICAL INCIDENTS; In this approach the HR manager indicates those events representing good and bad behaviours of the workforce and their outcomes. Mark (2005) acknowledges that this practice represents the desired behaviours possessed by the workforce. It also address the signals indicating need for improvement. GRAPHIC RATING SCALES: This technique is connected with the detailed analysis of quantitative data. All the factors indicating the standards of performance are identified. These factors are rated according to their standards for instance rating one to five, where 5 represents the highest stand and the It represents the lowest standard. This type of monitoring requires strong observation skills and it is economical way of evaluation. A dissimilarity of the realistic rating is the behaviourally affixed ranking scale. Where every ranting scale is clearly elaborated in connection with the attach behaviours. Behaviourally anchored rating scales specify job-related behaviour associated with each performance factor along a continuum. The human resources manager of the organization selects the acceptable point of performance. MULTI PERSON COMPARISON; This procedure is used to access ones attributes and characteristics against the other. It is the best exercised method for performance appraisal. Jane (1998) describes that this approach has three basics of comparison; INDIVIDUAL RANKING: It comprises comparing an individual against another individual in the same position. It is helpful to identify and evaluate the proficiencies and expertises of the employees individually. GROUP RANKING; In this type of ranking individuals are categorised into the different groups and then each groups performance is compared with that of the other group. Group performing well will be ranked higher than the other one. PAIRED COMPARISON: This type of comparison recognises that each employee must be compared with every other employee in the organization. Employees are harmonized and every individual employee is given ranking after comparison with the others. This ranking is based on the strengths and weakness of the individuals against the paired employees. Hence this methodology provides an evaluation of any individual employee with the rest of the workforce individually. However it some times becomes difficult in the organizations having high number of personals involved. P 3.2: Try to suggest ways to improve this. In the opinion of the researcher, the performance of the human resources department may be enhanced by Multi Rater Comparative Evaluation with in the organization. A very common example of this approach is assessment centre. Using multi rater, comparative evaluation approach can be adopted in an assessment centre. In the perspective of management development it is usually referred as development centre. In such a scenario just with in a few days, appraisal of attributes and abilities of the employees can be completed as the benchmarking promotional criteria. The whole process consists of interviews, test, and analysis of performance, peer and expert appraisal. Another commonly example that Mobilink Pakistan can include into its system is of 360 degree feedback survey. It is also an example of multi rater technique. In this approach multi several people give performance related feedback, it is potentially very useful. It recognises both qualitative and quantitative issues. Fee dback report published at the end of the whole process is discussed with the employees to address the highlighted areas of concern. Goffin (2007) recognises that 360 degree appraisal is widly being used all over the world these days. It also helps to develop ethical cultured organization and encourages people towards values. Recognising the feedback from the customers while monitoring the human resources performances has also becoming very famous these days. To complete this task the HR manager can; Can collect customers reviews by conducting telephonic survey or interviews. Use surveillance technique to monitor samples of service encounter. Mystry customers strategy can be used in which organizations spy acts like a difficult customer and then provide a report on the level of professionalism and services received in return.

How To Choose MD Essay Samples

How To Choose MD Essay SamplesMost applicants would have a tough time choosing between MD essay samples that are available on the internet. The number of samples available is amazing and may baffle you at first glance. All of these samples have been picked to make the exam more enjoyable for students. These essays are commonly put up by colleges and universities in an effort to prepare their students for the test.The purpose of getting some sort of college education is to enhance one's abilities and knowledge. There are many websites on the internet where you can have a look at sample tests and essays. They have been made in a way that it would be easier for you to select and make your selection. You can just browse and see the samples and select the ones that suit your choice.So how do you make your selection? The first step would be to look for samples that are clear and easy to understand. If you cannot understand it, chances are high that it would not be worth putting up. For exa mple, you can select your sample based on whether it talks about agriculture or medical science.There are so many different things that should be considered before choosing. For example, if it is an essay that talks about a travel program, it would make sense to opt for travel samples. However, if you are an engineer, there would be no point in having an essay on engineering. This is because the essay would contain comments such as 'Knowledge,' 'Professional'Purpose'.If you are at a loss, you can also try finding a written essay that has been put up by a professor from a university. You can consult with the people who have expertise and advice from the same. These people can also help you make your selection from there. The essay is generally given in a format that makes it easy for the students to understand.Writing is another aspect that should be looked into. It is necessary that the sample has been well written. For example, if it talks about an individual who came from Banglade sh, there should be some feedback or personal views about the personal situation that the writer has had.Reading and understanding the essay should be kept in mind while selecting these samples. Otherwise, you might end up wasting your time and effort on something that would not work out for you.

Practice in Identifying Appositives in Sentences

As weve seen in  What Is an Appositive?, an appositive is a word or group of words that concisely identifies or renames another word in a sentence. The exercise on this page offers practice in identifying appositives. Exercise Some of the sentences below contain adjective clauses; others contain appositives. Identify the adjective clause or appositive in each sentence; then compare your responses with the answers below. (If you run into problems, review Building Sentences with Appositives.) John Reed, an American journalist, helped found the Communist Labor Party in America.My sister, who is a supervisor at Munchies, drives a company car.I took a cookie from Gretel, who is the woodcutters daughter.I took a cookie from Gretel, the woodcutters daughter.Og, the King of Bashan, was saved from the flood by climbing onto the roof of the ark.I once saw Margot Fonteyn, the famous ballerina.Elkie Fern, who is a professional botanist, led the kids on a nature hike.Elsa, a good country woman, has a daughter named Ulga.Paul Revere, who was a silversmith and a soldier, is famous for his midnight ride.I read a biography of Disraeli, the 19th-century statesman, and novelist. Answers to the exercise: appositive: an American journalistadjective clause: who is a supervisor at Munchiesadjective clause: who is the woodcutters daughterappositive: the woodcutters daughterappositive: the King of Bashanappositive: the famous ballerinaadjective clause: who is a professional botanistappositive: a good country womanadjective clause: who was a silversmith and a soldierappositive: the 19th-century statesman and novelist

The Outer Banks of North Carolina - 1153 Words

As I walk towards the ocean with the sand warm beneath my feet, the waves lap at my ankles, seeming as if they want to pull me out to sea. The sun rises over the horizon, reflecting off the waves and shimmering like gold. The salt air smells tangy as it stings my nose with the smell I crave while I am away from the ocean. The Outer Banks in North Carolina has been my favorite place to go from my first memories. I look forward to going there every summer because there at the ocean I feel at home. It is a place where I can forget every stress in my life and be totally at peace. It is a place where my family can spend time together, not like at home where we all have activities and places to be. The Outer Banks is not a beach where the ocean†¦show more content†¦We have always gone to this beach because when all of us kids were little the adults made a pact stating that they would never take us to Ocean City or any other place that is built up with boardwalks or other distracti ons. They wanted us to go the beach to just enjoy the ocean and our surroundings. We never got a beach house with a pool for the same reason; they did not want us to have that as an option--it was the ocean or nothing. I try to spend most of my time by the ocean every day I am there because I feel like I cannot get enough of it. On a typical day I try to wake up early but that doesn’t always happen. I try to do this because in the early morning the beach peaceful and the sunrise incredible. And at this early hour you can also find the best seashells and sand dollars, too. After an early morning stroll, usually with my aunt and uncle who are the only other ones to get up early, I go back to the house to change into my bathing suit. I put my suntan lotion on for a long day on the sand. After that I go down by the water and get my beach blanket out so that I can sunbathe for most of the day. I will take a few breaks to go into the water, but only when I get so hot that I can’t stand it. I do enjoy the ocean, and although the waves are really rough during high tide, it’s still a lot of fun to be out there in the water getting jostled around. I enjoy boogie boarding orShow MoreRelat edThe Outer Banks Of North Carolina847 Words   |  4 Pagesall the places in the world to visit, one might consider the Outer Banks of North Carolina with the vast grassy nature preserves to the warm sand between your fingers and toes. A good place to be with me would be a week at the beach, a place of healing and relaxation. On the beach, you can live in bliss. There are many beaches all over the world that people enjoy going to for different reasons; however, the Outer Banks of North Carolina has vibrant beaches where people can enjoy their vacations atRead MoreBlackbeard: The Worlds Most Notorious Pirate Essay789 Words   |  4 Pagesseeing him. Blackbeards most bold adventure took place in the port of Charleston, South Carolina in which he took hostages and held them until the city gave him medical supplies. Although one of his most famous acts, it is questioned why he only asked for medical supplies when there was more he could have ransomed for based on the situation. Still, word spread quickly of his treachery in South Carolina and his fame continued to grow. It is because of this, other terrorizing encounters, and hisRead MoreUnited States Marine Corps ( Usmc ) Base Of Military Bases Essay1505 Words   |  7 PagesJacksonville, North Carolina, and the surrounding area is full of military bases. The biggest base is a United States Marine Corps (USMC) base called Camp Lejeune. Some of the other bases: Air Station New River (USMC), Camp Geiger (USMC), Air Station Cherry Point, smaller adjacent posts, and reserve stations (Google, n.d.). 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He detailed their ceremonies, ossuaries and meals of hulled corn. White along with fellow commanders Philip Amadas and Arthur Barlowe, chief pilot Simon Fernandes, and possibly, Thomas Hariot, arrived at the Outer Banks in July. At the Outer Banks White and company made friendly contactRead MoreThe Abaco Barb Horse Came From Europe, And Spain929 Words   |  4 PagesTurkmenistan. They say that the Akhal Take is at least 3,000 years old. The horses thrived where food was scarce, and the weather fluctuated from extreme heat, to bitter cold. The American Indian horse is from many different places. It is from South Carolina, North Dakota, and Florida. These horses were usually the Indians horses. The American cream draft horse is from the United States. Their coat is a rich, milky color, and their eyes a dark amber. The American Paint horse is also from the UnitedRead MoreThe Disappearance Of The Lost Colony1598 Words   |  7 PagesIn 1587, one hundred ten people, including seventeen women and nine children, sailed from Plymouth, England, during the reign of Queen Elizabeth I to start a new life on the Outer Banks. This colony of over one hundred people disappeared from the Roanoke Island region, never to be seen again (Kramer 2). For over 400 years, historians and archeologists have attempted to determine what happened. Although there are several popular theories regarding the disappearance of the Lost Colony, the theory with

Springhill Country Guesthouse Essay - 2054 Words

Springhill Country Guesthouse Case Study 1. What is meant by qualitative and quantitative research? a) Qualitative essays are more subjective and focus on the researcher s own inferences drawn from his study of the data. The qualitative studies use data from focus groups or case studies that the researcher herself analyses. b) Quantitative studies are more objective and concentrate on drawing conclusions based a statistical analysis of the data. Both types of essays seek to answer a question, called a hypothesis, about some aspect of social phenomena. The quantitative projects use surveys that provide a set of fixed responses that can be coded with numbers. Springhill country Guesthouse is planning to increase his†¦show more content†¦A problem can be considered as market opportunity such as: * Market potential * Market share * Market characteristics * Sales analysis * Short-range forecasting * Long-range forecasting * Business trends analysis Problem solution research is to solve specific marketing problem such as: * Segmentation research * Product research * Pricing research * Promotion research * Distribution research It is important to mention: a) Problem identification or recognition starts when a company manager believes that he doesn’t have enough information to make a decision to solve a problem or to identify and take advantage of a market opportunity. In that case the manager has to seek for the information through the market research process. b) Defining the real problem it is important so the manager can be clear about the information is needed and for what purpose. The management decision problem needs to be defining in terms of a market research problem. c) Defining the objectives of the research it is important in this stage of the market research to avoid studying the wrong thing. Basically here the manager define what information he needs, when he need it and makes a statement of the purpose of the research. In the case of Springhill, they defined they need demographic information but

Hitler s Influence On Germany - 3134 Words

The Master of Persuasion: Hitler’s Influence on Germany According to Sickinger, Adolf Hitler is a very powerful name filled with many opinions stating in his book that: â€Å"Because the name Adolf Hitler evokes so many images and provokes so many responses, it is difficult, if not impossible, to sort through them to arrive at the real Hitler. Hitler’s character and career, however, have remained consistently popular subjects. Many people have tried to give insight into his character and personality† (Sickinger). What could possibly make someone who once was anti-social to become one of the world’s most persuasive people in a matter of years? The answer is simple: Hitler used a mixture of propaganda, nationalism, strategy, language, leadership, and literature to create the base for his growing Nazi party. Through these simple techniques that even politicians today still use, Hitler was able to convince Germany that he and he alone could save the country fr om the Jews and bring the nation to its rightful glory as a leader above the rest of the world. In order to fully understand Hitler’s capabilities, it is important, if not completely necessary, to start at the beginning. Adolf Hitler was born in Braunau am Inn, Austria on April 20, 1889. He dreamed of being a painter when he was a boy, but did not receive much public attention and lived in poverty. Hitler was of German descent, and he hated the nation of Austria because it was a nation of various ethnic groups, and moved toShow MoreRelatedHitler s Impact On The World War II1636 Words   |  7 Pagessquare, saluting and chanting Hitler s name. World War II has begun and many Germans hope for improvements in the economy. Their leader is Adolf Hitler. 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Upon Hitler’s increase in leadership and totalitarian power, Germany â€Å"became the politicalRead MoreThe Nazi Regime Was Defined By Its Fascism Pol icies1345 Words   |  6 Pagesits fascism policies in Germany that had on huge implications on the country s socio-political and economic settings. The National sozialistische Deutsche Arbeiterpartei (Nazi) evolved from the German Worker s Party. Adolf Hitler was the man behind the establishment of the Nazi party into the German political system as he rose to power in the late 1920s. He was the leader of the Nazi party. The party came to being from the Weimar Republic, which came about after Germany was defeated in the FirstRead MoreGovernment, Democracy, Or Authoritarianism?1552 Words   |  7 Pagesindirectly through a system of representation usually involving periodically held free elections†. (â€Å"Definition of Democracy†). A democracy is a form of government that relies heavily on the input on the people it governs. 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Singapore Airlines Case Study & Free Sample Solution

Question: Singapore Airlines Case Study Singapore Airlines was created in 1972 following a separation from Malaysian Airlines. In the wake of reorganization, Singapore Airlines undertook aggressive growth, investing and trading to maximize profitability and expand market share. Through this change, a new company philosophy emerged, Success or failure is largely dictated by the quality of service it provides (Wyckoff, 1989). By reinventing the company infrastructure and introducing new initiatives focused on excellence in customer service, Singapore Airlines became a global leader in the service industry, elevating existing standards among competitors. Evaluation of Workforce Management Program The strategy widely utilized by Singapore Airlines to ensure differentiation in an increasingly competitive market was its attention to in-flight service. Good flight service [was] important in its own right and is a reflection of attention to detail throughout the airline (Wyckoff, 1989). This statement perpetuated the belief that excellence in service was directly tied to the careful selection and individual performance of in-flight crews charged with the responsibility of fulfilling the needs of individual passengers and exuding the levels of service demanded by the organization. Applicants destined to work as flight stewards were drawn from a very young population, typically spanning the ages of 18-25 years of age with high school equivalency against the English system of education. Selection of applications was competitive largely due to the degree of skill, poise, and experience required of its candidates. These policies led to the on-boarding of a highly skilled and youthful workforce with positive attitudes and a willingness to be trained. Critique of this approach revealed several disadvantages. The most significant being the potential for greater turnover when hiring a younger population as opposed to an older, more experienced crew. Experience alone would play some role in the development of new employees, as greater experience would bring greater poise and confidence. However, in light of the predominant population Singapore Airlines catered to, a younger in-flight crew would remedy the awkwardness likely to be encountered by older clients being served by older crew members. In addition, a younger crew would likely be more accepting of new procedures and less cynical of the requirements of employment. In light of the young demographic most desired in this role, recruitment, training and conversion processes were both stringent and comprehensive. All aspects of in-flight service, including training related to terminology, amenities and food preparation were provided in great detail, as were training for emergency preparedness and response to every potential scenario encountered in the air and on the ground. Formalized on-boarding, training and continued development were the hallmarks of the comprehensive workforce program. Even well into a crew members employment, on-going training and cyclical evaluation provided a mechanism for employees to be aware of individual performance and gain exposure to methods of continuous improvement. With an on-going plan of evaluation, communication, and development, the workforce was well-positioned for high levels of performance and quality improvements. Though it would seem that Singapore Airlines work management program suited the organization well, it greatly narrowed the pool of applicants and kept many, well-qualified and experienced candidates from positions that would create diversity among the largely homogeneous workforce and place the organization in a better position to serve populations whose ethnic origins were not of Asian descent. If the organization aims to be the leader in an increasingly global marketplace, the workforce must mirror the diverse needs and perceptions of the greater population. Advertising Campaign Singapore Airlines is known in the airline industry for its quality of service. This emphasis on customer service and customer satisfaction is largely reflective of the Asian culture for which the company embodies. Attention to detail, impeccable presentation, and care for others are traits synonymous with countries of Asian heritage. Similarly, Asian countries revere conservatism, organization and hie rarchy (Allik, n.d.) so, it would follow that young Asian individuals demonstrate the same gracious, caring behaviors to others. The expectation of gentle, courteous service is consistent with these norms and with the approaches taken by the organization. So much are these standards and stereotypes linked to Asian culture and the epitome of service, that the symbol applied to the airline is that of a young Asian woman. This image is resoundingly more beguiling and traditional, recognized by nearly 50% of consumers over typical marketing imparted by competitors, with a marginal recognition of 9.6%. In light of the positive impact and recognition of the existing marketing campaign, it was considered advisable to retain the current marketing strategy. Systems for Measuring Service Quality Singapore Airlines has two primary components involved in measuring service quality. The first is a system to measure customer complaints and compliments for every 10,000 passengers. The second measurement is a comparative rating of airline services prepared by the International Research Associates (INRA). The first component, customers complaints and compliments, stayed relatively the same despite rapid organizational expansion. This type of analysis has shown a generally high satisfaction level, but could be skewed due to the vast areas the complaints and compliments could cover; from ticket sales and baggage areas to in-flight crews. To address this concern the complaints were split between the areas. However, to get an accurate barometer of customer satisfaction, it was recommended that the airline conduct routine surveys of customers. Often, customers submitting comments fell into one of two categories; those having complaints or those having compliments. The second component to gauge customer satisfaction involved the INRA surveys. The airline executives paid particular attention to these scores as they indicated levels of satisfaction among the general consumer population and identified areas requiring continuous improvement. In 1973 Singapore Airlines scored 68, in 1974 the company scored 74 and in 1979 they scored 78. The scores of 39 other airlines demonstrated that two other competitors, Cathy Pacific and Thai International, were improving rapidly. This provided one indicator of competitive advantage. In order for Singapore Airlines to stay ahead of their competitors they would need to evaluate their position against industry leaders and determine if changes would be needed to stay competitive, particularly with respect to customer service and customer satisfaction (Wyckoff, 1989). Plan to Introduce Slot Machines Singapore Airlines has responded to many changes in order to differentiate itself within an increasingly competitive market place. One responsive action was to remove sleepers, replacing them with a business class section. Reactions from consumers were less than favorable. The move strayed from what consumers came to expect of elite levels of customer service, which were in large part, due to the attention paid to the personal needs of its elite customers. Although intended to be innovative and distinctive, the inclusion of slot machines on transatlantic flights was another idea met with considerable consumer dissatisfaction. While potentially generating a new stream of revenue, the idea only worked to incite passengers with a new category of charges. In addition to generating cost for the consumer, the machines took valuable space away from seats and posed problems in light of weight restrictions (Time, 1981). These changes only compounded issues and introduced new problems such as the potential for in-flight injury, rather than improving in-flight services. While there was some opportunity for revenue, initially, the gains would last for a season and were not expected to extend out into the long-term. Conclusion The Singapore Airlines Case Study highlights both effective as well as ineffective management approaches within the company. The subsequent analysis and evaluation of company operations and strategies offer a compelling glimpse of organizational design and leadership amid change, as well as provide a platform for future discussions of organizational development and change management. Group evaluation of organizational design, organizational decision-making, and organizational process at Singapore Airlines yielded some recommendations for new approaches to address complaints, become more mainstream in an increasingly diverse market space, and become more innovative without losing sight of the customer service focus that has made Singapore Airlines so successful. Answer: Health Organization Case study This paper critically examines a health care organisation and intends to assess the readiness of the selected organization in addressing the health care needs of citizens in the next decade. It also intends to include a strategic plan that addresses issues pertaining to network growth, nurse staffing, resource management, and patient satisfaction. The health organisation being chosen for this paper is Banner Healthcare. The organisation is a non-profit health network based in United States. Banner Healthcare operates about 23 hospitals and medical facilities. As per reports, Banner Healthcare is second largest employer of young graduates in world, Walmart being first. One of the plus points of Banner health is that the health care network offers diverse range of medical services including outpatient services, emergency services, surgery services, health plans, and nursing registry etc (James, 2013). Due to diverse services offered by health network, people across USA take services fr om Banner Healthy. The wide-acceptance of Banner Healthcare across USA has made it an effective health model for other health systems also (Hopkins, 2011). Elements such as network growth, nurse staffing, resource management, and patient satisfaction are crucial for the attainment of health care across world. Readiness of the Banner Healthcare In order to analyse the readiness of the Banner Healthcare, it is crucial to examine various perspectives. Some of the crucial elements of Banner Healthcare include diversity of the services offered by it and its presence across various states in USA. Since Banner Healthcare is present in different states so it is a clear indication of the success of the health network to meet the needs of the citizens. The health care needs of the people keep changing in 21st century. Some people might require critical care due to chronic illnesses. Hence, such patients require emergency services. However, some people are not serious and can therefore; outpatient services can be suited for them. Second thing to examine the readiness of the Banner Healthcare is the availability of resources for future generations (Walsh, 2013). In coming times, healthcare network will be requiring plenty of resources to meet the needs of the people. Banner Healthcare has the capacity to meet the needs of patients in future by effective resource mobilisation. The availability of resources will enable the network to integrate numerous changes in the Banner Healthcare effectively. In terms of human resources, Banner Healthcare is considered second largest employer of young men and women after Wal-Mart in USA. In future, the health care system requires highly efficient workforce to cater to the needs of patients and provide them appropriate medical help. This is clearly possible with the magnificent human resources possessed by Banner Healthcare. Hence, the above discussion proves that Banner Healthcare will be effectively able to cope with the growing needs of the patients in future. Strategic Plan The strategic plan intends to include network growth, nurse staffing, resource management, and patient satisfaction for the Banner Healthcare. Network Growth: As of now, Banner Healthcare is available only in seven states. Hence, there is huge requirement of the health care system to expand in other states of USA also. Since USA has 50 states so it is crucial for the Banner Healthcare to expand in these states also so that it is able to cater to the health care needs of the people. Initially, the organisation must targeting expanding its framework in half of the states (Bond, 1994). This can be achieved by partnering with other health care entities. Also, government and non-governmental entities can finance Banner Healthcare to meet the funds requirements required for network growth. Nurse Staffing: It acts as an important component for the strategic growth of the organisation. Presently, Banner Healthcare is considered second largest employer of young men and women after Wal-Mart in USA. In future, the health care system requires highly efficient workforce to cater to the needs of patients and provide them appropriate medical help. Nursing is a primary requirement for every healthcare system (Simmons, 2009). For this, Banner Healthcare should train nurses that can help them attain high level of efficiency in their work. The organisation can also partner with other educational institutions to educate their nurses. Banner Healthcare can recruit nurses from those institutes only in future. It will help cope up with the nurse staffing needs of Banner Healthcare (Hussain, 2012). Patient satisfaction: For any healthcare system, patient is the primary concern. It is indeed crucial for a patient to be satisfied of the medical services being offered by the healthcare organisation. Banner Healthcare should follow an efficient mechanism where patients dont have to wait for their check-ups and instant medical help is given to them. Besides this, regular follow up of the patient is important to ensure he is satisfied. This will also help the patients to recover within a given time. A reliable health care system can only keep patients satisfied (World Health Organization, 2003). Resource management: Resources are crucial for the strategic growth of any health care organisation. Also, with advancement in technology, the need of resources also increases. The management of financial and human resources can only make Banner Healthcare efficient. Mitigation of operational cost is also one of the crucial factors for increasing the efficiency of Banner Healthcare (Tulenko, 2012). An efficient strategic plan will address all the issues pertaining to network growth, nurse staffing, resource management, and patient satisfaction of Banner Healthcare. In nutshell, this paper has evaluated the readiness of Banner Healthcare to meet the healthcare needs of the citizens in future. As per analysis, the Banner Healthcare is exceptionally positioned and is capable to meet the needs of patients across different states in USA. The extensive framework of Banner Healthcare, diversity of the resources available with Banner Healthcare, professional competence provides a clear indication that the organisation is capable to grow strategically in future. References 1. James, R. (2013). Accountable care organizations, Boca Raton, FL: CRC Press2. Walsh, K. (2013). Oxford textbook of medical education, Oxford: Oxford University3. Bond, J. (1994). Sociology and Health Care. Churchill Livingstone. 4. Hussain, A. (2012). Sentic PROMs: Application of Sentic Computing to the Development of a Novel Unified Framework for Measuring Health-Care Quality. Expert Systems with Applications, Elsevier.5. World Health Organization, (2003). Quality and accreditation in health care services. Geneva https://www.who.int/hrh/documents/en/quality_accreditation.pdf. Retrieved 1st April, 2015.6. Tulenko, A. (2012). Framework and measurement issues for monitoring entry into the health workforce. Handbook on monitoring and evaluation of human resources for health. Geneva.7. Simmons, J. (2009). Primary Care Needs New Innovations to Meet Growing Demands. HealthLeaders Media.8. Hopkins, J. (2011). Medicine. Patient Care: Tertiary Care Definition. Retrieved 1st April, 2015.